DLC LM(Test 2) Exam Questions with 100% Correct Answers | Verified | Latest Update NCOA, Exams of Advanced Education

Download DLC LM(Test 2) Exam Questions with 100% Correct Answers | Verified | Latest Update NCOA and more Exams Advanced Education in PDF only on Docsity! NCOA DLC LM(Test 2) Exam Questions with 100% Correct Answers | Verified | Latest Update Ethical Dilemma - Correct Answer-A situation where someone is forced to choose between two alternatives. Both alternatives can be unfavorable i.e., less right vs. more right and less wrong vs. more wrong. Values - Correct Answer-The core beliefs you hold regarding what is right and fair in terms of our actions and our interactions with others. Ethics - Correct Answer-Behavior based on adopted attitudes of what is right or wrong values and judgements about good and evil, and the study of how you judge those behaviors. Ethical Relativism - Correct Answer-The belief that nothing is objectively right or wrong and that the definition of right and wrong depends on the prevailing view of a particular individual, culture, or historical period. Morals - Correct Answer-Values that are attributed to a system of beliefs that help define right from wrong and good versus bad. Military Ethics - Correct Answer-Deal specifically with those values and expected rules of the profession that are appropriate actions taken within the military environment Ethical Leadership - Correct Answer-Is about knowing your core values and having the courage to live by them in all parts of your life in service of the common good. Categorical Imperative - Correct Answer-Any position that declares a certain kind of action (or inaction) to be necessary. b. misunderstanding of the Three Ps; hinder c. understanding of the Three Ps; enhance d. misunderstanding of the Three Ds; hinder - Correct Answer- b. CORRECT: According to the Ethical Leadership chapter, NCOs must properly order the Three Ps, principle (truth telling) first; purpose (mission accomplishment and duty) second; and people (Airmen) third. In the scenario, MSgt Brown knew what MSgt Clark is doing was wrong, however; instead taking action (principle) he decides to remain quiet because he (people) needs the extra money. Allowing her to continue will only reduce the amount of time she spends on official duties. SrA Smart returned from leave a few weeks ago and although he thought he completed all the required paperwork upon his return, he learns that is not the case and immediately re-submits the paperwork. Months pass before realizes he was never charged for those leave days he used. Wanting to keep his supervisor, TSgt Wright, in the loop, he explains what happened. After some consideration, Wright says "Finance made the mistake, so don't worry about it. Besides, it's not your responsibility to do their job for them." TSgt Wright's ______________will MOST likely_________ her effectiveness. a. understanding of the Three Os; enhance b. misunderstanding of the Three Ds; hinder c. understanding of the Three Ds; enhance d. misunderstanding of the Three Os; hinder - Correct Answer- b. CORRECT: According to the Ethical Leadership chapter, NCOs must discern the facts from assumption, declare the truth and do what you have discerned and declared. TSgt Wright used this principle incorrectly. After consideration, TSgt Wright decided no further action was necessary. After consideration (discerning facts from assumption) and realizing a mistake occurred (declaring) she should have instructed (do) SrA Smart to contact Finance to rectify the situation. Ethical Relativism - Correct Answer-Making decisions based on personal values/beliefs rather than on military rules, regulations, and codes of conduct. Loyalty Syndrome - Correct Answer-Making decisions based on respect and/or loyalty to an individual, unit, or organization etc. rather than on military rules, regulations and codes of conduct. Worry Over Image - Correct Answer-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. Drive for Success - Correct Answer-Making decisions based on a "win at all cost" attitude rather than on military rules, regulations, and codes of conduct. The Shame Test - Correct Answer-If your actions were publicized, would you be embarrassed, a. Drive for Success b. Worry over Image c. Loyalty Syndrome - Correct Answer-a. CORRECT: According to the Ethical Leadership chapter, Drive for Success becomes evident when decisions are based on a "win at all cost" attitude rather than on military rules, regulations, and codes of conduct. MSgt Wilburn violated the Air Force Core Value of Integrity when he took credit for actions he did not complete in order to make it appear he is more productive than his peers. MSgt Duvernay works in Logistics Readiness vehicle maintenance flight. The flight is responsible for maintaining 127 different makes and models of government vehicles. The vehicles vary from squadron to squadron, and range from bucket loaders, bulldozers and sewer trucks to weapons trailers and ambulances. Due to a recent deployment, shop personnel has decreased and as a result the vehicle-in-commission rate has dropped from 90% to 83%. Not wanting to bring attention to the section, MSgt Duvernay reports