The study investigates the relationship between Family-Supportive Organization Perceptions (FSOP), work-family enrichment, and job burnout across five dimensions. It draws on the work-family and cross-national management literature to examine the relationships between a variety of organizational support factors and work-family outcomes, as well as gender. The research also examines the effects of person-organization (PO) fit, family-supportive organization perceptions (FSOP), and self-efficacy on work-life balance (WLB).
Previous research has demonstrated the benefits of FSOP for reducing stress, increasing satisfaction, and increasing worker commitment. The present study examined the relationships between FSOP and health outcomes, as well as how those relationships may depend on work schedule and family differences. Results indicated that FSOP mediates the relationship between family-friendly benefits available and the dependent variables of work-family conflict, affective commitment, and job satisfaction.
The study also investigated the relationship between FSOP and the six Work-Family-Friendliness (WFC) dimensions and satisfaction with the job, family, and life. The findings suggest that FSOP mediates the relationship between family-friendly benefits available and the dependent variables of work-family conflict, affective commitment, and job satisfaction.
Practical implications of this study include the potential of work-family policies as a management tool to balance work and family life by making employees feel more valued and satisfied. The study also highlights the importance of addressing gender and other factors in promoting work-life balance and job outcomes.
📹 Canadian Special Operations Regiment (CSOR) – Silent Professionals {Marine Reacts}
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How Does Fsop Affect Job Satisfaction?
FSOP (Family Supportive Organizational Policies) impacts family-friendly benefits, job satisfaction, and supervisor support, mediating relationships between these factors and work-family conflict. A study involving 206 airline employees found that FSOP negatively influenced strain symptoms, with psychological detachment mediating the connection between FSOP and the need for recovery. The literature divides potential influences on job satisfaction into personal employee qualities and work environment qualities.
A comprehensive analysis, including data from the 2014 General Social Survey, highlights the significance of income, individual characteristics, and work-related factors on job satisfaction. It suggests that higher job satisfaction correlates with improved employee well-being, which is crucial for organizational health. Notably, a supportive work environment significantly enhances job satisfaction, engagement, and productivity. Furthermore, job satisfaction impacts organizational performance positively, implying that organizations should prioritize creating supportive environments.
Academic studies reveal that FSOP positively influences work-family enrichment and negatively correlates with burnout, demonstrating substantial roles in employee satisfaction and commitment. The negative effects of work-family conflict on job satisfaction diminish for employees with stronger FSOP. Overall, fostering FSOP within organizations can lead to increased job satisfaction, enhanced employee morale, and greater overall productivity, establishing a link between employee well-being and organizational success.
What Is Work-Life Study Balance?
The work-life-study balance involves fostering a culture where employees can effectively manage their professional responsibilities alongside personal and educational commitments without undue pressure. Achieving this balance is essential for optimal wellbeing and harmony in life. Research shows that U. S. employees prioritize work-life balance over health benefits. Defining work-life balance typically entails the time allocation between job duties and personal interests or family engagements, striving for a lifestyle that mitigates stress and prevents burnout.
Key findings highlight that it is feasible to balance work, studies, and personal life, and achieving work-study balance (WSB) is crucial for overall work-life balance (WLB). Effective management of time and resources is necessary to maintain this equilibrium. A stable work environment significantly reduces work-related stress, promoting healthier living and general wellbeing. Furthermore, maintaining work-life balance means individuals can manage their personal lives during the workday without unnecessary complications.
It's essential to recognize that work and personal life are interconnected, influencing each other. Ultimately, a healthy work-life balance enables individuals to excel in their professional roles while supporting personal wellbeing outside of work.
What Is An Example Of A Good Work-Life Balance?
A compressed work schedule allows full-time hours to be condensed into fewer days, providing employees with longer weekends for rest, hobbies, and family time, thereby improving work-life balance. Achieving work-life balance involves cultivating an identity outside of work, which can boost morale and productivity, leading to a happier workforce. Examples of maintaining this balance include a stay-at-home parent completing work during a baby's nap or a student prioritizing social time over studying.
