SNCO DLC Quiz On Leadership and Management

According to the Profession of Arms chapter, the Air Force Core Values of Service Before Self tells us that professional duties take precedence over personal desires.

According to the Ethical Leadership chapter, the Air Force Core Values, the Oath of Enlistment, Air Force Instructions, the Uniform Code of Military Justice, DOD 5500.7-R, Joint Ethics Regulation (JER), and AFI 36-2618, Enlisted Force Structure, all assist SNCOs in making sound ethical decisions.

According to the Strategic Planning lesson, a mission statement identifies the
purpose of the organization or the reason it exists

According to the Strategic Planning lesson, the Learning & Growth perspective
includes employee training and corporate cultural attitudes related to both individual and
corporate self-improvement. In a knowledge-worker organization, people are the main
resource. In the current climate of rapid technological change, it is becoming necessary
for knowledge workers to be in a continuous learning mode. MSgt Akoo conducted in-service-training
to bring his people up to speed on the new database.

According to the Mediation chapter, the first step of the preparation process
involves gathering sufficient information from the all parties. In the scenario, MSgt
Samson is gathering information from the parties in preparation for a possible mediation.

The recovery tenet of physical fitness includes the practices you engage in that help to restore energy to your body and counterbalance stress that could result in adverse moods and/or deteriorating performance. The recovery tenet is evident when SMSgt Bloom says, “We should consider getting involved in activities that help us wind down during these difficult times.”

According to the Diversity chapter, the phrase “We are different but we are also the same” describes diversimiliarity.

Because SMSgt Cox understands collectivism, his comments will MOST likely
enhance the mission. The most meaningful definition of family in collectivism is the extended
family, consisting of blood relatives of multiple generations and on both parents’ sides of the
family and in-laws. It is evident that SMSgt Cox understands collectivism by his comments
when he says, “Remember as we go door-to-door, we may encounter lots of extended family
members in one small space because their culture is different than ours. We need to remember
this for our safety.”

According to the Mediation chapter, in the mediator’s opening statement, you
will meet with both parties together for the first time. Begin the session with introductions
followed by an opening statement. The purpose of the opening statement is to
establish a structure for the mediation session, ensure the parties’ understand the mediation
process, and gain their commitment to it. In the scenario the mediator, MSgt Packard,
gives an opening statement by explaining the reason for mediation, explaining her qualifications,
establishing ground rules, explaining the mediation process, and congratulating
the parties for being willing to attempt to settle their dispute.

According to the Profession of Arms chapter, the POA is intellectual because military
professionals must be culturally aware; sensitive to differences and the implications
those differences have on the operational environment. MSgt Crawford’s attempt to familiarize
himself with the local environment reflects the Intellectual Dimension of the POA.

MSgt Aiden understands how to conduct a SWOT analysis as evidenced by identifying
things that they are really doing well (strengths) and a few areas for improvement
(weaknesses). He also sees the chance to undertake a new mission as a plus (opportunity)
for the section and views their inability to keep up with the IT infrastructure (threat) as an
area of concern.

According to the Profession of Arms chapter, self-development is the disciplined will to leverage learning opportunities that increase or improve your knowledge, skills and attitudes.

According to the Ethical Leadership chapter, The Consequences Test answers the question, “Will the end justify the means?”

Because SMSgt Crews understands the Aesthetics and Recreation domain of
culture, his comments will MOST likely enhance the mission. Aesthetics and Recreation
refers to people’s expression of beauty and style, as well as people’s methods of recreation.
It is evident that SMSgt Crews understands the Aesthetics and Recreation domain
of culture by his comments when he says, “Their culture does not support a lot of freedom
of expression. We shouldn’t frown upon someone else’s culture just because it’s not like
ours in the U.S.”

Because SMSgt Green understands the Sex and Gender domain of culture, his
comments will MOST likely enhance the mission. Sex and Gender often influences or even
fully determines their relationship to parts of every other cultural domain, such as their
access to resources, their work, the kinds of social and political relations they can enter,
and how they can worship. It is evident that SMSgt Green understands the Sex and Gender
domain of culture by his comments when he responds to TSgt Smiley’s comments about
women in leadership roles by saying “Remember, Afghanistan is a different culture and
their views are different than ours …understanding the differences will help you accomplish
your mission.”

Social networking is the practice of expanding the number of one’s business and/or social contacts by making connections through individuals.

According to the Team Dynamics chapter, the outcome of the implementation
will MOST LIKELY be effective because all of the Team Dimensions Stages were followed:
the Creation Stage; (everyone met and all six came up with ideas), the Advancing Stage
(one idea was suggested as the best option; talk to a couple unit members for feedback),
the Refining Stage (heard feedback, fixed problems, started plan), and the Executing Stage
(get the plan implemented, briefing for First Sergeant, get it moving forward). Along the
way documentation was being accomplished.

Organizational and personal core values are a part of spiritual fitness. They
are useful when dealing with stressors (tension) that might appear to be insurmountable (unbearable). This is evident in Lopez’s comments, “When you embrace our core values as intended, they can be help you deal with the tension that might seem to be unbearable.”

