Tuesday, November 26, 2019

Casualty Statistics From the War on Terrorism

Casualty Statistics From the War on TerrorismCasualty Statistics From the War on TerrorismWhat is the real cost of war? On just one day in September 2001, 2,996people schwefellost their lives at the Pentagon, in New York when the twin towers fell, and on the each of the three hijacked planes.When the leader of al-Qaeda, Osama Bin Laden, was killed by U.S. special forces, the war on terror did not subside. In fact, the monetary costs continued each year since then at a steady rate in defense and homeland security spending.In all, the U.S. government has spent more than $7.6 trillion on defense and homeland security since the 9/11 attacks. But the true cost of war lies in lives lost. According to the Department of DefenseCasualty Report, here are casualties from the various campaigns in the subsequentWar on Terrorism. Operation Enduring Freedom(OEF) This campaign includes casualties that occurred between October 7, 2001,and December 31, 2014. The DoD reports 2,347military deaths and fo ur civilian deaths, with a total of 20,096 injured in and around Afghanistan. There are other locations in the world that are classified within the OEF spectrum.These includedeaths and injuries in Guantanamo Bay (Cuba), Djibouti, Eritrea, Ethiopia, Jordan, Kenya, Kyrgyzstan, Pakistan, Philippines, Seychelles, Sudan, Tajikistan, Turkey, Uzbekistan, and Yemen. Operation Freedom Sentinel(OFS) This campaign includes casualties that occurred in Afghanistan immediately after OEF concluded on December 31, 2014. OFS beganon January 1, 2015.As of June 2019, there are71 U.S. deaths and 397wounded in this militaryoperation.Operation Iraqi Freedom (OIF)This campaign includes casualties that occurred in Iraq starting March 19, 2003.On August 31, 2010, President Obama announced that the American combat mission in Iraq had ended.There were 4,423U.S. deaths and31,957 wounded in that militaryoperation. These casualties occurred in Iraq as well as in the Arabian Sea, Bahrain, Gulf of Aden, Gulf of Om an, Kuwait, Oman, Persian Gulf, Qatar, Red Sea, Saudi Arabia, and ?the United Arab Emirates. Prior to March 19, 2003, casualties in these countries were considered OEF.? Operation New Dawn(OND) This campaign includes casualties that occurred between September 1, 2010, and December 31, 2011. There were 73 U.S. deaths and 295 wounded in this operation. These deaths occur in the areas ofthe Arabian Sea, Bahrain, Gulf of Aden, Gulf of Oman, Iraq, Kuwait, Oman, Persian Gulf, Qatar, Red Sea, Saudi Arabia, and the United Arab Emirates during the dates above.Operation Inherent Resolve(OIR) Effective October 15, 2014, OIR was created to wage war against the terrorist group the Islamic State in Iraq and the Levant (ISIL, another personenname for the Islamic State) along the Syrian-Iraqi border. To date, there are79U.S. deaths and 81 wounded in OIR. OIR campaign includes casualties that occurred in Bahrain, Cyprus, Egypt, Iraq, Israel, Jordan, Kuwait, Lebanon, Qatar, Saudi Arabia, Syria, Turke y, United Arab Emirates, the Mediterranean Sea east of 25 Longitude, the Persian Gulf, and the Red Sea. War on Terrorism Casualties by Military Branch The Army (including the Army National Guard and Reserves) comprises 49 percent of the total DoD forcebut sustained more than 70 percentof the combat deaths in Iraq and Afghanistan. The Marine Corps (including the Reserves) makes up only 10 percentof the total DoD force but experienced 23 percent of the combat-related deaths. The Navy (including Reserves) makes up 19 percent of the total DoD force and sustained over 2 percent of the total combat casualties. The Air Force (including Air National Guard and Reserves) comprises 21 percent of the total DoD forceand experienced just over 1 percentof the total casualties. The active duty forces comprise 55 percentof the total DoD force and have experienced more than 80 percentof the total deaths in Iraq and Afghanistan. The Reserve forces (Reserves and National Guard) comprise 45 percent of the forceand received nearly 19 percent of the total casualties. Just under 3 percentof the total fatalities were women, who make up 16 percent of the total DOD force. Men, who make up 84 percent of the total force experienced 97 percent of the deaths in the two theaters of operation. Previous War Casualties In contrast, during the firstGulf War (1990-1991), 382 American service members died in-theater 147 (38 percent) of those a result of direct combat. During the Vietnam War (1964 to 1975), there were 47,413 U.S. military battle-related deaths, and 10,785 service members died from other causes. In the five years of World War II (1940-1945), 291,557 American troops lost their lives in combat, and 671,846 were wounded.