To promote work-life balance, companies can implement various strategies such as flexible scheduling, wellness breaks, and supportive leave policies. Understanding that work-life balance differs for everyone is crucial, and establishing boundaries as a leader can foster a healthier workplace. Work-life balance is essential for overall well-being, as it helps manage the demands of work without sacrificing personal values and quality of life. Supporting employee interests, like allowing flexibility for training in personal pursuits, enhances engagement and fulfillment.
By adopting practical examples and strategies, individuals and organizations can improve their work-life balance effectively, ensuring a harmonious relationship between personal and professional commitments.
What Is The New Term For Work-Life Balance?
Work life fit presents a flexible approach to connecting professional and personal lives, contrasting sharply with the traditional concept of work-life balance, which implied a strict separation. Recent changes, such as the decline of rigid 9-to-5 schedules and the rise of remote work, have reshaped definitions of work-life balance, rendering it inadequate for addressing stress and burnout. Instead of balance, people seek "having it all," with the emphasis on prioritizing career demands alongside personal life.
Leaders need to clarify the meaning of work-life balance for their teams to enhance workplace well-being. A supportive work environment focused on work-life balance can lead to cost savings and increased productivity. Work-life design, a richer, holistic perspective, promotes integrating various life aspects rather than striving for balance. The notion of "work-life harmony," as advocated by figures like Jeff Bezos, encourages flexibility and recognition that perfect balance is often unattainable.
Overall, contemporary approaches emphasize aligning work with personal priorities, aiming for individualized solutions rather than strict equality between roles. This evolution reflects a broader understanding of life’s complexities, focusing on well-being and productivity rather than rigid divisions.
What Is The Fsop Scale For Family-Supportive Organizational Perceptions?
Carlson et al. (2000) reported coefficient α ranging from . 78 to . 87 across six dimensions. This study utilized Allen's (2001) 14-item Family-Supportive Organizational Perceptions (FSOP) scale, with response options from 1 (Strongly disagree) to 5 (Strongly agree). Higher FSOP scores indicate greater organizational support. Our research investigated the relationships between FSOP, family-friendly benefits, and their impacts on work-family conflict, affective commitment, and job satisfaction.
Analysts examined data from managers across five Western countries, confirming that FSOP significantly mediates the effects of family-friendly benefits on these dependent variables. Additionally, FSOP serves as an individual's cognitive representation of organizational support, influencing interpretations of organizational actions. We followed a theoretical model based on conservation of resources theory, demonstrating that both Family Supportive Supervision (FSS) and FSOP are vital resources.
The findings suggest that FSOP positively correlates with work-family outcomes. A sample of 980 employees indicated that FSOP is related to work-family enrichment and employee affective commitment across various measures, emphasizing the importance of a family-supportive work environment.
Does Fsop Influence Employee Reactions To Family-Friendly Benefits Policies?
The study investigates the role of Family-Supportive Organizational Perceptions (FSOP) in the relationship between supervisor support, family-friendly benefits, and work-family conflict. Data from 522 participants across various occupations revealed that FSOP significantly correlates with the availability of family-friendly benefits, their usage, and perceived supervisor support. Moreover, FSOP mediates the impact of family-friendly policies on work-family conflict, affective commitment, and job satisfaction.
It was found that increased FSOP is linked to reduced work-to-family conflict, especially when supervisors exhibit supportive behaviors. The research highlights the importance of a positive work environment and its influence on employee reactions to family-friendly policies. It suggests that FSOP does not moderate the relationship between work-family conflict and job satisfaction. Instead, supervisory support perceptions enhance employee performance through work-family enrichment.
The findings advocate for the importance of organizational support in promoting well-being and commitment among employees. Overall, the research underscores the significance of FSOP in mediating relationships involving family-friendly benefits, thereby offering insights into how organizations can better support employees in balancing work and family life. This study provides a theoretical framework for understanding the dynamics of work-family integration within organizational contexts.
