Airman Leadership School (ALS) Practice Test!

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.

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.

You draw your weapon first on the local. This is for the good of the Air Force mission because you're keeping your Airmen safe. If this was an incorrect choice, you know it can be sorted out later.

You run after the local since he will not stop. This is for the good of the Air Force mission because you're keeping your Airmen safe. If this was an incorrect choice, you know it can be sorted out later.

You didn't realize right away that to the local nationals this gesture meant _to go! _ So instead of stopping, an individual would continue on their way. Therefore, you quickly display the correct gesture and are able to stop the local.

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.

SSgt Cake expresses to A1C Pine that he understands that he is upset because his spouse should be excited to have him home to help out. SSgt Cake asks him not to focus on that and concentrate on getting prepared for the next deployment.

SSgt Cake expresses to A1C Pine that this is normal, and reintegrating back into family life and routines takes time and patience. SSgt Cake asks him to sit down with his spouse and explain how he feels and try to develop ways that they both can agree on.

SSgt Cake expresses to A1C Pine that this is normal and that families should not change after only four months. SSgt Cake explains to him that if his spouse continues to do this, he should sit down with his spouse to explain how he feels and want a divorce.

SrA Smith express to A1C Jones that her fitness is of great concern and that he can't believe she has allowed her fitness to fall below standards. SrA Smith assigns an exercise buddy and orders her to pass her scheduled fitness assessment next Tuesday.

SrA Smith expresses to A1C Jones that her fitness is of great concern. SrA Smith states that he will spend additional time after each PT session with her to help her and that he wants her to schedule an appointment with the HAWC for additional advice as well.

SrA Smith expresses to A1C Jones that her fitness is of great concern, but since he has only been her supervisor for one month he tells her to work out harder. SrA Smith tells her the climate and temperature they'll face during deployment will be very harsh.

While reloading supplies, SrA McKinley states he can't believe how those people acted, and thank goodness they made it back safely. SrA McKinley asks Amn Green if any of the people in New Orleans attacked those delivering supplies. Exasperated SrA McKinley states _It seems like the USAF needs to send us home. 

While reloading supplies SrA McKinley commends his team members for the hard work and efforts on the mission. Obviously, A1C Thomas is discouraged and asks, "Why were we selected to deliver supplies and not sent on a mission to Iraq? SrA McKinley tells him, "Just luck of the draw, I guess." 

While reloading supplies, SrA McKinley commends his team members for the hard work and efforts they have put forth on the mission. SrA McKinley asks Amn Green to share some of his personal experiences during Katrina. A1C Thomas listens, and then SrA McKinley reinforces the nature of a humanitarian mission with his team. 

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 seek help from your leaders as soon as they calm down and are 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.

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.

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.

Your unit supports a major exercise that requires members of your team to be at the work center around the clock for 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 had 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.

SSgt Snow, the Special Tactics Squadron team leader, has just been informed insurgents are holding an injured fighter pilot who was recently shot down. Reports have indicated the pilot is receiving treatment at a medical clinic. He assembles his team and briefs them of their mission, and orders them not to let anyone or anything stand in their way of the search and rescue of the wounded downed pilot and proceed with caution.

SSgt Breeze, the Special Tactics Squadron team leader, has just been informed insurgents are holding an injured fighter pilot who was recently shot down. He assembles his team and briefs them of the mission reiterating the location of the mission. He advises his team to consider the civilians within the surrounding areas, the unlawful targets they may encounter while conducting the mission, and to proceed with caution.

SSgt Winter, the Special Tactics Squadron team leader, has just been informed insurgents are holding an injured fighter pilot who was recently shot down. Early reports have indicated the pilot received treatment at the clinic but may have been moved to an ancient mosque used daily. He assembles his team, briefs them of the mission, and advises them to take out anything that stands in their way and proceed cautiously.

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 the 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 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.

Courage

Resilience

Hardiness of spirit

Adherence to an ethical principle

Falling for an ethical trap

Observance of military ethics

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.

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.

SSgt Green expresses to her subordinates that war is complex and chaotic and corrects the observed substandard technical proficiencies. SSgt Green reminds them that this is a tactical operation and to remember to consider the assets available.

SSgt Green expresses to her subordinates that war is complex and chaotic, but remember they will be working with the Army. They shouldn't worry about which technical proficiencies they lack; the Army will fall in and help them out.

SSgt Green expresses to her subordinates that war is complex and chaotic and that even the best of Airmen lack technical proficiencies. She states their quick thinking and actions will fall into place and execute when needed.

