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75 Cards in this Set
- Front
- Back
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Select all applicable Personal Approaches that combine to make the Advancer Team Role:
-Spontaneous Approach -Conceptual Approach -Methodical Approach -Normative Approach |
-Spontaneous Approach
-Normative Approach |
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The Flexer Team Role is a combination of which approaches:
-Spontaneous Approach -Conceptual Approach -Methodical Approach -Normative Approach |
-Spontaneous Approach
-Conceptual Approach -Methodical Approach -Normative Approach |
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Which team Role uses methodical processes to analyze things in an orderly manner to detect possible flaws/identify potential problems; and is good at modifying ideas.
-Advancer -Executor -Refiner -Flexer -Creator |
Refiner
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Who generates new ideas and fresh concepts, look for activities that are unstructured or abstract, thrives on innovation for unique solutions, and are good at reframing a problem, looking for outside the box solutions.
-Advancer -Executor -Refiner -Flexer -Creator |
Creator
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Select description(s) that show how a Creator typically experiences the P.E.P. Cycle
-Short-lived -Afraid it won't work -Clarifies objections, pokes new holes in ideas -Gets an idea |
Short-lived
Gets an idea |
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An Advancer’s typical experience with the P.E.P. Cycle is as follows: they panic at first because they have no ideas. They become elated when they hear one they like. They may have had some experiences with similar ideas in the past as well. They go back to panic because other team members may poke holes in the ideas and raise objections to them. Advancers feel elated when they hear an idea they like. Choose the attributes associated with an advancer:
A. "That's a great idea!" B. No original ideas C. "I have some experience with a similar idea" D. "What if they don't buy it?" |
A. "That's a great idea!"
B. No original ideas C. "I have some experience with a similar idea" |
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A Refiner’s typical experience with the P.E.P. Cycle is as follows: they panic at first because they have no ideas. Once the Advancers promote ideas from the Creators, the Refiners are able to Clarify any objections, and may poke new holes in the ideas where they see faulty information. They will also take ideas and make them better. Refiners go back to panic when they ask the question, ”What if they can’t handle these requirements?”
-Extract 4 attributes of the refiner from the text: |
-"What if they can't handle these requirements?"
-Plays role of deal maker -Clarifies objections, pokes new holes in ideas -No original ideas |
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An Executor’s typical experience with the P.E.P. Cycle is as follows: they panic at first because they ask the question, ”Oh, you’re going to change?” Once the ideas have flourished from Creator to Advancer and have been Refined, Executors become elated when they can say, “Now I have the information I need and can implement the plan or idea.” Executors go back to panic because they are afraid it won’t work.
Select the attributes of the Executer during the PEP cycle: -"We have nothing" -"Oh, you're going to change?" -"That might not work" -"Now I have the information I need and can implement the plan/idea" |
"Oh, you're going to change?"
"That might not work" "Now I have the information I need and can implement the plan/idea" |
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A Flexer’s typical experience with the P.E.P. Cycle is as follows: they are also panicked at first because they hear the requirements and know, “We have nothing.” They become elated when they are able to fill the gaps, playing the role of dealmaker, and providing team balance. They panic again when they ask the final questions, “What if they don’t buy it?”
Select the attributes of the Flexer during the PEP cycle: -"We have nothing" -"What if they don't buy it?" -"Oh, you're going to change" -Plays role of dealmaker, proving team balance |
"We have nothing"
"What if they don't buy it?" Plays role of dealmaker, proving team balance |
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Which factor(s) summarize the Creating stage of a team?
-Scrutinizes new ideas to see if they are realistic -Focus on possibilities -New ideas are born -Looks at problems from perspectives that are unusual and unique |
Focus on possibilities
New ideas are born Looks at problems from perspectives that are unusual and unique |
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Which factor(s) summarize the Advancing stage of a team?
-Gives ideas more structure -Focus on possibilities -Considers broad strategies for implementation -Communicates ideas in an effort to show everyone how the idea is valuable and to clarify the role they might play in the project |
-Gives ideas more structure
-Considers broad strategies for implementation -Communicates ideas in an effort to show everyone how the idea is valuable and to clarify the role they might play in the project |
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Which factor(s) summarize the Refining stage of a team?
-Develops and evaluates detailed plans for implementation -Scrutinizes new ideas to see if they are realistic -Puts ideas into action -Analyzes in an orderly fashion to find flaws and avoid problems down the road |
-Develops and evaluates detailed plans for implementation
-Scrutinizes new ideas to see if they are realistic -Analyzes in an orderly fashion to find flaws and avoid problems down the road |
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Which factor(s) summarize the Executing stage of a team?
