Term
|
Definition
| The process that changes the way people think, feel, and behave |
|
|
Term
| What is a formative exercise |
|
Definition
| they are exercises in learning and are not graded |
|
|
Term
|
Definition
| its is graded test taking |
|
|
Term
|
Definition
| learners assign personal value to the content of the lesson- feeling or internalization component of learning |
|
|
Term
| Affective learning- receiving |
|
Definition
| learners pay attention and actively listen to presentations |
|
|
Term
| affective learning-responding |
|
Definition
| it involves an action or response to something that you learned like complying with air force directives ect |
|
|
Term
| affective learning-valuing |
|
Definition
| information learned has a perceived worth or value- terms associated with valuing are attitudes and appreciation |
|
|
Term
|
Definition
| its the critical thinking or reasoning component of learning |
|
|
Term
| cognitive level-knowledge |
|
Definition
| keep, remember, recall, label and repeat info either heard or read |
|
|
Term
| cognitive level- comprehension |
|
Definition
| it requires you to demonstrate an understanding of facts and ideas by organizing, comparing, translating and stating the main ideas more in a thoroughly manner |
|
|
Term
| what is the goal of feedback |
|
Definition
| to identify areas that need improvement |
|
|
Term
| What is critical thinking |
|
Definition
| it involves evaluating ones thinking process to increase the probability of a desirable outcome |
|
|
Term
| What does appropriate and inappropriate equate to? |
|
Definition
|
|
Term
| What are the steps in the IDDP structured thinking process |
|
Definition
| Identify, Differentiate, Determine, Predict |
|
|
Term
| What is meant by "effectiveness" |
|
Definition
| does it maintain or improve moral/ does it prevent further occurrence- this would be an effective action |
|
|
Term
| what is operatinoal and strategic art |
|
Definition
| understanding of operations and strategic art in conventionalm peacekeeping, and homeland defences operations |
|
|
Term
|
Definition
| the ability to take a long term view and build a shared vision that clearly defines and expresses a future state |
|
|
Term
| What is resource stewardship |
|
Definition
| the is a ability to to identify, acquire, administer, and CONSERVE FINANCIAL, informational, technological materials needed to accomplish the mission |
|
|
Term
|
Definition
embrace, support, and lead change by understanding the change mgmt process.
to perceive opportunities and risks before they emerge |
|
|
Term
| What is ethical leadership |
|
Definition
| to hold others accountable for areas of responsibility and personal actions while maintaining checks and balances on self and others |
|
|
Term
|
Definition
| it requires you to align priorities and actions toward chain of command guidance for mission accomplishment |
|
|
Term
|
Definition
to demonstrate a hardiness of spirit despite physical and mental hardships
displays military bearing, self-discipline and self control |
|
|
Term
|
Definition
| the ability to assess ones self by identifying personal strengths and developmental needs by seeking and incorporation feedback on ones performance |
|
|
Term
| Describe affective learning |
|
Definition
| it is how you value it or what your attitude is towards it |
|
|
Term
| What are the cognitive levels of learning |
|
Definition
knowledge- keep remember datat
comprehension- putting things in your own words, identify the main idea, identify what could happen next.
