ALS Case Study

Synopsis: A1C Hamburg is forced to wake SrA Ratner in order to avoid being late for roll call and it’s the third time in a week SrA Ratner overslept. Ratner references partying and drinking the night before. I: The lesson principle illustrated in this instance is an Emergent Leadership issue, Wingman Concept more specifically. D: A1C Hamburg practiced appropriate use of the wingman concept ensuring SrA Ratner was awake in order to avoid being late for roll call. D: N/A

P: If A1C Hamburg continues his behavior in being a good wingman, it will reflect good upon him but if SrA Ratner continues making a habit of oversleeping, one day Hamburg may not be around to wake him up and SrA Ratner may oversleep again and have to answer for it. Line 9 thru 10: CF05 Four Lenses

“This is the third time this week you’ve overslept,” Hamburg says. “Sorry Hambone‟ but you know I can’t resist a party, gorgeous women, and free booze,” Ratner says as he clumsily fumbles with his boots.

I: These characteristics refer to someone being an orange in four lenses D: These characteristics are fine but I would say that it’s ineffective. D: These characteristics are ineffective because drinking every night and not getting enough sleep will affect his work performance P: After a while his actions are going to start showing his work performance dropping and he might even not just oversleep but become late for work and someones going to have to pick up his slack.

Line 14 thru 15: PA01 Airmanship
Synopsis: SrA Ratner seems annoyed by A1C Hamburg’s insistence upon arriving to work on time and makes a snide comment about his duty in the AF being “just a job and a paycheck.” I: The lesson principle illustrated in this instance is Airmanship; A1C Hamburg doesn’t agree with SrA Ratner that it is “just a job and a paycheck” but rather implies his understanding of the Warrior Ethos/Profession of Arms. D: SrA Ratner’s view on his chosen profession is most definitely inappropriate because as a member of the United States Air Force, he serves a greater good and “supports and defends” the Constitution of the United States. As outlined in the text: With that understanding of a profession, what is meant by the ―Profession of Arms? To be part of the military profession of arms is to be a skilled practitioners of, or professionals in the art of warfare. The Profession of Arms is a unique profession, whose customer base spans the sum of our great nation. As a department of the US armed forces, the Air Force is the military‘s warfare subculture expert in the execution of air, space, and cyber space power. ―We are not engaged in just another job; we are practitioners of the profession of arms. We are entrusted with the security of our nation, the protection of its citizens, and the preservation of its way of life. In this capacity, we serve as guardians of America‘s future. By its very nature, this responsibility requires us to place the needs of our service and our country before personal concerns‖ General Ronald R. Fogleman 16th Chief of Staff, United States Air Force

D: SrA Ratner CANNOT continue with his beliefs that what he does is just a job and just a paycheck. Working in ammo, SrA Ratner is a force enabler and they put bombs and bullets on the planes. His supervisor/ wingman must educate SrA Ratner in how he contributes to the overall big picture and what his actions really are (skilled practitioner in the art of warfare). P: It is difficult to understand how SrA Ratner doesn’t see his contribution to the mission and if he maintains his current view on the profession of arms, it could breed complacency. If he really feels that way who’s to say he doesn’t take the core values to heart and cuts corners at work potentially putting lives at risk. Lines 17 thru 22: CF05 Four Lenses

“Hey Hale!” Ratner yells as he stumbles out his door. “Do you 17 have any food?” Hale fumbles through her backpack and locates a few packs of crackers. 18 Handing them to Hamburg she says, “Sorry but that‟s all I have,” Hale says sympathetically. 19 “You have a kind heart,” Hamburg replies thankfully.

I: These Characteristics refer to someone being a blue in four lenses D:
These characteristics are effective for it helps build the team and camaraderie D:
P: After working together and people looking out for each other the team will get stronger and be more productive as there is high morale

Lines 22 thru 27: PA01 Airmanship
Synopsis: Ratner asks Hamburg if he believes he will be recognized by the commander for his outstanding performance during the ORI. I: Airmanship – Hamburg displays his embodiment of the core values by placing the mission before his personal desires/comforts (service before self) and did such an outstanding job that he contributed to the unit receiving an “outstanding” rating (excellence in all we do). The exchange between Ratner and Hamburg is also about DDR (direction, discipline, and recognition). Through the use of recognition and/or rewards Hamburg’s performance can be positively reinforced to influence him early in his professional development. D: Hamburg’s actions we most definitely appropriate. He didn’t do the things he did to receive recognition but in order to accomplish the mission and help his unit receive an outstanding rating during the ORI. D: There is nothing that A1C Hamburg should have done differently. P: If A1C Hamburg keeps it up, he will receive recognition whether he wants it or not because someone is without a doubt critiquing his performance. Lines 28 thru 32: PA04 Emergent Leadership Issues