-Follow through on the plan to get concrete results -Puts ideas into action -Focuses on details and makes progress through an orderly, well- thought-out process -Analyzes in an orderly fashion to find flaws and avoid problems down the road |
-Follow through on the plan to get concrete results
-Puts ideas into action -Focuses on details and makes progress through an orderly, well- thought-out process |
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CMSgt Smoke gathers his Tiger Team and says, "Given our dismal results during the last UCI, our goal is to come up with ways to improve before the next one." A few members begin bouncing ideas around. Some other members determine if the ideas being kicked around are feasible and rational. As the ideas come around, Smoke says, "I think we've got some great ideas to work with. I want to get with a few of you tomorrow and talk about implementation." Six months later the UCI is complete and the squadron receives an "Outstanding."
CMSgt Smoke's actions BEST illustrate the use of _____ and how it contributes to team success -The 'Z' Process -The P.E.P. Cycle - his Conceptual Approach to teamwork |
The 'Z' Process
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Chief Thornton wants to know why his unit is not winning quarterly awards. He gathers a team of SNCOs and asks them to look into the unit’s process. Three of them use a methodical process to analyze data from the last three quarters. The two remaining SNCOs discuss ways to ensure any changes made would be implemented in an orderly manner. One week later, the flight chiefs had no recommended changes and told Thornton they believed it to be just a matter of time before the unit begins winning its share of the awards.
Because the team ____________, the unit will MOST likely _____ quarterly awards. -lacked Executors and Refiners; continue losing -included Executors and Refiners; begin winning -lacked Creators and Advancers; continue losing -included Creators and Advancers; begin winning |
lacked Creators and Advancers; continue losing
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Why should SNCOs recognize the differences between high context and low context cultures when negotiating and mediating?
-Possessing an appropriate level of cross-cultural competency enables SNCOs to achieve desired effects without necessarily having prior exposure to, or experience with, a particular social group, geographic region, or foreign language. -SNCOs should always keep in mind that the person, people or parties they encounter will have a set of values, beliefs and a worldview that is the same as their own. -It eliminates the need to use the TIPO model and helps expedite the negotiations process for SNCOs. |
-Possessing an appropriate level of cross-cultural competency enables SNCOs to achieve desired effects without necessarily having prior exposure to, or experience with, a particular social group, geographic region, or foreign language.
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For high context cultures, what are the precursors to a mutually satisfactory negotiated resolution?
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A trusting relationship and upholding cultural and religious beliefs, values, and social standards
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Which common value do you think you might use as the influence for developing empathy for your opposite in a negotiation?
-Power -Achievement -Universalism |
Universalism
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Why do you think facilitative mediation is the preferred method for mediation?
A. It seeks an expert opinion to inform the decision on a resolution. B. It allows parties to seek solutions through active participation (buy-ins). C. Parties are more likely to support the option chosen if they helped develop them. |
B. It allows parties to seek solutions through active participation (buy-ins).
C. Parties are more likely to support the option chosen if they helped develop them. |
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During which stage of the mediation process may the mediator discover hidden concerns or interests?
-Stage 1. Mediator Opening Statement -Stage 2. Parties Opening Statement -Stage 3. Joint Discussion |
Stage 2. Parties Opening Statement
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Why are tactics like Reality Checking, Fostering an Understanding of Other’s Views, and Emotional Control so important for mediators?
-They help balance emotional and rational components of the negotiation environment. -They enable negotiations to remain focused on achieving a feasible and mutually satisfactory outcome. -They maintain the safety and productivity of the negotiation process. -All of the above |
All of the above
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At which point of the mediator opening statement does the mediator elicit participant input?
-To make their own statements -To add stages to the process -To add ground rules |
To add ground rules
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How does the mediator use information the parties express in their opening statements?
-To point out weaknesses in arguments immediately and shorten the mediation process -To ensure that the mediation process moves productively toward resolution -To determine which party has the upper hand and will probably prevail in the resolution |
To ensure that the mediation process moves productively toward resolution
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Which is the standard sequence of events in joint discussions?
