Download OTS Assessment 1 Exam: Air Force Doctrine, Leadership, and Core Values and more Exams Military Strategy and Training in PDF only on Docsity!
solutions.
OTS Assessment 1 exam 184 correct
solutions.
Airforce Doctrine - ANSWER Air Forces authoritative but not directive, statement of principles and beliefs. (requires judgement in its application)
AirForce Doctrine applies to who? - ANSWER All Airmen (regular / reserve / guard / civilians )
Leadership Doctrine (Name of Book) - ANSWER Air Force Doctrine Volume II
Force Development Document Name - ANSWER Annex 1-
Who can be or is expected to be a leader? - ANSWER Any airman can be a leader and is expected to be
vast majority of air force leaders are not commanders
members need to simultaneously serve as leaders and followers at every air force level
How can abilities of a leader be improved - ANSWER deliberate use of force development, built from education, training, and experience (nature vs nurture)
effective leadership transforms what? - ANSWER human potential into effective performance in the present and prepares capable leaders for the future
Leadership definition - ANSWER art and science of motivating, influencing, and directing Airmen to understand and accomplish the Air Force Mission
Elements of Air Force Leadership - ANSWER Mission and Airmen
mission is the most important since it is the ultimate goal
solutions.
Ultimate goal of the Air Force - ANSWER the Mission
Who accomplishes the Air Force Mission - ANSWER Airmen accomplish this mission
Air Force Mission - ANSWER Primary task or objective to be accomplished
Motivate, influence, and direct people to carry out the mission
Airmen - ANSWER Heart of the organization
Perform the mission
leader of airmen must care for, support, and develop people
Components of Air Force Leadership - ANSWER Institutional competencies
Leadership Actions
Institutional Competencies - ANSWER - Attributes Airmen must possess to operate successfully across the widest array of Air Force tasks and requirements•
- Gives context of how Airmen should be developed as they progress along levels of increased responsibility
Air Force Institutional Competencies - ANSWER Personal Leadership
People / Team Leadership
Organizational Leadership (broad context)
solutions.
Organizational Competencies - ANSWER Employing Military Capabilities
Enterprise Perspective
Employing Military Capabilities (Organizational competencies) - ANSWER Opertaional strategic Art
Leverage Technology
Unit / Air Force / Joint and Coalition
Non-adversarial Crisis Response
Enterprise Perspective (Organizational / Competencies) - ANSWER -Enterprise structure and relationships
-Government organization and process
-Global, regional, and cultural awareness
-Strategic communication
Organizational Competencies - ANSWER Managing organizations and resources
Strategic Thinking
Managing Organizations and Resources (Organizational competencies) - ANSWER resource stewardship
Changing Mangement
Continuous Improvement
Strategic Thinking (Organizational Competencies) - ANSWER Vision
Decision-Making
Adaptability
Components of Air Force Leadership - ANSWER Institutional competencies
Leadership Action
solutions.
Institutional Competencies - ANSWER possessing leadership abilities
Leadership Actions - ANSWER Doing the leadership
Leadership Actions (abilities) - ANSWER -Decisive actions leaders use to influence and improve their units in order to accomplish their military mission
-Being competent is not sufficient (leadership requires action)
Levels of Leadership - ANSWER Tactical expertise --> Operational Competence --> Strategic Vision
(coincides with amount of Personal, people/team, and organizational )
Institutional Competencies - ANSWER Personal --> People / team --> Organizational (when considering how it coincides with AF leadership levels
Strategic Vision - ANSWER Apply broad organizational competencies to exceptionally complex and multi- tiered organization
Operational Competence - ANSWER Understand the broader Air Force perspective, execute operational capabilities
Tactical Expertise - ANSWER Unit, sub-unit levels where individuals perform specific tasks that contribute to execution of operations
DoDI 1300.17, Accommodation of Religious Practices Within the Military Services (book for what?) - ANSWER Religious accommodation within the Air Force
solutions.
