Quizlet Flash Cards
What is a group?
An assemblage of persons (or objects) located or gathered together.
What is a team?
A group organized to work together.
How is team spirit indicated?
Increased productivity High morale during high ops temp Willingness to help fellow teammates Strong identity/camaraderie Little to no negative conflict Differences resolved through compromise or collaboration
What are some indications (signs, symptoms, or behaviors) of an organization with a healthy team spirit?
- Evident Esprit-de-Corps
- Increased productivity
- High morale during high ops tempo
- Willingness to help fellow teammates
- Strong identity/camaraderie
- Little to no negative conflict
- Differences resolved through compromise or collaboration
What is the DoD definition of mission?
a duty assigned to an individual or unit; a task.
What are the advantages of having a Flexer on your team?
- focus on everything
- adapt their styles to fit the needs of the team
- view issues from multiple perspectives
- monitor contributions of all team members and when necessary, step in to fill gaps in order to keep things moving in the right direction.
- demonstrate equal preference for most or all of the roles
How would you summarize the P.E.P. cycle?
It begins with a call for ideas and when team members come up with an idea, they move from Panic to Elation, then without encouragement they slide back to Panic.
Why is it important to understand the P.E.P. cycle?
- Knowing the cycle exists allows team leaders to monitor idea generation and then, at the peak of elation, hand ideas off to the Advancer. This gives Creators (and others) the confidence to put forth additional ideas.
- Without continuous monitoring of the cycle, ideas die soon after creation because no one recognizes their importance or promotes them. In the meantime, the Refiner and Executor wait impatiently idle
how would you summarize the “Z” Process?
Ideas often “bounce” back and forth among the Creators, Advancers, and Refiners in what’s called the “Z” process. The Creator comes up with an idea and as the Advancer begins promoting it, the Refiner begins analyzing it. The idea might go back and forth several times before the Refiner (along with the Creator and Advancer) agree the idea is ready to pass off to the Executor who has been waiting for an idea to come to fruition (realization).
Why is it important to understand the “Z” Process?
- Knowing the “Z” Process allows team leaders to monitor the team’s progress and manage
conflict generated from passing ideas back and forth. - In the case of teams without a Creator (or Advancer or Refiner or Flexer) the team leader can step in and fill the gap to ensure the “Z” Process continues to work effectively.
- The “Z” Process ensures ideas are well thought out before attempting implementation
How can you use this information on team roles, P.E.P. Cycle and the “Z” Process to help
your flight?
- Increase team success by encouraging
Creators to offer ideas by catching them at the peak of the P.E.P. Cycle
Advancers to support and promote ideas
Refiners to assess ideas
Executers to move forward with the plan - Ensuring ideas moves to the next role at the right time
- Whenever possible, select members for my team based on their preferred roles - Will help when coming up with a flight war cry
How will knowledge of team roles the P.E.P. Cycle, and the “Z” Process, help you in the future?
- The P.E.P. Cycle helps to verify when to get involved with the team to pursue ideas
- The “Z” Process helps to identify where the team is in the development of ideas and who
to engage at the appropriate time - Assist in properly aligning the team member with the role that suits them
- All concepts will enhance team leadership abilities to maximize team productivity and success
What are team dynamics?
an ongoing process involving interaction of individuals within a team to move toward or away from achieving the desired objective.
When does the forming stage of team building occur?
when the members within the team start to “jockey” for position and when control struggles take place.
When does the norming stage of team building occur?
when rules are finalized and accepted and when team rules start being adhered to.
When does the performing stage of team building occur?
when the team starts to produce through effective and efficient working practices.
When does the adjourning and transforming stage of team building occur?
when a team disbands or moves on to a new task.
What characteristic encourages the team concept by making sure everyone knows and understands the organization’s mission and purpose, which encourages a participative approach to meeting these objectives?
Community.
What characteristic ensures all members realize how important they are to the mission?
Coordination.
What characteristic creates a positive outlook for your personnel enabling your team to meet and even exceed their goals?
Coaching.
What characteristic makes sure every member of the team feels like an essential and important part of the team and the unit?
Community.
What characteristic explains member responsibilities in detail and how their actions affect the organization’s success?
Coordination.
What characteristic ensures everyone has an opportunity to speak, to ask questions, and raise concerns?
Cooperation
What characteristic develops a greater sense of involvement in the organization’s direction?
Cooperation
What characteristic defines training opportunities and advancement as two essential components that encourage and motivate members to grow and excel?
Coaching
What characteristic lets proper communication ensure everyone is on the same page and working toward the shared goal?
Communication
What dysfunction characteristic is defined as: Avoid conflict as its negative connotation threatens trust, communication, morale, welfare, and mission accomplishment?
Fear of Conflict.
What dysfunction characteristic is defined as: Doubt in others or mission will cause members to struggle to commit fully to ideas, decisions, or tasks made by other members of the organization?
Lack of Commitment.
