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13 Cards in this Set
- Front
- Back
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Identify the relationship between power and influence.
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Power: the capacity to produce effects on others
Influence: the degree of actual change as a result of power |
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Describe the five bases of power.
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Expert: power of knowledge; followers may have more expert power than leaders in situations
Referent: refers to influence one has due to strength of relationship between followers and leader Legitimate: one's formal or official authority; rank Reward: potential to influence others due to one's control over desired resources; OPRs, EPRs, awards Coercive: potential to influence others through the administration of negative sanctions; LORs, article 15 |
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Explain the elements of transforming power into influence.
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Retribution: force others to do what you say; coercion/intimidation
Reciprocity: help others want to do what you say; bargaining/ingratiation Reason: show others that it makes sense to do what you say; present facts/appeal to personal values |
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Identify the five rules of supervision.
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Get involved: know your people, sense of mission
Open channels of communication: encourage discussion, resolve conflict, listen Give your people a chance to develop: match the people to the work, be flexible Establish standards and stick to them: AF standards, Personal Standards, excellence begins with you Provide feedback: constructive criticism, praise in public, discipline in private, ask for opinions |
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Identify common mistakes made by supervisors while delegating
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Unclear Delegation
Supervise too closely (micromanagement) Rushed Delegation (provide enough time) Improper Selection of Subordinates |
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Explain the four steps in delegation.
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Define the Task: who would be the best person to do the task?
Assign the Task: explain purpose of job and desired outcome Grant Authority: delegate - “Giving the subordinate the Responsibility, Authority, Accountability to complete task” responsibility – obligation to complete a task authority – amount of influence given to get task done accountability – tell subordinates what will happen if they fail to perform requirements Follow-up: positive and timely feedback |
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Identify the “ultimate” and “direct” sources of an officer's authority.
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Ultimate: Constitution
Direct: President |
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Identify the types of officer authority.
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Legal: spelled out in directives
Moral: inherent in an officer's Commission |
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Limits of Authority:
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Lawful Orders
-an officer doesn't have the authority to order any person to perform unlawful acts Due Process of Law -an officer may not deprive subordinates of life or property without due process of law -an officer may not deprive subordinate of liberty as punitive measure without due process of law Private Lives -may not deny right to pursue a private life, unless military necessity requires it Moral Authority -may not excerise moral authority indiscriminately -individuals who decide to disobey does so at personal risk, officer must be careful when invoking moral authority |
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Explain the guidelines that must be met for an order to be enforceable.
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Within limits of authority
Related to military duty, morale, discipline Clear and unequivocal Received and understood |
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Explain the steps of the Intervention Process Model. (4 Steps to Effective Discipline)
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Make a considered decision to intervene:
-identify what needs to be corrected -decide if supervisory intervention is appropriate Use supportive and assertive interaction skills: -Avoid defense producing techniques -Know how to correct without disrespect -Focus on the performance not the personality Involve the person with the problem in developing the solution: -Agree on a solution -Follow up on results Put the issue in perspective: -provide positive reinforcement of personal values |
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Describe the 3 traits of a good counselor.
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Sincerity: must be sincerely interested in clients problems
Integrity: quality of being of sound moral principle, upright, honest Be a good listener: listen perceptively to what the client really means |
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Identify the three counseling approaches.
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Directive:
- counselor does most of the talking - they state the problem, identify the causes, offer explanations, list available options. Nondirective: - counselee does most of the talking - they take responsibility for solving the problem Eclectic: - counselor uses parts of the directive and nondirective approaches - assumes the counselee will eventually be responsible for planning and decision-making |