Synopsis: MSgt Vargas recently returned to work after a stent of Emergency Leave. I: MSgt Vargas utilizes a stress management technique in her day to day; she has established a routine and it helps her manage the stress of being the NCOIC of the Munitions Accountability Section. D: Appropriate. MSgt Vargas utilizes time management by establishing a routine and keeping to it. She also implores relaxation techniques by adhering to her quiet morning routine. D: Nothing MSgt Vargas needs to do differently other than perhaps shutting and locking her office door as she goes about her quiet morning routine. P: Whatever it is that MSgt Vargas does to manage the stress of being NCOIC and as a SNCO in the USAF, it works and it has worked; it has gotten her to a high level of responsibility and if she continues practicing effective time management there is no reason she cannot continue climbing the ranks within her organization and the AF. Lines 40 thru 64: PA01 Airmanship

Synopsis: A conversation between SSgt Bartley (superior) and SrA Ratner (subordinate) discussing the finer points P2 and DDR. Identify: This is another example of Airmanship (P2/DDR). SSgt Bartley recognizes that SrA Ratner lacks a real direction so elects to give him one by volunteering him for the base honor guard. SrA Ratner also lacks, to a certain degree, a level of professionalism that seems to hamper his effectiveness in the workplace. Differentiate: SSgt Bartley got it right! His actions are effective and will most likely have a positive impact on his subordinate. He has used progressive discipline in the past (use of LOCs) to reach his subordinate but is now taking a different approach to making an impact on SrA Ratner.

He has recognized SrA Ratner’s level of professionalism and has decided to assist in bringing it up (DDR). Determine: SSgt Bartley does not need to modify his approach in this instance. He is attempting to give SrA Ratner a direction by placing him in a position where he must fly or fall. Predict: As begrudgingly as he accepted the position, SrA Ratner will most likely rise to the occasion because it will be his job for the next six months to be the most visible professional as a member of the base honor guard. Line 60 thru 62: SA01 Standards and Discipline

“What if I refuse to go?” Leaning toward Ratner, Bartley replies, “I’m not asking you Ratner. Therefore, if you refuse, you will leave me no choice but to issue you a letter of reprimand for failing to follow my order.”

I: This Statement is an example of an NCO setting standards for his airman as well as reinforcing that Ratner has to comply because he is an NCO D: This action is ineffective  D: Its ineffective because he is forcing him to with a threat of disciple rather than just making him understand why he has to do it P: Ratner is going to have no motivation to do what Bartley wants him to do. Ratner will probably be mad and not give honor guard his full potential.

Lines 46 thru 50: SA01 Standards and Discipline

“We discussed my promotion during your initial feedback Ratner so you had better change your attitude before I have to.” After a moment of awkward silence Bartley asks, do you know why I needed to see you this morning?” “Let me guess, you’re issuing me another letter of counseling (LOC) for being late again?”

I: This is an example of standards and discipline due to Ratner not meeting the standards. D: This statement is inappropriate
D: Ratner is taking this statement in joking matter and showing that he doesn’t care much about the standards P: If he doesn’t care much about the standards then he will not make a good NCO if he even makes it that far

Line 71-72 thru 76-77: PA04 Emergent Leadership Issues
Synopsis: After SrA Henshaw was notified of his upcoming deployment, his supervisor is informed that he will ensure that SrA Henshaw has his affairs in order before the deployment. Identify: Stress Management – TSgt Fender will understand the burden a deployment places on a family and will make attempts to minimize the effect of stress the deployment might have on the family through base support agencies. Differentiate: MSgt Green makes the initial comment to TSgt Green stating that “you better make sure he gets his things in order to include that wife of his.” SrA Henshaw will need to have his affairs in order and most likely have a family care plan outlined before deployment and it is up to TSgt Fender to make sure his troop has it done. MSgt Green’s actions are effective.