Is Fsop Related To Work-And-Family Literature?
The study investigates the concept of Family-Supportive Organizational Perceptions (FSOP) and its unique relationship with work-family dynamics, particularly regarding supervisor support and organizational family-supportive behaviors. Findings show that employees who perceive their organization as family-supportive report higher life satisfaction, especially those caring for dependent adults. FSOP mediates the connection between family-friendly benefits and key outcomes such as work-family conflict, affective commitment, and job satisfaction.
Utilizing a sample of 980 employees, results support a partial mediation model where FSOP contributes positively to work-family enrichment while negatively influencing work-family conflict. The study also emphasizes the significance of FSOP in relation to various health outcomes and indicates that employees make reliable inferences regarding their organization’s family supportiveness. Overall, the research underscores the importance of promoting family-friendly policies within workplaces to mitigate work-family conflicts and enhance employee well-being. It draws on the work-family and cross-national management literature, revealing that work-family-specific supervisor support has a stronger impact on work-family conflict than general support.
What Exactly Is Work-Life Balance?
Work-life balance is fundamentally about the time allocation between job responsibilities and personal time dedicated to family, interests, and hobbies. It stresses the importance of maintaining this equilibrium to manage stress and reduce burnout. Achieving work-life balance enhances overall well-being and work performance, signifying the necessity of fulfilling personal interests alongside professional duties. The concept has evolved alongside workers’ rights, prominently advocating for the ability to manage personal life during working hours without needing permission.
In essence, achieving a balance means prioritizing both professional demands and personal enjoyment, leading to a more meaningful and happier life. Various strategies can be implemented by individuals to enhance their work-life balance, as well as companies developing programs that promote this equilibrium among employees. The rise of work stress and high resignation rates emphasizes the need for workers to reclaim control over their time and mental capacity, aligning their work with personal values and responsibilities.
Work-life balance, therefore, reflects a state where personal and professional lives harmoniously coexist, fostering fulfillment and success in both realms. Ultimately, optimizing work-life balance is crucial for individual well-being and enhancing overall job satisfaction in today’s demanding work environments.
What Are The Three Types Of Work-Life Balance?
The concept of work-life balance encompasses three primary models: Integrated, Separated, and Flexible. Each model reflects differing approaches to harmonizing personal and professional lives. An Integrated model values both work and personal life equally, aiming for a blend of the two. A Separated model keeps boundaries distinct, treating work and life as separate entities. The Flexible model allows dynamic adjustments to schedules and responsibilities.
Work-life balance is critical for self-care, enabling individuals to manage their workday and personal relationships effectively. Common practices include time-based arrangements like flextime, remote work, and four-day workweeks to enhance this balance. Factors influencing work-life balance include working conditions, organizational culture, and personal circumstances. Achieving harmony leads to increased happiness and productivity for individuals and organizations alike.
Thus, selecting the right approach to work-life balance is essential, with each model presenting its unique challenges and rewards. Understanding these models can assist in developing effective strategies for better work-life integration.
Do Family-Supportive Organization Perceptions Improve Health Outcomes?
Prior research highlights the advantages of family-supportive organization perceptions (FSOP) in reducing stress, enhancing satisfaction, and boosting employee commitment. However, studies examining health outcomes or variations in FSOP effects based on worker characteristics remain limited. Existing literature indicates that FSOP not only predicts career success but also impacts health-related outcomes such as job satisfaction, burnout, depression, and physical health symptoms (Haar and Roche, 2010; Jennings et al., 2016).
This study aims to detail how work-family supportive organizations and supervisors shape key organizational outcomes, including employee commitment and performance. Findings reveal that both work-family support measures significantly correlate with care quality outcomes, where greater family-supportive supervision is linked to reduced incidence of negative work dynamics. Specifically, positive family support perceptions correlate with increased job and life satisfaction while lowering turnover intentions and job burnout.