application- being able to use different lesson concepts to solve or deal with a problem |
|
|
Term
| What are affective levels of learning |
|
Definition
Receiving- learners pay attention nad listen to presentations
Responding- visually seeing how someone applied the knowledge
Valuing- responding to messages or actions by assigning some worth or value to them |
|
|
Term
| What are the steps in the IDDP process |
|
Definition
Identify- Identify a lesson or principle that can be used to solve a problem
Justify- justify their answer according to lesson or course concepts
Determine- determine proper course of action based on lesson concepts/principles
Predict- predict likely outcome |
|
|
Term
| What are the four parts of the communication process |
|
Definition
the sender
message
Receiver
Feedback |
|
|
Term
|
Definition
| a combination of articulation and pronunciation |
|
|
Term
| What is autocratic management |
|
Definition
| it is when people do not listen to or hae receptive attitudes towards their subordinate input or suggestions |
|
|
Term
| What are the most common communication barriers |
|
Definition
| organizational barriers and psychological barriers |
|
|
Term
| What is an organizational barrier to communication |
|
Definition
| it is a barrier that results from work situations and or work environment |
|
|
Term
| What is a psychological barrier to communication |
|
Definition
| barriers related to the way people think, reason, or feel |
|
|
Term
| What are examples of organizational barriers to communication |
|
Definition
environmental noise
weak communication policies
autocratic management |
|
|
Term
| What are specific examples of Psychological barriers to communication |
|
Definition
Personality
Values
Language |
|
|
Term
| What is the primary purpose of strategic communication |
|
Definition
| influence particular audiences |
|
|
Term
| What is the goal of media engagement |
|
Definition
| to provide truthfull, timely, and accurate information about military activites and personnel which enhances public trust and support for our AF |
|
|
Term
|
Definition
it governs media engagement
it stands for security, accuracy, propriety and policy |
|
|
Term
| What is the purpose of OPSEC |
|
Definition
| to reduce the vulnerability of air force missions from successful adversary collection and exploitation of critical information |
|
|
Term
|
Definition
| it is the theory that leadership traits cannot be developed. Leaders are born not made. |
|
|
Term
| What is psychodynamic theory |
|
Definition
| In a crazy and unpredicitable world, people look for leaders who can make sense of turbulent conditions |
|
|
Term
|
Definition
| its the skills that killz- a leaders cognitive and social skills, coupled with their own life experiences influence their leadership effectiveness |
|
|
Term
| Situational Leadership theory |
|
Definition
It is leadership based on the followers level of commitment and competence.
Situational Leadership is task specific |
|
|
Term
|
Definition
This theory matches specific leaders to particular situations in order to achieve the most success
Leaders are swapped according to situation |
|
|
Term
| leadership-member exchange theory |
|
Definition
| it emphasized that leaders must develop specialized, individual relationships with their followers |
|
|
Term
|
Definition
| leaders who are usually absent from their duties, considered lazy and have poor relationships with their subordinates |
|
|
Term
| Management by exception-passive |
|
Definition
| behavior where leaders hold followers accountable when standards are not met |
|
|
Term
| Management by exception-active |
|
Definition
| It is active supervision followers appreciate this behavior as it reduces uncertainties regarding their purpose |
|
|
Term
| What are the three levels of the contemporary motivation model |
|
Definition
Membership- doing the bare min
Performance- They demonstrate problem solving and initiative as long as needs are being met. Rewards based intrest
Involvement Level- Individuals are satisfied with their work and feel their personal needs and desires are being met
They truly enjoy the job with out rewards |
|
|
Term
| What is intrinsic motivation |
|
Definition
| motivation comes from positive feeling associated with doing well on a task or job. They respond to the fun or challenge associated with the task |
|
|
Term
| What is extrinsic motivation |
|
Definition
| These people are fueled by their desire to achieve (or avoid) some result for his or her behavior |
|
|
Term
| What is McClellans Needs Theory |
|
Definition
Its is a motivation theory that states that three primary needs must be met to be motivated
Need for Achievement
Need for Affiliation
Need for power |
|
|
Term
| What is Skinners Operant Conditioning theory |
|
Definition
Skinner coined the term "operant" that refers to any active behavior that operates upon the environment to generate consequences
The operant conditioning model is based on reinforcement and punishment |
|
|
Term
| What is contingent reward |
|
Definition
if you do this, you get this.
Transaction between the leader and the follower- like a contract |
|
|
Term
| Transformational Leadership |
|
Definition
ability to influence and transform others
Individualized consideration- every one is different
Intellectual stimulation- advocate rational thinking
Inspirational motivation- you can do it!