Determine: MSgt Green tasked TSgt Fender in making sure SrA Henshaw completes all necessary tasks before deploying in order to minimize the stress on her during the 6 month stretch. MSgt Green did the right thing. Predict: MSgt Green makes it clear to TSgt Fender that deployments are serious business and it is important to have things squared away before departing especially if the member has a family. TSgt Fender will most likely take this to heart and apply it in the future. Lines 81-92: SA07 Resource Stewardship

I – In accordance to the lesson plan resource stewardship SSgt Fender is trying to use OM funds to pay for shirts. D – His actions we inappropriate because is misusing O M funds to pay for items that are unrelated to.
Operations. His actions were affective because he was able to purchase the items, the OM can be used for prizes for awards but not as general give away. P – I predict that the budget will suffer because of the lack of OM fund that is unjustified and inappropriate used of funds. Line 108 thru 124: SA02 Performance Evaluations

IDENTIFY: SSgt Damone is getting his feedback by his supervisor MSgt Vargas, I would say he is getting his mid-term feedback from his orginal initial feedback not too long ago. DIFFERENTIATE: I don’t think MSgt Vargas did anything wrong in this section so there isn’t anything to be done here. DETERMINE: Going by this process since I didn’t see anything that was inappropriate in the last section I will go ahead and skip this one as well. PREDICT: In this section I believe that SSgt Damone will put in his paperwork to retrain and that his supervisor will approve an aid him in seeking something new that he is searching for. Lines 127 thru 135: PA04 Emergent Leadership Issues

Synopsis: SrA Brees makes advances towards A1C Hale at the Unit’s “Ammo Call” which makes A1C Hale visibly uncomfortable. Identify: This is an Emergent Leadership issue. Sexual Harassment is the issue here with SrA Brees and A1C Hale. Differentiate: SrA Brees is making unwanted inappropriate advances toward A1C Hale. Determine: This one is pretty straight forward. SrA Brees should not have been making advances towards A1C Hale especially after she became uncomfortable. A1C Hale made the appropriate move and removed herself from the situation effectively ending the incident. Predict: If SrA Brees continues his unacceptable behavior, he could jeopardize his career. If he continues sexually harassing his female coworkers it could potentially even lead to sexual assault. A1C Hale needs to up-channel how SrA Brees made her uncomfortable and stop his unacceptable behavior before it progresses to anything more serious. Lines 137 thru 142: PA04 Emergent Leadership Issues

Synopsis: SSgt Damone notices that A1C Hale doesn’t seem like herself and presses. Identify: This is an emergent leadership issue. SSgt Damone is displaying Human Relations skills by noticing that a subordinate isn’t acting normally, noticing that she is visibly shaken and has been affected by something. He takes the initial step of asking if she is okay and even after she states that she is “fine”; knowing that there is something wrong, he presses the issue and effectively draws it out and she request time to talk. Differentiate: Appropriate. SSgt Damone notices A1C Hale isn’t acting normal and asks if she’s okay and is adamant about taking care of the issue. Determine: Straight forward. SSgt Damone did the right thing and has effectively established a trusting relationship with A1C Hale and will be able to assist Airman Hale with the issue. He has expressed genuine concern for his people and for a very important issue, sexual harassment prevention. Predict: SSgt Damone will establish credibility within his organization through the “genuine concern” for his people and with that will encourage a work environment free from discrimination/harassment. A1C Hale will also benefit from SSgt Damone’s effective use of human relations by having a trusted leader she can talk to about important issues.

STORYLINE 2: Hadley AFB Honor Guard
PA02 CUSTOMS AND COURTESIES
LINE 144: “Great, I’m late for my first day at the honor guard,” SrA Ratner I: SrA Ratner’s comment violates Air Force customs because he lacks discipline to wake up on time. D: Being late is inappropriate because it’s dereliction of duties. D: SrA Ratner should have set more alarms to ensure waking up on time. P: This ensures there will not be tardiness again.

LINE 150: “This is such a waste of time.” SrA Ratner
I: SrA Ratner’s comment about the inspection was disrespectful to MSgt Owen, who was conducting the inspection. It goes against Air Force courtesies. D: The comment was inappropriate and ineffective because it was unnecessary and didn’t produce any different result in regards to actually being inspected. D: SrA Ratner should have had more respect and etiquette for the formation itself and MSgt conducting it. P: SrA Ratner will look more professional and be seen as someone who should be given more responsibility. LINE 152-153: “Judging by your punctuality, that shave, and the appearance of your uniform…” MSgt Owens to SrA Ratner I: MSgt Owens is demonstrating a good example of the importance of Air Force Dress and Appearance. D: The comment was appropriate because he is pointing out SrA Ratner’s shortcomings and disregard for said regulations. D:

