"Conduct unbecoming" is a punishment that is only for Commissioned OFFICERS - not for enlisted soldiers. Article 84 is regarding unlawful enlistment... and therefore not applicable to this situation. Article 15 is the article that allows for non-judicial punishment - it is NOT something you can be charged with. Article 91: Insubordinate conduct toward a non-commissioned officer (you failed to obey the order). Article 92: Failure to Obey a Lawful Order (he ordered you to tell the truth‚ and you
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coaching Coaching creative talent can be exciting‚ hugely rewarding and extremely challenging. Alec McPhedran outlines a coaching framework for developing creative people – GENIUS Turning ideas into reality n my naïve‚ innocent‚ early days‚ coaching was working with the client‚ imparting my worldly knowledge and wisdom as well as‚ sometimes‚ working on their ideas. Of course‚ it’s actually about working solely on the individual’s agenda‚ developing his ideas‚ stretching his thinking – hands-on
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TAXATION OF INCOME TRUSTS IN CANADA: EFFECTS ON STRUCTURE‚ CONDUCT AND PERFORMANCE P. L. ARYA Abstract: Income trust as a business structure became increasingly popular in Canada since 2003. Income trust structure gave companies advantage of shifting their tax burden on to the investor. The investor‚ on the other hand‚ received steady and higher than the market rate of return on invested capital and also received capital gains in the form of ‘return of capital’. When large Canadian corporations
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Mentoring and Coaching Teachers This article begins with the importance of mentoring and how mentoring can reform education. I understand that mentoring is an important factor because it allows us to recognize the effective ways of teaching. Teaching needs to be innovative and developmentally appropriate. Research clearly states‚ that mentoring is highly beneficial‚ when it comes to cutting the dropout rate by 35% and maintaining teachers. By mentoring teachers effectively‚ teachers are less
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gyI C T P V E I + A September 27‚ 2012 .. . .. . .. . . . . . . . . . . . . . .. .. .. .. .. .. .. .. .. .. .. .. .. . .. . .. . .. . .. . O R E I Principle A: Bene cence & Non-male cence Principle B: Fidelity & Responsibility Principle C: Integrity Principle D: Justice Principle E: Respect for People’s Rights & Dignity Ethical Standards Ethical Dilemmas T
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UNPROFESSIONAL CONDUCT Introduction Andre Hamilton had spent eight years in the United States Air Force. While in the service‚ he learned how to conduct himself in a professional manner‚ and he learned to respect others. He wanted to become a manager so he completed a bachelor’s degree in organizational management at the University of LaVerne. After graduating from school‚ his confidence soared to a point where he felt he was in a position of great demand by potential employers. In 1996‚ while
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Coaching Leadership in the Workplace According to Mike Noble in his article‚ Transform Managers into Coaches: Five Steps for Coaching Success‚ an effective manager is a coach and not just a boss. The most effective managers are those who can coach and collaborate. If one is able to coach their employees effectively then they are able to create sustainable long-term results for themselves and their company. Coaching is action of helping others to perform better‚ whether it is through feedback
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Coaching Session Evaluation The lesson began with good planning and organisation‚ as (Cassidy‚ Jones and Potrac‚ 2004; Jones‚ 2004; Penny‚ 2005.) agreed that it is important to stress the extent of planning. Preparing music‚ gloves and pads ready for the arrival of the participants was well organised and helped with the smooth running of the lesson‚ as was arriving in good time. The pre-prepared markings strategically placed on the floor‚ helped
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the world of business process improvement can take many forms. From an automation standpoint‚ no one knows more about the subject than the IT professionals within an organization. From the business unit perspective‚ no one knows more than the department professionals. The article selected for this analysis is titled "Whose is Process Improvement Anyway?" by Meridith Levinson. It describes two separate organizations that utilize IT in their business process improvement strategies. It further describes
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A Continuous Improvement process is an incremental and ongoing approach to improve products‚ processes or services. These efforts generally seek to achieve incremental improvement over time or try to achieve breakthough improvement as an immediate result. Delivery processes are constantly evaluated and improved to increase their efficiency and effectiveness. W.Edwards Deming‚ a poineer in the field of quality saw it as part of the system whereby feedback from the customer is taken and evaluated against
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