NCOA Vol 2 2018

TSgt Hayden's understanding of diversity awareness, in this case, refers to his recognition of the fact that SrA Silva is Brazilian and speaks Portuguese. By quickly requesting help from SrA Silva, TSgt Hayden demonstrates his awareness and appreciation for the diversity within his team. This understanding of diversity enhances mission effectiveness because it allows TSgt Hayden to effectively communicate with and assist a Portuguese-speaking dependent, ensuring that the patron's needs are met and the situation is resolved satisfactorily.

The scenario described in the question demonstrates the effective use of the ethical principle of the three Rs, which stands for Recognize, Report, and Resolve. A1C Bates recognizes the equipment discrepancy, reports it to SSgt Walker, and together they resolve the issue by filling out the proper paperwork to turn in the equipment. This ethical principle emphasizes the importance of identifying and addressing problems or violations promptly and appropriately. By following the three Rs, the NCO, unit, and mission effectiveness are upheld, as they are committed to maintaining integrity and accountability in their actions.

TSgt Campbell's actions of asking the Korean team to provide their operational inputs demonstrate the technique of inclusion. By actively involving and valuing the contributions of the Korean team members, TSgt Campbell promotes a sense of belonging and acceptance within the joint international unit. This inclusivity fosters collaboration and cooperation among team members, ultimately leading to increased mission effectiveness.

MSgt Duvernay's actions of reporting false percentage rates from the previous month at the staff meeting indicate that he is more concerned about maintaining a positive image for his section rather than being honest about the current situation. This behavior suggests that he is worried about how the commander and others perceive his section and wants to avoid bringing attention to the decreased vehicle-in-commission rate. Therefore, the correct answer is "Worry over Image."

TSgt Vann's understanding of Post-Traumatic Stress Disorder will increase subordinate effectiveness. By recognizing SSgt Runner's reaction as a symptom of PTSD and offering support and encouragement, TSgt Vann shows an understanding of the condition. This understanding can help SSgt Runner feel validated and encouraged to seek help, ultimately improving his ability to manage his stress and perform effectively in his role.

TSgt Banks' comments suggest that the characteristics of diversity he is referring to are inherent to a person from birth and typically do not change over the course of their life. This aligns with the concept of primary dimensions of diversity, which are characteristics that are not easily changed and are often used to categorize individuals, such as age, gender, race, and ethnicity. These dimensions are fundamental aspects of a person's identity and can greatly influence their experiences and perspectives.

TSgt Miller's understanding of Airman Powered by Innovation will most likely increase mission effectiveness. This is because by submitting the fix for Air Force wide consideration, it opens up the opportunity for high-ranking commanders to review and potentially approve the fix. If the fix is approved, plans will be created and executed, which can lead to improvements in mission effectiveness. Additionally, the possibility of getting paid for the submission can also incentivize Airmen to come up with innovative solutions, further increasing mission effectiveness.

TSgt Becher's understanding of clarifying and validating the problem will most likely increase mission effectiveness. By discussing the issue with the crew chief and pilot, and then having the team write out the issue and ensure all the facts are included, Becher is taking the necessary steps to clearly define and validate the problem. This understanding will lead to a more effective problem-solving process and ultimately improve mission effectiveness.

The scenario described by TSgt Lopez highlights a lack of proper manpower allocation and tracking within the work center. The discrepancy between the document that distributes personnel positions and the document used by the previous NCOIC to assign people to those positions shows that there is a failure in effectively allocating manpower resources. This lack of proper allocation and tracking of personnel can have a significant impact on mission effectiveness as it leads to confusion, inefficiency, and a lack of coordination within the work center.