Idealized influence- business goals before self interest |
|
|
Term
|
Definition
| Mgmt doesn't have a receptive attitude towards new ideas and or subordinates input or suggestions |
|
|
Term
| What are the three flows of communication |
|
Definition
upward- lowest position to the highest
downward- from the highest to the lowest
lateral- flows across organizational channels |
|
|
Term
| What is the acronym for bullet statements |
|
Definition
A - accurate
B - Brief
S- Specific |
|
|
Term
| What are the three kinds of interpersonal communication and describe each one |
|
Definition
face-to-face
one way
multi-directional |
|
|
Term
|
Definition
| established by years of diverse experiences, and work as filters to assign unique meaning to words you hear and or the actions that you see |
|
|
Term
| What are pre-session activities for interpersonal communication |
|
Definition
Diagnose- why we need to talk
Prepare- determine approach, setting, mentally clearing your mind |
|
|
Term
| What are the two types of determining your approach with interpersonal communication |
|
Definition
Directive- supervisor is responsible for determining the nature of the problem, best solution, and how to implement the solution,
Normally used for correcting or disciplining
Nondirective- Subordinate centered two-way communication
Nondirective- subordinate determining the problem
Combined- both directive and non directive approach in which the supervisor and the subordinate are on the same page |
|
|
Term
| What are the different parts to session activities in interpersonal communication |
|
Definition
Opening- clearly state the purpose
Attending- being an active participant
Responding- |
|
|
Term
| What are the different parts of responding |
|
Definition
| Questioning , Reflecting, summarizing, silence |
|
|
Term
| What are the steps to resolving a problem |
|
Definition
Identify the problem
Make sure subordinate accepts responsibility
Define goals
Determin steps needed to reach goals
establish timelines and milestone
follow through |
|
|
Term
| What is the closing part of interpersonal communication |
|
Definition
| resummarize the conversation and refrain from introducing any new material |
|
|
Term
| What are post-session activities |
|
Definition
| document the session and follow up with subordinate |
|
|
Term
| What is the difference between feedback and counselling |
|
Definition
Feedback- professional or corrective actions
Counselling-corrective or personal, it focuses on improvement |
|
|
Term
|
Definition
| corrective or personal, it focuses on improvement |
|
|
Term
|
Definition
| professional or corrective actions |
|
|
Term
| What are types of counseling sessions |
|
Definition
Personal situation- event orientated, reactive in nature
Professional growth- planning for individual and professional short and long term goals |
|
|
Term
| What is personal situation- counselling session |
|
Definition
| it is event orientated and is reactive in nature |
|
|
Term
| What is professional growth- counselling session |
|
Definition
| planning individual and professional short- and long-term goals |
|
|
Term
| Progressive professionalism- P2 |
|
Definition
Continually striving to be better airman.
P2= progressive professionalism |
|
|
Term
|
Definition
It is to improve the moral of a person
DDR is the foundation of P2 |
|
|
Term
| What is the direction part of DDR |
|
Definition
| helps us learn our jobs, and mature as service men and women |
|
|
Term
| What is discipline part of DDR |
|
Definition
curbs negative and inappropriate behaviors
encourages us to focus on our development as service members |
|
|
Term
| What is the recognition part of DDR |
|
Definition
| includes awards, increased responsibilities, and promotions |
|
|
Term
|
Definition
| it is a mindset, a warrior spirit that, in some respect, requires airmen to change how they think about the Air Force |
|
|
Term
|
Definition
mental or moral strength to venture, persevere and withstand danger, fear or difficulty
the two types of courage are moral and physical |
|
|
Term
|
Definition
| determination to follow what ones believes to be right, regardless of cost to ones self. |
|
|
Term
|
Definition
| observable actions one takes when faced with fear, pain, uncertainty, or danger |
|
|
Term
|
Definition
| Personal views of what is right and wrong |
|
|
Term
|
Definition
| it is what culture views as right from wrong |
|
|
Term
| What does D stand for in DROP |
|
Definition
discern the truth,
declare the truth
the process of moral decision |
|
|
Term
| What does R stand for in DROP |
|
Definition
Rules that give a persona ethical guidance,
realities influence if the rules are followed
results of decisions and actions beforehand |
|
|
Term
| What does O stand for in DROP |
|
Definition
Owe
Display proper ORDERING
what you should or OUGHT to do |
|
|
Term
| What does P stand for in DROP |
|
Definition
Principle first
purpose - mission accomplisment and duty second
people ( airman) third |
|
|
Term
|
Definition
| it is intellectual reasoning on what is right/good versus what is wrong/evil |
