Airman Leadership School (ALS) Practice Test!

Appropriate. SSgt Jones correctly created a task list and correctly decided on the priority of work.

Inappropriate. SSgt Jones failed to properly prioritize the tasks needed for mission accomplishment.

Appropriate. SSgt Jones properly applied Pareto's Principle identifying the 80% that will yield the most results.

Inappropriate. SSgt Jones did properly prioritize the tasks but should be focused on mission accomplishment and not on keeping his commander happy.

Positively because her multiple calendars will ensure her subordinates are up to date on all required training. They will not miss any appointments.

No impact because her subordinates will most likely keep track of their own appointments and training. They are adults who will not require the reminder.

Negatively because having multiple calendars opens her up to forgetting to update one. This could possibly cause her Airmen to miss training and become less proficient at their jobs.

Negatively because although having multiple calendars is a good thing and is effective for SSgt King, the Airmen in the work center do not have access to her desk or cell phone.

You are tired and do not want to be bothered. You have just traveled 2000 miles, so the last thing you are interested in is talking to a bunch of high school kids. You do not feel it is your responsibility to talk about the Air Force and its history, so you tell them to call a local recruiter.

You are tired and do not want to be bothered. You have just traveled 2000 miles. However, you are proud to be a member of the Air Force and feel it's important to instill this and the Air Force history in future recruits and leaders. You choose to go and speak to them explaining the heritage of those who have come before you.

You are tired and do not want to be bothered. You have just traveled 2000 miles. However, you are proud to be a member of the Air Force and feel it's important to instill this and the Air Force History in future recruits and leaders. You choose not to go this time and offer a later date.

It's the end of the duty day. You're tired from walking up and down stairs all day, and you've been up since 0430. After observing their actions and appearance as being unprofessional, you walk over after the flag is completely down and say, _Hey, I know you guys are young and you do not know any better, but let's try to get it right next time._ After thinking about it for a few minutes, you say, _Don't worry about it. It's the end of the day anyway. Nobody is watching._

It's the end of the duty day. You're tired from walking up and down stairs all day, and you've been up since 0430. After observing their actions and appearance as being unprofessional, you continue walking to your car because you're running late trying to get to the bowling alley so you can bowl with your team league. You jump in your car while the flag is brought down, and then roll down your window and say, _Hey guys, just throw the flag up on the counter. I'll see you in the morning when you come in for Reveille._

It's the end of the duty day. You're tired from walking up and down stairs all day, and you've been up since 0430. After observing their actions and appearance as being unprofessional, you walk over after the flag is completely down and say in a firm voice, _Hey, I need your undivided attention right now._ You explain to them the importance of why we should render the proper respect and courtesy to the American flag. You also make them aware that their actions impact military professionalism. You demonstrate to them the proper procedures and attitude when handling the flag for any ceremony.

Social. This dimension deals with your network of friends and personal relationships with those you care about.

Spiritual. This dimension may incorporate religious belief or other concepts such as patriotism or the common good.

Emotional. This dimension refers to building an awareness of and accepting your feelings and moods.

Physical. This dimension refers to weight control, a balanced and healthy diet, appearance, self-image, and exercise.

Your unit is supporting a major exercise that requires members from your team to be at the workcenter around the clock for a period of seven days. You developed a work schedule that will allow each member to have an hour of physical fitness training 3 times during this period.

SrA Hayes, one of your subordinates has recently been enrolled in the Fitness Improvement Program. You were notified that he has missed several appointments without valid reasons. You decided not to address this with him anticipating that he would attend his next scheduled appointment.

Your commander has recently implemented a new physical fitness program that focuses on engaging in aerobic activity without prior stretching. You informed your subordinates that this is not a recommended approach to physical fitness, and they should continue with the former program that required stretching prior to aerobic activity.

Because he's about to deploy and feels that he's not properly trained for the mission.

Over being deployed with A1C Castro who he feels is not a team player.

Over having to be deployed with his current supervisor who he feels is ineffective and makes bad decisions.

Because he believes that his wife isn't capable of handling the finances while he's away.