What dysfunction characteristic is defined as: Holding others accountable usually leads to confrontation. Members are likely to avoid these situations?
Avoidance of Accountability.
What dysfunction characteristic is defined as: Unwillingness to confide in and share knowledge, feelings, and concerns with one another?
Absence of Trust.
What dysfunction characteristic is defined as: When members place their individual needs and goals ahead of the team and the organization?
Inattention to Results.
How might positive team dynamics affect a team’s effectiveness? Negative Team Dynamics?
- Team members communicate well, respect each other, have equal amounts of commitment, are willing to recognize and work with each other’s strengths and weaknesses, and utilize preferred roles.
Negative team dynamics result in low-performance and may even tear teams apart. - Team members do not communicate well, show no respect for each other, offer very little commitment, are refuse to recognize and work with each other’s strengths.
What Stages of Team Development characteristic is defined as: Accept roles and responsibilities?
Norming
What Stages of Team Development characteristic is defined as: Collaboration and camaraderie grow?
Norming
What Stages of Team Development characteristic is defined as: Creativity is high as members are willing to share ideas without fear of negative criticism and reprisal?
Performing
What Stages of Team Development characteristic is defined as: Eventually the team reaches their goal?
Performing
What Stages of Team Development characteristic is defined as: Heightened morale and loyalty to the team and its success?
Performing
What Stages of Team Development characteristic is defined as: Little or no conflict?
Forming
What Stages of Team Development characteristic is defined as: Productivity is high?
Norming
What Stages of Team Development characteristic is defined as: Minimum shared feelings and feedback?
Forming
What Stages of Team Development characteristic is defined as: Teams disassemble and members separate from the team?
adjourning/transforming
What Stages of Team Development characteristic is defined as: Disputes and arguments occur?
Storming
What Stages of Team Development characteristic is defined as: Members acknowledge the purpose and goal of the team?
Storming
What Stages of Team Development characteristic is defined as: Stress and anxiety increase?
Storming
What Stages of Team Development characteristic is defined as: Minimum shared feelings and feedback?
Forming
What Stages of Team Development characteristic is defined as: Members “Agree to Disagree”
Norming
What should you consider when assessing team success?
How efficiently & effectively the following were used to complete the mission: - Talents (skills and abilities)
- Expertise (knowledge and experience)
- Assessments (Customer surveys, inspections, performance evaluations)
- Means: (Resources to include: equipment, facilities, financial, time, information)
TSgt Tuckman is tasked to lead a team in identifying efficient ways of doing engine swaps. Though most of the team members already know each other, he starts the first meeting by asking each member to introduce themselves. Then, Tuckman states the team’s objective and opens it up for discussion. During the discussion, several people have disagreements. One member says, “I think the real issue is with the location.” Another member responds, “That’s not the issue! There are too many layers of inspections.” Tuckman lets it go on for a little while and then refocuses the group on the objective. After several minutes of discussion, the team identifies the problem area and then develops a plan to swap engines more efficiently.
This scenario BEST illustrates TSgt Tuckman’s understanding of the ___________ impact on team success.
a. Five C’s of a team and their
b. stages of team development and their
c. P.E.P. Cycle and its
CORRECT ANSWER: b
RATIONALE
a. This answer is INCORRECT. According to Team Building chapter, the Five C’s of a team are the qualities of community, cooperation, communication, coaching, and coordination, needed in making of a strong team. Although there is slight indication of communication in the scenario, there is not enough information to determine TSgt Tuckman’s understanding of the Five Cs. See rationale for correct response for additional information.
b. This answer is CORRECT. According to the Team Building chapter, stages of team development are known as the Forming, Storming, Norming, Performing, and Adjourning. It helps determine the progress of the team’s development by identifying typical events that occur during each stage and how to properly manage them. In the scenario, there are indications of the work group going through those stages (Forming: introductions and team objective; Storming: disagreements; Norming: when Tuckman refocuses the group; Performing: identifies the problem and develops a plan.) and Tuckman is helping the team move along in those stages to ensure team success.
c. This answer is INCORRECT. There is no indication in the scenario for P.E.P. Cycle which, according to the Team Building chapter, is a Panic-Elation-Panic cycle that an idea naturally goes through. There is no indication in the scenario of panic or elation. See rationale for correct response for additional information.
Since TSgt Bair is good at connecting and negotiating with all types of people, he was charged with improving the unit’s performance evaluation process. To help with the task, he selects unit members who are good at viewing problems from different perspectives and who are able to review solutions rationally. He also selects other members who are not inclined to let rules and boundaries discourage them.