A. Focus on interests, generate options, clarify issues, agree on criteria for selecting options that satisfy both parties’ interests, caucus if/when necessary B. Clarify issues, focus on interests, generate options, agree on criteria for selecting options that satisfy both parties’ interests, caucus if/when necessary C. Focus on interests, clarify issues, require caucuses, generate options, agree on criteria for selecting options that satisfy both parties’ interests D. Focus on interests, clarify issues, generate options, agree on criteria for selecting options that satisfy both parties’ interests, caucus if/when necessary |
D. Focus on interests, clarify issues, generate options, agree on criteria for selecting options that satisfy both parties’ interests, caucus if/when necessary
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Which statement is NOT true of a caucus?
-Every mediation must have at least one caucus between the mediator and each party -A caucus is confidential -Any party can request a caucus at any time during the joint discussion -The mediator can call for a caucus at any time during the joint discussion |
Every mediation must have at least one caucus between the mediator and each party
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Why is a structured mediation process so important to SCNO, unit, and mission effectiveness?
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The structured mediation process enables all parties to feel comfortable with the process and in their ongoing relationship because the mediator maintains a safe atmosphere and they can inform the mediator in private caucuses about confidential factors, the process goes through all stages, the mediator’s role is clearly defined, and the process moves efficiently toward a feasible and mutually satisfactory resolution.
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SSgt Sample has just return from deployment and MSgt Rowe is briefing SMSgt Prestor on Sample’s physical and mental state. MSgt Rowe stated, “SSgt Sample’s supervisor noticed that he was acting a little differently upon his return home from his last deployment. Typically Sample is agreeable, positive, and very outgoing in his work environment. But, this time he has seen him react with uncharacteristic emotion to several of his peers. His supervisor thinks that these may a warning signs of distress. I’d like to suggest that his supervisor work with Sample on seeking some assistance from the clinic.”
SSgt Sample’s supervisor accompanied him to the clinic reassuring him that everything would be okay. Today, SSgt Sample seems more like himself and has been nominated for NCO of the Quarter. SMSgt Prestor’s comments BEST explain ______ and its impact on unit effectiveness. -Resiliency -Intervention -The Wingman Concept |
The Wingman Concept
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Col Price asks SMSgt Betta, “I've noticed a vast improvement in positive attitudes in our Airmen when they return from deployment. What changed?” Betta says, “Sir, we've learned from the past when our Airmen return, they face life challenges. To counter this we encourage members to foster communication between co-workers and friends, ensure time for Physical Training, and strengthen their beliefs and personal values.”
The scenario BEST illustrates Betta's understanding of _________ and its impact on unit effectiveness. -Resiliency -Basic Risk Management Concepts -The Wingman Concept |
Resiliency
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SSgt Smith didn’t show up for work today. This is the third day he’s missed this month. He left a message for SMSgt Jones that he has the flu. What should Jones do?
-Go to his quarters and check on him. Jones will be able to verify that he is sick and show his concern. -Leave him alone; he might be contagious. -Punish him for missing work. He needs to know that missing three days in a month is not acceptable |
Go to his quarters and check on him. Jones will be able to verify that he is sick and show his concern.
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When SMSgt Jones arrives at SSgt Smith’s quarters he is in bed. Smith hears Jones come in, gets up, and apologies for missing work. As he speaks, Jones smells alcohol on his breath. What should Jones do?
Tell him to quit missing work when he has been drinking. He needs to know that Jones is aware of his drinking. -Be direct. Ask him if he has a hang over. -Order him to see a doctor for the flu. A doctor can tell if is he is hung over or has the flu. -Ask him if he partied too late last night. Don’t embarrass him by asking a direct question |
Be direct. Ask him if he has a hang over
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SSgt Smith admits he went out drinking last night. But he insists that his upset stomach is flu-related. What should SMSgt Jones do?
-Escort him to the doctor. This shows Jones' concern. -Tell Smith to sleep it off and not miss anymore work. Everyone messes up sometime. Cut the guy some slack. -Offer Smith some antacid. This will settle his stomach and get him back to work sooner. -Tell Smith his excuse is not believable since he's already missed three days this month. Calling him a liar will help him admit to the truth. |
Escort him to the doctor. This shows Jones' concern.
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The previous scenario best illustrates or explains understanding of _________ and its impact on the unit, mission, and SNCO effectiveness.
-Wingman Culture -Substance abuse -Dealing with difficult people -Unit absenteeism |
Substance abuse
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From the previous scenario, which of the following are likely consequences of SMSgt Jones ignoring SSgt Smith’s absence from work? Select all that might apply.