|
|
Term
|
Definition
Ethical relativism
Loyality syndrome
worry over image
drive for success |
|
|
Term
| What is ethical relativism |
|
Definition
making decisions based on personal values rather than on military rules regulations and codes of conduct
ethical trap |
|
|
Term
|
Definition
making decisions based on respect and or loyalty to an individual unit or organization
ethical trap |
|
|
Term
|
Definition
making decisions based on how they impact ones reputation standing among peers, subordinates, supervisors ect
ethical trap |
|
|
Term
| What is drive for success |
|
Definition
making decisions based on a win at all cost attitude
ethical trap |
|
|
Term
| What is the acronym for setting standards |
|
Definition
SOMA
Specific
observable
measurable
achievable |
|
|
Term
|
Definition
| it is training and correction |
|
|
Term
|
Definition
| it is the progressive discipline process |
|
|
Term
| What is the purpose of the enlisted evaluation system |
|
Definition
To provide meaningful feedback,
Reliable long term cumulative record of performance
to provide senior NCO evaluation boards- admin |
|
|
Term
| How do you create a measurable statement using SOMA |
|
Definition
| it must be quality, quantity, time |
|
|
Term
| What are the three types of monitoring |
|
Definition
| direct, indirect, and end result |
|
|
Term
| How is ratability a common pitfall |
|
Definition
| the evaluator attempts to evaluate factors that are essentially unrateable, like interest in the job, loyalty and attitude |
|
|
Term
| How is relevancy a common pitfall |
|
Definition
| when you give undue weight to an isolated incident or when you include factors that don't contribute to performance |
|
|
Term
| How is variability a common pit fall |
|
Definition
| evaluations of individuals don't show appropriate differences in performance |
|
|
Term
| how is halo effect a common pit fall |
|
Definition
| it is when one factor, or possibly a characteristic of the subordinate, influences the evaluation of the factors |
|
|
Term
| how is personal bias a common pit fall |
|
Definition
| when evaluators allow their personal likes and dislikes of an individual to influencne the evaluation |
|
|
Term
| How is recency a common pitfall |
|
Definition
| evaluations are disproportionately affected by the recent performance of a subordinate |
|
|
Term
| How is primacy a common pitfall |
|
Definition
| influenced by the first impression made by the subordinate |
|
|
Term
| How is reputation a common pitfall |
|
Definition
| evaluators allow past performance to influence current periods |
|
|
Term
| When does a supervisor provide feedback to subordinate |
|
Definition
Initial - within 60 days
Midterm - midway between date of supervision and EPR close out date
Follow up - when subordinate signs the EPR |
|
|
Term
| What is preventative feedback |
|
Definition
| before a subordinate violates a standard or falls below supervisory line of acceptability; lack of awareness is often the cause |
|
|
Term
| What is rehabilitative feedback |
|
Definition
| done after a subordinate violates a standard or falls below a supervisory line of acceptibility |
|
|
Term
| Three ways to improve the job |
|
Definition
job rotation - moving subordinates from one job to another
job enlargement - give an individual a wider range of tasks
job enrichment - offer someone more high-level motivators (responsibility, freedom, or autonomy) |
|
|
Term
|
Definition
| a composite of individual characteristics, experiences and abilities consistent with the Air Force Core Values and the Air Force Mission (differences in people) |
|
|
Term
| Primary dimensions of diversity |
|
Definition
Factors that cannot be changed
ex: gender, age, race, sexual affiliation, ethnicity |
|
|
Term
| Secondary dimensions of diversity |
|
Definition
Can be changed
ex: work ethic, income, marital status, personality, etc. |
|
|
Term
| What is Equal Opportunity |
|
Definition
| legal and regulatory mandates prohibiting discrimination based on race, color, sex, national origin, religion, age, disability, and reprisal |
|
|
Term
|
Definition
| when people cooperate with others, knowingly or unknowingly, to reinforce the behaviors that prevent others from fully entering into the workplace culture ex: bad jokes |
|
|
Term
| What is the FAIR way strategy |
|
Definition
Feedback - giving and receiving information about expectations
Assistance - making sure the workers have all they need to do their job
Inclusion - making sure everyone has equal opportunity to participate
Respect - recognizing each person's unique value, contributions, and potential |
|
|
Term
| What is the heart of FAIR way? |
|
Definition
|
|
Term
|
Definition
| defined as the capacity to follow a leader |
|
|
Term
|
Definition
| to offer or suggest information or ideas as a reaction from an inquiry |
|
|
Term
|
Definition
| an opinion or recommendation offered as a guide to action or conduct |
|
|
Term
|
Definition
| it is diagnose, adapt and communicate- it is to ensure mission accomplishment and to develop and inspire others within the unit |
|
|
Term