the percentage rates from the previous month at the weekly staff meeting with the commander. MSgt Duvernay actions BEST identify___________. a. Ethical Relativism b. Worry over Image c. Loyalty Syndrome - Correct Answer-b. CORRECT: According to the Ethical Leadership chapter, Worry over Image happens when decisions are made 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. Worried that reporting a lower VIC would bring unwanted attention to the section, MSgt Duvernay reported a higher percentage. SSgt Walker and his team are preparing for an inspection. While organizing the storage room, A1C Bates discovers equipment that should have been turned in months ago per the AFI. He reports the findings to Walker and suggests hiding the equipment until after the inspection. Walker responds, "That will quickly take care of the problem, but understand there are possible consequences for that decision." After considering the consequences, Bates decides to fill out the paper work to turn-in the equipment. On the inspection report, it was noted that equipment was turned in late; however, the work center identified it and corrected the discrepancy in a proper manner. This scenario BEST illustrates effective use of ___________________ and its impact on NCO, unit, and mission effectiveness. a. The Legal test b. The ethical principle of the three Rs c. The DOD Joint Staff Guide 5260 - Correct Answer-b. CORRECT: According to the Ethical Leadership chapter, the Three Rs of ethical principles are rules, results, and realities. It explains that "rules" gives us the ethical guidance, "results" are the outcomes, the bottom line, and the consequences of not following those Socio-Behavioral Tendencies - Correct Answer-the thought processes you use to help make sense of the world you live in. Influenced by your beliefs and values, they define who you are, how you act or respond to situations, and how you treat others. Stereotype - Correct Answer-a fixed or distorted generalization about ALL members of a particular group. often fueled by mass media or reputations passed on by parents, peers, and other members of society. Assumptions - Correct Answer-claiming something about a situation that isn't supported by facts. Prejudices - Correct Answer-an adverse or unreasonable opinion or thought about a person or group without all the facts and usually based on deeply held beliefs...it's a 'pre- judgment'. Stereotype vs. Prejudice - Correct Answer-The difference between a stereotype and prejudice is that stereotyping can be positive or negative and includes a general opinion about ALL members of the group - ignoring individual differences. Prejudice on the other hand is always negative and includes preconceived judgments about a person or group. Imagine an iceberg with "stereotype" representing the top and "prejudice" representing the bottom. Social biases - Correct Answer-occur when someone unfairly favors or prefers a person, culture group, or race to another Perceptions - Correct Answer-are what you experience and observe that becomes your reality. Perspectives - Correct Answer-are your position on a particular subject. It is how you mentally view a situation. Collusion - Correct Answer-occurs when people cooperate with others, knowingly or unknowingly, to reinforce those behaviors that prevent others from fully entering into the workplace culture. three forms of collusion - Correct Answer-silence, denial, and active participation Silence - Correct Answer-the practice of neither supporting nor defending the rights of others to be fully included in the work place. Denial - Correct Answer-another passive approach that simply ignores any evidence of negative behavior. Active participation - Correct Answer-involves actions that overtly work to prevent the inclusion of others. Equal Opportunity (EO) - Correct Answer-refers to legal and regulatory mandates prohibiting discrimination based on race, color, sex, national origin, religion, age, disability, or reprisal for participating in the EEO process. TSgt Adams, the Air Traffic Control NCOIC, calls a meeting with her shift leaders to discuss the change to the department's schedule. During the meeting, she asks, "Can you give me your perspective on people's general mood concerning our current ops tempo? Do you think they see the significance in the job that we do here?" SSgt Thomas the night shift leader stood up and said, "It's my perception that people have an appreciation and are well aware of the importance of providing the needed manpower." TSgt Adam's understanding/misunderstanding of _______________________ will MOST likely have a ______________ impact on mission effectiveness. a. Socio-Behavioral Tendencies, positive b. Socio-Behavioral Tendencies, negative c. social sensitivity; positive d. social sensitivity; negative - Correct Answer-c. CORRECT: According to the Diversity and the Organization section, social sensitivity is having a keen awareness and understanding of others' emotions, feelings, personality, temperaments, strengths, cultural differences, values, and beliefs. In the scenario, TSgt Adams shows her understanding of social sensitivity by asking her shift leaders if they can tell her the general mood of the people in the flight. Being _______________ _______________ requires all Airmen to develop keen awareness and understanding of others' emotions, feelings, personality, temperaments, strengths, cultural differences, values, and beliefs. - Correct Answer-Socially Sensitive the "F.A.I.R.