The results suggest a social-exchange perspective through which family-supportive supervisor behaviors foster thriving by mitigating work-to-family conflict. Overall, the study emphasizes the role of FSOP as a contributing factor to individual experiences of work-family conflict, supporting the notion that a family-supportive work environment enhances overall well-being, life satisfaction, and employee performance. FSOP serves as an essential mechanism in promoting healthier work-family dynamics.
📹 Connect & Explore: Cooperative Extension’s National Framework for Health Equity and Well-Being
National Collaborative on Childhood Obesity Research Efforts to Advance Childhood Obesity Research: Progress and Next Steps …
The GAU-21 is a modified version of an M2 browning. The G21 has almost double the rate of fire at 1,100rpm vs the M2 450-600rpm. It’s a modernized version of the guns that were mounted on fighter planes from WWII all the way to Vietnam. The U.S. currently uses them as a secondary armament on the Avenger air defense system. They’re intended for defense against aircraft, but the higher rate of fire makes them effective anti-materiel and anti light armor weapons on choppers. Not to mention with structures typical to Afghanistan or buildings in other non developed regions, the G21 can easily chew through walls or roofs, pretty much negating cover that typical infantry weapons wouldn’t be able to penetrate. It’s kind of a middle ground weapon bridging the gap between a normal vehicle mounted HMG and a minigun. Currently the U.S. is working to mount the GAU-19/B on light ground vehicles, which is a 3 barrel version of the GAU-21, with the capability to switch between 1000 and 2000rpm. They’re also currently used on the Kiowa and the USMC use them on Sea Stallion and Venom helicopters.
I served 32 years with the Royal Canadian Navy, my uncle served in the RCAF during WW2 was shot down and spent almost 3 years in Stalag Luft 3 where he was part of the Great Escape and the Forced March to freedom, my grandfather was decorated with a Mentioned in Dispatches for bravery in action at Vimy Ridge during WW1, Canadians are the best !
One Eye and several of these “religious zealots” have been eradicated since this film was made. The Canadian Captain is so mild mannered no one would imagine him to be SF. I’ve heard this said many times: Canadians are benign until the word “war” is mentioned and then they go berserk. Many thanks to the Canadian military and their nation as awhole for the sacrifices and bravery they have made and shown for the sake of the free-world.
Wow at around the 11:10 mark they mention two guys from London,Ontario,Canada & that hits home for me because I grew up in a beautiful small town just outside of London,Ontario about 40-45mins away in the small town of St.Marys,Ontario which I was born & raised up until I was 20yrs old then moved to Windsor,Ontario which is right across the river from Detroit,Michigan,U.S.A.
Yikes, have we Americans lost the definition of secrecy, these Canadians understand its true meaning. Also, I think the ODA that got ambushed was doing exactly what this CSOR unit was doing. Foreign internal defense, God bless those men that paid the ultimate sacrifice. Hope we get the fuckers that committed the atrocity.
My dad was called up to CSOR in 2005 (at the time it was still called JTAF, as it was going to be a secondary branch of JTF2) before the regiment was even created. In Jan 2006 he was the 6th person there, he was tasked to create the regiment from the ground up and scout out the first 180 so people to join. Once the thing was up and running he completed the operator course (selection and SOBQ) at 37 years old. He was the chief training instructor from 06-2011. Joining the CAF and doing my BMOQ in just a few months.
The 50 cal was before they got the 7.62mm mini guns. The article you are perusal is out of date. Notice they don’t mention the JTF2. Also, the helicopters used are from the 427 Special air squadron, par of CSOC, just like CSOR and JTF2. The 427th job is to insert and extract CSOR and JTF2 operators. Also used to escort land and air based convoys in war zones.
I haven’t seen many .30 cal on helos, I’d say it’s more common to see 7.62 in either an MG or Gatling these days. My first thought was that the rate of fire on a .50 would be too slow but I think newer versions (M3?) are a bit quicker. I’d say they’re likely using it here for vehicle stops to knock out the engine block before a capture. Anyone else have any ideas?