Appropriate Referral Agencies - ANSWER -Chain of Command
-Chaplain Service
-Equal opportunity Office
-Judge Advocate General
-Inspector General
Air Force Core Values (not the list of 3 but instead, more general definitions) - ANSWER -the bedrock of leadership in the air force
-institutional values and principles of conduct
-moral framework for military activities
24/7 issue
part of USA government
-Fundamentally enduring
Virtue overview and definition - ANSWER -a quality considered morally good or desirable
-desired behavior or characteristics
-demonstrate true value of integrity, service, excellence
-consistent practice results in habits of honorable thought and action
-habits lay the foundation for professionalism and character
Integrity First - ANSWER -single most important part of character
-doing the right thing all the time
-moral compass that keeps us on the right path
-foundation upon which trust is built
-thoughts and actions align with what is right
solutions.
Honesty (integrity first values) - ANSWER this is the only way to preserve the trust we hold so dear with each other and with the population we serve
Courage (integrity first values) - ANSWER willingness to take personal and professional risks and make decisions tat may be unpopular and to admit our mistakes
Accountability (integrity first values) - ANSWER maintain transparency, seek honest and constructive feedback, and take ownership of actions and decision
be ready to explain your decision
Service before self (Integrity first values) - ANSWER -professional duties take precedence over personal desires
-call to live to a high standard
-committment that takes energy, dedication, and sacrifice
-a servant mindset
embrace expectations and requirements of the (Profession of arms)
Duty (w/ respect to virtue of service before self) - ANSWER Consistently choosing to make necessary sacrifices to accomplish the mission and in doing so honoring those who make the ultimate sacrifice
Loyalty (w/ respect to virtues of service before self) - ANSWER commitment to teh success and preservation of something bigger than ourselves demonstrated by helping each other act with honor
-loyal to the mission
Respect (related to virtues of service before self) - ANSWER treating others with dignity and valueing them as individuals
Excellence in all we do - ANSWER -does not mean we demand perfection
-directs us to continually advance our craft and increase our knowledge as airmen
-passion for continious improvement and innovation to propel accomplishment and performance
solutions.
Leaders action (Polite stage) - ANSWER -introduction
-Help people get acquainted
-encourage participation
-allow some socializaion
Production value (polite stage) - ANSWER very low, none
Behaviors and Motives (why we are here) - ANSWER -set goals and objectives
-cliques build power
-hidden agendas arise
-decline in need for approval
-low group identity
Goals (why we are here) - ANSWER -build structure
-determine goals
Leaders Action (why we're here) - ANSWER -provide structure to enable team to get down to business
agenda
goals for milestones for task
-outline specfic responsibilities
-encouragement committement to task
Productivity (why we're here) - ANSWER very low
at this point the team doesnt have a specialty
Behaviors and motives (Bid for power) - ANSWER -competition increases
solutions.
-struggle for leadership positions
-conflicting views arise
-cliques take on more importance
-widest range of interaction
Goals (Bid for power) - ANSWER -decide how to operate
-decide whos in control
Leaders actions (Bid for power) - ANSWER -continue to provide structure
reemphasize goals and milestones
reemphasize roles and responsibilities
-encourage group collaboration
-avoid creating internal competition
Production (Bid for power) - ANSWER satisfactory
Behaviors and Motives (Constructive) - ANSWER -attitudes change to focus on group collaboration
-progress towards goals made
-open questioning and active listening
-conflict is a group problem rather than a win lose battle
-all members contribute
-team spirit begins to build
-high creativity
Goals (Constructive) - ANSWER accomplish task at hand through group effort
Leaders actions (Constructive) - ANSWER -encourage group collaboration
solutions.
why we're here --> bid for power - ANSWER commit to team purpose and accept risk
-personal attacks
Bid for power --> constructive - ANSWER cease defending views and accept risk
-being wrong
Constructive --> Espirit - ANSWER trust self and group members and accept risk
-breach trust
Empowerment sub groups for effective teams - ANSWER Capabilities
-approproate number
-right mix of team
Power
-functions as a unit
Teamwork (characteristics of effective teams) - ANSWER Practice
-manage time and resources
-develop work methods
Participation
Independence
Purpose (characteristics of an effective team) - ANSWER clarity
committment
Suicide Awareness statistics - ANSWER -47,000 suicides USA yearly
-#1 cause of death in air force
-More females try to commit suicide
solutions.
