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Survey of Minority Officers in the Navy: Attitudes and Opinions on Recruiting and Retention

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Survey of Minority Officers in the Navy: Attitudes and Opinions on Recruiting and Retention Calhoun: The NPS Institutional Archive Theses and Dissertations Thesis Collection 1995-09 Survey of minority officers in the Navy: attitudes and opinions on recruiting and retention Jones, James E. Monterey, California. Naval Postgraduate School http://hdl.handle.net/10945/35149 NAVAL POSTGRADUATE SCHOOL MONTEREY, CALIFORNIA THESIS SURVEY OF MINORITY OFFICERS IN THE <fi NAVY: ATTITUDES AND OPINIONS ON RECRUITING AND RETENTION by o? James E. Jones, Jr. Willie J. Stigler September, 1995 Thesis Co-Advisors: Mark Eitelberg Alice Crawford Gail Thomas Approved for public release; distribution is unlimited. nnoopAiOTiHsrac™1 Form Approved REPORT DOCUMENTATION PAGE OMB No 0704-0188 Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, fathering and ■»■int.inii.g the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of tins collection of information, including suggestions for reducing this burden, to Washington Headquarters Services, Directorate for information Operations and Reports, 1115 Jefferson Davis Highway, Suite 1104, Arlington, VA 111014301, and to the Office of Management and Budget, Paperwork Reduction Project (0704-0188), Washington, DC 20503. 1. AGENCY USE ONLY (Leave blank) 2. REPORT DATE REPORT TYPE AND DATES COVERED September 1995 Master's Thesis 4. TITLE AND SUBTITLE SURVEY OF MINORITY OFFICERS IN THE 5. FUNDING NAVY: ATTITUDES AND OPINIONS ON RECRUITING AND RETENTION 6. AUTHOR(S) Jones, James E., Jr. and Stigler, Willie 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) 8. PERFORMING ORGANIZATION Naval Postgraduate School REPORT NUMBER Monterey, CA 93943-5000 9. SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESS(ES) 10. SPONSORING/MONITORING AGENCY REPORT NUMBER 11. SUPPLEMENTARY NOTES The views expressed in this thesis are those of the author and do not reflect the official policy or position of the Department of Defense or the U.S. Government. 12a. DISTRIBUTION/AVAILABILITY STATEMENT 12b. DISTRIBUTION CODE Approved for public release; distribution is unlimited. 13. ABSTRACT (Maximum 200 words.) This thesis addresses the reasons why minority officers joined the Navy and their attitudes toward continued service. Focused interviews were conducted with over 100 minority officers in the Navy at various locations around the country. All interviews were taped and then transcribed. Thirteen general themes emerged from the responses of the officers. These themes covered many topics, including the people who most influenced an officer's decision to join the Navy, perceptions of inequitable treatment, and continuing conerns about racism. A number of conclusions were drawn from the research, which revealed a strong opinion among minority officers that the Navy's Equal Opportunity environment and minority recruitment policies can be improved. Recommendations addressed severl areas of possible improvement and proposed further research regarding minority attitudes toward the Navy and Marine Corps. This study was sponsored by the Office of the Chief of Naval Personnel (PERS-61) and the Defense Health Resources Study Center at the Naval Postgraduate School. 14. SUBJECT TERMS «MINORITY OFFICERS, MINORITY RECRUITMENT, RACE IN 15. NUMBER OF MILITARY, AFRICIAN-AMERICANS, HISPANICS PAGES 157 16. PRICE CODE 17. SECURITY CLASSIFICATION 18. SECURITY CLASSIFICATION 19. SECURITY CLASSIFICATION 20. LIMITATION OF OF REPORT OF THIS PAGE OF ABSTRACT ABSTRACT Unclassified Unclassified Unclassified UL NSN 7540-01-280-5800 Standard Form 298 (Rev. 2-89) Prescribed by ANSI Std 239-18 11 Approved for public release; distribution is unlimited. SURVEY OF MINORITY OFFICERS IN THE NAVY: ATTITUDES AND OPINIONS ON RECRUITING AND RETENTION James E. Jones, Jr. Lieutenant, United States Navy M.S.A., University of Central Michigan, 1987 Willie J. Stigler Lieutenant, United States Navy B.S. Mississippi Valley State University, 1982 Submitted in partial fulfillment of the requirements for the degree of MASTER OF SCIENCE IN MANAGEMENT from the NAVAL POSTGRADUATE SCHOOL September 1995 Author: Author: Approved by: Alice Crawford, Thesi/ Co-Advisor Gail F. Thomas, Thesis Co-Advisor Reuben T. Harris, Chairman Department of Systems Management 111 IV ABSTRACT This thesis addresses the reasons why minority officers joined the Navy and their attitudes toward continued service. Focused interviews were conducted with over 100 minority officers in the Navy at various locations around the country. All interviews were taped and then transcribed. Thirteen general themes emerged from the responses of the officers. These themes covered many topics, including the people who most influenced an officer's decision to join the Navy, perceptions of inequitable treatment, and continuing concerns about racism. A number of conclusions were drawn from the research, which revealed a strong