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191 Cards in this Set
- Front
- Back
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Sender |
Is the orginator of the communication process |
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Message |
is the idea, feeling, or information that the sender transfers to his or her audience |
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receiver |
is the target for the sender's message |
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feedback |
is a reaction to the received message |
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The communication Process |
Sender-message-Receiver-Feedback |
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Types of feedback |
verbal and non-verbal |
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Flow of communication |
Upward- orgs chart lower to upper Downward- orgs chart upper to lower lateral- across organizational charts |
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2 most common barriers of effective communication |
Organizational psychological |
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Types of organizational barriers |
Eviromental noise Weak communication policies Autocratic Management |
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Types of psychological barriers |
Personality values language Abstractions Ambiguous Lack of common core experience |
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Abstactions |
Abstract words - are concepts not identified with specific objects and could have multiple meanings Concrete words - represent actual things objects |
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Phases of effective communications |
Diagnose Communication needs Prepare the communication Deliver the message |
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Purposes for writing or speaking |
Direct Inform Persuade Inspire |
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Two types of transitions |
Internal - tying ideas and sentences together External - sentences or statements used to provide a link between main points within your comminication |
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Three elements of a good conclusion is |
Summary restatement of purpose/re-motivation closure |
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Strategic Communications |
is a focused US government effort to understand and engage key audiences to create, strengthen, or preserve conditions favorable for the advancement of the US government interest, policies, and objective through the use of coordinated instruments of national power. |
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Rules of media engagement |
SAPP: -Security -Accuracy -Propriety -Policy |
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Types of interviews |
On the record - Consider everything you say Off the record - Agreement it will not be reported Background - proper emphasis on key points (background stories) |
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Two types of narratives in the Air Force |
-Personal - short story about your experience in the Air Force -Air Force - deliberately developed story about the Air Force |
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Single idea bullet statement |
is a concise written statement of a single idea or concept |
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Accomplishment-Impact bullet |
is a concise written statement of a person's single accomplishment and its impact on the unit's mission, organization, etc. |
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Elements of a bullet statement |
- Accomplishment - element briefly describes the person's actions or behavior - Impact - element describes the results of the accomplishments and it may be either stated or implied |
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Three critical attributes of a bullet statement |
-Accuracy -Brevity -Specificity |
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Narrative writing |
Focus on telling a story |
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Types of writing |
Disciplinary writing LOC/LOA/LOR Decoration Citations |
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Interpersonal Comminication |
is a face to face, one way or multi-directional exchange of verbal messages and nonverbal signals between two or more people |
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Types of interpersonal communication |
-Directive - is supervisor-centered -Non-Directive - is subordinate-centered (2way) -Combined - both of the above |
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Standard |
moral, ethics, or habits established by an authority, custom or an individual as acceptable behavior. |
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Attributes for establish standards |
achievable/attainable specific (clearly defined) observable (behavior can be seen) measurable (using quality, quantity, and timeliness) |
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NCO authority |
is defined as "right to act and command" and is complimented by three legal sources found within the USMJ: Article 91, Article 92, and Article 7. |
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Three types of articles |
Article 91: Insubordinate conduct toward a warrant officer, noncommissioned officer, or petty officer. Article 92: Failure to obey an order or regulation Article 7: Apprehension |
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Two different types of disipline |
Preventive-stops a problem from happening before it starts Corrective - restores discipline and/or improves performance |
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What is PDP |
Progressive discipline process |
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Three types of Counseling, Admonishments, and Reprimands |
LOC- recording of infraction LOA- more severe than LOC, document clear violation LOR- more severe than LOA, document clear violation and is used for more serious offenses |
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Unfavorable Information File |
provides commanders with an official repository of substantiated derogatory data concerning an Air Force member's personal conduct and duty performance. |
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Control roster |
is a listing, maintained by Military personnel Flight special actions, of military members whose on or off-duty conduct requires special attention or observations. |
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Supervisors |