™ Way - Correct Answer-cultural diversities (language, ethnicity, religion, etc.) are carefully considered because of what they bring to the workplace by way of your inherent genetic and ethnical differences. Feedback - Correct Answer-giving and receiving information on how to meet expectations. Assistance - Correct Answer-may include helping workers so they can be both mentally and physically present on the job. Inclusion - Correct Answer-involves responding to the needs of all Airmen so they feel valued and part of the team. Respect - Correct Answer-accepting and promoting the value each individual brings to the work center. TSgt Campbell is newly assigned to a joint international unit that is made up of Army, Navy and Air us and I respect that." This is an example of a stereotyping statement. A1C Gower, an Airman with a Filipino background, just graduated from technical training school and is PCSing to her first duty station overseas. The day she arrived in country, she was picked up by TSgt Sandy, her new supervisor. On their way to base, TSgt Sandy said, "I remember you telling me how much you're going to miss your family and friends when we spoke on the phone. I'll link you up with A1C Saner; she is also from the Philippines. We both want you to feel welcome, so if you need anything, please ask." TSgt Sandy's actions BEST illustrates the ________________ technique of the F.A.I.R.™ Way. a. Feedback b. Inclusion c. Assistance - Correct Answer-c. CORRECT: According to the Diversity chapter, Assistance is making sure workers have what they need to work to their fullest potential. TSgt Sandy's actions that included picking her up from the airport and linking her up with someone that shares her Filipino background, are examples of the proactive use of the Assistance technique to ensure workers are mentally and physically present at work. TSgt Hayden, the Dining Facility Fight Chief, overhears his NCOIC, SSgt Forgit trying unsuccessfully to communicate with a Portuguese speaking dependent. TSgt Hayden thinks for a moment and realizes that SrA Silva (one of his Airmen) is Brazilian and speaks Portuguese. TSgt Hayden quickly requests help from SrA Silva and shortly after taking over the situation, the patron shakes SrA Silva's hand and leaves with his order. TSgt Hayden's understanding/misunderstanding of __________________________ will MOST likely ________________ mission effectiveness. a. diversity awareness; enhance b. diversity awareness; hinder c. equal opportunity; enhance d. equal opportunity; hinder - Correct Answer-a. CORRECT: According to the Diversity chapter, diversity awareness is the ability to recognize and respond to the needs of various groups within an organization to improve working relationships, productivity, customer satisfaction, and mission effectiveness. In this scenario, TSgt Hayden realizes (recognizes) that SrA Silva has a unique skill that would benefit the situation...He then requests help (responds) to the needs of his Dining Facility team by successfully communicating with the customer thereby improving satisfaction and mission effectiveness. Self-Management(five essential qualities) - Correct Answer- the ability to determine one's own goals within a large context and to decide what role to take at any given time. Committed(five essential qualities) - Correct Answer-Being committed to the organization and Two areas to examine when diagnosing the environment - Correct Answer--Resource Availability: Resources generally fall into one of four categories: human, financial, physical, and informational. -Leader Actions: Some specific leader actions that affect the organizational environment are: establishing direction and priorities, creating policy, making decisions, and providing information. Adapting - Correct Answer-involves adjusting your behaviors and other resources to what you've diagnosed/observed in ways that help close the gap between the current situation and what you want to achieve and is focused on your leadership style. Authoritarian Leader - Correct Answer-high task, low relationship - (H,L). This kind of leader is very task oriented and hard on his or her workers (autocratic). There's little or no allowance for cooperation or collaboration. Country Club Leader - Correct Answer-low task, high relationship - (L,H). This leader uses predominantly reward power to maintain discipline and encourage the team to accomplish its goals. Conversely, this leader is almost incapable of employing the more punitive coercive and legitimate powers. This inability results from the leader's fear that using such powers could jeopardize his or her relationship with the team members. Team Leader - Correct Answer-high task, high relationship - (H,H). This type of leader leads by positive example. This person endeavors to foster a team environment in which all team members can reach their highest potential, both as team members and as