COMPREHENSIVE GUIDE TO SNCOA TEST 2 2025 FULL EXAM
QUESTIONS AND COMPLETE ANSWERS!!
Lewin's Phases w/ Dreachslin 5 part process - ANSWER>>Discovery, Assessment,
Exploration= unfreezing focus on identifying the problem and developing a plan to
implement the solution. Ind./groups awake to the need for change
Exploration and transformation= Change: identify what training needs to occur, develop
plan and implement
Transformation and Revitalization=Refreezing: monitoring people o ensure they comply
with the new processes, while evaluating change making sure results were as intended
Factors that impact transformation - ANSWER>>Org culture and inertia
lack of leadership involvement and support
Org complexity: Reach large number of people
getting people involved: Heavy workloads/competing demands
Resistance: when power/privilege is threatened; address fears/issues from which they
arise
Turnover: challenge familiarizing new people
Oppression model: identify/address one groups oppression of another may lead to
divisiveness and confusion
Burnout: without consistent involvement/support from leadership could burnout
Success itself: follow process but not change mgmt. principles could set self up for
failure
Factors that support transformation - ANSWER>>Commitment by senior leadership
Needs assessment and planning
Assigned personnel
Diversity committee
,Broad involvement
Resources
Training
Changes in policy
2. SMSgt Janson, the new flight superintendent, discovers that several Asian American
airmen are unhappy with the work center climate. These members state they are
treated like outsiders in regards to the unit mission planning functions solely because of
their race. They believe the Caucasian airman are always
invited to participate. As a result, they have lost all confidence in the organization and
cannot wait to PCS. After a couple of days of reflection, SMSgt Janson asks questions,
identifies the issue, and puts into place a monthly professional development and pizza
lunch to discuss all types of issues, ideas and concerns. At first, the Asian American
airmen remained skeptical, until SMSgt Janson began to annotate their comments and
concerns when many began sharing their ideas. Six months later, the airmen feel more
involved and flight morale is at an all-time high.
This scenario BEST illustrates _________ and its impact on subordinate effectivene -
ANSWER>>c. CORRECT. The scenario best illustrates the Five Part Transformation
Process. According to the Diversity chapter the steps are: Discovery-asks questions,
Assessment-uncover problems, Exploration/Transformation-implement a professional
development event. Due to SMSgt Janson's utilization of this process, subordinate
effectiveness is increased-airmen feel more involved.flight morale is at an all-time high.
3. MSgt Campbell's unit is preparing for an inspection. Duty hours have been extended
to include Saturday and Sunday to ensure all checklists are accomplished and all
programs are set. On Wednesday, one of MSgt Campbell's Airmen requests Saturday off
to attend a preplanned religious event. Although MSgt Campbell has had to deny other
requests for time
off, he tells the Airman that she can attend her religious event, but, will have to report
for duty a little earlier the next day. She agrees and goes back to work.
MSgt Campbell's actions BEST illustrate _____________________________ and its impact on
subordinate
effectiveness.
a. Leveraging Diversity
b. The Five Part Transformation Process
,c. The Importance of Diversity - ANSWER>>a. CORRECT. The Diversity chapter says
that capitalizing on diversity means striking a balance between the need of you people
and the needs of the unit's culture/climate and mission. In the story MSgt Campbell was
able to meet the needs of the Airman (attend her religious event) and the needs of the
mission (come in to work early the next day). Since the Airman agrees and goes back to
work, his was able to find the right balance.
4. Due to a diversity-related problem, SMSgt Porter sends the first sergeant a
recommendation to take the action that all Airmen in his unit have multiple focus groups
emphasizing teamwork and equity. He also has a course of action: calling for an
assigned coordinator who could prepare, administer and facilitate focus groups. He
reassures the first sergeant from the results he discovered from researching this
subject; this would definitely help avoid all further incidents of any nature relating to
diversity issues. Months afterward when the unit climate assessment was administered,
it became clear the morale had been greatly enhanced over that compared with
previous years.
This scenario BEST illustrates the ____________________ step of the Five Part
Transformation Process
and its effect on subordinate effectiveness.
a. Discovery
b. Transformation
c. Revitalization -
ANSWER>>b. CORRECT. The Diversity chapter states that the Transformation step of
the Five Part Transformation Process consists of a plan to be created and implemented
that would address the root causes of barriers. In the scenario, SMSgt Porter provides
his solution to the first sergeant coupled with an implementation plan.