are a person of any rank that directs the activities of an individual or team and is usually responsible for the proactivity of that team |
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Reporting individuals |
are the official in your chain of command designated by management to provide performance feedback and initiate performance reports |
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Rater |
is a term that can be used intercangeably with the term reporting officially |
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Three purposes of Enlisted Evaluation systems |
1: provide meaningful feedback to subordinates on expectations 2: provide reliable, long-term, cumulative record of performance and potential based on that performance 3: provide senior NCO evalaution boards, WAPS, and other personnel managers sound information to assist in identifying qualified airmen |
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4 critical attributes for effective performance standards |
Attainable/Achievable Specific Observable Measurable |
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Reasons that standards are not met |
Ineffective/unclear standards Not properly trained Lack of motivation Standards weren't communicated |
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Methods of monitoring |
Direct observation - is probably the most popular way of monitoring performance Indirect observation - monitor through trusted peers when not around Checking completed products or services - talk to customers who have received the product or service |
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Types of evaluation errors |
Ratability relevancy variablility |
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Performance feedback |
is an on going communication process where you evaluate subordinate performance and respond in an effort to either promote a change in behavior, or to reinforce present performance |
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Types of feedback process |
initial feedback- completed within 60 days mid-term feedback - 6 month point follow-up feedback - accomplished with 30 day of the EPR |
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Types of feedback |
Preventative - is the type of feedback done before a subordinate violates a standard or falls below your supervisory line of acceptability Rehabilitative - is the type of feedback done after a subordinate violates a standard or falls below your supervisory line of acceptability |
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What AF form is the enlisted performance report |
AF form 910 |
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Ways to improve the Job |
Job rotation -moving people to different areas Job enlargement- wider range of task Job enrichment- Motivators |
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Group |
is an assemblage of persons (or objects) located or gathered together |
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Team |
is a group organized to work together |
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Mission |
is a duty assigned to an individual or unit; a task |
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Vision statement |
of what an organization, workcenter, or team would like to achieve and/or look like in the future |
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Three team leader responsibilities |
Communication Human Relations Participation |
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Team dynamics |
is an ongoing process involving interaction of individuals within a team to achieve thedesired objective |
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what are 3 critical and interrelated attributes of team dynamics |
ongoing process Interaction of individuals Achievement of the desired objective |
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Five stages of progress in team development |
Forming Storming Norming Performing Adjourning |
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Regression of team development |
New member New goal Team schedule Unresolved conflict |
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2 different dimensions of diversity |
Primary and secondary |
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Primary dimension of diversity |
Physical appearance |
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Secondary dimension of diversity |
Everything that makes them who they are |
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Diversity supportive organizations 5 characteristics |
Act Proactively Leadership-Driven Encourage Ownership of Initiatives Think Inclusively Mainstream Diversity |
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FAIR way of the work place |
Giving Feedback Offering Assistance Assuring Inclusion Giving respect |
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Airmen |
the ones that accomplish the mission without airmen there is no mission |
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Air Force Doctrine Document |
the art and science of motivating, influencing, and directing Airmen to understand and accomplish the Air Force Mission |
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Feedback |
to offer or suggest information or ideas as a reaction from an injury |
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Advise |
An opinion or recommendation offered as a guide to action or conduct |
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Followership traits |
Competence Integrity Loyalty -Faithfulness -Obedience -Respectfulness Initiative |
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Leadership traits |
Selflessness Loyalty Intergrity Commitment Energy Decisiveness |
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4 powers that affect the amount of positional influence a leader has |
Legitimate Connection Coercive Reward |
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Personal power |
Referent Expert Information |
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4 key points to disagreeing with your supervisor |
Control your emotions Offer proposed solutions to problems Recognize the importance of timing Use the chain of command properly |
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Developing action plans |
Specific Measurable Acceptable Realistic Timeframe |
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Negotiation |
is a comminication process involving two or more people or groups strive to meet similar goals |
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Opposite |
Does not agree with their counterpart |
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Position |
