Situational Judgement

Question 1

Situation 1. You have recently become acquainted with a new airman who has a cultural background very different from your own. During your conversations, it has become apparent that this airman has personal beliefs which differ greatly from yours. You feel uncomfortable when he talks about his cultural practices,
which are foreign to you and with which you do not always agree.

Possible Actions:
A. Say nothing and try to keep an open mind about this airman’s beliefs and practices.
B. Tell this airman that you are uncomfortable and ask him to stop discussing such things with you.
C. Discuss the situation with other airmen to find out if others are uncomfortable as well.
D. Notify your superior officer of the situation and ask for their guidance.
E. Try to persuade this airman to assimilate more fully into American culture.

Questions:
1) Most Effective:
2) Least Effective:

Answer 1

1) Most Effective: A
2) Least Effective: E

You are expected to interact with other airmen with diverse cultural backgrounds and beliefs. It is
important that you maintain an attitude of tolerance and try to get along with all of your colleagues.
As this airman has not mentioned any beliefs or practices that are abusive, illegal, or unsafe for a
member of the USAF, the most effective course of action is to accept that his views and practices differ
from your own and warrant no action on your part. Pressuring the airman to change is disrespectful
and insensitive; this is the least effective course of action.

Question 2

Situation 2. A fellow team member has gone on leave due to the sudden death of a family member. You have been very busy performing your own job tasks. Now you have been asked to take on this team
member’s duties as well. You are overwhelmed and unable to complete all these tasks on your own.

Possible Actions:
A. Perform only your own job tasks and leave the other team member’s work for when he returns.
B. Choose the most important tasks and perform only those portions of the work.
C. Consult with your team leader and ask them to help you prioritize or reassign your job tasks.
D. Ask other airmen who are not as busy to help you with your extra work.
E. Contact the airman on leave and ask them which of their tasks they consider most important.

Questions:
3) Most Effective:
4) Least Effective:

Answer 2

3) Most Effective: C
4) Least Effective: E

You should not deliberately skip work that you have been assigned or work which you are expected to
complete during another airman’s absence. It is also not appropriate to reach out to the other airman
directly during this time; this is the least effective course of action. The best course of action is to tell
your team leader you are unable to complete both your work and the work of the airman who is on
leave. Ask them how they would like you to proceed.

Question 3

Situation 3. You have been assigned to a new team and given a new tasks to perform, but, your team
members have not explained your new duties to you. The team leader has been so busy that you rarely
see him. You are struggling and asking other team members for help has not improved the situation.

Possible Actions:
A. Ask other team members for help again and remind them that it is their duty to assist you.
B. Arrange to speak directly with the team leader and let them know you need more support.
C. Do your best to perform the job on your own and guess how to approach unfamiliar tasks.
D. Contact your superior officer and notify them of the situation.
E. Locate other airmen who have performed this job in the past and ask them for guidance.

Questions:
5) Most Effective:
6) Least Effective:

Answer 3

5) Most Effective: B
6) Least Effective: C

In this situation, you have already asked other team members for help and failed to receive support. It
is unlikely that asking again will be productive. You also should not try to guess what to do, as this may
result in a serious error. Asking for potentially outdated information from those who performed the
task in the past is also unwise; this is the least effective course of action. It is not appropriate to speak
to your superior officer before addressing the situation with your team leader. Under the circumstances, the most appropriate course of action is to speak directly with the team leader. It is
their job to ensure that new team members receive a proper orientation.

Question 4

Situation 4. During your free time, you strike up a conversation with an airman you don’t know very well.
This airman reveals to you that he has sexually explicit pictures of a female recruit. He has been sharing
these photos with other airmen. The female recruit is unaware that this is taking place.

Possible Actions:
A. Ask the airman to delete the photos and to stop sharing them with others.
B. Do nothing, as the situation does not involve you and you have not personally seen the photos.
C. Notify the female recruit that her photos are being shared in this way.
D. Ask other airmen if they have seen or heard about these photos.
E. Report to your superior officer and ask for guidance on how to handle the situation.