people. This leader encourages the team to reach team goals as effectively as possible, while also working tirelessly to strengthen the bonds among the various members. This leader forms and leads the most productive teams. Impoverished Leader - Correct Answer-low task, low relationship - (L,L). This person uses a "delegate and disappear" management style. Since this person is not committed to either task accomplishment or maintenance, he or she essentially allows the team to do whatever it wishes and prefers to be detached from the team process by allowing it to suffer from a series of power struggles. Aspirations - Correct Answer-are what an individual hopes to attain or has a desire to accomplish. Personality - Correct Answer-is how an individual reacts, behaves, or thinks. Self-Concept - Correct Answer-is based on how an individual may think and feel about himself or herself and on feedback from external sources (how others see him or her). Self-Efficacy and Locus of Control - Correct Answer-Self- efficacy is how much confidence they have in performing and her effectiveness will probably decrease because of expectations to do what she's told even though "she's a very experienced team leader and a 'go getter' who volunteered to lead the special project." In the scenario "as she departs she wonders why she volunteered to lead this special project in the first place." According to the Leader Influence chapter, adapting your leadership behavior to fit the needs of the situation or circumstances can help you better influence people toward the objectives. In addition, adapting your leadership style for each subordinate will show you understand and care about each as an individual. Overuse of one style in most or all situations will most likely degrade your ability and effectiveness to influence others and cause others to be less effective. In the scenario "She remembers that your style was used on the new Airmen that have been assigned over the past 6 months" which demonstrates your inability to adapt your style. The Impoverished Leader style would probably have been more appropriate for SrA Oak. four types of Position power - Correct Answer-coercive, connection, reward, and legitimate. Position Power - Correct Answer-Provides you with the authority to make decisions and requests based on your position within the organization Coercive power - Correct Answer-deals with how other perceive your ability to provide sanctions, punishment, or consequences for ineffective inappropriate, or negative behaviors, actions, or interactions Connection power - Correct Answer-stems from others' perceptions of your association with people of influence or people that can help both inside and outside of the work center or organization. Reward power - Correct Answer-Leaders who are able to recognize people's efforts operate from the venue of...... Legitimate power - Correct Answer-comes from your title, role, or position within the organization itself. This type of power provides you with the authority to make decisions and requests. personal power in three different forms: - Correct Answer-referent, information, and expert. referent power - Correct Answer-is based largely on your interpersonal relations with others along with your personality traits. Personal power - Correct Answer-is the extent to which followers respect, feel good about, and often avoid that behavior. X & Y Theory - Douglas McGregor - Correct Answer-Theory X managers tend to direct, control, and closely supervise—the term "micro-manage" could be used to describe them!Theory Y manager assumes that people aren't lazy by nature and can be self-directed and creative if properly motivated. Theory Y managers are supportive and facilitating. Hierarchy of Needs - Abraham Maslow - Correct Answer- Maslow believed that an individual's most basic needs must be filled before that individual could move on to higher needs or ambitions. Expectation Theory - Fredrick Herzberg - Correct Answer-A person expects certain things when he or she works, such as, money, training, safety, and supervision. Herzberg described these things as "environmental needs." Herzberg believed that if people didn't get these expected items, they'll become dissatisfied and their motivation will drop. The second classification Herzberg describes is motivators. These aren't expected but, if provided, are seen as rewards or bonuses. These will often come from the job itself and include such things as achievement, challenge, recognition, and accomplishment. Motivational Profile Theory - David McClelland - Correct Answer-McClelland's motivational profile theory has three parts: achievement, power, and affiliation. Three levels of Contemporary Motivation Model - Correct Answer-membership (the lowest end), performance level (mid-level), and the involvement level (highest level) of commitment Membership level - Correct Answer-Individuals at this level give time to the organization out of dependency. They have a contract with the Air Force—8 hours of work for 8 hours of pay and nothing more. Individuals at this level meet minimum standards, but don't get too involved in their jobs. Performance level - Correct Answer-Individuals at this level