Vision of your best possible outcome |
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Interest |
is an underlying reason behind your position |
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Aspiration Point |
Best each party hopes to get out of a negotiated agreement |
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Reservation Point |
bottom line in negotiation |
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ZOPA(zone of possible agreement) |
area between each party's aspiration point and reservation point |
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BATNA(Best alternative to a negotiated agreement) |
ALternative to negotiation that you can execute independent of your "opposite" |
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TIPO model |
Trust Information Power Options |
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Resource stewardship |
Careful and responsible management of resources under one's control |
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BER |
Budget Execution Review- Review cycle twice during the fiscal year to identify, validate, prioritize, and request addtional resources for unfunded requirements |
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FEP |
Financial Execution Plan- is an Air Force product used to balance available funding while delivering goods and services to customers within the Operations and Maintenance appropriation |
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4 manpower competencies |
Organization Structure Program Allocation and control Requirements Determination Performance Management |
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PECI |
Productivity Enhancement Capital Investment Program-provide you with expedient funding for capital acquisitions |
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AFSO21 |
principles and tools enable Airmen to integrate continous improvement into their daily operations. |
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AFSO21 five desired effects |
Increase productivity Increase critical equipment availbility Improve response time and agility Sustain safe and reliable operations Improve energy effciency |
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AFSO21 3 levels of priority |
Just Do it Rapid Improvement Events (RIE) High Value Initiative (HVI) |
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8 step problem solving |
Carify and validate problems Breakdown the problem Set improvements targets Determine root cause Develop countermeasure See countermeasure through Confirm results and process Standardize successful practices |
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PDCA |
Plan Do Check Act |
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DMAIC |
Define Measure Analyze Improve Control |
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Six sigma six "S" |
Sort Straighten Shine Standardize Sustain Safety |
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Five levels or reactions to change |
Innovators Early adopters Early majority Late Majority Laggards |
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4 levels of change |
Knowledge Attitude Individual Behavior Group Behavior |
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Types of change cycles |
Directive change cycles Participative change cycle |
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3 phases of change |
unfreezing changing refreezing |
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_______are morals, ethics, or habits established by an authority, custom, or an individual as acceptable behavior |
Standards |
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Training, correction, or following established standards can be defined as ______ |
Discipline |
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What are some examples of preventive discipline? |
Initial Feedback Safety Briefings Rewards Training/education |
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What is NCO authority? Where does it come from? |
NCO authority is defined as "right to act and command" Legal sources: Article 91- Insubordination UCMJ - Insubordinate Article 92-Failure to obey an order |
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What is the purpose of progressive discipline process? |
is a model for admin. discipline appropriate to the infraction and its purpose is to help supervisors enforce standards consistently and equally, as well as provide a method for achieving maximum results with minimum force. |
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What are some ways to document counseling sessions? |
MFRs to document verbal corrections Counseling LOC admonishments LOA reprimands LOR AF form 174 |
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What is the supervisor's role in punishment? |
Know your airmen to advise the commander on approriate punishment based on past performance and future potiential. Support the commanders decisions monitor and support the airman as he or she goes through the punishment process. |
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What is the difference between supervisor and a rater/reporting official? |
-supervisor is that directs the activities of an individual or team. -reporting official/rater is the official in your chain of command that provides performance feedback and initiates performance reports |
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List the purposes of EES? |
Productivity Promotions Force Management |
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List at three reasons for taking time to become acquainted with subordinates? |
Match personal interest with job Predict employee responses to planned change Increase flow of employees suggestions basis for influencing group members basis for personal counseling |
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Which AFI provides information to process EPR's |
AFI 36-2406 |
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How might you gather information for a job description? |
personal knowledge Career Field Education and Training Plan Specialty Training Standard Job Qualification Standard Other counterpart knowledge |
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What are the four attributes of effective performance standards? |
Attainable/achievable specific observable measurable |
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What are three methods of observation? |
Direct indirect checking completed products or services |
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Evaluation does not show appropriate differences in performance |