-More men die of suicide
-Enlisted > Officers
-Age 17-
-Single/unmarried > Married
-Mood disorders
-Relationship, lead, work problems
Risk Factors for Suicide - ANSWER -family history
-not having a support network
-alcohol and drug use
-feeling distress, irritibility, and agitation
-previous attempt, lack of a support network, poor relationships, feelings of isolation
-46% have a known mental health condiiton
Warning Signs - ANSWER -Having trouble concentrating or thinking clearly
-eating and sleeping changes
-self destructive behavior
-self harming, marking, cutting
Why some avoid help for suicide - ANSWER -denial
-avoidance
-negativly impact job
-chain of command willl be notified
ACE (with regards to suicide) - ANSWER Ask: if they want to hurt themselves
Call someone: chaplain/ mental health/ suicide help line / military one source
Escort: escort them to help
solutions.
Step 2: Areas to consider --> Gather and Use data (Analyze) - ANSWER -rules of engagement
-environment
-opponent
-resources
Step 3: Generate solutions (analyze) - ANSWER -new mission statement
-what do the group do before general solution
-how did the group generate ideas
Step 3: Solution elements (Generate solutions Analyze) - ANSWER -clear objectives
-task to meet objectives
-required resources and skills
-method for commiunication and training
-ID weakness and failure points
-contingency plans
-method to evaluate and control
Step 4: Test and evaluate solutions (Analyze) - ANSWER -Start with mission/problem statement --> ROE/criteria violated
-Table top, simulate, dry run
identify weaknesses and failure points
check solutions against ROE
check for acceptable risk
using available resources
Step 5: Choose solution (analyze) - ANSWER does the solution
-accomplish mission
solutions.
meet criteria
rely on variable resources
Purpose (PLAN) - ANSWER -create comprehensive and executable plan
suitable for use by others
Steps
-translate solution
-catch and correct oversight
-resolve specifics
assign responsibility
allocate resources
Elements (Plan) - ANSWER -Sequencing
-timing
-Priorities
-Assignments
-Command/control and accountability
-contingencies
Purpose (Train) - ANSWER produce competent and committed followers who are read to execute plan
Steps (Train) - ANSWER make sure followers know
-what to do
-how to do it
-any other relevant topics
solutions.
Intent (critique) - ANSWER -indentify problems
-propose solutions
-make sure they get fixed
Focus on common goal of fixing problems (critique) - ANSWER -no intimidation --> all contribute
-can get heated --> keep things positive
SARC + who to talk to - ANSWER Sexual assault response coordinator
-Ms. LaNesa Howard
2 Sexual assault victims advocates - ANSWER Ms. Tonya Lee
Ms. Tammy Stiles
SAPR Vision - ANSWER establish a national benchmark for recovery and eliminate sexual assault through empowered and engaged airmen
SAPR Mission - ANSWER The day to day mission of the Air Force SAPR office is to educate, advocate, and collaborate to respond to
Purpose (Train) - ANSWER produce competent and committed followers who are read to execute plan
Steps (Train) - ANSWER make sure followers know
-what to do
-how to do it
Upgrade (train) --> two upgrades - ANSWER -Competence: ability to perform tasks and skills
-Commitment: desire, motivation, and will
solutions.
Purpose (Execute the task) - ANSWER -accomplish mission
-collect data
Steps (execute the task) - ANSWER -follow the plan
-observe the actions
-guide actions
-gather data for later evaluation and analysis
Two obstacle to executing the task - ANSWER -Fog: mental obstacles
an atmosphere of uncertainty that can hamper judgement --> hesitency
-Friction: physical obstacles
human and external conditions such as fear, fatigue, weather, poor equipment
Leads actions during (execute the task) - ANSWER -observe and evaluate
-communicate
-direct
Purpose (critique) - ANSWER make it better next time
Steps (critique) - ANSWER -establish what happened
-compare to what was supposed to happen
-determine what was right or wrong
-determine how the task should be done differently
Intent (critique) - ANSWER -identify problems
