Military

Running head:  WORLD WAR II SPY ASSESSMENT                  1

World War II Spy

Assessment for the Office of Strategic Services

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Case Study

Christina Knottnerus

11/27/2016

Davenport University

Introduction

         Upon entering World War II, most countries did not have any knowledge of what was ahead and did not have clear knowledge or data of how to best approach the connected issues at hand.  As an assessment of the security circumstance in 1940 was vital and many of the countries which took part in the war had little to no expectations.  Therefore, in 1942 the Office of Strategic Services (OSS) was established as part of an assessment in security measures (CIA, 2012).  

         The case study about “World War II Spy Assessment for the Office of Strategic Services”

aimed at building a structure or solid framework to recognize agents who were more likely to embrace dangerous missions and obtain pertinent knowledge behind enemy lines in the

World War II (Phillips & Gully, 2015).  Any of the spies were strategically placed to work in Japan, Italy, or Germany.  Overall, the case study gave imperative elements and characteristics of how any person would need to obtain to be a spy (CIA, 2012).  The case created three tests and reenactments that would have helped in distinguishing between how effective a spy would become.  This is accomplished by basic investigation of the issue, by means of explanation and examination.  An assessment, planning, and implementation system was finally settled upon and put in place in the case study.

Number of Difficulties

                        A significant number of difficulties became obvious, while engaging in many hours recruiting and creating the highest malleable candidate to spy in Italy, Japan, and Germany.  One of the major tests for the situation was on how to develop a structural framework to find the most appropriate hopeful to spy, that would assist the Office of Strategic Services (OSS).  The association had minimal amount of time for setting up an advert to the position.  Furthermore, the effective competitor is required to resume obligations promptly, hence, there will be restricted time to inspect the hopeful.  What's more, because the occupation was of a confidential matter, the advert should be kept private, which display a major number of candidates out of which fitting competitor is to be chosen.  

         Not many job responsibilities were given to a correspondence officer, which gives apprehension in deciding choice criteria.  Nonetheless, the effective competitor ought to have attributes, for example, physical wellness, innovative and wise.  What's more, the choice and reenactment criteria ought to empower distinguishing proof of multilingual and adaptable qualities (Peterson, 2011).  

         The different engagements that the selection representative is included in contributes to the building up of psychological, physical capacity, and polygraph tests as well as work reenactments.  Work reenactments were intended to determine how the competitor would react to different situations that he or she is probably going to confront while in the field.  Lastly, building up of the best spy framework that will assist the spying officer would have the capacity to assemble adequate data inside a brief span outline (O'Donnell, 2014).