-SSgt Smith would have thanked SMSgt Jones. -SSgt Smith might not get the help he needs. -Other members of the unit would interpret SMSgt Jones’ inaction as tolerance for absenteeism. |
-SSgt Smith might not get the help he needs.
-Other members of the unit would interpret SMSgt Jones’ inaction as tolerance for absenteeism. |
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Which actions can you as a leader take to have the most impact on preventing sexual assault?
-Model responsible behavior -Coach my subordinates continually -Maintain an atmosphere of open communication -Discipline my subordinates if they commit offenses -Train subordinate supervisors in proper prevention and response |
-Model responsible behavior
-Coach my subordinates continually -Maintain an atmosphere of open communication -Train subordinate supervisors in proper prevention and response |
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Which behavior must you perform when you become aware of a sexual assault?
-Listen with sensitivity and without judgment. -First attend to medical and safety issues. -Report it to law enforcement and chain of command. -Inform the victim of all the resources available. -Inform the victim of the resources available and the reporting options |
Report it to law enforcement and chain of command.
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Employees or former employees are the only people likely to commit violence in the workplace.
True False |
FALSE
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Which of the following is part of a WVAT Team?
-Physician -Security forces -Chaplain -Civilian personnel office -Red Cross emergency staff |
-Security forces
-Chaplain -Civilian personnel office |
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Which of the following can be a trigger for workplace violence?
-Alcohol or drug use -Sleeping too much -Death in the family -Weight gain -Discrimination -Romantic rejection |
-Alcohol or drug use
-Death in the family -Discrimination -Romantic rejection |
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MSgt Ames is an exemplary Airman. He performs well, never misses work, and is popular with members. He has zero tolerance for absenteeism and recently disciplined SSgt Card for missing work. One day SMSgt Darrell sees Ames shouting at TSgt Bayless, who is standing in the corner, appearing embarrassed and downtrodden. Later that day, someone leaves an anonymous phone message for SMSgt Darrell that MSgt Ames has threatened to beat her up. What's going on here?
-This is a clear case of someone retaliating against MSgt Ames on behalf of SSgt Card. Never trust anonymous phone messages. Based on his performance, there's no reason to think MSgt Ames is doing anything wrong. He doesn’t fit the profile of a bully. -It's not clear what's going on. You don't know if threats were made to Bayless or if MSgt Ames pushed Bayless into the corner. You also don't know who is accusing Ames of making threats. -MSgt Ames is clearly threatening Bayless. Ames is known for his tough discipline. -Let sleeping dogs lie. MSgt Ames is a loud-mouth, but he would never do anything |
-It's not clear what's going on. You don't know if threats were made to Bayless or if MSgt Ames pushed Bayless into the corner. You also don't know who is accusing Ames of making threats.
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SMSgt Darrell is MSgt Ames' superior. He knows that a threat allegation has been made. Darrell follows the Threat Assessment Protocol. What should he do?
Interview Bayless about the shouting incident and the phone call. Ask Bayless about her relationship with SSgt Card. Ask Bayless about her relationship with MSgt Ames. Ask other members of Ames’ unit about his behavior. Ask other MSgts their opinion of Ames. Interview Ames about the shouting incident. |
-follow the protocol to interview Bayless, ask Bayless about the relationship with Ames, ask fellow officers about Ames, and interview Ames. Keep this in mind as you monitor the well-being of your unit. The other two choices do not follow the protocol.
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The most common factor associated with people who have committed suicide is __________________.
-legal problems -deployment in the last year -relationship problems -financial problems |
relationship problems
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Members aged 31-35 years old are at the highest risk for suicide.
True False |
FALSE
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One of the key elements in the advanced warning signs for suicide is that the at risk person will have _____.
-a weapon at home -a legal or disciplinary problem -a substance abuse problem -a feasible plan for how to commit suicide |
a feasible plan for how to commit suicide
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Airman Frank’s girlfriend broke up with him three months ago. He has been depressed and irritable since then. He has also been drinking a lot when off duty. Airman Frank is displaying _______.
-basic risk factors for suicide -a typical response to the loss of a relationship -advanced warning signs for suicide |
basic risk factors for suicide
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MSgt Berkle has several members in his unit who have had a prolonged period of stress. What should he do to lower the risk of suicide in his unit?