P: SrA Ratner will be conscientious about his appearance and increase his attention to detail as to not have another appearance infraction. LINE 162-163: “Man, I’ve done over a hundred funerals at this cemetery and they’re all the same dog and pony show.” A1C Shaw offending SrA Fry (great grandfather’s funeral) I: A1C Shaw’s comment was an Air Force courtesies violation. It wasn’t courteous, dishonored his place in Honor Guard, and offended SrA Fry in regards to his deceased great grandfather. D: The comment was inappropriate because it offends and disrespects people and the Honor Guard position. D: A1C Shaw needs to have more due regard for surroundings and an appreciation of being a member of the Honor Guard instead of complaining about it. P: A1C Shaw will become an effective and pleasant member of Honor Guard. LINE 183-190: “Look at this one. Apparently, this father believes his son deserves a military honors funeral.” Reading the request Reed says, “Sounds good to me. Are we too busy that day?” “We will be,” Owens says bitterly.

“I believe you should consider yourself an American first if you expect to receive American military honors.” “Sir it says here he was a „dedicated Airman.‟” Reed tries to explain as Owens interrupts him. “Well it’s obvious he’s more proud of being a Muslim.” Owens protests. “That request says nothing about him being an American. My father always said „no matter what religion, we should all be proud to be Americans, so as far as Mr. Al-Sharani is concerned, we are unable to support him.” MSgt Owens says to SSgt Reed as Reed stands up for ceremony purposes I: MSgt Owen is misrepresenting the Air Force Drill and Ceremonies by misrepresenting the righteousness of Drill and Ceremonies. D: MSgt Owen is inappropriate because he is showing horrible religious prejudices. Thus, he’s applying his own prejudices and opinions, making the values and honor that form Air Force Drill and Ceremonies appear as his lack of morals instead.

D: MSgt Owen should keep his personal feelings about serious regulations to himself. His personal thoughts have nothing to do with the Air Force and must not distort the Air Force by trying to skew the fine line of right and wrong. P: MSgt Owen will be respected by his peers and subordinates. Also, he’ll be seen as someone that can be approachable or reference-able for Honor Guard requests in the future. LINE 201-203: “He lacks discipline and I need competent and reliable Senior Airman. He must realize the importance of drill. It’s part of our heritage.” MSgt Owens says to SSgt Reed I: MSgt Owens was right to say this because SrA Ratner does lack discipline and must be held accountable in accordance with Air Force customs. D: Appropriate.

D:
P: SrA Ratner will prove his diligence and order after proving himself with this new role in Honor Guard. LINE 245-246: “You computer geeks are all alike…You get on one ceremony and you think you’re the expert.” A1C Potter says to Amn William about the staging I: A1C Potter is degrading and labeling Amn William in derogatory statements, which go against Air Force courtesies. D: The statements were inappropriate because it’s stereotyping and cutting fellow airmen down. D: A1C Potter shouldn’t make bullying and degrading comments against other people. P: A1C Potter will be respected and befriended more.

PA03 ETHICAL LEADERSHIP
LINE 162-163: “Man, I’ve done over a hundred funerals at this cemetery and they’re all the same dog and pony show.”-A1C Shaw I: Service before self D: Professional duties must take precedence over our personal desires. D: He needs to put performing well at the funeral before his own personal beliefs because it is important to the family they are performing for and it reflects the Air Force. P: If he does this it will show that the Air Force supports the family of the deceased. LINE 171-172: “If SSgt Raffiah would have told us this was for Fry’s great grandpa, I wouldn’t have said what I said.” – A1C Shaw

I: Integrity
D: A1C Shaw didn’t do what was expected of him he is trying to blame his mistake on somebody else. D: He needs to take it upon himself to do what is right not have to be told what is right and wrong. P: If he would have done what was right he wouldn’t have offended anybody with his comments. LINE 175-177: “The privilege is all ours ma’am. It’s our unit’s goal to provide the best military honors for veterans past and present with precision, professionalism, and pride.” – SSgt Raffiah I: Excellence in all we do

D: He did exactly what was asked of him to his best abilities. D:
P: He has produced a positive Air Force image and made the family of the deceased man happy. LINE 183-184: “Look at this one. Apparently, this father believes his son deserves a military honors funeral.” MSgt Owens I: All of the Core Values