Canadians don’t have .50’s on their helos because they’re not American 😏leave the 50’s to the americans. I also find it quite impressive that they’re a fairly secure special ops unit compared to the SEAL’s or Rangers. If you haven’t heard of them until now then their really good at what they do. Good article man, keep it up and do another one of these if there is more.
I remember something about some dudes hard mounting a 50 on a Huey.. many many years ago. Fifty years ago. The vibration was too much for the structure or something. It tore up the floor. They took the m60’s loose and hung them from bungie straps on the UH1.. as everyone knows. I remember the Kurds. They wanted all of our stuff. They just laughed at the training.. like it was a joke.
I’m a Yank living in Canada. Funny thing….I had never heard a word from any American about the Canadian military being soft or passive or any pejorative statement. My wife is from Canada, that’s why I’m here. Her uncle landed at Normandy and commanded troops. He finished his career as a Brigadier General, Royal Winnipeg Rifles. The D-Day Museum, now the WWII Museum in New Orleans, has a lot of Canadian references and quotes from the soldiers. There may be Americans that have the wrong impression, but I can tell you that those that matter, do not.
CSOR is one of 4 special ops groups within Canada’s Special Operations Forces Command. Another group is the JTF-2. CSOR has a battle strength of only approx. 250. Small by some standards but very effective. A side mission for CSOR is to train other British Commonwealth nations such as Jamaica and Belize security forces. The British Army has a similar training program running in places like Kenya, and Uganda.
I imagine They don’t talk about what they do like most SF units because 1. They’re on mostly classified Operations in places they shouldn’t be and they Legally can’t, and 2. They don’t have normal lives, they’re expert Soldiers with Elite training and Tactics that come naturally to them who probably do a lot Dangerous and Violent things in service to their country and don’t necessarily want to talk about it.
The .50 is mounted on their choppers because it is an anti-personel/anti-material weapon aswell as a suppressing fire support weapon. Basically you can count on it to be able to engage dug in enemy with small arms in cover. It can engage lightly armoured technical vehicles. Finally .50 caliber in fully automatic form used to suppress will have the enemy not wanting to dare expose themselves. There’s a variety of ammunition for these type of weapons from armour piercing to incendiary.
Canadian Army Basic Training is Navy Seal Training entrance requirement, we try to be “jack of all trades” due to our low-number, massive geography, strategic location defence focus (we have like 3 main cities, and ressources centers.. thats it), our age average are around 33 years old too… I believe CSOR is the public face of the JTF2 (Canadian Special Forces, DevGru Command). Strike from the Shadow, Leave Dead Bobies, and make the enemy feel sorry for themselves while we apologize for not being sorry !. About Secrecy: It’s a Buzz phrase, but other than a Canadian article Game mention, a discreet book… you have nothing to prove they exists. JTF2 / CSOR are the most used by USA special forces command
as for the 50cal? they are fitted likely because our air force does not have attack helicopters, therefore the griffons are well outfitted, as they are the only airborne fire support for the air unit, typically escorting chinooks. on the other door is likely another 50cal although usually a minigun, otherwise the standard is a C6 (fn minimi/m240) it depends on the mission, these helicopters are in their design, very multi-role. they can even fit a large infrared observation sensor on it and there were trials with rocket pods and hellfire missiles a while back, called the griffon escort upgrade kit or something.
With regards to the pipeline, CSOR and JTF2 select from the entire Canadian Armed Forces, aka you dont have to be in the infantry or any other combat arms. So you dont so basic, jump school then infantry school then selection up here. You actually need to have 2yrs minimum in the military before you can even apply for selection.