MSgt Gordon’s comment is a violation of unlawful harassment.
MSgt Gordon is in a supervisory position and is offering an additional duty (condition of
employment) for sexual favors. According to the EO systems section, Unlawful harassment
includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical
conduct of a sexual nature particularly when submission to such conduct is made directly or
indirectly as a term or condition of employment, and/or when submission to or rejection of
such conduct is used as a basis for an employment decision affecting the person.

According to the Project Management chapter, leading projects necessitates
communication with all stakeholders involved. The SNCO encourages the free exchange of
ideas, strives to understand others’ points of view, seeks and incorporates feedback, and
applies the insight to the project.

According to the Change Management chapter, bargaining behavior includes attempting to put off the change or recommending alternatives to the change. In this scenario, MSgt Keele’s people offer an alternative to the commander’s new process they think will work better.

According to the Profession of Arms chapter, DDR is critical to your early development and helps maintain a high degree of professionalism throughout your career.

MSgt Nagle targets the early adopters. According to the Change Management
chapter, they are usually your social and opinion leaders (well respected…have the ability
to ‘sell’ change to more resistance individuals easier). To appeal to this group, you need to
provide information about the change (she provides a pre-brief). As a result of her actions,
she will most likely enhance her change effort.

SNCOs increase their effectiveness by establishing goals for the organizations
they lead. Goals clarify what must be achieved to realize an end state and provide
a measureable way of identifying if priorities have been met or exceeded. Goals identify
objectives and inspire the “right” type of behavior required to achieve them. MSgt
Manning clearly identified her goals to the section; therefore, her actions increased SNCO
effectiveness.

By practicing skills such as critical thinking, self-awareness, and flexibility, you’re more likely to strengthen your mental fitness…making it easier for you to adapt your thinking and emotions to deal with stressors in a way that helps you return to your normal state quicker. This is evident in Gomez’s comments when he says, “he has a good grasp on acute thinking skills (critical thinking), self-awareness, and he’s shown the ability to bounce back from diversity (flexibility)”. His actions will most likely enhance the mission.

According to the Culture of Engagement chapter, Air Force members must
follow Air Force policies concerning social media AND all policies published by social media
websites

According to the Culture of Engagement chapter, assigning security classification
MUST occur PRIOR to engaging the media or interacting on social media websites so
Airmen do not release classified information.

According to the Mediation chapter, rephrasing includes paraphrasing the
speaker’s comments to let him/her know that they were heard and understood by the
listener. In the scenario SMSgt Lynn is rephrasing MSgt Beasley’s comment prevent misunderstandings
and to reassure Beasley that he is listening to what is being said. Because
Lynn properly rephrases the comment he should enhance the communication and increase
his effectiveness.

MSgt Thomas’ discussion BEST identifies the effects of substance
misuse. To begin MSgt Thomas discusses how the DUI effected the mission and readiness
by the Airmen not being about to deploy and an alternate having to be tasked. Then, she
discusses how morale in the element has degraded causing lowered productivity. Finally,
MSgt Thomas discusses how the Airman’s put their and others health and wellness in
jeopardy.

According to the Ethical Leadership chapter, as a leader you should always attempt to anticipate and consider the second and third order consequences when making decisions.

According to the diversity chapter, multidimensional diversity includes all the
unique ways your people are different. In the scenario, MSgt Webster’s members are
diverse in the following ways: demographically (two people are from Georgia…two are
Hispanic), cognitively/behaviorally (three people are Innovators).

SMSgt Browning’s actions are illustrating the programs and policies
available to get MSgt Green the help he needs. SMSgt Browning notices the warning signs
and initiates a hand-off of MSgt Green to the first sergeant, then begins the LPSP program by
discussing his concerns with the commander and recommending a mental health evaluation.
Finally, SMSgt Browning ensures the hand-off policy is used after the evaluation to safeguard
MSgt Green.

According to the Ethical Leadership chapter, Tipping is about moving the climate of an organization toward a positive/ethical climate. “The climate of an organization is determined by the collective actions, decisions, and behaviors of its members. As organizations move toward a more positive/ethical climate, a sense of enthusiasm, common purpose, and confidence in the future begins to accelerate the tipping effect. At this point, professional actions, decisions, and behaviors directed toward the achievement of organizational goals and objectives become the norm.

According to the Ethical Leadership chapter, the Three Ps (Principle, Purpose, and People) serve as a reminder to SNCOs that we must always put Principle (truth-telling and honor) first; Purpose (mission accomplishment and duty) second; and People third. However, this does not offer the foundation for the other ethical principles.

According to the Diversity chapter, leveraging diversity includes striking the
right balance between the need of you people and the needs of the unit’s culture/climate
and mission. In the scenario, MSgt Campbell was able to meet the Airman’s needs (attend
her religious event) and the needs of the mission (come in to work early the next day).
Since the Airman agrees and goes back to work, his was able to find the right balance.

SMSgt Cruz’s comments BEST illustrate her understanding of chronemics and its
impact on effectiveness. Chronemics is the study of how people perceive the use of time
and how they structure it in their relationships. SMSgt Cruz’s comments best illustrate her
understanding of kinesics by her words, “just be glad they show up at all…in this culture,
it’s OK to be late for a meeting.”