D: He cannot decide which airman gets military honors based on his personal beliefs he is failing the Air Force in all of the Core Values by placing his opinions above the mission. He is making the Air Force look bad by judging people on their religious beliefs. D: He needs to do his duties as honor guard because that is what the Air Force tasked him to do he is not in a place to decide solely on his personal views. P: If he does this he will have a huge impact on the family of the deceased man and promote a positive Air Force image. LINE 191-192: “Sir we just can’t deny him a proper funeral because you disapprove of his religion” – SSgt Reed I: All of the Core Values

D: He is standing up to the MSgt because it is the right thing to do. He has integrity because he knows that his job is to provide Airman with a proper funeral and he is trying to do that. D: P: If he gets the MSgt to change his mind he will have a huge impact on the Air Force and prevent a possible negative image.

SA03 TEAM LEADER
LINE 174-179: “After the ceremony, Fry’s grandmother approaches SSgt Raffiah and says, “Thank you Sergeant for that wonderful performance.” Raffiah replies, “The privilege is all ours ma’am. It’s our unit’s goal to provide the best military honors for veterans past and present with precision, professionalism, and pride.” “Well we appreciate it,” she says as she hands him an envelope. “On your way home, please use this money to treat your Airmen to a nice dinner.” “Yes ma’am, I sure will,” Raffiah promises. I: SSgt Raffiah appears to be the ranking individual of this detail. He represents/manages the team/group. He also affirms Fry’s grandmother that on their way home he’d treat the team to a nice dinner, therefore rewarding them for their performance. D: Appropriate

D:
P: If SSgt Raffiah continues to reward the team for their performances it’ll encourage them to want to perform to the best of their abilities. It’ll keep their moral in tacked. It’s show an overall appreciation of his group.

SA04 DIVERSITY
LINE 182-193: “I don’t think so,” Owens murmurs as SSgt Reed enters the office. Tossing the request across his desk Owens says, “Look at this one. Apparently, this father believes his son deserves a military honors funeral.” Reading the request Reed says, “Sounds good to me. Are we too busy that day?” “We will be,” Owens says bitterly. “I believe you should consider yourself an American first if you expect to receive American military honors.” “Sir it says here he was a „dedicated Airman.‟” Reed tries to explain as Owens interrupts him. “Well it’s obvious he’s more proud of being a Muslim.” Owens protests. “That request says nothing about him being an American. My father always said „no matter what religion, we should all be proud to be Americans‟ so as far as Mr. Al-Sharani is concerned, we are unable to support him.” “Sir we just can’t deny him a proper funeral because you disapprove of his religion,” Reed exclaims. “Relax staff sergeant,” Owens says walking to the window. “I’ll forward his request to the local Veterans of Foreign Wars. They’ll take care of him.”

I: MSgt Owen’s prejudice against Muslims is hindering the team from giving an airman the proper military honors he deserves. D: Inappropriate – MSgt Owens is being discriminatory towards an airman due to his religion. The Air Force has zero tolerance for such behavior. It is unethical and reflects poorly as well as discredits the Air Force and himself. D: MSgt Owens should not express his personal biases against anyone for their beliefs. He should understand the Air Force is comprised of different ethnicities, cultures, beliefs, religions, etc. P: If MSgt Owens continues this behavior he’ll risk exposure of his unethical and discriminatory behavior. Anyone on his team can report him. He could possibly endure disciplinary actions or removed from his position.

SA05 Leader Influence
LINE 151-156: “How are you doing today Senior Airman Ratner?…” (Owens asks questions) I: MSgt Owens begins the diagnosing process by coming to Ratner with a calm attitude and asks how he is and if there is anything he wishes to share. D: Appropriate/Effective

D:
P: Approaching issues with a composed attitude will ultimately help Owens get better responses out of people as they will not become defensive and will be more receptive to feedback

LINE 159-160: “I want a good performance and so does this family, so let’s get moving,” (Raffiah) I: SSgt Raffiah is displaying position power by setting the standards for the level of proficiency that he expects from the team. D: Appropriate/Effective

D:
P: Setting the standards will ensure everyone on the team knows what is expected of them and should help SSgt Raffiah achieve the excellent performance he wants from the team.

