Brainscape's Knowledge GenomeTM


Top Flashcards (Certified)
All Flashcards

Course 15 Set B > Set B > Flashcards

Set B Flashcards

1
Q

Define change management

A

Proactively coordinated and structured period of transition from situation A to B using a systemic approach that addresses planning for change

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Change management

NCO Responsibility

A

To embrace support and explain change regardless of the level of supervision

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Roles in change process

A

Change sponsors

Change agents

Change targets

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Change sponsors

A

Responsible for initiating change

Power to determine why when and how

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Change agents

A

Responsible for implementing change

Proactive coordination of transition using a systemic approach

Plan implement monitor and control

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Change targets

A

Those who undergo change

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Jenssens model of change

A

Comfort
Denial
Confusion
Renewal

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Mayos 4 levels of change

A

Knowledge. Easiest to change

Attitude. Difficult to change because they are emotionally driven

Individual behavior. Time consuming and habits stand in the way

Group behavior. difficult due to old habits and traditions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Directive and participative change

A

Directive change. Positional power implemented by an authority figure

Participative change. Personal power. Implemented when new knowledge is made available to the group

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

3 phases in change process

A

Unfreezing

Changing

Refreezing

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Define unfreezing

A

To motivate and help get ready for change

Most neglected stage
Deal with resistance to change

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Define changing

A

Movement from the old way to the new way

Monitor change as it occurs

Pay attention to those affected

Adjust as necessary to keep moving forward

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Define refreezing

A

Locking in new procedures until permanent

Evaluate results of change

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Refreezing

Techniques to stabilize a work center after change

A

Burn the bridges. Prevent ways back to old way

Evidence stream. Provide team information that change was successful

Institutionalization. Formal systems

New challenges. Keep team stimulated

Rationalization. Keep consistent

Socialization. Build team into structures

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Individual reactions to change

A

Innovator

Early adopter

Early majority

Late majority

Laggards

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Innovator

A

Immediately embrace new ideas. Big picture thinkers

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Early adopters

A

Social.

Opinion leaders.

Effectively spread ideas because they are respected

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

Early majority

A

Mainstream thinking.

Get involved after something is successful

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Late majority

A

Hampered by feelings of insecurity

Skeptics

Look for guarantees

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Laggards

A

Less educated or informed

Close minded

Last to accept change

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

1st quarter

A

Oct Nov Dec

25% of budget

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

2nd quarter

A

Jan Feb Mar

50% of budget

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

3 quarter

A

Apr May June

75% Of budget

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

4 quarter

A

100 percent of budget spent

FY ends 30 sept at midnight

New FY begins 1 October

15 sept congress approves budget for new FY

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
IDDP process
Identify Differentiate Determine Predict
26
Identify
Find the lesson principal
27
Differentiate
Was it used appropriately or inappropriately
28
Determine
The correct course of action
29
Predict
What the outcome will be
30
Culture
Values and beliefs Inherited from your heritage
31
Heritage
Passed down
32
Airmanship
Core values Resiliency Oath of enlistment Profession of arms Warrior ethos
33
Military drill
Discipline Teamwork Confidence Pride Alertness Attention to detail Esprit de corps
34
P2
Progressive professionalism
35
2 concepts that support p2
DDR Direction. Purpose Discipline. Hold people accountable Recognition. Can be positive or negative
36
Hardiness of spirit
Called to action. Reactive
37
Warrior ethos
Resiliency. Includes hardiness of spirit
38
2 types of courage
Physical. Jumping in front of a bullet Moral. Raising the flag when the right thing is not being done
39
Warrior ethos vs resiliency
Warrior ethos. Push through Resiliency. Bounce back
40
Primary and secondary dimensions
Primary. You can't change. Skin color sex Secondary. U can change. Religion
41
FAIR WAY
Feedback. To give feedback Assistance. To get the job done. Resources Inclusion. Includes everyone. No favorites Respect. Beliefs their views their cultures
42
Affirmative action vs EO
Affirmative action. Diverse work space. Disabled employees women and minority's EO. Mandatory lawful
43
Group Team
A group of people with no mission Work towards the same purpose. Has a mission
44
What makes up a mission
Task and purpose
45
C. A. R. E.
Creator. Comes up with the way Advancer. Pushes it forward Refiner. Makes it better Executor. Gets it done Flexer. Does it all
46
Stages of team development
Forming. Ice breaker. No productivity Storming. Fight to figure out their roles. Very low production Norming. Accepting roles higher productivity Preforming. Getting it done. Production is high Adjourning and transforming
47
Low context culture High context culture
Low. Task oriented. American culture High. People oriented. Asian household
48
5 qualities of followership
Self management. Trust to work Commitment. Buy in Competence. Self capable Integrity. Do the right thing Initiative. Self motivated
49
Advice vs Feedback
Advice. Recommendation Feedback. Judging after the fact. Comes second
50
4 styles of leadership
Authoritative. Low on people high on task Country club. High people low task Impoverished. Low people low task Team leader. High on people high on task
51
4 types of positional power
Coercive. Provide consequences Connection. Who you know Reward. Days off Legitimate. Title rank office held
52
UMD
Unit manning document. No names has the space
53
UPMR
Unit power management roster. Face with space
54
ACR
Authorized change request. Changes the UMD
55
4 types of ethical traps
Ethical irrelativeness. Decisions based on beliefs not the rules Loyalty traps. Decisions based on respect not the rules Worry over image. Decision based on reputation Drive for success. Winning at all cost disregard the rules
56
Feedback vs Counseling
Feedback. Judging Counseling. Helping
57
3 types of feedback
Directive. I talk u listen Non directive. I listen an talk Combined. Both talk. Takes the longest
58
Discipline model
Prevention. Set the standard Correction. Progressive discipline process. LOA line of acceptability. Not punishment Punishment commanders only
59
How do u determine the severity of discipline
LOA. LINE OF ACCEPTABILITY
60
3 steps in the Wing man process
ACE ASK CARE ESCORT
61
Methods for identifying substance abusers
Self identification Commander referrals Medical identification Substance related incident Drug testing
62
Stress
Bodies reaction to external demands
63
Positive stress Negative stress
Eustress. Having a baby. Promotion Distress. Deadlines. Bad news
64
2 stress factors
Organizational Individual
65
4 ways to manage stress
Time management Exercise Social support Relaxation techniques
66
Combat stress PTSD
Combat stress. Happens during combat PTSD. Is the after effect
67
3 stages of workplace violence
Shock Impact Reconciliation
68
Learning
The process that changes the way people think feel or behave.
69
Auditory learners
Use hearing to process information
70
Auditory learners characteristics
Prefer to hear information Difficulty following written directions Difficulty reading and writing May not look speaker in the eye
71
Visual learners
Like to see what they are learning
72
Visual learner characteristic
Need to see it to learn it Strong sense of color Has artistic ability Difficulty with spoken directions Trouble following lectures Misinterpret words
73
Tactile learners
They like to do things they learn. Need to touch and feel things
74
Tactile learners characteristics
Hands on learning Put things together without directions Difficulty sitting still Learns better when involved May be coordinated or have athletic ability
75
Critical thinking
The art of Analyzing and evaluating thinking with a view to improve it

Course 15 Set B (3 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2025 Bold Learning Solutions. Terms and Conditions