may or may not be fearful of consequences for not doing much more than people at the membership level. However, they know the benefits of doing more. At this level of commitment, a person's needs and desires (hygiene factors) are still being satisfied, but simultaneously, the person is satisfying many of their needs for social belonging and esteem. They tend to be more involved in the work center and often contribute, but only as long as leadership recognizes their contributions. Involvement level - Correct Answer-Individuals that operate on this level are performing for their own reasons. Their motivation comes from within; therefore, they're involved. At this level, subordinates produce high quality work because they truly enjoy what they do—they believe in their job and their reward is personal satisfaction. familiar with your job by getting to know every aspect. I also expect NCOs to perform above minimal acceptable standards and make smart choices both on and off duty because you're always being watched. Also, believing your superiors will help to ensure you're mission ready, displaying selflessness when it comes to doing what's asked of you, and being prepared when asked to attend meetings are very important to me." Your comments BEST identify ___________________. a. DAC Skills b. Coercive Power c. Follower Traits - Correct Answer-c. CORRECT. According to the Leader Influence chapter, follower traits are competence, integrity, loyalty, and initiative. Competence is knowing what your job is, knowing how to do the job or task, and meeting or exceeding standards. In the scenario you say, "I expect you to become thoroughly familiar with your job by getting to know every aspect. I also expect NCOs to perform above minimal acceptable standards." According to the Leader Influence chapter, integrity is doing the right thing always when no one's looking and when others are looking. In the scenario you say, "make smart choices both on and off duty because you're always being watched." According to the Leader Influence chapter, loyalty is being faithful, obedient, and respectful. Faithful means trusting in leadership to make sure you're prepared for the unknown. In the scenario you say, "believing your superiors will help to ensure you're mission ready is very important to me." According to the Leader Influence chapter, obedient means fulfilling your duties and responsibilities to the best of your ability. In the scenario you say, "displaying selflessness when it comes to doing what's asked of you is very important to me." And according to the Leader Influence chapter, initiative is being proactive, doing your homework and thinking ahead. In the scenario you say, "being prepared when asked to attend meetings is very important to me." You have four competent subordinates. Almost every time your boss sends you a task you hand it off to your team. All you expect from them is a quality product in a timely manner. You tell them you don't want to influence their development in handling special tasks. You won't see the task again until your team hands the final product for you to forward up to your boss. Your team knows you don't want to be bothered with questions about the task. When your boss questions you about the task, you say, "I'll find out." Your team members wonder if you really know your job. They've been talking about the upcoming quarterly awards board hoping they were going to be submitted for all their hard work in making you look good since they weren't submitted for last quarter. This scenario BEST illustrates your relience on the ____________________ style which could degrade your NCO effectiveness. a. Team Leader b. Country Club Leader - Correct Answer-c. CORRECT. According to the Leader Influence chapter, the Impoverished Leader style is in the work center and it caused the unit to be non-mission capable for almost two weeks...leadership wasn't happy about that; however, this year, you're going to do everything you can to ensure proactive problem solving will occur versus reactive crisis management. You feel really good about this new year. Your actions and behaviors BEST illustrate the _____________________ and will MOST LIKELY result in enhanced NCO effectiveness. a - Correct Answer-a. CORRECT. According to the Leader Influence chapter, the 5 Essential Qualities of Effective Followership are self-management, committed, competent, integrity, and initiative. Self- Management is determining one's own goals within a large context and to decide what role to take at any given time. In the scenario you "let your boss know that you wanted to be more involved in helping her manage the work center since you're the ranking TSgt." Committed to the organization and a purpose beyond yourself helps you strive to excel. In the scenario "You even purchased a couple of squadron morale-colored t-shirts to wear on morale day." Competent helps you reach higher levels of performance by focusing your efforts for maximum effects. In the scenario "You really want to become the 'go to' person for the junior Airmen related to your job specialty." Integrity is the willingness to tell the truth to your leaders. In the scenario "you told the boss about a