Questions:
7) Most Effective:
8) Least Effective:

Answer 4

7) Most Effective: E
8) Least Effective: D

This sort of harassment should never be tolerated. Now that you are aware of the situation, it is not
acceptable to ignore it or pretend it isn’t happening. However, it is unlikely that the airman will respect
your request to delete the photos. Further, copies of the pictures have already been distributed. Do not
fuel gossip by discussing the situation with others or spreading word that the pictures exist; this is the least effective course of action. Instead, immediately report the situation to your superior officer.

Question 5

Situation 5. While performing your job duties, you observe fellow airmen making harassing comments to another team member. This team member has a religious background that is different from the
backgrounds of the rest of the team. You know that other airmen sometimes make derogatory remarks about this person’s religion. They often persist even when this team member asks them to stop.

Possible Actions:
A. Confront the airmen who have been making disrespectful remarks and tell them to stop.
B. Speak to the team member who is being harassed and offer your support.
C. Do nothing because your superior officer will deal with the situation eventually.
D. Speak to your superior officer and let them know what you have observed.
E. Do nothing because it’s inappropriate to pry into conflicts between other airmen.

Questions:
9) Most Effective:
10) Least Effective:

Answer 5

9) Most Effective: D
10) Least Effective: C

Harassment or discrimination should never be tolerated. If you observe another airman being
harassed, you should take prompt action. Do not ignore the situation or assume that this harassment
is none of your business; choosing to ignore the conflict is the least effective course of action You should
not assume that the person being harassed will take action on their own, as they may feel uncomfortable or afraid. In this situation, you have observed other airmen making derogatory remarks on a regular basis. You know that they have continued to do so even when asked to stop. Under the circumstances, the best course of action is to notify a superior officer.

Question 6

Situation 6. You are a team leader working with a junior airman who is new to your team. While this
airman’s work has been well-regarded in the past, their recent work has been inconsistent and they often seem distracted. You are concerned that critical job tasks are not being performed properly. You are aware that a member of this airman’s family has been seriously ill in recent weeks.

Possible Actions:
A. Discuss your concerns with the airman and ask if they need additional support or guidance.
B. Check the airman’s work every day and discreetly make adjustments or corrections as needed.
C. Ask other airmen on the team to take on some of this airman’s work to lighten their load.
D. Consult with a superior officer to determine how the situation should be handled.
E. Ask other team members if the airman has mentioned anything about his sick family member.

Questions:
11) Most Effective:
12) Least Effective:

Answer 6

11) Most Effective: A
12) Least Effective: B

Because you have reason to believe this lapse in work performance is due to a family emergency, the
situation should be handled with discretion and tact. It is not appropriate to gossip about the situation with others. It is also not advisable to quietly fix the other airman’s work or perform tasks they have left uncompleted; this is the least effective course of action. Instead, you should address the situation directly with the airman in question. Express your concerns and ask if they need additional support
during this difficult time.

Question 7

Situation 7. You are in charge of a team of airmen and have delegated tasks to each person. One airman
has been given the task of explaining to new team members how to perform a certain job. During one
shift, you overhear this airman giving inaccurate instructions. You believe that they simply misspoke, but the new team member has now received inaccurate information.

Possible Actions:
A. Interrupt the training session to clarify the airman’s instructions at once.
B. Pull the new team member aside and explain that the other airman made a mistake.
C. Pull the airman aside immediately afterward and mention that you overheard their mistake.
D. Consult with other team members to find out if they have been given inaccurate instructions.
E. Call a meeting of the entire team to clarify instructions and expectations.

Questions:
13) Most Effective:
14) Least Effective:

Answer 7

13) Most Effective: C
14) Least Effective: B

Do not immediately correct the airman or privately instruct the new team member to disregard their
instructions. This undermines the authority of your other team members. In addition, privately giving
this airman conflicting instructions may lead to confusion; this is the least effective course of action.
However, you should address the situation promptly in order to clear up the mistake. Because you
believe the airman simply misspoke, discreetly let them know of their error and allow them to provide
updated instructions to the new team members.