Friday, November 22, 2019

Didnt get the job Heres how to get feedback and learn why.

Didnt get the job Heres how to get feedback and learn why.Didnt get the job Heres how to get feedback and learn why.There are no further steps for you.That statement, in its many forms, is the last thing many professionals hear during theinterview process. There is only one job opening and the company has seen many candidates. But actually, there is one more step for you - gettingfeedback.The first nugget of advice for getting that coveted feedback?Dont start at the end of the process.Gary Bender, Founder CEO ofThe CFO Solution, a peer-to-peer networking and best practices repository for private company finance leaders, believes that laying the groundwork for powerful guidance begins with your behavior.Good cover letters, good resumes andproper follow-upwill lead to better behavior by the employer, especially if you can establish expectations in early in the interview process.During your interviews, you should always ask for thecompanys next steps, their decision and their communic ations process. Reminded Bender, when you promptly follow-up with each interviewer, confirm your interest or if there are open issues bring them up. Be sure to highlight your transferable successes and remind them of the timeline they provided and confirm that you look forward to their follow-up by that date.Impeccable behavior and follow-up lay the ground work, but you will still have to ask forfeedback. Kyle Boze, a former recruiter turned teacher, suggests that youframe your ask as a quest for mentorship or guidance from the hiring manager. Bozes template starts with gratitude, follows-up with respect, flattery and shared empathyFirst, I wanted to thank you for taking the time to interview me for your titleposition. I appreciated the time, and after hearing about the role, I believe its one of the best out there.I completely respect your decision to go in another direction and wish you the absolute best in your search. I would ask (if possible), would you mind sharing with me any feedback (good and bad) about my resume, interview, etc? I would love feedback from an industry veteran like yourself and believe your guidance would be incredibly beneficial to me landing a position like this with another company.If the company is unwilling, it is important to remember thatbusinesses do not have to justify a no decision. That said, there is an incentive for organizations to provide meaningful assistance- bottom line results. By treating candidates well, our reputation welches stellar, which saves money on recruiting, improves the quality of hires, and increases retention, recalled Bender. I have a very simple mantra if you took the time toresearchand apply to me, I should have the courtesy to acknowledge and reply. Email response takes less than one minute.The CFO Solutions process for declining a candidate is to promptly provide a status update, close out the file and provide feedback if appropriate. Bender has gone further, like providing referrals to candidates that werent right for his needs but were a good fit for other companies hes connected to. Bender advised, You always have to be sensitive to lawyers desire to sue, but feedback can be given and maybe even a suggestion or two.For more than 30 years, Hollis Gonerka Bart, principal of her eponymouslaw firm, has advised, counseled and represented international brands, family offices and private companies on best practices for identifying and hiring employees. Feedback can be a positive catalyst for a debunked candidate and can be relatively risk-free for companies, if it focuses on things the person can change, such as resume typos, personal presentation, and experiential gaps, she said. These are all legitimate business reasons for deciding to take a pass on a candidate. Clearly, no decision should ever be based on a persons protected characteristics, such as gender, age, race, etc., becausediscrimination lawsapply with equal force to the interview process.Finally, its important torem ember its just one persons opinionWhen my colleagues share some unexpected or negative hiring news, I always ask if they respected the person, the business and the process. If the answer is an honest no, then why care? If its coming from thoughtful leaders like Bender, Boze or Bart, then it makes sense to care. Correct what you can and consider paying it forward when it is your turn.- This article originally appeared on FairygodbossAt Fairygodboss, our mission is to help you create the best career for your life. Weve helped over a million women do this by crowdsourcing hard-to-ask information about job flexibility, salaries, work-life balance, maternity leave policies and whether women are promoted fairly in their companies and departments. Come see our free job reviews and career advice

Thursday, November 21, 2019

The best friend you can ever have

The best friend you can ever haveThe best friend you can ever haveLove is blind friendship closes its eyes. Friedrich NietzscheA mouse was in constant distress because of its fear of a cat. A magician took pity on it and turned it into a cat. But then it became afraid of the dog. So, the magician turned it into a dog. Then it began to fear the panther. Thus, the magician turned it into a panther. Finally, it became full of fear for the hunter.