LINE 170-173: Disgruntled, Shaw says, “If SSgt Raffiah would have told us this was for Fry’s great grandpa; I wouldn’t have said what I said. As the NCOIC of the ceremony, he must have known who this ceremony was for, right?” Davis replies. “Maybe he didn’t say anything out of respect for Fry’s privacy.” I: Shaw is not displaying the followership trait of loyalty (obedience) to SSgt Raffiah. D: Ineffective

D: Shaw should not be questioning why he is doing another detail. He signed up to be a part of honor guard and he should just do what is asked of him for the funeral detail. P: If Shaw can begin to practice effective loyalty to the NCOIC, he will not run the risk of becoming complacent in his honor guard duties and will minimize the risk of any further inappropriate actions in front of the wrong person.

LINE 182-193: “I don’t think so,” Owens murmurs… They’ll take care of him.” I: MSgt Owens is failing miserably at displaying the leadership trait of selflessness. D: Ineffective D: As a leader, MSgt Owens should have displayed selflessness by putting his personal beliefs aside and assigning a detail to the funeral. He cannot be an effective leader by picking and choosing who receives honors based on his personal beliefs. P: Failing to display selflessness may hinder his team’s attitudes towards their mission. If MSgt Owens can put his personal feelings aside and show respect for all requests, his team may pick up on that and have a more positive attitude and greater respect for what they are doing.

LINE 196-199: “Has SrA Ratner returned with a fresh uniform and shave yet?” MSgt Owens asks…Have him work on marching manuals and keep an eye on him.” I: MSgt Owens again displays position power here by checking in on his subordinate and following up on whether or not his subordinate accomplished what was asked of them. He also identifies a week point and prescribes a solution to improve on the issue. D: Appropriate/Effective

D:
P: Following up on instructions given to subordinates will ensure the team continues to look sharp and be successful in their duties.

LINE 194-195: Although he disagreed, SSgt Reed remains loyal to MSgt Owens and hesitantly asks, “May I at least volunteer as the bugler for this detail?” I: Here SSgt Reed displays the followership trait of loyalty (faithfulness) by remaining loyal to his superiors decision to not do the funeral, even though he disagrees with that decision. D: Appropriate/Effective

D:
P: SSgt Reed understands the importance of adhering to the decisions of those appointed over him. Continuing to be faithful to his leaders will support and enhance the effectiveness of leaders.

LINE 250-254: SSgt Paparelli stands back and monitors the interaction.
“Well,” Williams begins, “we could present the Colors in front of the table of honor where the rifle guards will remain as the flag bearers post the flags on the stage.” Glaring at Williams, Potter says, “We can’t do that! We’ve never done that.” “Well we are doing it that way tonight Paparelli confirms. Good job Williams!” I: SSgt Paparelli displays good leadership through decisiveness by stepping back and allowing his subordinates to display competence in working out a situation and resolve conflict and then making the decision to go with the idea of Amn Williams. D: Appropriate/Effective

D:
P: Allowing his subordinates to come up with ideas and solve problems will help to come up with new ideas and promote others to expand on leadership abilities. This could ultimately help the team come together by working out issues on their own.

SAO2 INTRODUCTION TO NEGOTIATIONS
LINE 180-193: Back at the honor guard facility, MSgt Owens reviews ceremony support request letters. Tossing the request across his desk Owens says, “Look at this one. Apparently, this father believes his son deserves a military honors funeral.” Reading the request Reed says, “Sounds good to me. Are we too busy that day?” “We will be,” Owens says bitterly. “I believe you should 185 consider yourself an American first if you expect to receive American military honors.” “Sir it says here he was a „dedicated Airman.‟” Reed tries to explain as Owens interrupts him. “Well it’s obvious he’s more proud of being a Muslim.” Owens protests. “That request says nothing about him being an American. My father always said „no matter what religion, we should all be proud to be Americans‟ so as far as Mr. Al-Sharani is concerned; we are unable to support him.” “Sir we just can’t deny him a proper funeral because you disapprove of his religion,” Reed exclaims. “Relax staff sergeant,” Owens says walking to the window. “I’ll forward his request to the local Veterans of Foreign Wars. They’ll take care of him.” I) Negotiation of forced

D) Inappropriate

D) Inappropriate because the father asked for a funeral for his son and the MSgt says no and forces everyone not to P) Dishonors the Honor Guard for not supporting all airmen.

LINE 221-225: Plopping on a nearby bench she asks, “So when is your girlfriend’s birthday?” “Well,” Barbella replies, “it’s actually on Monday but I have to work that day.” “I have an idea!” Klondike declares. “I’m off Monday and Tuesday. What if I cover your detail on Monday? Would you be willing to shift your days at the lake to Sunday and Monday? This way you both will be together on her actual birthday!” Thinking about it, Barbella replies, “That sounds great!” I) SrA Klondike uses compromise negotiation skills

D) Her use of compromise is appropriate, because both parties were able to gain and lose what they needed D)
P) Both parties will be able to accomplish their tasks.