TSgt Gerry's use of the OODA Loop will most likely enhance mission effectiveness. The OODA Loop stands for Observe, Orient, Decide, and Act, and it is a decision-making process that emphasizes agility and adaptability. By personally observing and analyzing the process, collecting data, devising a strategy, and guiding her flight in implementing and evaluating corrective actions, TSgt Gerry is effectively using the OODA Loop to make quick and confident decisions. This approach will likely enhance mission effectiveness by allowing TSgt Gerry and her team to identify and address the process issue efficiently, leading to improved turn-around times on calibrations.

By using coercive power, the manager is able to discipline the employee for not following the steps, which serves as a deterrent for future misconduct. By using legitimate power, the manager is able to assign the most knowledgeable worker as a partner for retraining/recertification, which demonstrates the manager's authority and ability to make decisions. By using expert power, the manager ensures that the retraining/recertification is conducted by someone with the necessary knowledge and skills. These actions are likely to result in increased subordinate effectiveness as the employee learns from their mistake and receives proper training to prevent future errors.

TSgt Carver's actions of planning, researching, and evaluating different options before making a decision on purchasing a television for the break room demonstrates decision analysis. By considering the specific requirements, budget, and desired features, Carver carefully analyzes the available options and selects the top three choices. This approach ensures that the decision is well-thought-out and based on a thorough analysis, leading to a successful outcome. The impact on NCO effectiveness is evident as Carver's decision-making process results in being under budget and getting the extra features desired, earning appreciation from the flight chief.

TSgt Anderson's actions of giving a safety briefing, referencing a visual aid, and providing information about Airmen deaths and accidents related to alcohol misuse demonstrate her efforts to educate her work center about the risks and consequences of alcohol consumption. By sharing this information, she is helping to increase awareness and knowledge among her colleagues, promoting responsible behavior and ultimately contributing to a safer work environment. Therefore, her actions best illustrate education.

MSgt Smith's use of the cooperate strategy is demonstrated in his willingness to listen to the village elder's concerns and offer assistance in the form of food and medical care. Despite the need for patrols to continue, Smith acknowledges the importance of minimizing disruption to the villagers' daily routine and agrees to consider their knowledge of the terrain to achieve this goal. By cooperating with the villagers and addressing their needs, Smith is able to build trust and rapport, leading to a reduction in resistance and improved mission effectiveness.

Based on the given scenario, the leader is described as an authoritarian leader who wants strict adherence to their instructions and does not tolerate deviation from their plan. SrA Oak, who is an experienced and energetic team leader, is likely to be negatively affected by this leadership style. This is because an authoritarian leader's approach can stifle creativity, discourage independent thinking, and limit the team's ability to adapt and innovate. As a result, SrA Oak's effectiveness is most likely to decrease under this leadership style.

The Area Defense Counsel is the best option because it is a support source that maintains privileged communication and provides guidance in situations like the one SSgt Griswold is facing. The fact that its employees report to a chain of command outside of this wing ensures that they can represent him without bias or conflict of interest. The Airman & Family Readiness Center and Equal Opportunity office may also provide support, but they may not have the same level of independence and objectivity as the Area Defense Counsel.

TSgt Johnson's actions of immediately responding to the alarm, instinctively knowing what to do, and efficiently securing the scene demonstrate system 1 thinking. System 1 thinking is fast, automatic, and instinctive. It relies on previous training and experience to quickly make decisions and take action without much conscious thought. In this scenario, TSgt Johnson's system 1 thinking allowed him to effectively handle the situation and ensure mission effectiveness by quickly securing the area and addressing the faulty alarm.

TSgt Baer's comment identifies a form of stereotype. He is making a generalization about women's abilities based on their gender, suggesting that they are not as capable as men. This stereotype assumes that all women are the same and overlooks individual skills and qualifications.

The scenario described in the question illustrates the concept of "Drive for Success" and its impact on NCO and mission effectiveness. MSgt Wilburn's motivation and competitiveness drive him to be promoted on his first attempt each time. In order to be visible within the organization and stand out among his peers, he takes credit for actions he did not conduct. This behavior reflects his strong desire for success and advancement, but it also raises concerns about the integrity of his actions and the impact it may have on the overall mission effectiveness.