A. Recognize risk factors and warning signs. He can't prevent what he doesn't recognize. B. Avoid discussing suicide with members who are at risk. He doesn't want to legitimize suicidal thoughts. C. Be direct in talking about suicide to members he believes are at risk. D. Instill a culture where asking for help is a sign of strength. E. Be prepared to direct any member under stress to appropriate support. F. Encourage members to get married. Marriage is a protective factor. G. Model a zero-tolerance attitude for all at-risk factors |
A. Recognize risk factors and warning signs. He can't prevent what he doesn't recognize.
C. Be direct in talking about suicide to members he believes are at risk. D. Instill a culture where asking for help is a sign of strength. E. Be prepared to direct any member under stress to appropriate support. |
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Airman Gerrard was just questioned by investigators. According to Air Force policy, he should be:
-Seen immediately by a mental health provider regardless of his mood -Seen immediately by a mental health provider if he is distraught -Handed off to a supervisor regardless of his mood -Handed off to a supervisor if he is distraught |
-Handed off to a supervisor regardless of his mood
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SSgt Ickes is involved in processing the investigation against Airman Gerrard. Ickes observes what he believes to be advanced warning signs of suicide in Gerrard. What should Ickes do?
-Escort Gerrard to a mental health provider and stay with him until hand-off. -Inform chain of command about Gerrard’s mental state as soon as possible. -Notify the JAG that Gerrard should be seen by a mental health provider. -Nothing. Ickes is not qualified to determine if Gerrard is suicidal |
-Inform chain of command about Gerrard’s mental state as soon as possible.
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A mental health provider determines that SSgt Gerrard is suicidal and begins treatment under LPSP. During one session, Gerrard admits to a violation of UCMJ. What should the mental health provider do?
-Notify the JAG about Gerrard’s confession immediately -Notify chain of command about Gerrard’s confession immediately -Notify chain of command about the confession when Gerrard is no longer at risk for suicide -Nothing. Gerrard’s behavioral record cannot be used in current or future UCMJ actions |
-Nothing. Gerrard’s behavioral record cannot be used in current or future UCMJ actions
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A commander has questions about TSgt Jeffers fitness for duty. The commander must consult with JAG before ordering a mental health evaluation. He must also________.
-Provide evidence that Jeffers is suicidal -Provide evidence that Jeffers is failing at his duties -Consult with a mental health provider before ordering an evaluation -Ensure that Jeffers is notified at least two days in advance of the scheduled evaluation |
-Provide evidence that Jeffers is suicidal
-Ensure that Jeffers is notified at least two days in advance of the scheduled evaluation |
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Senior Master Sergeant Moore wants a copy of the office security documents. Is it okay if I just post them on his MyBook page?
-As long as he can immediately retrieve the documents, that will be fine. -Sure, just send it over the SIPRNET. -No. Classified information cannot be shared on social networks. |
-No. Classified information cannot be shared on social networks.
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Major Lucas, a JAG for the Air Force, has a blog about Air Force regulation. Although my specialty is aircraft mechanics, I still felt I had a right to respond to some of his postings.
-It's good to get your opinion out there. -You may want to stick with blogging about aircraft maintenance since that is your specialty. -You're no lawyer, but you have something to say. |
-You may want to stick with blogging about aircraft maintenance since that is your specialty.
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You're on the myBook website and you notice that Sergeant Terry has written a false statement regarding the Air Force. There is also a response to the statement misrepresenting the Air Force.
How should you handle this? -Ignore it. They are allowed to state whatever they want. -E-mail the writers concerning their statements. -Use your blog or theirs to point out the errors. |
-Use your blog or theirs to point out the errors.
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You’re on the Air Force Facebook website, and you comment about healthcare issues. After you submit your comments, you contemplate whether you should have posted your strong opinions.
Was it acceptable for you to post this information? -It's fine. The world needs to hear what you have to say. -Maybe not. You should try to remove the posting. -Yes. Leave the posting and add a disclaimer. |
-Yes. Leave the posting and add a disclaimer.
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While adding a disclaimer to your Facebook posting, you notice a mistake in some of the information. How do you handle this?
-Correct the mistake immediately. -Try to remove the posting. -Leave the posting, no one will notice. |
-Correct the mistake immediately.
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You talk to your staff about what you have learned and caution them about how to handle themselves with the media in this situation. What do you tell them?
-Just tell the media, "no comment." -Discuss only matters of which you have direct knowledge. -Lie to them and try to avoid their questions. -Answer them with simple yes and no responses. |
-Discuss only matters of which you have direct knowledge.
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How will you apply what you have learned in this main point to improve your effectiveness in negotiations, both with fellow low context and other high context cultures?