5. In developing an implementation plan to address a problem he identified in his barrier
analysis, MSgt Kirk recognizes that his unit is facing an increasing workload and that he
will continue to need a team of individuals to help him implement his training concept.
He asks for volunteers and is astonished by the number of Airmen and senior leadership
who want to help. MSgt Kirk
thinks to himself, "When we get everyone together, I can dole out tasks so all can
participate. This will get the ball moving on my training idea quickly."
MSgt Kirk's _______________ will MOST likely __________ his effectiveness.
a. effective use of multidimensional diversity; enhance
, b. ineffective use of multidimensional diversity; hinder
c. effective use of the Five Part Transformation Process; enhance
d. ineffective utilization of the Five Part Transformation Process; hinder - ANSWER>>c.
CORRECT. The MSgt Kirk in the scenario uses the Transformation step of the Five Part
Transformation Process effectively by simply developing a plan. He further increases
his likelihood of success by developing a committee and because the unit's senior
leadership supports him. His actions will most likely improve his effectiveness.
Culture - ANS>> The creation, maintenance, and transformation across generations
through the semi- shared patterns of meaning, sense-making, affiliation, action, and
organization that are created and sustained by a group. The shared sets of traditions,
belief systems, and behaviors are set by many causes such as history, politics,
resources among many other factors. Culture can either be socially learnt or passed
onto generations.
Domains of Culture - ANSWER>>universal categories of human interaction, belief,
behavior, and meaning/ values (e.g., kinship, gender, economic exchange, etc.). People
in all cultures share these broad categories, even though they have different ways of
expressing them; overlap/intersect
Ethnocentrism - ANSWER>>tendency to negatively judge other cultures (beliefs, values,
etc.) by the values and assumptions of your own culture; suspend one's judgment,
become educated on the culture, and educate others on the culture
Cultural Relativism - ANSWER>>Perceived as opposite of ethnocentrism-likelihood to
know people's beliefs and practices within the context of their own culture, not from
your own cultural perspective; doesn't mean you have to personally accept, adopt or
promote those practices
Cross Cultural Competence - ANSWER>>the ability to quickly and accurately
understand, then appropriately and effectively act across all cultural environments
without necessarily having prior exposure to a particular group, region, or language.
Holism - ANSWER>>idea that all aspects of culture are interconnected
and integrated. Therefore, change/action in one
QUESTIONS AND COMPLETE ANSWERS!!
Lewin's Phases w/ Dreachslin 5 part process - ANSWER>>Discovery, Assessment,
Exploration= unfreezing focus on identifying the problem and developing a plan to
implement the solution. Ind./groups awake to the need for change
Exploration and transformation= Change: identify what training needs to occur, develop
plan and implement
Transformation and Revitalization=Refreezing: monitoring people o ensure they comply
with the new processes, while evaluating change making sure results were as intended
Factors that impact transformation - ANSWER>>Org culture and inertia
lack of leadership involvement and support
Org complexity: Reach large number of people
getting people involved: Heavy workloads/competing demands
Resistance: when power/privilege is threatened; address fears/issues from which they
arise
Turnover: challenge familiarizing new people
Oppression model: identify/address one groups oppression of another may lead to
divisiveness and confusion
Burnout: without consistent involvement/support from leadership could burnout
Success itself: follow process but not change mgmt. principles could set self up for
failure
Factors that support transformation - ANSWER>>Commitment by senior leadership
Needs assessment and planning
Assigned personnel
Diversity committee
,Broad involvement
Resources
Training
Changes in policy
2. SMSgt Janson, the new flight superintendent, discovers that several Asian American
airmen are unhappy with the work center climate. These members state they are
treated like outsiders in regards to the unit mission planning functions solely because of
their race. They believe the Caucasian airman are always
invited to participate. As a result, they have lost all confidence in the organization and
cannot wait to PCS. After a couple of days of reflection, SMSgt Janson asks questions,
identifies the issue, and puts into place a monthly professional development and pizza
lunch to discuss all types of issues, ideas and concerns. At first, the Asian American
airmen remained skeptical, until SMSgt Janson began to annotate their comments and
concerns when many began sharing their ideas. Six months later, the airmen feel more
involved and flight morale is at an all-time high.
This scenario BEST illustrates _________ and its impact on subordinate effectivene -
ANSWER>>c. CORRECT. The scenario best illustrates the Five Part Transformation
Process. According to the Diversity chapter the steps are: Discovery-asks questions,
Assessment-uncover problems, Exploration/Transformation-implement a professional
development event. Due to SMSgt Janson's utilization of this process, subordinate
effectiveness is increased-airmen feel more involved.flight morale is at an all-time high.