Question 8

Situation 8. During a casual discussion, a coworker revealed some private information about a fellow airman. This information isn’t confidential and does not represent a security breach. However, you feel
that this information should not have been disclosed to you or to other airmen who are not directly
involved in this private situation.

Possible Actions:
A. Take no action, as discussing the situation further might be awkward or uncomfortable.
B. Ask your coworker not to share this type of private information with you in the future.
C. Talk to the airman whose private information was revealed and tell him what happened.
D. Consult your superior officer and ask for guidance on how to deal with this situation.
E. Ask other airmen if they have had their private information revealed by this person in the past.

Questions:
15) Most Effective:
16) Least Effective:

Answer 8

15) Most Effective: B
16) Least Effective: E

Because there was no breach of confidential information, it is best to simply ask your coworker not to
share such things in the future. It is not advisable to provoke further gossip by discussing the situation
with others; this is the least effective course of action. If the situation escalates in the future, it may be
appropriate to discuss matters with a superior officer. However, since this situation involves only one
lapse of judgment on the part of your coworker, it’s best to handle the matter as discreetly as possible.

Question 9

Situation 9. While performing your duties, you overheard a fellow airman making a report to your superior officer. During this report, they accused another airman of mishandling a situation. You witnessed the incident in question and you know that the airman who was accused handled the situation appropriately.
Your coworker’s report, as it was given to the superior officer, is not accurate.

Possible Actions:
A. Let your coworker know that they are mistaken and tell them what you witnessed.
B. Privately discuss the matter with your superior officer and report what you witnessed.
C. Confront the accused airman and ask them for clarification on the situation.
D. Do nothing and trust that your superior officer will investigate the matter fairly.
E. Consult with other airmen who witnessed the situation to confirm what happened.

Questions:
17) Most Effective:
18) Least Effective:

Answer 9

17) Most Effective: B
18) Least Effective: E

Under the circumstances, you cannot be certain if your fellow airman has made a mistake or is
deliberately misrepresenting the situation to your superior officer. Rather than confronting this
airman, or discussing the situation with others, the best course of action is to privately let your superior
officer know what you observed. If you are certain that the accusation in question is false, you should
not ignore it. As you were a direct witness to the situation in question, it is appropriate for you to step
forward and explain what you saw to your superior officer. However, fueling gossip by discussing the
situation with others is certainly the least effective course of action.

Question 10

Situation 10. You have been assigned to perform a task for which you have no previous experience. Your team leader gave you instructions for how to approach this task. However, when you spoke with the person who was previously in charge of performing this task, they gave you different instructions. The course of action recommended by your predecessor seems as if it might make more sense.

Possible Actions:
A. Perform the task in whatever manner seems most effective to you.
B. Perform the task according to the instructions given by your predecessor.
C. Perform only the parts of the task where both sets of instructions are the same.
D. Notify your team leader of the discrepancy and ask for clarification.
E. Request clarification from your superior officer.

Questions:
19) Most Effective:
20) Least Effective:

Answer 10

19) Most Effective: D
20) Least Effective: A

When in doubt, the best course of action is to clarify your instructions with your immediate superior.
If you are performing a new task, it is not wise to ignore your superior’s instructions. You also should
not rely solely upon your own judgement and guess how the task should be performed; this is the least
effective course of action. Notify your team leader that you have received conflicting instructions on
how to perform this task. Ask them for clarification.

Question 11

Situation 11. You, along with two other junior airmen, have been assigned to a project with a firm deadline that is two weeks away. You have been told that it is absolutely necessary that the project be fully completed by the assigned date. However, there have been interruptions and technical glitches that set your team behind in your work. You are not certain that you can complete the project in the time
remaining.

Possible Actions:
A. Work as quickly as possible to make sure you meet your deadline.
B. Instruct other team members to work extra hours to complete the work on time.
C. Eliminate any nonessential tasks from the project and complete only the most critical work.
D. Recruit other airmen to assist you with the project so you can finish on time.
E. Discuss your concerns about the project’s timeline with your superior officer.