You decide to conduct a debriefing of the recent convoy and explain to the team that although they experienced a traumatic event they will have to accept the fact that they're in the military. You inform them that feeling fear in combat situations is normal but in these situations it's important to not let it control them and that it's ok to communicate their thoughts and feelings with others afterwards. Additionally you decide to assess your team during the debriefing to identify personnel who may need professional help and decide that it would benefit the team if you developed additional survival training and a rotation schedule for the convoys to reduce continuous exposure to possible trauma.

You conduct a debriefing and inform the team that traumatic events happen in life, especially in the military. You inform the team that they will have to accept the fact that they're in the military and need to put the experience behind them. The best way to get over a traumatic experience is to forget about it and not talk about it with others. Later you decide to get the team signed up for the next convoy detail so that they can get acclimatized to the stress which you determine is better than any training that you can develop.

You decide to conduct a debriefing to talk to your team about the recent traumatic event they experienced. During the debriefing, you inform the team that they will have to accept the fact that they're in the military, however, the controlling fear they experienced is understandable, and that they should communicate their thoughts and feelings with others. Later you decide to seek professional help for yourself and your team, and request to be removed from the convoy rotation indefinitely.

You use positive words of encouragement, convey an attitude of confidence, look for nonverbal clues or indicators, take charge, do not leave the person alone, and provide professional help for the person as soon as possible.

You use positive words of encouragement, inform the person that you are not properly trained to help them and will seek help from your leaders as soon as the person calms down and is in a better mood. Once you have determined it's safe to leave, you follow through by seeking professional help.

You inform the person that their situation can't be that bad, provide the person with examples of tough times that you've experienced, convey to the person that they have duties and responsibilities to the military, look for nonverbal clues or indicators, and take charge of the situation.

You are in charge of a detail that must be completed and ready for inspection the following day. You've been working with your team on the detail for 8 hours and it looks like you may have to work 3 more hours to complete the detail. You have a football game that you have been planning on attending for weeks. After several minutes of consideration about the matter, you decide that your team is fully capable of completing the task without you. You can get a full report in the morning.

During a recent training meeting, two of your male subordinates are laughing over a sexually explicit joke that was told. You notice that several of the female team members seem to be offended. You ask the females what is bothering them and they explain that they are offended by the joke. The male subordinates share the joke with you and you find it very funny too. You decide not to say anything to them about the joke being offensive. After all, _guys will be guys._

A1C Glass's work performance has not been up to standards. He seems to be withdrawn and even argumentative with his peers. You decide to approach him to determine what is wrong. At first, he is reluctant to say anything, but after taking him to your office he informs you that a close family member has recently been given a short time to live and he is having a hard time dealing with it. You inform him that you and the rest of the chain of command are there for him. You also suggest that he talk to the first sergeant and/or chaplain.

You decide to talk to her later about the policy. The generator is not turned on at this time, so there is only a small chance that she could get hurt on the equipment.

You have her step away from the equipment, inform her of the policy, and make an on the spot correction by having her remove her watch prior to proceeding to work on the generator.

You inform her that she must remove her watch. After she removes the watch you continue to go about your daily duties

Ethical. Your coworker is taking college classes and probably needs the paper to finish a school project.

Unethical. Although you know it's wrong for your coworker to take the paper you consider it not to be a big deal. Besides, it's just paper, it's not like he's lifting computers from the work place.

Ethical. Although no prior permission was given for using workcenter resources outside of the work place, you conclude that your coworker is working on a work related project at home so it's ok for him to take the paper.

Unethical. Taking paper from the work place without permission is stealing. It doesn't matter that your coworker has the best intentions for taking the paper. It is still wrong to take the paper from the work place.

Inform your supervisor that you have no idea where the paper might be. You are close friends with your coworker and don't want to get him into trouble.

Inform your supervisor that you saw your coworker take a ream of paper from the copy room the day before. This will probably upset your coworker, but it's better that you tell the truth.

Inform your supervisor that you think the paper may have gotten used up. By doing so you don't have to give up your friend. Besides, it's not a complete lie, your coworker probably did use up the paper.

Selflessness. Selflessness is sacrificing personal wants and needs for a greater cause which reflects the core value _Service Before Self._

Energy. Energy is the enthusiasm and motivation to take the initiative.

Decisiveness. Decisiveness is a willingness to make decisions, act on them, and accept responsibility for those decisions.

Integrity. Integrity is total commitment to the highest personal and professional standards.