SA08 CONTINUOUS IMPROVEMENT
LINE 251-254: “Well,” Williams begins, “we could present the Colors in front of the table of honor where the rifle guards will remain as the flag bearers post the flags on the stage.” Glaring at Williams, Potter says, “We can’t do that! We’ve never done that.” “Well we are doing it that way tonight Paparelli confirms. Good job Williams!” I) Continuous Improvement was trying to improve the routine

D) Appropriate
D)
P) The routine works out and everyone learns something new

Storyline 3: FOB Kanstartmikar
SrA Murray EA02 Joint Organization

Lines 271-273
I- SrA Henshaw and SPC James are conversing about what SPC James does in the Army D- Appropriate

D-
P- They are becoming acquainted with either and building the basis for a friendship

Lines 286-290
I- TSgt Sanborn mentions that they are assigned to Special Operations Command D- Appropriate/ affective
D- No changes. Good description without any OPSEC violations P- SrA Henshaw was well informed of the duties at his new job

Lines 309-312
I- small part of Air Force Spec Ops
D- Appropriate / affective
D- No changes from this military strategy
P- These actions will effect insurgent activity and not hinder military operations in and outside the FOB

SrA Clary

SCO1 MP: 3 Culture of Engagement;
Lines 282-283
I) SrA Henshaw makes a post on Facebook.
D) Inappropriate
D) He shouldn’t post exact times or specify how long his deployment is. By doing so he created OPSEC vulnerabilities. P) Adversaries could potentially bit and piece things together and potentially act on it.

Line 318
I) SrA Henshaw makes a post on Facebook.
D) Inappropriate
D) Does not need to put some of the info in the post for OPSEC reasons, and needs to be more culturally sensitive. He reflects negatively on the Air Force. P) Friends and family could be negatively influenced by him/or possibly offended.

Lines 373-374
I) SrA Henshaw makes a post on Facebook
D) Inappropriate
D) Several OPSEC violations, negatively portrays the AF
P) He will definitely be hearing about what he posted. It is unacceptable on so many levels.

Lines 404-405

I) SrA Henshaw adjusts a previous post on Facebook
D) Inappropriate/ineffective
D) SrA Henshaw shouldn’t have said anything else about the accountability of the JDAMS. The video never should’ve been posted on Facebook. Also, the FOB name and location was posted which was inappropriate. P) He mentioned the base on his Facebook posting and the posting of the video could lead various OPSEC violations.

Emergent Leadership Issues

Lines 280-282

I) Sanborn excitedly welcomes SrA Henshaw, offers him food and lets him contact his family D) Appropriate
D)
P) SrA Henshaw will feel welcome and more at ease because of Sanborn is showing he cares.

Lines 305-307

I) SSgt Gannon calls Henshaw the new guy.
D) Ineffective
D) SSgt Gannon should have shown more interest in getting to know Henshaw before labeling him the new guy and basically telling him get to work. P) Henshaw probably won’t feel at ease or welcome. He might feel like nobody wants to get to know him, just want him to work.

Lines 313-317

I) SSgt Gannon tries to make SrA Henshaw feel a little more welcome and offers to take him to a bazaar. D) appropriate
D)
P) SrA Henshaw might feel more welcome and build rapport with Gannon

Lines 328-331
I) SrA Henshaw and Gannon are talking about negotiating with the locals D) Appropriate
D)
P) SrA Henshaw will learn from Gannon if he continues to explain what he knows about the local people

SrA Sanchez EA01 Introduction to Culture

Identify
SrA Henshaw stated he couldn’t wait to haggle with a Hajji; he said he learned that if they’re from the Middle East, speak Arabic, where a turban, eat goats, and own a camel, he can negotiate with them.

Differentiate
His actions were inappropriate and ineffective leadership he was stereotyping the people there.

Determine
He should try and establish rapport and learn their language and get to know their culture.

Predict
His actions would impact customs and courtesies by being arrogant and ignorant towards the people that live there and can affect everyone’s judgment. —————————————————————————–
— Identify

SrA Henshaw stated, “These dirty vagrants should learn our language; after all aren’t we here to help them because they’re too weak and poor to help themselves.

Differentiate
His actions were inappropriate and ineffective leadership because it makes him seem ignorant and all about him.