Questions:
21) Most Effective:
22) Least Effective:

Answer 11

21) Most Effective: E
22) Least Effective: A

While it is important to complete the project on time, it is even more important to complete the project
accurately. Skipping tasks or rushing through the project is potentially unsafe; this is the least effective
course of action. You also should not take it upon yourself to assign others to this project or to force
others to work extra time. The most appropriate course of action is to notify your superior that you
have experienced setbacks. Give them an accurate picture of when the project will be completed on
its current timeline, then ask them how to proceed.

Question 12

Situation 12. You have been assigned to a project with three other airmen. You get along well with two of them, but the third seems to strongly dislike you. At times, this airman seems rude and argumentative. It is beginning to affect your relationship with your other team members and your ability to perform group
tasks.

Possible Actions:
A. Ignore this airman and speak only with the other two team members.
B. Speak to this airman in private and try to resolve the problem.
C. Skip the job tasks that require you to work with this airman.
D. Report this airman’s behavior to your team leader.
E. Express your feelings to this airman in an email or letter.

Questions:
23) Most Effective:
24) Least Effective:

Answer 12

23) Most Effective: B
24) Least Effective: C

The most appropriate course of action is to try to resolve this problem directly with your colleague.
Ignoring colleagues who you dislike or failing to complete job tasks that require you interact with
unpleasant colleagues is not an appropriate solution to this problem. Skipping important job tasks is
certainly the least effective course of action in this situation. It is also not wise to involve others in this
conflict until you have attempted to resolve the problem on your own. Speak directly to your colleague;
do not write them a message or communicate by proxy.

Question 13

Situation 13. While on duty, you observe that another airman seems to be neglecting to perform critical
job-related tasks. This airman frequently skips the difficult or time-consuming portions of his job, which
sometimes include important safety checks. His poor performance does not directly affect your ability to
perform your job. However, you are concerned about the potential consequences of his neglect.

Possible Actions:
A. Take no direct action and focus only on performing your own assigned tasks.
B. Speak to the airman and share your concerns about his job performance.
C. Step in and perform any tasks the airman fails to complete.
D. Ask others nearby if they have observed similar behavior.
E. Report the matter to your direct superior and ask for guidance.

Questions:
25) Most Effective:
26) Least Effective:

Answer 13

25) Most Effective: E
26) Least Effective: C

If another person’s failure to perform job-related tasks could endanger their safety (or the safety of
others) then you must take action. However, it is not appropriate for you to assume the responsibility
of performing another person’s neglected tasks. This only covers up a potentially serious problem; it is
the least effective curse of action. Speaking directly to the airman may not be an effective means of
correcting the problem. Sharing your concerns with whoever happens to be nearby is also no guarantee that the problem will be fixed. The most appropriate course of action is to speak privately with your superior and explain what you have observed.

Question 14

Situation 14. An airman with whom you are friendly has been experiencing some difficulties in his personal life. He is considering a divorce and often seems unhappy. You have offered him support, but he is still struggling. Recently, he has begun to make comments about harming himself or others. You are not sure whether or not he is serious.

Possible Actions:
A. Have a discussion with him and ask whether his comments were serious.
B. Ask other airmen if they have overheard similar remarks in the past.
C. Notify your superior officer of your concerns and tell them what you heard.
D. Encourage your friend to seek the support of a chaplain or a member of his clergy.
E. Try to find out more about his plans for divorce and urge him to work things out with his spouse.

Questions:
27) Most Effective:
28) Least Effective:

Answer 14

27) Most Effective: C
28) Least Effective: B

Any time a person makes comments suggesting that they may harm themselves or others, it should be
taken seriously. In this situation, the airman has difficulties that cannot be resolved solely by the support of a friend. While speaking to a chaplain, counselor, or other professional may be helpful, it is important that your superior officer is made aware of the situation. Under no circumstances should you encourage gossip by discussing the situation with others or prying into the details of his marriage. Publicizing this airman’s personal struggles is unkind and it is the least effective course of action.
Report the situation to a superior who is qualified to address the matter.