Variability |
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Evaluates factors that are unratable |
Ratablility |
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Can be categorized as deficiency, distortion, or contamination |
Relevancy |
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What are three types of improvement plans |
Improve the Job, subordinate, or situation. |
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Mission is defined as the task, together with the ______ |
Purpose |
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Mission statements describe the _______ essential task, purpose, and action and contain the elements or _______ and ____ |
organization's Who, what, when, where Why |
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A_______ describes what an organization, work center, or team would like to achieve and/or look like in the future. |
Vision statement |
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________ describe the particular standards to which actions must be performed to accomplish the mission |
Expectations |
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_______describes the particular ways in which actions should be accomplished |
Guidelines |
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The two roles associated with teams are ______ and ______. |
Team leader Team Member |
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What are the three responsibilities of the team leader? |
Communication skills, human relations skills, and participation skills |
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What are the three responsibilities of the team member ? |
Communication skills, human relations skills, and participation skills |
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___________ is an ongoing process involving interation of individuals within a team to achieve the desired objective |
Team dynamics |
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________ are usually formed without consideration to each person's skill set |
Groups |
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Characteristics that we usually cannot voluntarily change are _______ |
primary |
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Characteristics that can be changed are known as _______ |
secondary |
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THe ability to recognize and respond to the needs of various groups with an organization to improve working relationships, productivity, customer satisfaction, and unit/mission effectiveness _________ |
Diversity Awareness |
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Being ______ ______ requires all airmen to develop keen awareness and understanding of others' emotions, feelings, personality, temperaments, strengths, cultural differences, values, and beliefs. |
Socially sensitive |
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As a leader, understand ________ will help to maximize individual/unit performance and allow your airmen to reach their highest potential. |
diversity |
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Indentify the 5 characteristics of a diversity supportive environment where individuals work cohesively in your workplace. |
Act proactively Leadership driven encourage ownership of initiatives think inclusively mainstream diversity |
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What does Fair mean? |
F- Feedback is given and received about expectations and how to get to them A- Assistance is making sure workers have what they need to work their potential I- Inclusion is making sure everyone has the opportunity to fully participate in the workplace R- Respect is recognizing each persons unique value, contribution, and potential to the organization |
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What are six types of resources? |
Assigned personnel financial material warfare information technology |
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What is the purpose of the budget execution review |
Identify funding shortfalls for potential funding at installation level and above |
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How would you describe the purpose of the Financial Execution Plan? |
Balances the available funding while delivering goods and services to customer |
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What is the Anti-Deficiency Act ? |
A law where congress exercises its constitutional control over the public purse |
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What are some consequences of the Anti Deficency Act? |
Admin and punitive measures to include: suspension from duty without pay or removal from office |
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What are 4 AF manpower competencies? |
Organization structure Program Allocation and Control Requirement Determination Performance Management |
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What Manpower compentency covers the Unit Manpower Document? |
Program Allocation and Control |
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What is the difference between a funded and unfunded position? |
-Funded program- are authorized and funded positions needed to accomplish the assigned workload -Unfunded requirements are authorized but unfunded positions needed to accomplish the assigned workload |
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_______ as it pertains to TIPO, is defined as your belief and/or evidence that the opposite's interactions with you are genuine, sincere, and honest |
Trust |
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The two categories of trust are ______ and ______. |
Personal Process |
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_______ ________ is typically associated with one's rank, position, or level of authority; legitimate power affords you the right to accomplish a task, issue an order, or insist an action based on your power authority |
Legitimate Power |
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_______ _______ is derived from confidence and trust others have in the leader and is earned |
Personal Power |
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What are the types of power? |
Positional Personal |
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What are the 2 elements of option building? |
Define the problem Identify possible resources that may be available |
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________ is "art and science of motivation, influencing, and directing airmen to understand and accomplish the mission." |
Leadership |