Determine
He shouldn’t say those types of things because it’s in direct contradiction with the core values.

Predict
His actions would impact his objective and harm relations with the Air Force personnel and the foreign personnel.

PA04 Emergent Leadership Issues – MP4 Stress Management

Identify
SrA Henshaw yells into the phone, “I hate this place! That mistake wasn’t even my fault!..Then get me out of here before I rip someone in half!”

Differentiate
His actions were inappropriate and ineffective leadership because he was out of line by yelling and screaming on the phone.

Determine
He shouldn’t have been yelling on the phone because it doesn’t abide by one of the core values of service before self because he’s not the only one there and he shouldn’t be selfish.

Predict

His actions would impact the mission if it gradually got worse, he would be a hindrance instead of an aid to his shop.

SrA Reid PA04 MP 2 Suicide Awareness and Prevention

(I) In the scenario SSgt Gannon recognizes that SrA Henshaw is in distress. SrA Henshaw is worried about his relationship back home and accountability errors in the workplace, and is very stressed out.

(D) Appropriate/Effective – SSgt Gannon asks SrA Henshaw directly how he is doing, listens to him and escorts him to the chaplain who helps SrA Henshaw with his emotional problems

(D) Determine – These were the correct steps to take in the situation

(P) Predict – as a result, SrA Henshaw will be better able to deal with the stresses of the deployed environment.

_________________________________

CF03 Critical Thinking

(I) In this scenario SrA Henshaw and SSgt Gannon are shopping in the bazaar. SrA Henshaw is new on base but has been deployed five times before. SSgt Gannon has been on base awhile and is showing SrA Henshaw around.

(D) SrA Henshaw makes assumptions about his haggling abilities based on his previous experiences and SSgt Gannon tells him he has more to learn. SrA Henshaw ignores this and tries to haggle with a vendor and fails.

(D) SrA Henshaw should have listened to SSgt Gannon and taken his advice about haggling.

(P) If he had done so he would have been successful at haggling and learned more about the local culture. __________________________________

I – In this scenario A1C Carney, MSgt Hall and others are trying to locate 14 missing high value items.

D – A1C Carney compared data from two reports to identify that the items were not missing, only misclassified as unused due to a backlog of paperwork.

P – As a result of A1C Carneys effective use of Critical Thinking skills a clerical error has been corrected and a backlog has been identified and can now be fixed.

I – In this scenario SrA Henshaw and SrA Westlake are discussing the problems that SrA Henshaw is having at home and in the work place.

D – SrA Henshaw displays poor critical thinking skills by assuming that his wife wants to leave him and leadership wants to pin the accounting failure on him. D – If SrA Henshaw were to apply better Critical Thinking skills he would realize that his wife is concerned about him and his leader ship is not targeting him directly but his shift which allowed the back log to develop.

P – Having followed this course of action SrA Henshaw would be less stressed and could better adapt to the work environment and assure his wife that everything is alright.

SrA Lanear

Line 399 – 401 applies to PA04 MP 1 Wingman Concepts and Philosophy

(I) Identify – Sgt Gannon noticed that SrA Henshaw is stressed about his family situation and the lost munitions

(D) Differentiate – Sgt Gannon’s actions were appropriate

(D) Skip Determine step because Sgt Gannon’s actions were appropriate

(P) Predict – Sgt Gannon recommended that SrA Henshaw go speak with a chaplain. Speaking with a Chaplain (which is one of the basic support services) released stress from work and eased the situation at home for SrA Henshaw. Releasing that stress will cause him to be more productive at work. It will also improve his 4 Dimensions of Wellness.

Lines 334 – 337 apply to PA04 MP 5 Human Relations

(I) Sgt Gannon established a good bond with the elderly man at the bazaar

(D) Appropriate

(D)

(P) His good rapport with the vendor will lead to future purchases going just as good as the previous ones.

Lines 367-371 applies to PA04 MP 5 Human Relations

(I) Capt Eldridge scolds TSgt Sanborn about the missing munitions (D) Inappropriate/Ineffective

(D) Captain Eldridge spoke with TSgt Sanborn and cut him off without giving him a chance to explain what happened. Capt Eldridge shouldn’t have interrupted Sgt Sanborn and gave him a chance to explain himself. Finally Capt Eldridge should’ve refrained from making another Carzhra reference.

(P) If Capt Eldridge criticism of TSgt Sanborn continues he’s likely to decrease overall morale and motivation for him