MSgt Brown's misunderstanding of the Three Ps (Purpose, Process, and People) will most likely hinder mission effectiveness. By using government equipment for personal business, MSgt Clark is violating the purpose and process of using the equipment for work-related tasks. MSgt Brown's dependence on the money from Clark's business may cloud his judgment and prevent him from recognizing the negative impact this behavior can have on mission effectiveness.

TSgt Lopez's effective use of the Directive Change Cycle will MOST LIKELY enhance mission effectiveness. By effectively using the Directive Change Cycle, TSgt Lopez planned and communicated the deployment as convoy operators to his team in a clear and concise manner. He acknowledged the task as a critical need and assured his team that they will receive the necessary training to be successful. This proactive approach and clear communication will likely enhance mission effectiveness as it ensures that the team is prepared and focused on their new task while also maintaining their current duties.

TSgt Simon's failure to understand open communication will most likely have a negative impact on mission effectiveness. By cutting off SrA Wilson and refusing to provide advice or support, TSgt Simon is creating a barrier to effective communication within the team. This lack of open communication can lead to misunderstandings, decreased morale, and a breakdown in teamwork. Without the ability to openly discuss personal issues, team members may feel unsupported and less motivated to perform their tasks effectively. Ultimately, this can hinder the overall effectiveness and productivity of the mission.

TSgt Knight's comments best identify cognitive flexibility. This is because he emphasizes the importance of responding to change by identifying new trends and opportunities, making sense out of situations, and developing multiple plans. These actions require cognitive flexibility, which is the ability to adapt one's thinking and behavior in response to changing circumstances. By encouraging personnel to be proactive and adaptable, TSgt Knight promotes cognitive flexibility as a valuable skill in navigating change.

The scenario described in the question demonstrates the individual's self-awareness by recognizing that their nonverbal communication is being misinterpreted. They take the feedback from their subordinates seriously and acknowledge that they need to work on their communication skills. Additionally, they show support for their team by offering to help them with researching inputs, indicating a willingness to collaborate and assist their subordinates. This combination of self-awareness and support for the team is likely to enhance the individual's effectiveness as a leader.

TSgt Gallagher's comments best identify decision making. He is discussing the different thought processes that TSgt Lloyd can use when faced with multiple choices. He mentions a rapid approach based on past experiences and a methodical process that requires deep thought. This indicates that TSgt Gallagher is talking about the process of making decisions and choosing the best option.

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TSgt Nicholson's role as a change agent is illustrated in this scenario because she is actively involved in implementing and monitoring the upcoming process changes within her section. By briefing the personnel, discussing her plan, and answering questions, she is taking proactive steps to ensure that everyone is informed and on board with the changes. As a change agent, TSgt Nicholson plays a crucial role in facilitating the successful implementation of the changes and ultimately impacting mission effectiveness.

The use of supervisory rewards was ineffective and will most likely cause a decrease in subordinate effectiveness. This is because although the leader acknowledged the hard work and accomplishments of the team, they failed to address the employees' desire for recognition and rewards such as extra time off or award submissions. This lack of recognition and rewards can demotivate employees and decrease their effectiveness in the future.

The actions and behaviors described in the scenario, such as expressing a desire to be more involved, purchasing morale-colored t-shirts, and striving for proactive problem-solving, align with the qualities of effective followership. Effective followers demonstrate initiative, take responsibility, and actively contribute to the success of the team or organization. By exhibiting these qualities, the individual is likely to enhance their effectiveness as a Non-Commissioned Officer (NCO) and contribute to the overall success of the unit.

TSgt Brand's comments suggest that the document being discussed is an execution plan. This plan is reviewed often and can be found at various levels in the Air Force. It includes sections listing mission essential items in the budget and items that are not. Additionally, each expense has a code representing its place in the budget hierarchy. This aligns with the characteristics of an execution plan, which outlines how resources will be allocated and expenses will be managed in order to achieve specific goals or objectives. Therefore, the correct answer is Execution Plan.