TSgt Bair’s understanding of _______________________ will MOST LIKELY ____________ team success.
a. team dynamics; enhance
b. team dynamics; degrade
c. team roles; enhance
d. team roles; degrade
CORRECT ANSWER: c
RATIONALE
a. This answer is INCORRECT. According to the chapter, team dynamics is an, “Ongoing process involving interaction of individuals within a team to move toward or away from achieving the desired objective.” There is no evidence in the scenario illustrating team dynamics. TSgt Bair is using his understanding of team roles to select his team. See rationale for correct response for additional information.
b. This answer is INCORRECT. See rationale for ‘a’ and correct response for additional information.
c. This answer is CORRECT. According to the Team Building chapter, there are roles that people find most comfortable fulfilling based on their most natural thought processes and behavioral tendencies. TSgt Bair used his understanding of team roles to pick creators, refiners, and advancers to give his team the best chance for success. Because TSgt Bair used his understanding of team roles to build his team, this will most likely enhance team success.
d. This answer is INCORRECT. TSgt Bair’s understanding of team roles will enhance, not degrade, team success. See rationale for correct response for additional information.
What is followership?
one in the service of another; one that follows the opinions or teachings of another; one that imitates another.
Of the 5 qualities of effective followership, self management is refer to as what?
the ability to determine one’s own goals within a large context and to decide what role to take at any given time.
Of the 5 qualities of effective followership, committed is what?
Being committed to the organization and to a purpose beyond themselves, effective followers strive to excel at everything they do.
Of the 5 qualities of effective followership, competent is what?
Build their competence and focus their efforts for maximum impact. They strive to reach higher levels of performance and expand themselves.
Of the 5 qualities of effective followership, integrity is what?
One of the most important characteristics of an effective follower may be the willingness to tell the truth. It is imperative that followers provide truthful information to their leaders
Of the 5 qualities of effective followership, initiative is what?
motivation, determination, perseverance, and risk-taking. Being a good follower requires more than just meeting the standards.
What is feedback?
to offer or suggest information or ideas as a reaction from an inquiry.
How do you increase your success as a follower?
Control your emotions.
Offer solutions to problems.
Recognize the importance of timing.
Use the chain of command.
Name three sources for gathering feedback.
Mentors, Peers, Subordinates, Budgets, Training Plans, Metrics (MC rates), and External Sources/Agencies (family).
Give examples that demonstrate the difference between feedback and advice?
An example of feedback would be a follower giving a leader feedback on a decision he/she just made or made in the past. An example of advice would be a person giving advice on a decision that the leader is still contemplating or researching
What is meant by advocating for a leader’s point of view?
Advocating leadership’s decisions and points of view is not about being a “yes person”; it is about communicating your concerns in ways that leadership will listen. However, when you receive the final answer, salute sharply and go do with a forward-thinking, optimistic attitude, even when you disagree with decisions.
What should be your objective in committing to the action plan of the organization and mission?
Your objective is to embrace your role and commit physically, emotionally, and mentally to accomplishing the mission via the action plan.
What does capabilities of an Airman mean?
Skills, talents, experiences, personality, etc. that Airmen may possess or have the potential to possess.
How would you define deliberate development?
To carefully think about and discuss strengths, areas of improvement, current and future roles, and responsibilities with followers.
Name three capabilities mentioned in this chapter that may be included when diagnosing the capabilities of an Airman in your unit?
Skills, Talents, Experiences, Personality
Name three factors to consider when diagnosing the developmental needs of an Airman.
Aspirations, Personality, Self-Concept, Self-Efficacy and Locus of Control, Attitudes and Values
What needs to be created in order to address the personal and professional developmental needs of an Airman as it relates to fulfilling current or future job/role responsibilities?
A deliberate development plan
How does a leader set and monitor a deliberate development plan for their Airmen?
Setting and monitoring development plans
List three resources that a leader must know and have the ability to tap into in order to set up a plan and begin a development process for his or her Airmen.
(1) Other people who have skills and who are willing to mentor, (2) knowing about the organization’s budget, including the process for requesting funds and other types of support, (3) various outside agencies (Airmen and Family Readiness Center, Family Advocacy, AMS for special duty opportunities, etc.), (4) PME requirements, seat availability, and opportunities (e.g. instructor, adjunct instructor, etc.) (5) Eligibility (promotion, special duty assignments, deployments, TDYs, etc.) (6) Private Organizations (Top 3, AFSA, Toast Masters, 5/6, etc.)
What are some examples of future job/role responsibilities?
Team Leader, Ceremony MC, Scout Leader, Honor guard, Youth League Coach, Church Volunteer, First Sergeant, Recruiter, Defense Attaché, PME instructor, Superintendent, NCOIC, Flight Chief, Additional duties (e.g. safety, RA, shirt)
What is position power?
provides you with the authority to make decisions and requests based on your position within the organization.
What is personal power?
the extent to which followers respect, feel good about, are committed to their leader; and see their own goals being satisfied by the goals of their leader.
As a leader, how have you exercised position power?
Coercive, Connection, Reward and Legitimate
As a leader, how have you exercised personal power?
Referent Power, Informational Power, Expert Power
What motivational theory focused on the belief that an individual’s most basic needs must be filled before that individual could move on to higher needs or ambitions?
Abraham Maslow
List three examples of a System Level Reward.
System level rewards are things the organization provides such as pay, training, annual leave, medical and dental benefits, etc.