SSgt Johnson is the Alpha team leader of vehicle security for convoys in Iraq. He supervises three Airmen. SSgt Johnson and his team members have been tasked to help train host nation personnel in similar duties to what the team already performs. SSgt Johnson briefs his team on the task and finds they are extremely reluctant and apprehensive about performing this mission. His subordinates indicate they don't think they should be providing this training because _they might turn on us if the opportunity should arise._ He thinks for a bit about their concerns and how he looked at things as a young Airman a few years back. He explained the importance of this mission to them and assured them he would be with them every step of the way.

SSgt Dixon is Bravo team leader of the chemical detection flight in Saudi Arabia. He and his five man team of Airmen have been tasked as part of an advance party to go in and ensure the area that his unit is about to acquire is free of chemical agents. SSgt Dixon informs his team of new Airmen that they will be going in under the direction of SrA Burns, a communications specialist whose sole purpose is to set up communications. SSgt Dixon noticed reluctance and unwillingness from his team. This reluctance was derived from the Airmen being fairly new, led by someone they don't know, and the fact that SSgt Dixon, their supervisor, would not be accompanying them on this mission.

SrA Davis has been tasked to ensure that newly arrived Airmen will be briefed on proper wear of the uniform, their report time and place of duty, living quarters Standard Operating Procedures, and training requirements. The newly assigned Airmen's in brief usually lasts for about one hour. SrA Davis completed the entire briefing in approximately five minutes. The following morning, all of the new Airmen were unaccounted for. They were also in the wrong uniform, and totally confused about their duties and responsibilities. Each Airman had to be retrained about the information they were supposed to receive the day before.

You are concerned that this Airman may have a substance abuse problem. You decide the first thing you should do is wait and talk to the First Sergeant when he returns from TDY. You speak to the Airman in front of others and use the inappropriate behavior as an example of what not to do and focus on the Air Force Core Values. Let him know you are trying to prevent any situations from occurring that may lead to serious consequences.

You are concerned that this Airman may have a substance abuse problem. However, it hasn't affected his overall job performance yet. At this time, it is not a problem, and you do not want to overreact. However, you do give the Airman the information for available referral agencies such as Mental Health and the ADAPT program. You let him know you are trying to prevent any situations from occurring that may lead to serious consequences.

You are concerned that this Airman may have a substance abuse problem. You document the situation and speak with him privately about the issue. You also try to find out why he's displaying this inappropriate behavior. You provide feedback on his behavior and focus on the Air Force Core Values. After letting him know you are trying to prevent any situations from occurring that may lead to serious consequences, you get the First Sergeant involved.

As a supervisor, you are concerned the Airman may have a substance abuse problem. However, you are not 100% positive and don't want to counsel unless you're sure. He normally doesn't act this way and the other day you think you smelled alcohol on his breath. Therefore, you will wait and document for a while before you decide. This will help the Airman stay out of trouble with the First Sergeant unless necessary.

As a supervisor, you are concerned the Airman may have a substance abuse problem. You send him to mental health to speak with a professional. After the Airman speaks with a counselor, you initiate counseling just to make sure he is ok. Since you have taken care of the situation, the Airman is on the right track and will be fine.

As a supervisor, you are concerned the Airman may have a substance abuse problem. From observing this situation, you document the inappropriate behavior and get the First Sergeant involved immediately. The First Sergeant will make a determination about referral options. This will help the Airman.

Appropriate. You've informed your subordinate of her options before she discussed the possible assault with you. You reassured her that you are there for her and will place her in contact with the SARC, if she would like.

Inappropriate. By stopping her before she informs you of the situation, you could make her uncomfortable, causing her to change her mind. She will probably decide not to tell you anything about the potential human relations issue.

Appropriate. Although it's not really necessary to stop someone who approaches you about a sexual assault, you've informed her that you are there for her and will put her in contact with the SARC.

Inappropriate. When approached by someone about a sexual assault or any other human relations issue, you should always gather as much information as possible. If you don't know what has happened, you can't help resolve the issue.

Inappropriate. You should not have counseled A1C Rogers. By doing so, you have just given the issue of the assault more attention. It would have been better to ignore the comments A1C Rogers made.

Appropriate. Although A1C Rogers' opinion is the same as yours, you had to say something to him because the comment he made should not have been stated in the work center. He should have told his friends privately.