problem with a procedure in the work center and it caused the unit to be non- mission capable for almost two weeks...leadership wasn't happy about that." Initiative is being motivated and determined; persevering; and a risk taker to do more than just meet the standards. In the scenario "you're going to do everything you can to ensure proactive problem solving will occur versus reactive crisis management." By incorporating these 5 Essential Qualities into your followership practices as described in the scenario, you most likely will enhance your NCO effectiveness. Resource Stewardship - Correct Answer-is the careful and responsible management of resources under one's control Appropriation - Correct Answer-Government (Taxpayer) funding approved by congress for a specific purpose. Continuing Resolution Authority (CRA) - Correct Answer-Fiscal law authority that allows the government to continue operations at a minimum level for a specific amount of time, usually a few days to a few weeks, when the budget isn't approved by Congress. Cost Center (CC) - Correct Answer-The organization that gathers and distributes cost data. It refers to the basic flight or work center. Cost Center Manager (CCM) - Correct Answer-Regulates the daily use of work hours, supplies, equipment, and services in production or operations. Also, continually monitors the relationship between resources used and products level) to oversee technical details of operations relating to resource use. RCMs are Commanders at different levels - base commander is a RCM for the installation, group commanders for the group, squadron commanders for the squadron. Applies to directorates, GSUs, MAJCOMS, etc. as well. Authorization Change Request (ACR) - Correct Answer-The document used to propose adjustments to a Unit Manning Document Manpower Allocation - Correct Answer-Appropriated manpower requirements issued to an organization which represents the amount of positions needed to successfully accomplish the mission. Unit Manpower Document (UMD) - Correct Answer-This document details the organization structure (the number, skills, grade, and security requirements of manpower authorizations), the position number for each authorization, and other pertinent data that commanders and managers need to manage manpower resources. Unit Personnel Management Roster (UPMR) - Correct Answer- This document is used to put faces to spaces. This has the names of your unit's currently assigned personnel in accordance with the positions listed on your unit's UMD. Budget process - Correct Answer-is a continuous cycle of planning, programming, revising, adjusting, and spending manner. The Execution Plan (EP) - Correct Answer-is the main document for distributing anticipated funding (direct & reimbursable) in an equitable manner. Budget Review (BR) - Correct Answer-is a two-part process that occurs twice within each budget cycle to identify and redistribute funds to meet unfunded requirements such as unforeseen or initially unanticipated mission-related expenses. The Antideficiency Act (ADA) - Correct Answer-is one of the major laws through which Congress exercises control over government spending. While briefing an ALS class, TSgt Brand says, "This document is reviewed often and can be found at many different levels in the Air Force, from Air Force Headquarters to the lowest flight level. Though there isn't a required format, the effective ones include sections that list mission essential items that are in the budget and items that aren't. Each expense has a code that represents the expenses place in the budget hierarchy." TSgt Brand's comments BEST identify the _____. a. Antideficiency Act b. Budget Review c. Execution Plan - Correct Answer-c. CORRECT: According to the Financial Stewardship section the EP ensures an equitable distribution of the President's Budget for the next fiscal year consistent with accomplishing specifically activation, inactivation, re-designation, and reorganization. During a meeting with the superintendent, TSgt Lopez says, "We have a complete lack of structure in my work center. The last NCOIC didn't keep track of where the people in our work center should be assigned. I compared the document that distributes personnel positions to us and the document the last NCOIC should've been using to assign people to those positions. They didn't match-up at all, one section should include three SSgts but only had one, and another should've had one SSgt but had two! No wonder nothing gets done around here." The scenario BEST illustrates _____ and its impact on mission effectiveness. a. organizational structure b. manpower allocation and tracking c. adjusting manpower requirements - Correct Answer-b. CORRECT: According to the Manpower Stewardship section, Manpower is allocated through the unit manpower document and tracked through the Unit Management Personnel Roster. In the scenario, TSgt Lopez is discussing ineffective manpower allocation and tracking when he says, "The last NCOIC didn't keep track of where the people in our work center should be assigned. I compared the document that distributes personnel positions to us (UMD) and the document the last NCOIC should've been using to assign people to