Set B Vol 2 Flashcards
form the foundation for expectations and discipline and must be achievable, specific, observable and measurable. Form th efoundation for expectations and discipline.
standards
institutional values and principles of conduct that provide the moral framework within which military activities take place
core values
encourages Airmen to trust you and want to follow you, based on your referent power.
earned authority
______ members are not authorized to punish (art 15 or court martial)
enlisted
stops a problemfrom happening before it starts
preventive discipline
Steps of the PDP Progressive Discipline Process
- Counseling (LOC)
- Admonishment (LOA)
- Reprimand (LOR)
- Commander actions (includes punishment)
evaluating performance includes (3)
- observe performance
- compare to standards
- determine if performance meets, exceeds or fails standards
includes improving the job, situation and subordinate
subordinate improvement plans
3 purposes of the Enlisted Evaluation System
- provide feedback and expectations
- provide performance record
- provide info to ID best-qualified personnel
a method of collecting information that you witness such as interactions, processes, or behaviors as they occur
direct observation
relying on someone else to provide you with information about how your subordinate is performing
indirect observation
reviewing products/services and talking to customers who received the product/service. Includes QA inspection results
checking a completed product/service
methods of monitoring (3)
- direct
- indicrect
- oberving a completed product/service
factors that do not contribute to performance, nonessential elements of the job, and undue weight elements.
common pitfalls (relevancy errors)
evalutation principles include (2)
- methods of monitoring
2. common pitfalls
a formal system where supervisors communicate standards and expectations through inital, mid-term and follow up feedback
performance feedback system
when subordinates violate a standard or fall below the line of acceptability
rehabilitative feedback
type of feedback done before a subordinate violates a standard or falls below the line of acceptability
preventative feedback
team roles include (2)
- leader
2. member
team responsibilities/dynamics include (3)
- communication
- human relation
- participation skills
defines the”where and what” work centers accomplish on a daily basis.
mission statement
considers what the organization wants to be (preferred end state)
vision statement
stage which members become testy and anxious; impatient with lack of progress; arguments. Highest level of conflict in work center
storming stage
stage when attitudes change, norms are accepted, relationships are more cooperative and members reconcile disputes. High productivity
norming stage
4 elements of the FAIR way
Feedback
Assistance
Inclusion
Respect
genuinely internalizing the essence of diversity and seeking ways to incorporate diversity in behaviors, daily routines and operations.
social sensitivity
includes developing a keen awareness and understanding of others’ emotions, feelings, personality, temperaments
social sensitivity
includes assumptions, stereotypes, social biases, perceptions, perspectives, collusion, prejudices and discrimination
socio-behavioral tendencies
thought process we employ to help us make sense of the world we live in. Influenced by beliefs/values and define how we act and treat others
socio-behavioral tendencies
making sure everyone has the opportunity to participate fully in the workplace
inclusion
recognizing each person’s unique value, contributions and potential to the organization
respect
types of personal powers (3)
- referent
- expert
- information
types of positional power (4)
- legitimate
- connection
- coercive
- reward
includes selflessness, loyalty, integrity, commitment, energy and decisiveness
leadership traits
includes competence, integrity, loyalty and initiative
followership traits
power that is derived from the position within the organization
position power
negotiating strategy that may minimially satisfy both sides. Each party gets something but usually not what both really need
settle strategy
negotiating strategy preferred when preserving the relationship is the paramount concern even if it is at the expense of the task. More assertive party gets what they want
comply strategy
negotiating strategy which achieves a mutually satisfying outcome while simultaneously managing the relationship. Supports task and relationship
cooperate strategy
power derived from being charismatic
referent power
refers to people you’re dealing with, what you stand to gain/lose, and the criticality of the situation
the who, stakes, and situation
for ‘faces’ in ‘spaces’
Unit Personnel Management Roster (UPMR)
document used to change (reclassify) attributes of positions listed on the Unit Manpower Document when their is a change in mission
Aurthorization Change Request (ACR)
details the organizational structure, position numbers for each authorization, attributes associtated with each position, and other pertinent data units need to manage manpower resources
Unit Manpower Document (UMD)
usually submitted and finalized in the 2nd quarter of the budget cycle (typically January)
FEPs
used by all levels of an organization to identify and prioritize key requirements to current year spending and for developing next year’s budget.
FEPs
occurs during the 2nd quarter. Cost centers begin working the 1st BER (aka unknown, unfunded requests) in October for submission by the RA in January
Budget Execution Review BER
Eight types of waste
Defects Overproduction Waiting Non-standard over processing Transportation Intellect Motion Excess Inventory
phases on unfreezing (3)
- unfreezing
- changing
- refreezing
locking in and reinforcing the new procedure
refreezing (final phase)
four step model for solving problems and carrying out change. Deming cycle
Plan-Do-Check-Act PDCA cycle
should be used when change must be implemented quickly and subordinate input is not required
directive change
includes involving subordinates in the change process in order to gain buy-in and commitment
participative change
