Author

David B. Sosa

Date of Award

Spring 4-23-2008

Degree Type

Thesis

Degree Name

Master of Public Administration (MPA)

Abstract

This research presents the United States Marine Corps recruiting environment as exiting within an interactively complex environment. Standard planning methodologies focus on analytical or intuitive decision constructs best suited for structurally complex rather than interactively complex environments. Based on a literature review the author identifies the characteristics and differences between structurally and interactively complex systems. The literature review also reveals potential methods for assessment and planning within an interactively complex environment. Employing the literature and the author's understanding of the recruiting environment the author demonstrates that the environment is interactively rather than structurally complex. From this proceeds an examination of the current planning processes available to the Marine Corps: the Marine Corps Planning Process (MCPP) and the Rapid Response Planning Prncess (R2P2). The author also reviews a process peculiar to Marine Corps recruiting the Command Group Meeting. The author identifies the analytical and intuitive nature of each of these processes and suggests that they are not suited to planning in an interactively complex environment such as recruiting. As an alternative, the author highlights Operational Design as an application better suited to the needs of an interactively complex environment.

Highlighting shortfalls in mission accomplishment at Recruiting Station Sacramento in 2007, the author works with the leadership of the station to implement the concepts of design to the station's planning process. Out of the design, process emerges an adjusted plan focused on the environment as a whole and centered on the recruiter. The command implements the ideas incorporated in the design process over a period of three-month and witnesses and significant increase in production. Following the three-month implementation, the author administers a survey to assess the validity of the Command Group's assessment that recruiter motivation and focused incentives should be the focus for improving the command's performance.

The improvement witnessed at the Recruiting Station and the results of the survey provide valuable insight into the potential for switching from analytical planning models to design focused approaches. In an era of increasing complexity where analytical and intuitive planning models fall short, design models offer an interesting alternative and a novel approach to problem framing and problem solving.

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