Question 15

Situation 15. You are in charge of a team of four junior airmen. Three of the airmen perform their tasks
diligently and are cooperative. However, the fourth airman often fails to complete tasks he has been
assigned. He also displays a belligerent attitude. When you try to correct him or ask him to perform tasks appropriately, he becomes sullen and defiant.

Possible Actions:
A. Ignore his poor attitude as best you can and complete the tasks he leaves undone.
B. Complain loudly in front of the team in hopes he completes his tasks.
C. Research this team member to discover if he has a history of poor work performance.
D. Discuss the situation one more time with the team member and give additional instructions.
E. Notify your superior of the situation and ask what your next step should be.

Questions:
29) Most Effective:
30) Least Effective:

Answer 15

29) Most Effective: E
30) Least Effective: A

This situation needs to be resolved. Completing this airman’s work for him or assigning others to
complete it only covers up the problem; this is the least effective course of action, as it does not address the underlying issue. You have already tried to discuss these issues with the airman in the past and he has not improved. At this point, it is appropriate to notify your superior of this airman’s poor
performance so they can take action.

Question 16

Situation 16. You are in charge of a project which involves classified information. While distributing
information to your team members, you accidentally provide a team member without clearance access
to some of the information. You quickly revoke their access, but you are not certain if they saw it or not.

Possible Actions:
A. Take no further action because revoking their access resolves the problem.
B. Ask this team member whether or not they accessed the classified information.
C. Go through this team member’s computer to see whether they accessed the classified file.
D. Notify your superior officer immediately of the potential breach.
E. Ask other team members if they know whether or not this person accessed the file.

Questions:
31) Most Effective:
32) Least Effective:

Answer 16

31) Most Effective: D
32) Least Effective: C

In the event that confidential information was accidentally shared with someone who was not cleared
to view it, you should notify your superior immediately that there has been a potential security breach.
Questioning your team members does not resolve the problem. Going through another person’s
private computer files only worsens the potential breach; this is the least effective course of action. Go
directly to your superior officer and inform them what has happened.

Question 17

Situation 17. While performing your job tasks, you happen to notice that a certain file has been left open
on a fellow team member’s computer. This file contains classified information that you have not been cleared to view. You accidentally saw some of the information before you realized what it was.

Possible Actions:
A. Close the file on your coworker’s computer and disregard what you saw.
B. Notify your coworker of the incident and advise them to be more cautious.
C. Alert your superior officer and explain what portions of the information you observed.
D. Advise all team members to be cautious about leaving classified information out in the open.
E. Try to find out more about the classified data to put what you saw into the proper context.

Questions:
33) Most Effective:
34) Least Effective:

Answer 17

33) Most Effective: C
34) Least Effective: E

In the event of a security breach, you should notify your superior immediately. Closing the file or
cautioning your fellow team members may prevent future breaches, but it does not address the one that has already occurred. Do not try to investigate the matter independently; this is the least effective course of action. Alert your superior officer at once and explain which file you accidentally observed.

Question 18

Situation 18. A fellow airman works with valuable pieces of equipment. While on duty one day, you
observe him placing some equipment into a personal bag. The airman then took the bag with him when he left. You are not sure if the airman had permission to take the equipment or if you witnessed a theft.

Possible Actions:
A. Tell the airman what you observed and ask if he has permission to remove the equipment.
B. Ask others nearby if they also observed this airman’s actions.
C. Investigate this airman’s job duties to determine if his actions were appropriate.
D. Consult with your superior officer and let them know what you observed.
E. Do nothing, because it is not appropriate to interfere when you do not have full information.