What is a leader’s responsibility as it relates to system level rewards?
Supervisors must ensure their subordinates meet all standards, and ensure that they receive their system level rewards.
TSgt Johnson, section NCOIC, noticed A1C Carney seems irritable and to himself. Concerned, she brought him into the office and said, “A1C Carney, you are usually enthusiastic, but lately you look like you don’t want to be here. What’s wrong?” Because of the respect he has for her, so he decides to open up and says, “My son has rashes all over his body and has been seen several times at the base clinic, but he is not getting any better.” Johnson said, “I can understand how that could be frustrating. If you’re not getting adequate care, there is an agency at the clinic that can help you. As matter of fact, I know someone in the patient advocacy office. Let me give him a call and see what he could do for you.” Few days later, Carney’s son had an appointment with a specialist and the problem was resolved.
This scenario BEST illustrates use of ________________________ and its impact on NCO effectiveness.
a. connection power
b. referent power
c. information power
CORRECT ANSWER: a
RATIONALE:
a. This answer is CORRECT. According to the Leader Influence chapter, connection power is the perception of the leader’s association with people of influence inside or outside of the organization. This was achieved by Johnson using her connection with the individual at the patient advocacy office to help Carney. This scenario best illustrates Johnson using her connection power and its impact on the NCO effectiveness.
b. This answer is INCORRECT. This scenario does not illustrate use of the referent power which, according to the Leader Influence chapter, is based largely on a leader’s personal traits. This scenario best illustrates Johnson using her connection power to provide proper medical treatment for her Airman’s son. This action shows positive impact on the NCO effectiveness.
c. This answer is INCORRECT. This scenario does not illustrate use of the information power which, according to the Leader Influence chapter, is based on a leader’s access to data and information that is important to others. This scenario best illustrates Johnson using her connection power to provide proper medical treatment for her Airman’s son. This action shows positive impact on the NCO effectiveness.
TSgt Bell completed the NCOA about a year ago and constantly applies the lesson principles he learned. He ensures the Airmen are trained and understand their responsibility as a technician. With a clear understanding of their job, they have been excelling in their work. At the last roll call, Bell presented one of the Airmen with an award for excellence. However, some of the Airmen were little disappointed that they didn’t win.
TSgt Bell’s __________________________ will MOST LIKELY _________ subordinate effectiveness.
a. use of system and personal rewards; increase
b. use of system and supervisory rewards; increase
c. lack of supervisory and personal rewards; decrease
d. lack of supervisory and system rewards; decrease
CORRECT ANSWER: b
RATIONALE:
a. This answer is INCORRECT. There is an indication of a system rewards in the way of training; however, there is no indication in the scenario of personal rewards which, according to the Leader Influence chapter, are reward that come from within us. The scenario shows Bell providing system and supervisory rewards which will most likely increase subordinate effectiveness.
b. This answer is CORRECT. According to the Leader Influence chapter, system level rewards are things the organization provides for being a member such as training which is identified in the scenario. Additionally, supervisory rewards are given to those who go beyond the standard such as Bell presenting an Airman with an award for excellence. The efforts of Bell will most likely increase subordinate effectiveness.
c. This answer is INCORRECT. There is an indication of a supervisory reward in the way of an Airman receiving the award of excellence; however, there is no indication in the scenario of personal rewards which, according to the Leader Influence chapter, are reward that come from within us. The scenario shows Bell providing system and supervisory rewards which will most likely increase subordinate effectiveness.
d. This answer is INCORRECT. There is an indication in the scenario of a supervisory and systems reward in the way of an Airman receiving the award of excellence and training given to the technicians. With these rewards, according to the Leader Influence chapter, will most likely increase subordinate effectiveness.
Define negotiation.
Negotiation is the dialogue intended to resolve disputes, produce a shared or mutually desired result, to bargain for an individual or collective advantage or benefit, or to craft outcomes to satisfy various interests.
List three examples of negotiation at work, home, and in other places.
Work: Project deadlines, peaceful military operations, salary, benefits
Home: Bedtimes, sharing, food choices
Other: Loan rates, buying a new car, buying a new home
What is destructive conflict?
creates barriers to cooperation and communication and impacts morale, diverting efforts from important tasks and issues.
What is constructive conflict?
leads to solutions, resolutions, and higher levels of understanding and communication between individuals or groups.
What are some high context traits?
Less verbally explicit communications, less written
More internalized understandings of what is communicated
Long-term relationships
Strong boundaries, who is considered an “outsider”
Knowledge is situational, relational
Decisions and activities focus around personal face-to-face relationships
Difficult to enter for an outsider
What are some low context traits?
Rule oriented, people play by external rules
More knowledge is codified, public, external, and accessible
Sequencing, separation - of time, of space, of activities, of relationships
More interpersonal connections of shorter duration
Knowledge is more transferable
Task-centered, decisions and activities focus around what needs to be done, division of responsibilities
Preventing conflict from escalating
What are the 5 conflict management styles?