CHOOSE: TIPO - IBN - NPSC - MEDIATION -to establish trusting relationship |
-TIPO Model (Trust Information Power and Options)
Based on (1) Trust in Person and (2)Trust in Process |
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How will you apply what you have learned in this main point to improve your effectiveness in negotiations, both with fellow low context and other high context cultures?
CHOOSE: TIPO - IBN - NPSC - MEDIATION -for mutually satisfactory interests-based outcome |
-IBN (Interest Based Negotiation)
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How will you apply what you have learned in this main point to improve your effectiveness in negotiations, both with fellow low context and other high context cultures?
CHOOSE: TIPO - IBN - NPSC - MEDIATION -familiarity or comfort in using all five negotiation strategies |
-NPSC (Negotiation Preference and Styles Chart)
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How will you apply what you have learned in this main point to improve your effectiveness in negotiations, both with fellow low context and other high context cultures?
CHOOSE: TIPO - IBN - NPSC - MEDIATION -for active listening empathetic relationship |
-MEDIATION
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Choose: TIPO - NPSC - MEDIATION:
Model Demonstrating which negotiation strategy to use, given your opposite’s orientation toward task and people. |
-NPSC (Negotiation Preference and Styles Chart)
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Choose: TIPO - NPSC - MEDIATION:
Model demonstrating the process for managing negotiations for interest-based resolutions that all parties find acceptable. |
-MEDIATION
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Choose: TIPO - NPSC - MEDIATION:
Model demonstrating how trust generates feasible outcomes through reliable information and power balance |
-TIPO (Trust Information Power and Options)
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List some features of effective Substance Abuse Programs:
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-Lower healthcare costs, improved morale, more productive and effective work, better decision making, reduction of suicides, accidents, and other illnesses.
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A primary, chronic disease with genetic, psychosocial, and environmental factors influencing its development and manifestations. The disease is often progressive and fatal.
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-Alcoholism
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Any substandard behavior or performance in which the consumption of alcohol is a primary contributing factor
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-Alcohol abuse
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Includes driving while intoxicated, public incidents of intoxication and misconduct, under-aged drinking, or similar offenses and is a breach of discipline
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-Alcohol –related misconduct
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The illegal, wrongful, or improper use, possession, sale, transfer, or introduction onto a military installation of any drug
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-Drug Abuse
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The process of helping the member recognize at the earliest possible moment that they need treatment for self-destructive drinking or drug abuse. This professionally structured even includes significant others in the member’s life:
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-Intervention
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The use of any illicit drug or the misuse of any prescribed medication or the abuse of alcohol:
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-Substance Abuse
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Alcohol and other mind or mood altering drugs, including illicit drugs, prescribed medications, and over the counter medications:
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-Substance
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SSgt Maple has continuously called the newest member of his unit, Airman First Class Wong, a Chinese-American by the incorrect name. He refers to him as Airman First Class ‘Wrong’, instead of Wong. Wong has not made any complaints about Maple’s behavior. What’s going on in this situation?
-Maple is a bully, but what he is doing is not illegal. There is no threat of violence. -Maple is not a bully; Until Wong complains, there is no need to approach Maple. -Maple’s behavior is illegal harassment because it is based on race. |
-Maple’s behavior is illegal harassment because it is based on race.
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SMSgt Willbury is Maple's supervisor. What is the best way for Willbury to respond to this situation?
-Talk to Wong about being less sensitive. He needs to develop a thicker skin if he is going to succeed in the Air Force. -Tell Maple his behavior needs to stop immediately. Lecture the entire unit about zero tolerance for harassment. -Talk to everyone in the unit except Maple and Wong. Find out if they think Wong is too sensitive or if Maple is really being a bully. |
-Tell Maple his behavior needs to stop immediately. Lecture the entire unit about zero tolerance for harassment.
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Who is at risk for being a victim of violence if the situation with Maple and Wong goes unchecked?
Wong. -If Maple thinks his bullying behavior is tolerated, he may escalate. -Maple. If Wong continues to be targeted he may feel that violence against Maple is the only way to stop the bullying. |
-If Maple thinks his bullying behavior is tolerated, he may escalate.
-Maple. If Wong continues to be targeted he may feel that violence against Maple is the only way to stop the bullying. |
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Define SAPP as it relates to media engagement
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Security, accuracy, propriety, and policy
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The primary purpose of Strategic Communication is to influence a _____________ _____________
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Particular Audiance
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