Questions:
35) Most Effective:
36) Least Effective:

Answer 18

35) Most Effective: D
36) Least Effective: B

While there may be a reasonable explanation for this airman’s actions, you should not ignore what
you observed. But it is not appropriate for you to launch your own investigation or question the airman about his actions. If his actions were dishonest, he is unlikely to tell you the truth. Gossiping about the situation with others is inappropriate and may spread false rumors; this is the least effective course of action. Instead, report what you observed to a superior officer and let them investigate if they consider it necessary.

Question 19

Situation 19. You work on a team with two other airmen and are often left alone to work as a group. The
other airmen speak a second language; you do not. When the three of you are alone, they often speak in the other language. You feel excluded, and it can be difficult to communicate about job duties.

Possible Actions:
A. Say nothing and let them speak in whatever language they prefer.
B. Frequently interject into their conversation with questions and remarks in English.
C. Ask them to use English whenever the three of you are working as a group.
D. Notify your superior officer about the situation and ask for their guidance.
E. Try to learn some of their language so you can communicate with them that way.

Questions:
37) Most Effective:
38) Least Effective:

Answer 19

37) Most Effective: C
38) Least Effective: B

Airmen who speak a second language have every right to use that language in their personal
conversations. However, when on the job, it is reasonable to ask that your team members communicate in a language that everyone on the team can understand. Let your team members know that you would feel more comfortable if they spoke English so the three of you can communicate effectively. It is not appropriate to escalate this situation to a superior officer until you have spoken directly with your team members. Constantly interrupting their conversation does not address the problem and may cause further conflict; this is the least effective course of action.

Question 20

Situation 20. You are in charge of a team of five airmen. Recently, one of your team members has reported
to you about a communication problem they are having with another airman. They have struggled to resolve the issue on their own and are now asking for your guidance.

Possible Actions:
A. Speak to the other airman and ask them to explain their side of the story.
B. Sit down with both team members and resolve the problem as a group.
C. Ask other team members whether they have witnessed this issue between their coworkers.
D. Encourage the two airmen to continue trying to resolve the problem without your help.
E. Call a meeting of the entire team to discuss the problem with everyone.

Questions:
39) Most Effective:
40) Least Effective:

Answer 20

39) Most Effective: B
40) Least Effective: C

This airman has already tried to resolve the problem on their own and failed. Now they need support
from their team leader. Do not involve other team members at this time. It is not appropriate to
publicize the conflict between these two airmen; this is the least effective course of action. It will also
be unhelpful for you to collect information separately from both airmen. Instead, sit down with both
of them at once and assist with mediating this conflict.

Question 21

Situation 21. During a shift, you observed two of your team members getting into a loud argument. From what you observed, it seems that the conflict was personal and not related to work duties. After their argument, the two team members were angry and silent for the rest of their shift. They completed their work, but did not work together as a team.

Possible Actions:
A. Speak to each of the airmen individually to find out what happened.
B. Ask other team members if they have further information about the argument.
C. Notify your superior officer about the incident immediately.
D. Do nothing and let your team members attempt to resolve their own conflicts.
E. Encourage the airmen to speak to one another by calling a meeting.

Questions:
41) Most Effective:
42) Least Effective:

Answer 21

41) Most Effective: D
42) Least Effective: B

Arguments and conflicts will sometimes occur. If the argument is violent or if the conflict is preventing
your team from performing their job duties, it would be appropriate to consult a superior officer. However, you should not intrude into private arguments that do not concern you. Do not gossip about the conflict with others; this is the least effective course of action. Allow your team members the opportunity to work out the problem on their own. Only address the situation with them if it becomes an ongoing problem.

Question 22

Situation 22. A coworker of yours has a habit of interfering with your work. When you have finished
performing a certain task, they often step in and redo your work. You are certain that you are performing
the task appropriately. As a result, you find their actions irritating and intrusive. They are not your superior
and have not been tasked with supervising your work in any way.

Possible Actions:
A. Speak directly with this coworker and ask them the reason behind their actions.
B. Firmly tell your coworker to stop interfering with your job duties.
C. Ask your team leader whether or not you are performing job tasks accurately.
D. Notify your superior officer of this conflict with your coworker.
E. Observe your coworker and try to determine if they do this with others as well.