You are bang on with training foreign soldiers can be more dangerous! One of my friend from my Bty deployed to Egypt 2 years ago and when they had a no duff stand to, some of the soldiers didnt know what to do/what their action on was. And he said he has never been as worried about getting shot at than that, mind you this guy has been to Afghanistan twice and was a part of Op Medusa!
i’ve heard canadian military pioneered the tactic “mouseholing” which was blowing holes in walls and entering through the breach. . i’ve also heard they did nighttime raids on trenches in WW1 and slaughtered everyone in melee (no prisoners) . this is in regards to the shaved head thing, i’m curious how much more we plan for close quarters intervention rather than head on colonial style attacks…
Actually, Robert Fowler has a reputation in the Foreign Service as a steely eyed realist. I had a buddy of mine who did a tour in Afghanistan as an Operational Mentor for the ANA. He said the mentoring tour was far more stressful than the combat tour he did two years before. You never know when that ANA soldier (moles/sleepers) goes rogue and shoots up the FOB. That was the height of the Afghan blue on blue attacks (2010-2012) when those 5 Brit senior NCOs were killed having coffee. I appreciate your style of analysis of the articles, using short breaks to explain or ask viewers for input.
3:03 we have had quite a few cases where canadian men have been put on hit lists due to their identity being fully leaked, this helps prevent that 4:01 well ya see, allot of the time its people in heavily armored vehicles shooting their small guns up at them lol so i guess they kinda need to make sure the bullets can take care of what ever problem that surfaces, thats my guess on why they have a 50 in there
These guys seem really cool n I bet they could hit a gnat’s ass from a mile away with that type of shooting expertise. Kinda neat how they go overseas to train African troops, too. I never even knew that kind of thing happened. Also, nice hat lol used to live there n one of my Packer wide receivers played there🧀 Thanks for the constant, quality content. Keep rockin, brother🤘🎸
Most maneuverable helicopters so they equipped them with .50 cals for extra support the helicopter is great for the mountains in Afghanistan and the American military called on candy many times for support in the early days of conflict as our choppers could do more the in the mountains because of smaller size and quicker movements and such
Memory Lane… Met an old guy wearing a windbreaker with a very strange patch. I asked about the patch. It was some sort of Canadian Commando patch. He claimed he was a Canadian commando responsible for disseminating intel coming into Canada during WWII. Seems he saw his brother, another commando, being shot in the head by a German sniper. Did I believe him? Yes. You never can tell who you will meet in this crazy world. I live in a park along with many vets. Seems this former Canadian commando was visiting friends.
50 cal – Anti tank rounds? but then again if they perform in the shadows why would you need anti tank shells ? other then maybe taking out another aircraft if it comes to or maybe an on coming convoy but then again a 30 cal would probably do the job, you have a good point i don’t see why they’d need a 50 cal lol
As Canadains it takes alot to get us going,but when it hits the fan we unite and beat the tar out of that fan no matter how dirty we get. Everyone play nice before you piss us off….🍁🍻. Notice the number of us saying “hey, why not 50 cal” cause if we do shoot something in that context we want it to die right…. lol
Little explanation about reporter looking dumb when asking about guns: canadians culture relate to firearms is really different compare to USA citizens We very rarely see firearms… And get quite impress when we see them… That include small arms calibers Unless your from a very rural area and are use to go hunting (and even that there is a clear distinction between hunting gears and “military” looking gears) Every time a canadian visit the USA its always a cultural shock at how open and available guns are compare too us Its the same as when a elderly person ask dumb question about computer stuff ( if clic and my facebook took too long to open… Did i got hack?) So she was just facinate and impress by it… (To give a personal exemple: once i hold a revolver that use to be a police officer sidearm and it felt to me as cool as if i was wielding a lightsaber… And i was 25 lol and my mom was as shock as me… Lol)
This one was frustrating. And dude, almost ALL door gunners on american choppers are 50. In fact the same ones. The gau 21. Fires MUCH faster than an old m2. Seriously I can think of any american choppers I’ve seen with a none Gatling type 7.62 caliber weapon on a chopper now. No 240s, only the gaus and m2s
What in the anus? London, Ontario! I’m the product of the Genocide of the war in Guatemala in 82, I was 2 years old when I became a refugee in the state of Chiapas,Mexico.. in the year 95 the Zapatistas came out of the Jungles against the Mexican government, I came to Canada when I was 15 years old… Canada is my Home, my Country… Which I love!!!
