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Moral concerns

Date Posted: 2001-07-13

This is a letter of concern and complaint. It appears that we have some misguided individuals, whom are being lead by uncaring, selfish, self-absorbed men and women. I am sure that what you are about to read would be a surprise to many, (doubtfully), but mainly an integrity check for others. My name, rank and/or location are neither important nor relevant. What I wish for you to know is…

Reasoning: It does not take a brainchild to make the observation that this is a unit unlike any other regarding the manner in which the men and women are treated. There are men and women who are married, by American Law, who attempt to bring their spouses to Okinawa, for a brief period of vacationing, to find that they can’t have that person come to their room, in the barracks. The same rule, does not seem limit a local civilian, of the opposite sex, to enter that room. How does that add up?

Equality: This unit considers harsh punishments for JR individuals who err at times… but what about those SR individuals? As an individual gains rank, does the level of leniency towards misconduct increase? Why is it that punishing those, of a lesser pay grade seems more reasonable than reprimanding individuals of a higher-ranking stature, for the same incident? An example: A SR member has been counseled, on many occasions, for drunken and disorderly conduct while on liberty, but this individual did not receive any non-judicial punishment or written reprimand. I believe the UCMJ is meant for any and all Armed Forces Members, regardless of service or rank.

Hypocrisy: I love this one. What makes a true leader? Courage… a bit. Honor… yeah sure. Commitment… definitely. Well how about being fair? If you are not fair you receive no respect. And how can a “TRUE” leader lack respect? When you instruct others to follow and abide by a simple instruction, you should set the example by following it as well, right? Well this pertains to all SR individuals who call themselves ‘leaders’. You are not setting the example. For instance: A SR member has been counseled, on many occasions, for drunken and disorderly conduct while on liberty. The same individual believes he can, as a role model, give guidance to others why such behavior is intolerable. I believe someone, that has a drinking problem, should be the last person to be preaching on the do’s and don’ts of alcoholism.

Incentive: An individual agrees to extend six or more months of their time on island, expecting the rewards that come with that agreement. They then discover that there are two different sides to that agreement. For example: A service member was promised 30 days leave after signing, only to find that he had to wait until the command wanted to send him on leave but not on the dates originally requested. The outcome of this situation, the service member had to wait until 30 days before rotation, to take the leave. Is that incentive? An individual works very hard to gain promotion, in order to receive the benefits that follow with the rank, such as the privilege of receiving a personally owned vehicle license and right to purchase a vehicle. The individual later learns they have to wait until their six-month mark to even put in for such a request, which in most cases is denied. The Air Force believes “A better quality of life leads to a better quality of work… maybe would should look into that.”

Punishment: This one is very baffling. Punish ALL for ones mistake. That’s effective…. sure in basic training. Ladies and gentlemen we are not dealing with a bunch of civilian men and women who need to be transitioned into our way of life. These are grown adults who can account for their own mistakes. Punishing all is ineffective. The innocent group does not take the habitual offender, tie them to a bed and beat them with soap bars. Instead, they complain that they are punished and morale is lowered. Nothing is gained.

Hook-ups: This is a big one. It appears that we have many different types of racial ethnic backgrounds within this unit. A blind person could point that out. That same blind person could also point out the ethnic favoritism and how strong it flows throughout this unit. On many occasions, you would have no trouble finding these “clicks,” as I will put it, conversing amongst themselves. What baffles me even more, is that these clicks segregate themselves from other races, but don’t seem to have a problem accepting all ranks within that race. My point here is, if you are in that ethnic click, no matter what rank you are, you need not worry about acceptance. To deny that you see it, should be a crime… since the occurrence is a crime itself.

Individuals are promoted for this same reason. There are men and women who can not pass a physical fitness test, keep from getting out of trouble and perform lower than anybody else, but are still promoted ahead of their peers.

Chain of command: To many this always seems to be such an eye sore, for dozens of reasons. Why do service members fail to use the chain of command? Too lazy? Too impatient? I don’t think so. The men and women of this command, fail to use the chain of command because they have no faith in it. If you can’t understand why this is, or disagree with me, then you have not read this letter thoroughly. Example: An individual Requested Mast on a specific grievance, because they lacked faith in their command to deal with their problem, in a satisfactory manner. That truth was revealed when their Request Mast was not processed like the order states it should have been. Why do service members avoid Requesting Mast? They feel that 1) it will only make things worse and 2) the Request Mast system is not taken seriously enough, by those within the lower chain of command to put forth the effort of submitting such a request. Service members are not ignorant or cowards. They only act by what they see and hear. And when they see how things really work, they know what to expect. That is the truth.

You can take this letter any which way you like. This was not meant to disrespect or insult anyone. This letter’s sole purpose is to shed some light on many issues that are not being dealt with, because no one will talk about them.


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