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Terms in this set (41)
Henry Ford 1
"Coming together is a beginning. Keeping
together is progress. Working together is
a composite of individual characteristics, experiences,
and abilities consistent with the Air Force Core Values and the Air Force Mission. There are two
broad dimensions of diversity: primary and secondary.
primary dimensions 3,5
are differences that you are born with and cannot normally change.
- age, language, ethnicity, etc.
secondary dimensions 4,1
are diverse differences that you control and/or can change. Such as:
-work ethic, education background, and language abilities
-person's physical, mental, spiritual, and emotional strengths.
-be cognizant of your own "strengths and weaknesses"
the advantages associated with diversity can only be realized if:
barriers to diversity like hazing, bullying, alienating, talking down to co-workers, etc. are eliminated from your work center.
Socio-Behavioral Tendencies SBTs
there are seven:
collusion (3 types)
claiming something about a situation that isn't supported by facts.
standardized mental picture that one person or group of people hold in common about another person or group of people
- "us and them mentality"
- "seen one seen them all" classification.
Adverse or unreasonable opinion about a person or group without all the facts and usually based on deeply held beliefs.
social biases 7
- socially biased
unfairly favors or
prefers a person, culture
group, or race to another.
what you experience
and observe that
becomes your reality.
- ...is the reception and deception of your
on a particular subject; how you mentally view a
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: 8
Silence is the practice of neither supporting nor defending the rights of
others to be fully included in the work place.
Denial : passive approach that simply ignores any evidence of negative behavior.
Active participation involves actions that overtly work to prevent the inclusion of others. - promotes negative stereotypes, unfair judgements, disrespectful behavior, preventing equality.
treatment or consideration of, or making a distinction in favor of or against, a person or thing based on the group, class, or category to which it belongs rather than on individual merit
-Air Force practices lawful version (e.g., age limits on joining the Air
Force). Zero tolerance on unlawful version.
Progress check 2. Due to his military experience and Public Affairs AFSC, TSgt Banks is selected to brief newcomers at
his deployed location. During the brief he says, "These characteristics of diversity are with a person
at birth, and usually doesn't alter during a person's life."
TSgt Banks' comments BEST identify the ________________.
a. secondary dimension of diversity
b. primary dimension of diversity
c. socio-behavioral tendencies
Primary dimension of diversity. 10
- rationale: (inborn), Primary dimensions of diversity cannot normally change.
Diversity Awareness 11,4
The ability to recognize and respond to the needs of various groups within an organization to improve working relationships, productivity, customer satisfaction, and unit and mission effectiveness.
Social sensitivity 11,6
is one's reception and responsiveness to the emotions, feelings, personality, temperaments, cultural differences, values, and beliefs of those around them.
Diversity-Supportive Organization 12,3
all aspects of
diversity and exhibits the following five characteristics:
- Act Proactively
- Encourage Ownership of - Initiatives
- Think Inclusively
- Mainstream Diversity
Act Proactively 12
These organizations know the value of diversity
and the importance of tapping into it. They integrate diversity into
everyday thinking and action. Reactive organizations deal with
diversity only when they have to, usually when something has gone
Top management endorses and actively champions the organization's diversity initiatives.
Encourage Ownership of Initiatives: 12
When ownership is strong, all individuals in the organization are aware of and committed to carrying out their role in valuing diversity and making it work for the organization and its people
Think Inclusively: 12
Everyone should be considered a valuable member of the organization
Mainstream Diversity: 13
Organizations make diversity a part of every effort
diversity supportive initiatives 13
- Ensures all qualified personnel are welcome in America's Air Force.
- Educates and trains all personnel on the importance of diversity, including mutual respect.
- Promotes a culture that values inclusion of all personnel.
- Ensures that all personnel in the Total Force understand they are valued and have the opportunity to achieve their full potential while contributing to the mission of the Air
Equal Opportunity (EO) 13
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
objectives: "...to improve mission effectiveness...
progress check 3. Being _______________ _______________ requires all Airmen to develop keen awareness and understanding of others' emotions, feelings, personality, temperaments, strengths, cultural differences, values, and beliefs.
socially sensitive 15
progress check 4.
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
social sensitivity; positive. 15
In the scenario, TSgt 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.
F.A.I.R. Way to lead 16
Feedback, Assistance, Inclusion and Respect techniques
The FAIR Way strategies: 17
- cultural diversities: language, ethnicity, religion
- workplace diversities: organizational structure; i.e. compartmentalizing specialties (medical community has pharmacy, family practice, medical records etc).
- consistent approach for dealing effectively
with diversity in both cultural and workplace diversity efforts.
- employs four techniques: feedback, assistance, inclusion and respect.
giving and receiving information on how to meet expectations.
feedback reduces misunderstandings and provides clarity as follows:
- Assumptions lead to
--> feedback = understanding.
- Social Biases lead to
--> feedback = reality.
- Perspectives lead to
--> feedback = alignment.
may include helping workers so they can be both mentally and
physically present on the job.
is making sure everyone has the opportunity to fully participate in the workplace.
Respect is being able to recognize each person's
unique value, contributions, and potential to
is being able to recognize each person's unique value, contributions, and potential to the organization.
progress check 5.
TSgt Campbell is newly assigned to a joint international unit that is made up of Army, Navy and Air Force personnel from seven nations. A few weeks into the new assignment, TSgt Campbell noticed some individuals not being receptive to their Korean team members at work center meetings.
During the next meeting, TSgt Campbell made sure to ask the Korean team to provide their operational
inputs. The Korean team's inputs were critical to the unit meeting mission requirements ahead of schedule.
TSgt Campbell's actions BEST illustrate the __________________ technique and its impact on mission
TSgt saw how their contribution was critical to the unit meeting mission requirements and illustrated the Inclusion technique and its impact on mission effectiveness.
integrity first Respect 21
We must treat others with the utmost dignity and respect, understanding that our diversity is a great source of strength.
- treat others as yourself concept. "do unto others..."
NCO effectiveness 21
be mentally ready to accomplish the mission.
-understand, be aware, and respect.
Mission Effectiveness 22
Degree to which diversity has helped achieve mission outcomes or results.
progress check 6.
TSgt Baer and TSgt Chambers are co-chairing the unit's next commander's call and they are working
well together. During one of their weekly meetings, they argued about who was doing more work.
TSgt Baer said, "Look, I'm not singling you out. All I'm saying is everyone knows that men are
stronger and we do most of the hard work. You women just can't do as good a job as us."
TSgt Baer's comment BEST identify a form of ________________.
TSgt's statement is an example of a stereotyping statement.
progress check 7.
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.
TSgt's actions are examples of the proactive use of the Assistance technique to ensure workers
are mentally and physically present at work.
progress check 8.
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
diversity awareness; enhance. 30
TSgt realizes (recognizes) that SrA 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
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