opinion among minority officers that the Navy's Equal Opportunity environment and minority recruitment policies can be improved. Recommendations addressed several areas of possible improvement and proposed further research regarding minority attitudes toward the Navy and Marine Corps. This study was sponsored by the Office of the Chief of Naval Personnel (PERS-61) and the Defense Health Resources Study Center at the Naval Postgraduate School. VI TABLE OF CONTENTS I. INTRODUCTION J A. BACKGROUND * B. PURPOSE OF THE STUDY 2 C. SCOPE OF THE STUDY 2 D. BENEFIT OF THE STUDY 2 E. ORGANIZATION OF THE THESIS 3 H. BACKGROUND 5 A. BLACK REPRESENTATION IN THE U.S. NAVY 5 B. HISTORY OF BLACKS IN THE U.S 6 C. BLACKS IN THE MILITARY: A BRIEF HISTORY AND CHRONOLOGY 7 HI. RELATED LITERATURE 15 A. EVOLUTION OF THE U.S. NAVYS REPRESENTATION POLICY 15 B. RECRUITING GOALS IN OTHER SERVICES 18 C. QUOTAS IN THE CIVILIAN SECTOR 19 D. SOCIAL EQUITY VERSUS MILITARY EFFECTIVENESS AND POLITICAL LEGITIMACY 20 E. CNO STUDY GROUP 20 F. THE NAVYS CURRENT MINORITY RECRUITING GOALS . 21 G. EFFECTIVENESS 23 IV. DATA, MODELS AND METHODS 25 A. DATA COLLECTION 25 B. MODEL 27 C. DATA ANALYSIS AND THEME DEVELOPMENT 28 Vll V. ANALYSIS 33 A. OVERVIEW 33 B. THEME I: MOST OFFICERS FROM A TWO-PARENT HOUSEHOLD 33 C. THEME H: SOME MILITARY BACKGROUND PRESENT, GENERALLY ARMY 34 D. THEME IE: SELF-RECRUITMENT WAS PREVALENT 40 E. THEME IV: ROLE MODELS - CREDITED WITH DECISIONS TO ENTER 44 F. THEME V: MAJOR REASONS FOR JOINING THE NAVY WERE EDUCATION AND EMPLOYMENT 49 G. THEME VI: EXPERIENCES TEND TO VARY BY COMMISSIONING SOURCE 57 H. THEME VQ: MANY MINORITIES BELIEVE THAT THEY HAVE TO DO MORE THAN WHITES TO GAIN THE SAME RECOGNITION 65 I. THEME VIE; INTERVIEWEES TEND TO BELIEVE THEY HAVE BEEN SLIGHTED IN TERMS OF RESPECT OR REWARDS 71 J. THEME DC: A VAST MAJORITY FEEL MOST REWARDED WHEN TRUSTED TO PERFORM AND WHEN HELPING SUBORDINATES 75 K. THEME X: RACE (AND RACISM) IS A CONSISTENT, UNDERLYING FACTOR IN ALL THEMES 82 L. THEME XI: MOST OFFICERS PLAN TO RETIRE WITH FEW EXCEPTIONS 97 M. THEME XII: DOWNSIZING CONCERNS TEND TO FOCUS ON BOTH THE ORGANIZATION AND PERSONAL ELEMENTS . 103 N. THEME Xm: OFFICERS ARE SKEPTICAL ABOUT THE NAVYS "12-12-5 PLAN" 108 vni VI. CONCLUSIONS AND RECOMMENDATIONS 117 A. OVERVIEW II7 B. MAJOR THEMES AS DISCUSSED IN CHAPTER V INCLUDE THE FOLLOWING H"7 C. CONCLUSIONS AND RECOMMENDATIONS 119 D. SUGGESTIONS FOR FURTHER RESEARCH 125 APPENDDC A. NAVY DESIGNATOR BREAKOUT 127 APPENDK B. DEMOGRAPHIC DATA 129 APPENDIX C. INTERVIEW PROTOCOL 131 APPENDIX D. DATA TEMPLATE 135 LIST OF REFERENCES 137 INITIAL DISTRIBUTION LIST 141 IX LIST OF FIGURES 1. Sonnenfeld and Kotter (1982) Model of Career Development 30 2. Model of Career Development for Navy/Marine Officers 31 XI Xll LIST OF TABLES 1. Percentage Distribution of Navy Officers by Racial/Ethnic Group, 1984- 1994 5 2. Navy Affirmative Action Plan (NAAP). Recruitment Goals for Officers, 1984-1994 17 3. Recruiting Goals (Percent) by Service, Year, and Minority Group . 18 4. Sample Population by Date and Location of Interviews 27 5. Frequencies of "Role Models" by Level and Type 45 xui I. INTRODUCTION A. BACKGROUND The issue of representation in the armed forces has evolved over the greater part of this century from the question of whether or not minorities should be allowed to serve, to the current situation where goals are set to achieve a proper "mix" of the races. Over the past few years, much progress has been made by the military services in achieving more equitable opportunities for minorities. In July 1973, the draft ended and the military became an All-Volunteer Force (AVF). The Vietnam War had fostered attitudes of opposition to conscription and a decreased willingness among young men to serve in the military. The AVF was able to survive the 1970s and prosper during the 1980s. By the 1990s, with the end of the Cold War and collapse of the Soviet Union, the US Military was heavily engaged in a force reduction. Yet, there is a concurrent push to increase the number and percentage of Black officers in the Navy. The Navy achieved its Black enlisted goal of 12 percent in 1983 and has exceeded it every year since. The Black officer goal, although historically set much lower than the goal for enlisted personnel, has yet to be achieved. Currently, the Navy is attempting to reach minority representation among new officers of 12 percent Blacks, 12 percent Hispanics, and 5 percent Asian Pacific Islanders and Native Americans/Alaskan Natives by the year 2001. This objective has been called the "12-12-5 plan" and is based on the estimated percentages that these minorities will represent in the American population by the year 2000. [Ref. 1] The precise motivation for minorities, particularly Blacks, to join the sea services as officers has yet to be discovered. Although minority recruitment has steadily improved in the Navy and the Marine Corps, neither service can match the continuing success of the Army in achieving racial/ethnic diversity in the officer corps.
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