those positions (UPMR). They didn't match-up at all, one section should include three SSgts but only had one, and another should've had one SSgt but had two!" SSgt Brady is a team chief of an engine shop. He was just notified by his shop chief, TSgt Thomas that they are projected to receive six more aircraft within a year. Brady states, "TSgt Thomas, I can't see how we're going to support six more aircraft. We already have to work additional hours to support the aircraft we have now. Can we ask for new Airmen to PCS here to help?" TSgt Thomas replied, "I share your concern, but I have confidence that we can make it work." TSgt Thomas's _____ will MOST likely _____ mission effectiveness a. understanding of adjusting manpower requirements; increase b. misunderstanding of adjusting manpower requirements; decrease c. understanding of allocating and tracking manpower; increase - Correct Answer-b. CORRECT: According to the Resource Stewardship chapter, adjusting manpower requirements centers on the Authorization Change Request (ACR) which is a multi-purpose document used to propose adjustments to a UMD. ACRs are commonly used to request increases, decreases, or realignments of manpower requirements and/or to change attributes on the UMD. There is no evidence in the scenario that TSgt Thomas is requesting a manpower increase to support the additional aircraft. Without this request, the mission of the squadron will suffer. c. budget process - Correct Answer-a. CORRECT: According to the Resource Stewardship chapter, manpower is allocated through the unit manpower document and tracked through the Unit Management Personnel Roster. In the scenario, TSgt Hardesty is identifying allocating and tracking manpower. Hardesty says, "This is the process I was telling you about. Our section has positions assigned by a document we don't control at our level (UMD). It's up to us to take the personnel we have and plug their names into a second document (UPMR). This give us the freedom to structure the section as we want." Personnel (RESOURCES) - Correct Answer-Your most valuable resource. Training and development plans, institutional programs and processes, along with support organizations are integrated to assist in effectively management Processes (RESOURCES) - Correct Answer-Every work center accomplish and oversee their own on a regular basis. It's your role to ensure there are no unnecessary steps that can be eliminated. Finances (RESOURCES) - Correct Answer-This is the resource that is required to procure the material, energy, information and technology, and warfare resources needed to accomplish missions. Material (resources) - Correct Answer-Includes natural and man-made resources physical goods that are required by personnel to complete their assigned duties. Is one of the most wasted or abused resources in the Air Force. Warfare (resources) - Correct Answer-Funding, procuring, maintaining, and updating war-related materials are a top military priority to meet today's National Security Strategy objectives. Energy (resources) - Correct Answer-The critical force that powers businesses, manufacturing, and the transportation of goods and services. It also powers your equipment, facilities, motor vehicles, and aircraft. While in a deployed location SSgt Nix says to TSgt Miller, "Yesterday, while on that evacuation flight, the oil line started to leak on the helicopter. After an emergency landing, I could've used an electric clamp to fix it; but that's not in the technical order." Astonished TSgt Miller says, "You should submit your fix for Air Force wide consideration." Later that day TSgt Miller reviews the list of past submissions and finds nothing. He tells SSgt Nix, "You should submit it. Then a high ranking commander will review it. Finally, if approved by them, plans will be created and executed. You may even get paid." TSgt Miller's _____ will MOST likely _____ mission effectiveness. a. understanding of resources for mission success; increase b. misunderstanding of resources for mission success; decrease c. understanding of Airman Powered by Innovation; increase controlling the change effort; and effecting the change by minimizing resistance through the involvement of key players and stakeholders...resulting in lasting change within an organization" Change Sponsors - Correct Answer-are the people responsible for initiating change within an organization Change Targets - Correct Answer-are the individuals or groups who actually undergo the change Directive change - Correct Answer-Some external force with position power, such as, a commander, superintendent, or supervisor, imposes the directive change cycle. This type of change is imposed upon a group or organization without taking into account their direct input Participative change - Correct Answer-A participative change is implemented when new knowledge is made available to the individual or group. The eventual success of the change is dependent upon the group's positive attitude and commitment in the direction of the desired change Mayo's Four Levels of Change - Correct Answer-Change knowledge changes, attitudinal changes, individual behavioral changes, and group or organizational behavioral changes.