| when diagnosing the situation, what are you looking at |
|
Definition
| Situation, people, environment |
|
|
Term
| What are forms of personal power |
|
Definition
| referent, expert, and information power |
|
|
Term
| What are forms of position power |
|
Definition
| legitimate power, connection power, Reward, coercive power |
|
|
Term
| What is the TIPO model and what is it used for |
|
Definition
It stands for Trust, inforamtion, power, options
It is a conflict management style |
|
|
Term
|
Definition
| it is the cooperative negotiation strategy that uses BATNA as a back up plan |
|
|
Term
|
Definition
that it is a win, win for both sides
The idea is that both sides work collaboratively rather than competitvely |
|
|
Term
| What is the difference between position and interest |
|
Definition
| position is what you want vs. intrest why you want it |
|
|
Term
|
Definition
| best alternative to a negotiated agreement |
|
|
Term
|
Definition
| thinking your culture is better than others |
|
|
Term
|
Definition
| fixed or distorted generalization about ALL members of a particular group |
|
|
Term
|
Definition
it is observe, orient, decide, act
this is how we observe other cultures and ultimately decide how to appropriately act |
|
|
Term
| What are the four stages of culture shock |
|
Definition
Honeymoon
Culture shock
Initial adjustment,
withdrawal and acceptance |
|
|
Term
| describe the honeymoon stage |
|
Definition
| surroundings are very appealing and is short lived |
|
|
Term
| Describe culture shock stage |
|
Definition
attempts to adjust to their new surroundings
Airman may being to feel overwhelmed, frustrated, stressed, and homesick |
|
|
Term
| Describe Initial adjustment stage |
|
Definition
| airman get comfortable with routines and surroundings |
|
|
Term
| Describe withdrawal and acceptance stage |
|
Definition
Withdrawal is feeling of isolation is experienced along with sleep and eating disturbances
Acceptance stage is when they become less angry and frustrated, understanding and accepting the host culture and reaching a point where they can finally accomplish their objectives |
|
|
Term
| What happens during the observe step in OODA |
|
Definition
| Gather information about the landscape, people, and the activities and reviewing any consequences you experiences |
|
|
Term
| What happens during the orient step in the OODA loop |
|
Definition
| Attempt to make sense of what we see by organizing it in a practical way we find useful |
|
|
Term
| What happens during the decide step in the OODA loop |
|
Definition
| consider courses of action, options, and interpretations; selecting one to use |
|
|
Term
| what happens during the act step in the OODA loop |
|
Definition
| review the decisions made, actions taken and results achieved |
|
|
Term
| what is discrimination and the two types |
|
Definition
| treatment or consideration of, making a distinction in favor of or agains a person or thinkg based on the group, class or category |
|
|
Term
| What is the SecDef responsible for |
|
Definition
| for creating, supporting, and employing military capabilities |
|
|
Term
| Where is USCENTCOM located |
|
Definition
|
|
Term
|
Definition
|
|
Term
| What is the coast guard responsible for |
|
Definition
| they protect the maritime economy and environment, defends US maritime borders, and conducts search and rescue missions |
|
|
Term
| What is the purpose of the Marines |
|
Definition
| they serve as a versatile, all purpose, fast response task force capable of quick action in areas requiring emergency intervention using both ground and air combat elements |
|
|
Term
| What is the purpose of the Navy |
|
Definition
| navy provides sea combat elements. employs the global reach, persistante presence through forward stationed and rotational based forces and operational flexibility to secure the nation from direct attack |
|
|
Term
| What is the purpose of the Army |
|
Definition
| it is the nations principal land force and promotes national values and interests by conducting military engagement and security cooperation |
|
|
Term
|
Definition
| characterized as a confrontations between nation states or coalitions/alliances of nation states |
|
|
Term
|
Definition
| defined as a violent struggle among state and non-state actors for legitimacy and influence over the relevant populations |
|
|
Term
| What is non-proliferation |
|
Definition
| it is the act of preventing certain countries from developing into a nuclear weapons state NWS |
|
|
Term
| this is a underground, vertical cylindrical container; physically hardened and protect by a large blast door on the top |
|
Definition
|
|
Term
| these are heavily secured areas, inside the perimeter of a base, commonly referred to as igloos |
|
Definition
|
|
Term
| This is a deep underground structure of reinforced concrete and steel in a blast and pressure protected hardened capsule |
|
Definition
|
|
Term
| How do you figure out the interests of an individual during negotiations |
|
Definition
| ask the who, what, when, where, how much, and especially why questions |
|
|