The scenario best illustrates your effectiveness as a follower by providing advice to your boss. By informing your boss about potential problems and offering your thoughts on requirements and recommendations for better laptops, you are demonstrating your ability to provide valuable guidance and suggestions. This shows that you are proactive, knowledgeable, and committed to helping the unit make informed decisions.

TSgt Nicholson's role as a "Change Agent" is demonstrated in this scenario. As a change agent, she takes the initiative to inform and engage her personnel about upcoming process changes, and she also discusses her plan to implement and monitor the effects of these changes. By providing additional details and answering questions, TSgt Nicholson ensures that all key players are well-informed and aligned with the changes. This proactive approach and involvement in the change process highlight her impact on mission effectiveness.

The scenario described in the passage shows TSgt Dylan observing changes in SSgt Murphy's behavior over time. SSgt Murphy had previously exhibited extreme sadness and angry outbursts, but recently TSgt Dylan noticed a complete turnaround in his behavior. SSgt Murphy showed less agitation, calmed his speech and movements, and no longer engaged in activities like going to the shooting range to release anger. These changes can be seen as advanced warning signs, indicating that SSgt Murphy may have overcome his previous emotional struggles and is now in a more peaceful state.

TSgt Wright's misunderstanding of the Three Ds (Duty, Discipline, and Devotion to duty) will most likely hinder her effectiveness. This is because she is not holding SrA Smart accountable for his mistake and not emphasizing the importance of taking responsibility for one's actions. By not addressing the issue and allowing SrA Smart to avoid the consequences, TSgt Wright is not promoting a culture of discipline and accountability within the unit. This can hinder her effectiveness as a supervisor in maintaining order and ensuring that tasks are completed correctly and responsibly.

TSgt Watson's actions of reviewing applications and removing those who did not meet the minimum requirements, such as rank, previous experience, and referral EPR, demonstrate lawful discrimination. Discrimination in this context refers to making distinctions or judgments based on specific criteria or requirements. In this case, TSgt Watson is applying specific criteria to determine the eligibility of applicants for overseas postal duty. This lawful discrimination ensures that only qualified individuals are considered for the position, thereby enhancing mission effectiveness by ensuring that the right personnel are selected for the job.

This scenario best illustrates your reliance on the Impoverished Leader style which could degrade your NCO effectiveness. As an Impoverished Leader, you delegate tasks to your subordinates without providing guidance or support. You avoid getting involved in their development and do not want to be bothered with questions. This lack of involvement and support can lead to a decrease in team morale and productivity. Additionally, the fact that your team members were not submitted for the quarterly awards board indicates a lack of recognition for their hard work, further highlighting the negative impact of your leadership style.

The given narrative describes a situation where TSgt Stewart and his team are tasked with streamlining the prescription filling process without disrupting operations. They schedule a meeting, discuss the current process, and come up with a plan for implementation. The team receives approval from leadership and the resulting data shows lower wait times and fewer errors. This scenario aligns with a Rapid Improvement Event, where a team quickly identifies and implements changes to improve a specific process or problem. The focus on efficiency and the positive impact on mission effectiveness, as evidenced by the lower wait times and fewer errors, further supports the choice of Rapid Improvement Event as the best answer.

The comments made during the EPR feedback session emphasize the importance of certain traits and behaviors expected from the subordinate. These include becoming thoroughly familiar with the job, performing above minimal standards, making smart choices on and off duty, believing in superiors, displaying selflessness, and being prepared for meetings. These expectations highlight the follower traits that are valued by the person giving the feedback.