Competing (or forcing) Collaborating Compromising Avoiding Accommodating
Define conflict management.
Managing conflict (destructive or constructive) in a way that benefits the organization in terms of reduced chaos and stimulated work performance.
Explain the difference between distributive and integrative negotiations?
The difference between the two negotiation styles is integrative builds relationships and distributive creates adversaries. The task of distributive negotiating is to divide up a fixed set of resources while integrative negotiating does not see resources as necessarily fixed. During integrative negotiating, parties see each other as partners rather than competitors (which is how they see each other in distributive negotiating). In distributive negotiating, conflict is seen as inevitable, but in integrative it is not.
Define Active Listening and give three examples.
Active listening is when you make a conscious effort to hear not only the words that another person is saying but, more importantly, to try and understand the total message being sent.
- Minimal Encouragements - Paraphrasing
- Emotion Labeling
- Mirroring (or Reflecting) - Open-Ended Questions
- “I” Messages
- Effective Pauses
List the meaning of each letter in BATNA.
Best Alternative To a Negotiated Agreement
____________ ____________ _____________ focuses on the problem while keeping the relationship and interests of all parties in mind. List and explain the four key principles suggested to effectively achieve the concepts of this negotiation strategy.
Cooperative Negotiation Strategy
a. Focus on the problem, but continuously manage the relationship.
b. Acknowledge that there are positions, but focus on interests. Find common ground between the negotiating parties by understanding both sides’ underlying interests.
c. Mutually propose solutions through use of divergent thinking. Develop options that satisfy interests without passing judgment on any individual proposal developed.
d. Agree to converge on a solution that best satisfies each party’s top priorities and meets a legitimate standard.
Compare the similarities and differences of Readiness (pertaining to negotiation) and Ripeness (pertaining to negotiation).
Similarities:
- Are the issues negotiable?
- Are all the parties interested in negotiating? If not, why is one or more of the parties reluctant?
Differences between Readiness and Ripeness Readiness:
- Do I want to resolve these issues equitably?
- Am I willing to make compromises and give some things up?
- Am I willing to work to keep the channels of communication open?
- Can I accept that there will be differences of perception and in what I think is fair? - Do I feel that the other party is basically fair minded?
- Am I ready to listen actively?
- Am I prepared to manage conflict appropriately if it occurs?
Ripeness:
- Can anything be done to make negotiation more attractive to them?
- Do all parties know their alternatives to a negotiated settlement?
MSgt Smith leads a unit whose ability to gather intelligence and conduct its mission was being hampered by resistance from the local villagers. Smith met with the village leaders to explain his concern. One of the elders said, “The villagers are poor and in need of food and medicine, and your patrols disrupt their ability to work.” Smith responded, “I can help with food and medical care. However, the patrols must continue.” The elder replied, “It may help to reduce the disruption to work if we knew your patrol times.” Smith replied, “Due to security reasons, I cannot give you that information.” The elder said, “The villagers can help gather intelligence and share their knowledge of the terrain.” Smith agreed, “That information could help us minimize disruptions to the villager’s daily routine.” After a couple of weeks, Smith noticed that resistance from the villagers had faded and his unit was able to conduct its mission more efficiently.
This scenario BEST illustrates understanding of the __________________ style of conflict management and the impact on mission effectiveness.
a. Collaborating
b. Competing
c. Compromising
CORRECT ANSWER: a
RATIONALE:
a. This answer is CORRECT. According to the Negotiation chapter, cooperating is a negotiation style that involves an attempt to satisfy the concerns of all sides through honest discussion. In the scenario, cooperation took place because both parties won (e.g. Smith was able to gather intelligence and conduct his patrols and the villagers received food and medical care with less interruption to their daily routine).
b. This answer is INCORRECT. There is no indication that Insist style was used which, according to the Negotiations chapter, is a negotiations style that attempts to overwhelm an opponent with formal authority, threats, or the use of power. There is no evidence of this in the scenario. See rationale for correct response for additional information.
c. This answer is INCORRECT. The Settle style was not used which, according to the Negotiations chapter, is a negotiations style that strives for partial satisfaction of both parties’ desire by seeking a middle ground. To succeed at settling, both parties must be willing to give up something. There is nothing in the scenario showing that either party gave something up. MSgt Smith sat down with the village leaders and negotiated using collaboration. See rationale for correct response for additional information.
The Munitions Operation Flight Chief called a meeting with the section chiefs to discuss a manning swap to cross utilize members of the flight and to increase their breadth of experience in their career field. MSgt Thomas, section chief of Maintenance, is concerned because he had just finished training his Airmen and does not want to lose them. On the other hand, MSgt Lewis, section chief of Support, was glad because he wants to get rid of some slackers and acquire better workers. During the meeting, the Flight Chief was surprised by the section chiefs’ responses and how they held firm on their positions. The heated discussions quickly became unproductive.