According to the Team Dynamics chapter, MSgt Lime’s appropriate integration
of Team Dynamics concepts and principles (new people, short-notice project, talk to his
people for an indication of role preference, decide on stages to accomplish the mission)
will MOST likely enhance mission effectiveness because he’s taking the lead to guide his
team through the stages of Team Dimensions and this should enhance subordinate effectiveness
because he’s developing people by creating environments for shared experiences,
that allow open non-threatening feedback, which foster positive relationships, to expand
individual strengths, that generate respect towards one another.

According to the Project Management chapter, project management is a temporary
activity with a single objective that includes leading, coordinating, planning and
controlling to achieve a single objective in a specified timeframe

SSgt Blount’s comments, “This is unfair and will take up too much of my time” reflect a professional standard values conflict. According to the Profession of Arms chapter, a values conflict occurs when personal values conflict with those of the institution.

MSgt Welch appropriately engaged the media by “staying in his lane” which,
according to the Culture of Engagement lesson, “is discussing issues that you are directly
responsible for including personal experiences.”

SMSgt Johnson’s comments BEST identify a high context style/tendency. When
listening to someone speak, people in relatively high context cultures pay more attention
to the message’s context and the verbal and nonverbal cues than people in relatively low
context cultures. This is evident in SMSgt Johnson’s comments when she says, “people
in certain cultures pay more attention to the message’s framework and the spoken and
nonverbal cues than people from other cultures.”

SMSgt Thomas’ comments BEST illustrate her understanding of kinesics and
its impact on effectiveness. Kinesics is the technical term for the study of movement
and gesture, and it comes from the Greek word “motion” and includes gestures, body
movements, facial expressions, and eye behavior. SMSgt Thomas’ comments best illustrate
her understanding of kinesics by her words, “Remember we’re not in the U.S. and
using extravagant hand motions to get the point across might be perfectly acceptable to
communicate in that manner here. If we remember this, we can be more effective in our
communications.”

SMSgt Edward’s misunderstanding of the Anti-deficiency Act will MOST likely
hinder SNCO effectiveness. Because SMSgt Edward does not know the law he is planning to
obligate funds in access of an apportionment or reapportionment, which would be a direct
violation of U.S.C. Title 31 § 1517. “It is prohibited to obligate unallocated funds to purchase
items, equipment, supplies, services, and contracts to be used in the next FY.”

According to the Team Dynamics chapter, TSgt Blue is displaying characteristics
of the Creator role. Some of the characteristics include generating new ideas and living
in a world of possibilities, in addition to, bringing excitement, spontaneity, and optimism;
and moving from one subject to another (initiated 15 new programs at last base; love to
think about how to improve things and get thoughts out to others; throws out ways to fix
problems; talk to her about fixes, she starts a new direction; starts a new project).

According to the Culture of Engagement chapter Strategic Communication is a
focused effort to understand and engage key audiences to create, strengthen, or preserve
conditions favorable for the advancement of United States Government interests, policies,
and objectives through the use of coordinated programs, plans, themes, messages, and
products synchronized with the actions of all instruments of national power.

According to the Ethical Leadership chapter, “Worry over Image is an ethical trap that entails making decisions based on how the decision will impact one’s reputation/ standing among peers, subordinates, supervisors, community etc. rather than on military rules, regulations and codes of conduct.” Because MSgt Franklin is not concerned about her image, her lack of concern will most likely enhance her effectiveness

In the scenario, MSgt Kirk effectively uses the Transformation step of the Five
Part Transformation Process by developing a plan. Additionally, he increases his chances
of success by developing a committee and by having the support of the unit’s senior leadership.
As a result, his actions will most likely enhance his effectiveness.

MSgt Gilbert does not have a firm understanding of long-term
response to sexual assault. Because he doesn’t excuse SSgt Mcfate from the group discussion
he will likely relive a past experience of sexual assault that will hinder his effectiveness.
According to the individual involved in a sexual assault section, long-term response includes
understanding how victims respond to past sexual assaults and the triggers that may cause
them to “relive” that traumatic experience. Knowing and caring for your wingmen in the
organization can ensure they are not suffering in silence when reliving a past experience of
sexual assault.

According to the Team Dynamics chapter, MSgt Elm is BEST illustrating her
preference for the Spontaneous Pattern. Someone who prefers the Spontaneous Pattern
thinks outside the box (offering several ideas, suggesting one that’s never been tried
before), focuses on many things at once (offering several ideas, suggesting one that’s
never been tried before, and suggesting an implementation plan), likes to have respect
and influence (everyone agrees with her and asks her to brief it), and leads when team
must move forward (tired of silence so MSgt Elm suggests an implementation plan).

The communication tenet of social fitness is the exchange of thoughts, opinions, or information, including problem-solving and relationship management. It includes responding to others with positive, constructive feedback, even when you’re feeling distress, and may tend to see only the negative. SMSgt Casey’s comments indicate the communication tenet of social fitness when he says, “Let’s make sure we answer questions with optimistic, helpful feedback.”