3. MSgt Campbell's unit is preparing for an inspection. Duty hours have been extended
to include Saturday and Sunday to ensure all checklists are accomplished and all
programs are set. On Wednesday, one of MSgt Campbell's Airmen requests Saturday off
to attend a preplanned religious event. Although MSgt Campbell has had to deny other
requests for time
off, he tells the Airman that she can attend her religious event, but, will have to report
for duty a little earlier the next day. She agrees and goes back to work.
MSgt Campbell's actions BEST illustrate _____________________________ and its impact on
subordinate
effectiveness.
a. Leveraging Diversity
b. The Five Part Transformation Process
,c. The Importance of Diversity - ANSWER>>a. CORRECT. The Diversity chapter says
that capitalizing on diversity means striking a balance between the need of you people
and the needs of the unit's culture/climate and mission. In the story MSgt Campbell was
able to meet the needs of the Airman (attend her religious event) and the needs of the
mission (come in to work early the next day). Since the Airman agrees and goes back to
work, his was able to find the right balance.
4. Due to a diversity-related problem, SMSgt Porter sends the first sergeant a
recommendation to take the action that all Airmen in his unit have multiple focus groups
emphasizing teamwork and equity. He also has a course of action: calling for an
assigned coordinator who could prepare, administer and facilitate focus groups. He
reassures the first sergeant from the results he discovered from researching this
subject; this would definitely help avoid all further incidents of any nature relating to
diversity issues. Months afterward when the unit climate assessment was administered,
it became clear the morale had been greatly enhanced over that compared with
previous years.
This scenario BEST illustrates the ____________________ step of the Five Part
Transformation Process
and its effect on subordinate effectiveness.
a. Discovery
b. Transformation
c. Revitalization -
ANSWER>>b. CORRECT. The Diversity chapter states that the Transformation step of
the Five Part Transformation Process consists of a plan to be created and implemented
that would address the root causes of barriers. In the scenario, SMSgt Porter provides
his solution to the first sergeant coupled with an implementation plan.
5. In developing an implementation plan to address a problem he identified in his barrier
analysis, MSgt Kirk recognizes that his unit is facing an increasing workload and that he
will continue to need a team of individuals to help him implement his training concept.
He asks for volunteers and is astonished by the number of Airmen and senior leadership
who want to help. MSgt Kirk
thinks to himself, "When we get everyone together, I can dole out tasks so all can
participate. This will get the ball moving on my training idea quickly."
MSgt Kirk's _______________ will MOST likely __________ his effectiveness.
a. effective use of multidimensional diversity; enhance
, b. ineffective use of multidimensional diversity; hinder
c. effective use of the Five Part Transformation Process; enhance
d. ineffective utilization of the Five Part Transformation Process; hinder - ANSWER>>c.
CORRECT. The MSgt Kirk in the scenario uses the Transformation step of the Five Part
Transformation Process effectively by simply developing a plan. He further increases
his likelihood of success by developing a committee and because the unit's senior
leadership supports him. His actions will most likely improve his effectiveness.
Culture - ANS>> The creation, maintenance, and transformation across generations
through the semi- shared patterns of meaning, sense-making, affiliation, action, and
organization that are created and sustained by a group. The shared sets of traditions,
belief systems, and behaviors are set by many causes such as history, politics,
resources among many other factors. Culture can either be socially learnt or passed
onto generations.
Domains of Culture - ANSWER>>universal categories of human interaction, belief,
behavior, and meaning/ values (e.g., kinship, gender, economic exchange, etc.). People
in all cultures share these broad categories, even though they have different ways of
expressing them; overlap/intersect
Ethnocentrism - ANSWER>>tendency to negatively judge other cultures (beliefs, values,
etc.) by the values and assumptions of your own culture; suspend one's judgment,
become educated on the culture, and educate others on the culture
Cultural Relativism - ANSWER>>Perceived as opposite of ethnocentrism-likelihood to
know people's beliefs and practices within the context of their own culture, not from
your own cultural perspective; doesn't mean you have to personally accept, adopt or
promote those practices
Cross Cultural Competence - ANSWER>>the ability to quickly and accurately
understand, then appropriately and effectively act across all cultural environments
without necessarily having prior exposure to a particular group, region, or language.
Holism - ANSWER>>idea that all aspects of culture are interconnected
and integrated. Therefore, change/action in one