Chapter Three: Negotiation 167
The Flight Chief’s____________will MOST LIKELY have a ____________ impact on NCO effectiveness.
a. use of conflict management; positive
b. failure to use conflict management; negative
c. failure to understand readiness and ripeness; negative
d. understanding of readiness and ripeness; positive
CORRECT ANSWER: c
RATIONALE:
a. This answer is INCORRECT. There is no indication that the Flight Chief used the negotiation styles. According to the Negotiation chapter, the negotiation styles involves the use of one or more of the preferred styles of negotiations (Insist, cooperate, settle, evade, and comply). See rationale for correct response for additional information.
b. This answer is INCORRECT. There is no indication that the Flight Chief used the negotiations styles. According to the Negotiation chapter, the negotiation styles involves the use of one or more of the preferred styles of negotiations (Insist, cooperate, settle, evade, and comply). See rationale for correct response for additional information.
c. This answer is CORRECT. According to the Negotiations chapter, Negotiation readiness is defined as the capacity of parties to decide it is in their best interest to negotiate an agreement rather than to continue to dispute. Negotiation Ripeness refers to the timing of negotiations. Timing is critical to successful negotiations. The flight chief failed to understand ripeness and readiness as evidenced by his surprise at the section chiefs’ responses and how they held firm on their positions which further indicates the situation was neither ready nor ripe for negotiations. Overall, the Flight Chiefs’ actions will have a negative impact on his effectiveness.
d. This answer is INCORRECT. There is no indication that the Flight Chief used or understands negotiation readiness or ripeness. See rationale for correct response for additional information.
Why is it necessary for you to be able to acquire resources such as supplies, people, facilities, and equipment?
Why is it necessary for you to be able to acquire resources such as supplies, people, facilities, and equipment? These are resources necessary for accomplishing the mission.
Why do NCOs need to know how to manage resources?
According to AFI 36-2618, Enlisted Force Structure, the primary focus of the NCO tier is mission accomplishment. To accomplish the mission, NCOs need to be able to use assigned personnel, material, financial, information and technology, energy, and warfare resources efficiently and effectively.
What is resource stewardship?
the careful and responsible management of resources under one’s control.
What is appropriation?
term that means setting aside money for a specific purpose.
What is Budget Execution Review (BER)?
a two- part process that occurs twice within each budget cycle to identify and redistribute funds to meet unfunded requirements such as unforeseen or initially unanticipated mission- related expenses.
What is financial execution plan (FEP)?
a product formally called the Financial Plan or Fin Plan. The FEP ensures an equitable distribution of the President’s Budget (PB) for the next fiscal year (budget year) consistent with accomplishing Air Force program objectives and is the main vehicle for distributing anticipated funding (direct & reimbursable) in an equitable manner.
What is anti deficiency act?
law that prohibits agencies from involving the government in a contract or obligation for the payment of money before an appropriation is made unless authorized by law. The act prohibits against over obligating or overspending an appropriation.
Why is it important to know about budget timelines and milestones?
NCOs can monitor and align mission requirements with the budget cycle to ensure funding is continuously available. Also to anticipate and prepare for shortfalls by requesting additional funding early to minimize impact on the mission.
Briefly summarize the two parts of the Budget Execution Review (BER) process?
The first part requires every level of command to identify, validate, and prioritize its unfunded requirements and then submit them to higher headquarters for funding consideration. The second part requires each level of command to review and prioritize (rack and stack) all subordinate command unfunded requirements.
What is the purpose of the Budget Execution Review (BER), and why is it important?
To redistribute funds to meet unfunded requirements based on priority. Identifies unforeseen or initially unanticipated mission-related expenses. To reallocate funds to support other mission requirements in other locations throughout the wing. Ensures prudent use of limited funds.
How would you describe the purpose and benefits of Financial Execution Plans (FEPs)?
Used to balance available funding. Associated with O&M funds. Used by all levels of the organization. Ensures funds provided by Presidential Budget are distributed in a manner that supports Air Force objectives. Identifies and prioritizes current and next FY key requirements.
As an NCO, what is your role in the budget process?
NCOs are most concerned with the Budget Execution Review (BER) process, financial execution plans, and hitting budget spending targets.
What is the difference between a funded and unfunded position requirement?
Both are authorized positions. Those that are funded will have actual people assigned and
working in the position. Those that are unfunded remain authorized but go unfilled.
Your organization just experienced a recent change to your mission that requires you to change the skill level requirement of an authorized position. What would you need to do to request this change? Be sure to specifically mention any documents or products involved.
The Unit Manpower Document would need to be changed. This requires a formal Authorization Change Request (ACR), which must be signed by the appropriate commander.
Your organization just experienced a recent change to your mission that requires you to change the skill level requirement of an authorized position. What would you need to do to complete the process once the change has been approved? Be sure to specifically mention any documents or products involved.
Once the change has been approved, the Unit Personnel Management Roster (UPMR) is then updated with the qualified person (the “face”) to match the attributes of the position.
