Papers by James G . Brianas
Reanalyzing and Reconciling Issues of the Authenticity and Dating of the Trojan War with the Sack of Troy Dated 15 July 1218 BC, 2026
The authenticity and dating of the Trojan War (while some scholars and other individuals question... more The authenticity and dating of the Trojan War (while some scholars and other individuals question that there ever was a Trojan War) have been of great controversy. This author's published book, The Landmark Achilles, clearly documents the numerous wars and hostilities occurring in the Late Bronze Age, specifically the 220-year period 1430 to 1210 BC, as identified in The Ahhiyawa Texts. From that and writings of other archaeologists and scholars, there clearly were battles at Troy with the dating of Homer's war principally narrowed to 1260 to 1180 BC. Greek scientists have through their published works shown 1218 BC as the ending of that war. This is based on solar eclipses they identified in both THE ILIAD and THE ODYSSEY as derived from the NASA (National Aeronautics and Space Administration) Catalog. With The Ahhiyawa Texts identifying a war at Troy with the Greeks ca. 1250 BC, initiated by the Hittites, as well as hostilities over some two centuries by Greek and Anatolian kingdoms, analysis of the leadership of these centralized economies and the dynamic conditions of the Eastern Mediterranean at that time lead to the conclusion that the Greeks sought revenge against the warring Hittites and their Trojan allies, revenge targeted during a period of Hittite weakness. This is discussed in The Landmark Achilles. The year 1228 BC as the beginning of the war with 1218 BC as its ending fits well with that timetable. Further detailed analysis points to Homer's ILIAD in the 10 th year of that war beginning 9 May 1218 BC with the sack of Troy occurring 15 July 1218 BC.
Behavioral Technology: A Challenge to Modern Management
Public Personnel Management, 1973
When we view an organization, we are essentially looking at a microcosm of the larger society. Wi... more When we view an organization, we are essentially looking at a microcosm of the larger society. Within this microscopic society are found many of the problems existing in the world today-its anxieties, fears, depersonalization, and materialistic values. As a consequence of the close proximity and daily contact among employees, some of these problems are, within the organizational setting, magnified many times. Bold leadership designed to promote organizational improvements through meaningful change must of necessity follow if the enterprise or organization is successfully to perpetuate its reason for being within an increasingly competitive society. Too often, though, organizational change is predicated upon technological innovations without corollary emphasis on the human beings affected by them, or on any attempt at human innovations. These technical improvements, whether of automation or engineered work systems including application of mathematical methods, often become ends in themselves instead of valuable tools to be used for the benefit of man. Through research from behavioral science, managers are beginning to see the value of placing more emphasis on improving the role of human beings in organizations. Research findings point to the necessity for improving interpersonal communications, a foremost problem of management, providing for employee participation in the decisions affecting one's work, and developing organizational climates that will motivate its people to achieve greater levels of productivity, while at the same time attempting to maximize their human worth. The discussion following focuses on the concept of humanization in the working environment as a means for establishing a sound organizational climate and a springboard from which to direct man's energies. The Managerial Matrix, a methodology for identifying existing organizational climates and defining the direction for change, is presented. From this framework will develop the central theme for a more humanistic society exemplified both within and without the organization as a necessity in working for a more meaningful tomorrow. The vehicle for achieving this society is the emergence of a new field of science Behavioral Technology, the harmonizing of
Journal of European Industrial Training, 1987
The merits of management education and training have during the past decade come under attack by ... more The merits of management education and training have during the past decade come under attack by educators and practitioners alike. The ivory tower is not as sacrosanct as it has been, nor are management trainers blameless for emphasis on classroom games at the expense of work‐place results.
Developing Government Executives: Is There a Difference?
Executive Development, 1993
As our world moves towards more global, highly competitive, yet inter‐related economies, excellen... more As our world moves towards more global, highly competitive, yet inter‐related economies, excellence shown by executives and leaders in the management of business and public enterprise becomes critical. States that the key to this excellence is training and development. What are the differences between government agencies and private corporations? How does this affect the skills required by their respective executives? Citing his own and other research the author discusses executive development in the Executive Branch of the United States Federal Government, citing differences and similarities in the skills required of corporate executives and challenges for the future. Proposes greater co‐operation and a partnership among all providers of executive development in the face of a shrinking global world.
Practices and characteristics of effective executives in technology-based multinational corporations : analysis of Anglo-American, Nordic-European and Far-Eastern managers
This is a study that examines the practices and characteristics of executive-level managers in te... more This is a study that examines the practices and characteristics of executive-level managers in technology-based multinational corporations. Two overriding questions are designed to be answered: 1. What do effective executive managers do? 2. How do top company executives perform their job relative to these effectiveness-based criteria? These questions are answered in part in terms of the literature and in terms of field research performed on executive managers. The research has focused on the examination of managers in environments characterized by a high degree of change. From a synthesis of research-based skills and abilities on effective executives identified through extensive literature search an "Executive Management Inventory" (EMI) was developed. Subsequent to testing and validation, the EMI was used to measure work performed by corporate managers in the international environment. The sample forming the data-base of this research comprised executive managers, princip...
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Papers by James G . Brianas