Ok. More of these special ops guys. Rambo types. Here it goes. I think fighter pilots and Navy saturation drivers are tougher. Some jobs take more brains, require different missions. Pick your poison. Seals, Rangers, Green Beret, Force Recon, SAS, Legionairres, each with different or even similar missions but with different traning methods, requirements. Let me ask you a question. How much better trained physically or mentally can these special ops guys be more than a USMC regular infantry guy? Can a regular USMC infantry guy make a plan and get it done without all the special forces training when needed? I think so. Special ops to me is just infantry with a mission directive and more. Specialized training for a mission. That’s why Marines pulled from infantry to make recon and raiders
Why they MIGHT (here is the clue MIGHT) is a 50. Cal mg is a basic gun to operate on so in some weird situation the gun gams up you can easily fix it … And also there must be a weird standard that this Canadian Force has that limits there self defense weapon on there aircraft and it kinda goes with why they would have a 50.
A GAU-21 is NOT regular m2 .50 cal. We have BIGGER side weapons. But in Africa, with a Chevy pick-up Technical being the heaviest threat .. That is ALL we needed And an AP .50 goes through ANY wall we could encounter.. And reach out and touch anybody inside. WHY waste money on 20mm cannon shells? Canada spends its money in laces it needs it. NO WASTING if we can help it..
its true many helicopters are indeed not equipped with 50s i believe the reason our Gryffons are equipped with 50s is for strategic purposes: why put a 30 when you can have a 50 since the 50 is a battle-proven caliber with a very long and very good track record thus if we shoot at something it WILL be dead one of the CAF philosophy is: if we invest resources into it, it HAS to work well and be worth the expanses by being USEFUL and EFFECTIVE at all times Canada’s army is often mocked for being so small but its extremely effective and efficient, something that honestly simply dates back from the late stages of WW2 as Canada was unable to sustain heavy casualties and thus had to go with troop and equipment quality with relatively small economic and industrial capabilities
Gotta say, as a Canadian it kinda sucks that these guys are so tight lipped, this interview was from like the 2000s of I remember correctly, possibly early 2010s and they just haven’t had any major press since, they really do stick to the whole silent professionals thing very hard, but I’d love to see more of what they do so I can have a little more pride in my armed forces, the Canadian armed forces as a whole are honestly pretty quiet and I feel like they should garner more respect. Our troops pretty regularly get shine from the rest of the world but our country itself is pretty ambivalent, I mean there’s a modest respect but they deserve more.
When you are fighting several first-world countries across the world, being indoctrinated into the terrorist cell, and perusal people you know blow themselves up or killing people out in the open, being feared seems to be one of the few things they can have as a strategic advantage. By torturing, publicly displaying executions, taking credit for terrorist attacks, and spreading propaganda, these terrorist cells become very dangerous; even if they are not professionally trained, or well-funded, it is the reputation and capabilities for brutality that makes them powerful.
Canadian forces are outstanding in, I should say peerless in 1. Sniping. 2 Artillery. Canadian snipers are second to none. Canadian artillery is among the absolute best. Thing is, the Canadians do not mouth off about it. No, that is not what Canadians do. There is something unprofessional and boorish about bragging, blowing your own horn. Ask any personell, who knows anything, in any branch of anybodys military, anywhere in the world…Canadians are top shelf.
I hope someone can answer my question: Why would special force guys be sent to teaching African how to shoot with AK47? Isn’t it something that all infantrymen can teach? I thought special forces focus on dangerous combat missions. This kind of training missions can be done by infantrymen, drill sergeant or even every soldier that has passed through basic training.
we use 50 call on our choppers because our snipers use the same rounds with the macintosh tactical 50 … and we pull rounds from belts … the smart snipers check every round for balance before the load mags … no 30 cals are used by csor and JTF comes from the ranks of Csor … jtf has a no recog policy … first names or unused middle names ONLY … even face shots are chancy … the reporter (CBC) got special permission to film with caps and glasses because they were in country already … . just think these arent even the JTF guys … just the hopefuls …