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Ensuring organizational _______ and ______ is a leader's primary responsibility |
Effectiveness Success |
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_______ is the "capacity to follow a leader" |
Followership |
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What are 3 characteristics of effective feedback? |
Consistent, objective, and sensitive |
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What are the four followership traits? |
Competence Integrity Loyalty Initiative |
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What are 5 leadership traits? |
Selflessness
Loyalty Integrity Commitment Decisiveness |
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What are the three essential leader skills? |
Diagnose
Adapt Communicate |
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When diagnosing, what areas does a leader look at? |
Situation People environment |
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______ is a systematic approach to identify waste, focus activities on eliminating it, and maximize resources to satisfy other requirements |
Lean |
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_______ is a strategy that increases efficiency by statistical process control |
Six sigma |
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The ________ _______ initiates the change |
Change sponsor |
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______ ______ are the people responsible for implementing the change |
Change Agents |
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______ _____ are the people affected by the change |
Change Targets |
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Define continous improvement |
is the strategic, never-ending, incremental refinement of the way we perform our duties and responsibilities. |
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What are 3 levels of AFSO21? |
Just do it Rapid Improvement Event High Value Initiative |
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What Problem solving model does the AF currently use? |
8 step problem solving process |
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In what stage of Jansen's Model of change do people accept the change? |
Renewel |
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What change cycle relies on personal power? |
Participative |
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What are organizational barriers to communication? |
Environmental Noise Weak communication/policies/norms Autocratic management |
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What are the psychological barriers to communication |
Personality Values Language |
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Support Material can come from personal knowledge, experiences, and _______ ______. |
Common Knowledge |
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All good conclusions include what 3 elements? |
Summary Restatement of purpose and/or re-motivation Closure |
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Unity means all sentences or points discussed support the topic, which, in turn supports the ______ _______ |
main point
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List 4 ways you can play a role in strategic communication |
1. Know the Air Force Message 2. Tell the Air Force Story 3. Tell what I do and how it supports my wing mission and policy 4. Stay in my lane |
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What does "outside you lane" mean? |
it is outside of their responsibility
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List 4 social media guidelines |
Never divulge classified information Stay in your lane on your subject area Dont lie. Stay factual. Give your opinion but ensure people know it is yours |
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You cannot release ________ _______ except to authorized individuals with the proper security clearance and a need to know |
Classified Information |
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OPSEC play a vital role in the nation |
Protect the US from other countries. |
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List the 3 variations of the accomplishment-impact bullet statement |
Action Verb Modified Verb Specific Achievement |
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List 3 attributes of effective bullet statements |
Accuracy Brevity Specificity |
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Accurate reporting of performance is critical to ensuring that outstanding performers receive appropriate ________. |
recognition |
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Examples of Non verbal communication |
Gestures Facial expressions Eye contact body language |
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_______ to _______ interpersonal communication is often driven by supervisory responsibilities, including setting standards, evaluating performance, and providing effective feedback. |
Supervisor Subordinate |
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The specific interpersonal skills you develop will help you maintain a ____ _______ in all of your supervisor-subordinate interactions |
helping relationship |
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The three most critical factors to consider in selecting and preparing the setting are |
location space time |
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Identify the two types of feedback |
Personal situation Professional growth |
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What are 3 types of counseling? |
Directive Non Directive Combined |
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________ actions need to focus on finding out if your subordinate is progressing towards resolving his/her problem, and whether or not the problem has resurfaced later on down the road |
Follow up |
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________ is a event related counseling |
Personal situation |
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________ _______ counseling includes planning for individual and professional short and long term goals |
Professional growth |
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List examples of professional growth counseling |
Planning for upgrade training or continued education, discussing possibilities of applying for special duty assignments or retraining |
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List examples of personal situation counseling |
financial or marital problems, a death in the family, or family member illness |