SSgt Samson expresses to A1C Freeze that they are in no position to determine the current outcome. SSgt Samson states that all detained military and civilians are permitted to do _whatever is necessary to survive captivity._ He tells them do not to hide their face if photographs are taken, and outright refusal to do anything in a hostage captivity situation is more likely to result in your death.

SSgt Samson expresses to A1C Freeze that they are in no position to determine the current outcome. SSgt Samson reiterates that all detained military and civilians have a responsibility to abide by the Code of Conduct. He tells them do not hide your face if photographs are taken and outright refusal to do anything in a hostage captivity situation is more likely to result in your death.

SSgt Samson expresses to A1C Freeze that they are in no position to determine the current outcome. SSgt Samson agrees Mr. Smith should confide with the insurgent's demand. Mr. Smith is a civilian therefore he will be protected under the Geneva Convention. He tells them outright refusal to do anything in a hostage captivity situation is more likely to result in your death.

Schema

Micro-culture

Macro-culture

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.

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

Integrity 

Perfectionism 

Respect 

Service

Individualized Consideration

Inspirational Motivation

Intellectual Stimulation

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 to good the Air Force mission and build 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.

SSgt Jones expresses to his subordinates that he understands many Americans still hold bitter feelings against what happened on 9/11. He asks them to not focus on a particular event. Airmen should follow orders as given and they need to concentrate on getting prepared to complete their assignments.

SSgt Jones expresses to his subordinates that these feelings of hesitation are normal. He asks them to do the best that they can and any training they receive is far better than they have ever had in the past. Don't concern yourselves with how well they master the skills. Just conduct the training.

SSgt Jones expresses to his subordinates that he can sympathize with their feelings, but maybe if they show them the same process we use on convoys, over time the convoys will become safer. By training our host nations we strengthen relationships and reduce the chances of another 9/11 happening.

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.

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.

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.

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.

Appropriately placed principle ahead of purpose and people; enhance

Failed to place people a head of principle and purpose; hinder

Applied ethical relativism; enhance

Applied ethical relativism; hinder

SSgt Jefferson expresses to his subordinates that their feelings of apprehension are normal. He schedules a meeting with his subordinates to pass photos of current terrorist leaders operating in Afghanistan. SSgt Jefferson informs his team they should keep a sharp eye out for these particular individuals.

SSgt Jefferson expresses to his subordinates that their feelings of apprehension are normal and that these concerns will reinforce why they need to stay alert during the deployment. SSgt Jefferson schedules training to familiarize his team on how and what motivates foreign terrorist organizations.

SSgt Jefferson expresses to his subordinates that their feelings of apprehension are normal and that these concerns should reinforce why they need to stay alert during the deployment. SSgt Jefferson schedules a meeting to inform them recent reports from headquarters indicate terrorists have relocated to other areas, and they have little to worry about.

Over lunch, SSgt Blue expresses to her subordinates that every citizen, military and civilian, has a positive effect on the ongoing war on terrorism. Upon return from lunch, SSgt Blue and her team notice a suspicious man sitting outside the gate. SSgt Blue states to her team, That's exactly what I was talking about.

SSgt Brown expresses to his subordinates that every citizen, military and civilian, has a positive effect on the ongoing war on terrorism by posting a copy of a local news article reporting an increase in suspicious activity around the base and informs his subordinates to read it. SSgt Brown tells his subordinates to be careful.

During roll call, SSgt Green expresses to her subordinates that every citizen, military and civilian, has a positive effect on the ongoing war on terrorism. She reiterates measures of the Eagle Eye program with her subordinates and reminds them to share the Eagle Eye pamphlet and information with family members

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.

Acknowledgment of his Blue temperament; increase

Failure to acknowledge his Orange temperament; decrease

Acceptance of feedback about his blind spot; increase

Failure to acknowledge feedback about his blind spot; decrease

Proficient critical thinking and its

Critical thinking hindrance and their

System 1 approach to decision making and its

Time management

Successful learning

Teaching methods and effective study habits

Time managements concepts

Study and practice habits

Elements of the learning process

The profession of arms and its

Direction, discipline, and recognition and their

The profession of arms and warrior ethos and their

Cross Cultural Competence skills and their

The OODA Loop and its

Ethnocentrism and its

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

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

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.

Use of Transformational Leadership; enhance

Misuse of Transformational Leadership; hinder

Use of Transactional Leadership; enhance

Misuse of Transactional Leadership; hinder

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.

Effective use of the elements of the Learning Process; enhance

Ineffective use of the elements of the Learning Process; hinder

Effective use of the IDDP Structured Thinking Process; enhance

Ineffective use of the IDDP Structured Thinking Process; enhance