TSgt Adams' actions of calling a meeting with his personnel to explain the problems with the current process, proposed changes, and the timeline for implementation demonstrate unfreezing. Unfreezing is the first stage in Lewin's Change Model, where individuals or organizations become aware of the need for change and are motivated to make that change. By addressing the deficiencies in the current process and discussing the proposed changes, TSgt Adams is creating awareness and preparing his team for the upcoming change.

TSgt Thomas's misunderstanding of adjusting manpower requirements will most likely decrease mission effectiveness. If TSgt Thomas does not fully understand how to adjust manpower requirements to support the additional aircraft, it could lead to a lack of sufficient personnel to handle the workload. This could result in decreased efficiency, longer turnaround times for maintenance tasks, and potentially compromised safety.

SSgt Stanley's behavior of Drive for Success will most likely reduce NCO, unit, and mission effectiveness. By having his Airmen initial off on tasks that weren't signed off, he is compromising the integrity of the training records and potentially neglecting important training requirements. This can lead to a lack of readiness and preparedness for the upcoming Operational Readiness Inspection, ultimately reducing the effectiveness of the NCO, unit, and mission.

TSgt Richey's understanding of the Planning Phase will most likely increase NCO effectiveness. This is because the Planning Phase involves developing a family care plan and finding suitable child care arrangements. By considering different options and thinking about how to balance her personal and professional responsibilities, TSgt Richey demonstrates a good understanding of this phase. This understanding will likely contribute to her ability to effectively plan and manage her responsibilities as an NCO.

The scenario best illustrates the "position powers" piece of the TIPO Model and its impact on mission effectiveness. TSgt Foye, as a superior, is using their position of authority to enforce the new process and demand compliance from the subordinate. They mention giving an LOC (Letter of Counseling) as a consequence for not adapting to the new process. They also highlight the superintendent's promotion of the change and the negative impact on morale and customer satisfaction. This demonstrates how the use of position powers can influence behavior and ultimately affect the success of the mission.

TSgt Silvers' comments suggest that settling is the best negotiation style in this situation. He mentions that reaching a solution is essential and that leaving room for the opposing negotiator to suggest options is important. This indicates that the focus is on finding a middle ground and reaching a compromise rather than trying to achieve the highest possible outcome. Therefore, settling is the most appropriate negotiation style in this scenario.

TSgt Adams' understanding or misunderstanding of social sensitivity will most likely have a positive impact on mission effectiveness. This is because social sensitivity refers to the ability to accurately perceive and understand the emotions, needs, and perspectives of others. If TSgt Adams has a high level of social sensitivity, she will be able to better gauge the general mood and perception of her team members regarding the importance of their job. This understanding can lead to improved communication, morale, and teamwork, ultimately enhancing mission effectiveness.

MSgt Gould's comments BEST identify the TIPO negotiation strategy. TIPO stands for Trust, Information, Power, and Options. In his comments, MSgt Gould emphasizes the importance of considering the strength of the relationship, the truthfulness of the other party, the knowledge and information each party possesses, the ability to influence each other's actions, and the importance of finding resolutions through cooperation. These factors align with the key principles of the TIPO negotiation strategy.

TSgt Hardesty's comments indicate that the process he was referring to involves assigning positions based on a document that is not controlled at their level. They then have the freedom to structure the section as they want by plugging names into a second document. This suggests that the process is related to allocating and tracking manpower, as they are responsible for assigning personnel to specific positions within the section.

TSgt Jones' failure to understand readiness and ripeness will most likely have a negative impact on mission effectiveness. This is because readiness refers to the level of preparation and willingness of the parties involved in a negotiation to engage in productive discussions and reach a mutually beneficial agreement. Ripeness, on the other hand, refers to the appropriate timing for negotiations to take place. By not understanding these concepts, TSgt Jones was unable to effectively manage the meeting and address the concerns of the section NCOICs, leading to a heated and unproductive discussion. This lack of understanding and failure to create a conducive negotiation environment can hinder the resolution of issues and ultimately impede mission effectiveness.