Why is it so important for you, as an NCO, to know about the four competencies of manpower and some of the documents used to manage personnel?
NCOs can assist leadership in providing oversight in the management of available personnel to authorized positions and assist in gaining these resources to meet mission requirements. Useful as you prepare for SNCO responsibilities. These responsibilities may be delegated to your level as you face reduced manning authorizations. Develops your skills as a resource manager and steward. It is your responsibility to ensure mission success. Having the manpower to complete your objectives is key to accomplishing this.
Why is it important to conserve resources?
If necessary resources are misused and/or depleted, it may impact your organizational goals and mission accomplishment in the present and possibly in the future.
What does it mean to use resources as directed?
Using resources “as directed” refers to the use of resources under your control as instructed by existing rules and regulations, in accordance with laws and policies, and as specified in orders issued by leadership as long as these orders are ethical and in the best interests of the Air Force.
What does it mean to use resources as available?
Using resources “as available” refers to the use of resources that are in-place and accessible without violating law or regulation.
How can you support the development of others as future resource stewards?
NCOs can promote an organizational culture that promotes a resource-conscious attitude. NCOs can be role models who demonstrate the right attitude and behaviors that promote resource stewardship.
TSgt Caskey is the Cost Center Manager for an organization. She is very knowledgeable about finance and ensures the organization has the funding required for operation. However, she has an assignment and is training her replacement TSgt Griggs. At a training session, Caskey said, “Sergeant Griggs, it’s that time of the year when we have to submit a document of how we are going to spend the upcoming fiscal year funding. To do that, we have to list and justify all needed items and services, and the cost. Additionally, we have to identify and justify items or services that can’t be funded with the current budget.” Because of her extensive knowledge and preparation, the organization was able to execute a strong budget and have the unfunded request on the top priority of the wing.
This Scenario BEST illustrates how a well-developed ________________ can impact mission success.
a. Financial Execution Plan
b. Budget Execution Review
c. Budget Process
CORRECT ANSWER: a
RATIONALE:
a. This answer is CORRECT. According to the Resource Stewardship chapter, a Financial Execution Plan is an Air Force product used to balance available funding while delivering goods and services to customers. A well-developed plan includes a prioritized list of known unfunded requirements with justification for each unfunded requirement and a spend plan that projects when and how funds will be spent throughout the fiscal year. The scenario depicts Caskey’s understanding of importance of how a well-developed Financial Execution Plan can impact mission success. By training Griggs and developing a solid plan, the organization was prepared to execute the budget and postured for the unfunded request.
b. This answer is INCORRECT. There is no evidence in the scenario of Budget Execution Review which, according to the Resource Stewardship chapter, is a two-part process that occurs twice within each budget cycle. The first part requires every level of command to identify, validate, and prioritize its unfunded requirements, and then submit them to higher headquarters for funding consideration. The second part requires each level of command to review and prioritize (rack and stack) all subordinate command unfunded requirements. The scenario best illustrates Caskey’s understanding of importance of how a well-developed Financial Execution Plan can impact mission success. By training Griggs and developing a solid plan, the organization was prepared to execute the budget and postured for the unfunded request.
c. This answer is INCORRECT. The scenario does not depict a development of Budget Process which, according to the Resource Stewardship chapter, is a perpetual cycle of planning, programming, revising, adjusting, and spending. Each cycle lasts one fiscal year (FY) which begins on 1 October and ends on 30 September of the following year. The scenario best illustrates Caskey’s understanding of importance of how a well-developed Financial Execution Plan can impact mission success. By training Griggs and developing a solid plan, the organization was prepared to execute the budget and postured for the unfunded request.
TSgt Brady is a team chief of an engine shop. He was just notified by his shop chief, MSgt Thomas that they are projected to receive six more aircraft within a year. Brady states, “Sergeant Thomas, I can’t see how we’re going to support six more aircraft. We already have to work additional hours to support the aircraft we have now.” Thomas replied, “I share your concern and voiced my opinion with the squadron superintendent, but he replied he has confidence that we can work it out.”
The mission of this squadron will MOST LIKELY:
a. succeed due to refocusing of Performance Management
b. fail due to lack of Requirement Determination
c. sustain due to Program Allocation and Control
CORRECT ANSWER: b
RATIONALE:
a. This answer is INCORRECT: There is no indication that Performance Management will help in the scenario which, according to the Resource Stewardship chapter, is a manpower competency that concentrates on programs such as Productivity Enhancement Capital Investment, Fast Payback Capital Investment, Productivity Investment Fund, and Air Force Innovative Development through Employee Awareness that increase workforce efficiency and organization cost effectiveness. In the scenario, Requirement Determination is needed to request ACR in order to increase manpower, but there is no evidence of that by the squadron superintendent. Without the ACR request, the mission of the squadron will suffer.