Questions:
43) Most Effective:
44) Least Effective:

Answer 22

43) Most Effective: A
44) Least Effective: D

You should not bring this issue up with your team leader until you have discussed the matter directly
with your coworker. While their actions are annoying, it is best not to become confrontational during
this discussion. Ask if there is a reason why they are making adjustments to your work. There may be
a mistake or misunderstanding you are not aware of. If your work is being performed correctly and
you are making no errors, calmly request that they leave your work alone. Going directly to your
superior officer without attempting to work through this conflict on your own is inappropriate; this is
the least effective course of action.

Question 23

Situation 23. You have observed that a fellow airman is not well liked by others. He has a habit of making
offensive jokes and insulting remarks. You believe that he intends these comments to be humorous, but others take offense. Other airmen now avoid him and ask to be assigned to job duties where they will not encounter him.

Possible Actions:
A. Do nothing, and allow this airman to work out his difficulties with others in private.
B. Consult with your superior officer and ask for guidance in this situation.
C. Avoid this airman so you are not drawn in to any arguments regarding his behavior.
D. Speak with the airman privately and explain that his jokes may be considered offensive.
E. Urge other airmen to give this person a second chance and try to make friends with him.

Questions:
45) Most Effective:
46) Least Effective:

Answer 23

45) Most Effective: D
46) Least Effective: E

At this stage, it is not necessary to involve your superior officer. Trying to intercede on the airman’s behalf does not address the true problem, either, which is the airman’s inappropriate remarks; this is the least effective course of action. In this situation, the airman seems to be encountering difficulties because he is not aware of how his comments are being interpreted. The most helpful course of action is to advise the airman to avoid making such comments in the future.

Question 24

Situation 24. During your shift, a female recruit makes an error while performing a task. A nearby airman
remarks that female recruits are never capable of performing their tasks appropriately. None of the other
bystanders comment on the situation and the female recruit leaves the room shortly thereafter.
Possible Actions:
a) Speak directly to the female recruit and ask her opinion on the situation.
b) Ask other female recruits if they have heard similar comments from this airman.
c) Discuss the matter with others who were present and decide as a group how to proceed.
d) Speak privately with this airman and tell him you found his comments inappropriate.
e) Do nothing and allow the female recruit to report the matter if she sees fit.

Questions:
47) Most Effective:
48) Least Effective:

Answer 24

47) Most Effective: D
48) Least Effective: E

If another airman makes a comment that is disrespectful and discriminatory, the best response is to
confront them directly. Clearly express that discrimination is not acceptable and that all recruits
deserve to be treated with respect. If you observe this airman frequently making discriminatory
remarks, the matter should be escalated to your superior officer. Discrimination should never be
ignored or overlooked; doing nothing is the least effective course of action in this situation.

Question 25

Situation 25. You observe another airman disregarding safety protocol and doing something potentially
dangerous. When you advise the airman to exercise caution and follow protocol, he laughs and says that he has always disregarded this rule. He claims that nothing bad has ever happened as a result. You know
that the consequences for disregarding this protocol may involve serious injuries to the airman or to any
bystanders.

Possible Actions:
a) Remind the airman of the potential consequences and urge him again to be more careful.
b) Check with other team members or bystanders to see if they observed the same behavior.
c) Do nothing, as the airman has explained that he understands the risks he is taking.
d) Immediately report the situation to your superior officer.
e) Keep an eye on the airman in the future and step in whenever you notice any danger.

Questions:
49) Most Effective:
50) Least Effective:

Answer 25

49) Most Effective: D
50) Least Effective: A

Violations of safety protocol should be reported immediately to your superior officer. You have already
advised this airman to be more cautious and he has not listened. It is unlikely that advising him again
will cause him to change his behavior; this is the least effective course of action. It is not your job to
personally supervise the airman in the future or to intercede whenever he is doing something dangerous. He is deliberately taking action that risks the safety of others, and should be reported.