Inappropriate. A1C Rogers is correct in his assessment. Instead of counseling him, you should have counseled SrA Williams. She was the one wearing inappropriately tight clothes when she wasn't on duty.

Appropriate. A1C Rogers is wrong for letting his personal biases become known in the work center. By stating them publically, he may create additional issues for SrA Williams' in the healing process.

Appropriate. You have approached A1C Cooper and she confirmed that she is a only friend with Lt. Wilson. Therefore, you see no reason to pursue it any further. There is nothing that says people can't be friends in their off-duty time.

Inappropriate. According to the UCMJ, Article 134, Enlisted Airmen may not fraternize with officers. Therefore, you will need to speak with A1C Cooper and suggest that her behavior is inappropriate, and to please refrain from socializing with Lt. Wilson.

Appropriate. A1C Cooper and Lt. Wilson are only giggling and acting silly. There is nothing that can be considered inappropriate behavior. Therefore, you see no reason to continue pursuing this matter any further.

Inappropriate. A1C Cooper and Lt. Wilson are acting inappropriately. However, Lt. Wilson is senior to you. You do not have the authority to question the actions of a senior officer. Therefore, it is not your place to speak to either person involved.

Inappropriate. The supervisor should have offered you a place to stay if he expected you to drive all the way out to the lake.

Appropriate. The supervisor is taking the time to find out about his subordinates and how they spend their spare time.

Inappropriate. The supervisor should not ask a subordinate to hang out with him after work hours.

Appropriate. Hanging out with your supervisor is ok since he is a civilian

Inappropriate. You should continuously present opportunities for your team to receive training in maintaining professional relationships not just when an incident happens. However, you should present training again if there is a situation. In addition, purposely humiliating subordinates is not a professional approach to conducting that training.

Appropriate. As stated in this chapter, you should give periodic prevention training and use incidents as an example to prevent any future occurrences of unprofessional behavior. You should use Air Force standards to guide your decision in correcting unprofessional behavior in your work center.

Inappropriate. You should not give the training at this time. You should abide by your training schedule and wait until the next scheduled time. You should never use any subordinates as an example. You should use Air Force standards to guide your decision in correcting their behavior.

Appropriate. You are the supervisor and you may give training classes whenever you feel you should. It is also appropriate to use situations as an example if you are using them as a prevention technique, or to correct unprofessional behavior. You should use Air Force standards to guide your decision in correcting their behavior.

You express to the two Airmen that you understand how they feel, but that it is important to concentrate on getting prepared for the upcoming deployment. Saying anything now might break up your team's cohesiveness and performance at a crucial time.

You express to the two Airmen that you understand how they feel and, with the upcoming deployment, you will ask everyone to watch their comments. Speaking out on this now should increase everyone's ability to perform the mission better.

You express to the two Airmen that you understand how they feel and ask them to leave the workplace when they feel uncomfortable. Saying anything now might break up your team's cohesiveness and performance at a crucial time.

After presenting A1C Shula with a Letter of Counseling, you decide to send him to talk to a chaplain and people from the EO office. Helping him to learn about the importance of being respectful to other ethnic groups will help him uphold the Air Force Core Values. A diversified Air Force is needed to be successful in the mission.

You decide to put them both on the same duty and let them work it out. This is for the good of the Air Force mission because this will force them to work together and get along. Helping them to learn to get along will uphold the Air Force Core Values. A diversified Air Force is needed to be successful in the mission.

You formally counsel A1C Shula that you are going to put him in charge of a detail and instruct the rest of the work center to not listen to him. This way he'll understand what it's like to be shunned and disrespected. Helping him to learn the importance of respect and what it's like to be a minority.

You apologize, continue to be respectful and try to maintain contact. You understand that everyone in a different culture makes a mistake at some time. It's all in how you handle it. You continue to work with the local female for the good of the Air Force mission and building stronger relationships.

You walk away before she makes a big scene and look for another female to gather intelligence from. You have been told not to make a scene because this could alert insurgents. This will help your mission because you are putting the Air Force mission first and building stronger relationships.

You go get the country's national Airmen to come and talk to the lady because you understand this is probably going nowhere and maybe they can translate the situation for you. This is for the good of the Air Force mission because you are still gathering intelligence and building stronger relationships.