b. This answer is CORRECT: According to the Resource Stewardship chapter, Requirement Determination is a competency that centers on the Authorization Change Request (ACR) which is a multi-purpose instrument used to propose adjustments to a Unit Manpower Document. ACRs are commonly used to request increases, decreases, or realignments of manpower requirements and/or to change attributes on the UMD. There is no evidence in the scenario that the squadron superintendent is requesting a manpower increase to support the additional aircraft. Without this request, the mission of the squadron will suffer.
c. This answer is INCORRECT: There is no indication that Program Allocation and Control will help sustainment of the unit’s mission effectiveness. According to the Resource Stewardship chapter, it is a competency that centers on the Unit Manpower Document and funded and unfunded position requirements. It has nothing to do with requesting a manpower increase, but provides data needed to make decisions on manning. In the scenario, Requirement Determination is needed to request manpower increase, but there is no evidence of that by the squadron superintendent. Without the ACR request, the mission of the squadron will suffer.
What are standards?
morals, ethics, or habits established by an authority, custom, or an individual as acceptable behavior
What is meant by discipline?
Discipline is training expected to produce a specific character or pattern of behavior, especially training that produces moral or mental improvement.
Explain at least four ways effective discipline positively impacts mission accomplishment in the Air Force.
- Increases personnel readiness
- Builds professional skills of personnel
- Strengthens personal discipline
- Promotes camaraderie, esprit de corps, and morale
- Enhances national security and the nation’s confidence in the Air Force
- Helps to maintain air and space superiority
In the Prevention Arena what are the 3 key actions that must take place? Who must take those actions?
Set standards, establish rapport, and create a climate of accountability. The NCO/supervisor.
When operating in the Correction Arena, NCOs must use the __________ Process.
Progressive Discipline Process
When subordinates violate the rules, fall below standards, or commit infractions, list at least two corrective actions NCOs can use to rehabilitate subordinates.
- Verbal counseling, admonishment and reprimand
- Letters of counseling, admonishment and reprimand
- Recommend establishment of a UIF
- Recommend placement on control roster
- Recommend administrative demotions
- Recommend denial of reenlistment
- Recommend nonjudicial punishment action
- Awareness training (as a deterrent)
Why is it important to correct substandard behavior?
Correcting substandard behavior not only maintains good order and discipline, it motivates Airmen to accomplish the mission in the most effective and efficient manner possible.
What is primary purpose of the Correction Arena?
The primary purpose of the Correction Arena is to get subordinates’ behavior back to the standard using the least amount of force necessary.
What is the difference between Corrective and Punitive actions?
Corrective actions are administrative in nature, punitive actions are legal sanctions designed to take something away from the member.
What is the NCO’s primary role when operating in the Punishment Arena?
The NCO’s primary role is to provide the commander with facts concerning the member (e.g. duty performance, previous violations, family/financial situation and so forth), and, if asked, recommend actions that would be most effective in rehabilitating the member.
What is an unfavorable information file?
provides commanders with an official repository of substantiated derogatory data concerning an Air Force member’s personal conduct and duty performance.
What is a control roster?
tool used by commanders to set up a six month observation period for individuals whose duty performance is substandard or who fail to meet or maintain Air Force standards of conduct, bearing, and integrity, on or off duty. Commanders are required to inform the members that if their performance and behavior do not improve, they will face more severe administrative action or punishment.
What should NCOs do before applying the PDP and when applying it?
A NCO should establish standards to clearly explain to the subordinates each standard and Line of Acceptability, and monitor subordinate behavior to ensure compliance and reinforce as needed.
State the 3 steps of the Progressive Discipline Process.
Establish Standards, Monitor, Apply the PDP
Establish Standards, Monitor, Apply the PDP
Prevention, Correction, and Punishment.
What are the 3 key actions that occur during the Prevention Arena in the DM and who bears the responsibility for preventing disciplinary problems?
Set standards, establish rapport, and create a climate of accountability. Supervisors, First sergeants, and commanders are responsible for preventing disciplinary problems from occurring.
Describe what is meant by the Progressive part of the Progressive Discipline Process Model.
The Progressive part of the PDP Model means using the least force necessary to modify a behavior that is progressing in severity by imposing an infraction that also increases or progresses in severity, i.e. verbal counseling to LOC.
Why are adverse administrative and punitive actions issued when an individual commits an infraction or their behavior falls below the Line of Acceptability?
Adverse administrative and punitive actions help to maintain good order and discipline. MFRs, LOCs, LOAs, and LORs serve as written documentation of actions taken to correct behavior when more severe actions such as an Article 15, Court-Martial, or Discharge.
When applying the PDP, what factors are used to determine appropriate corrective actions?
Severity of the infraction and judgment of the supervisor.
Explain what is meant by the phrase, “Prudence first, Justice second.”
means it is always prudent to consider the facts and extenuating circumstances surrounding a situation. This will ensure people are treated in a fair and equitable manner while still ensuring the correction/punishment fits the crime. Although one can legally, “throw the book at someone” that is almost never the prudent thing to do.
What is the first basic right?
presumption of innocence
