SNCOA LDR-301S Leading Organizations 57 correct answers 100% complete., Exams of Military leadership

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Organizations 57 correct answers 100%

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SNCOA LDR-301S Leading

Organizations 57 correct answers 100%

complete.

6 ways to improve outdated onboarding program. - ANSWER-1. Take a proactive approach (plan the first day)

2. offer a proper orientation (prior to onboarding; tour the facility, intro company tech; overview mission & goals; company org chart; expectations & culture) Use screen- sharing software
3. make onboarding interactive (engaging trng content; quizzes, videos, webinars - gamification)
4. personalize the training process (new hires strengths, challenges, & preferences; meet employees unique needs)
5. make it a social experience (team meeting day one; team building events; encourage collaboration)
6. solicit and learn from feedback (survey new employees regarding the onboarding process strength & weaknesses) 10 Onboarding Best Practices - ANSWER-1. Align the messaging (determine your onboarding goals; Ensure your messaging is consistent)
7. Plan the first day (meaningful; understand roles & responsibilities; answer questions; positive first day)
8. Ensure a meeting with manager the first week (creates a sense of belonging; participated in higher-quality meetings and spent more time collaborating with their teams than those who did not have the manager meeting within the first week)
9. support the person's authentic strengths (new hires get more satisfaction and meaning from their work)
10. Use gamification to engage employees (approach was well-received and had a positive impact on customer satisfaction)
11. focus on social relationships (onboarding should be fun and participative rather than boring and top-down)
12. Provide mentors to new hires (help ease new hires into their role and work culture; more invested in the values of the organization than those without a mentor)
13. or provide buddies (assigning a fellow worker as a 'buddy' to help the newcomer integrate into the workplace and 2) encouraging a new hire to observe a fellow associate for a period of time)
14. use diverse and blended formal practices (offering more approaches to facilitate socialization rather than fewer, should be a primary goal of onboarding programs. In

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addition, new employees perceived the range of practices as at least moderately beneficial to their onboarding experience)

10. gather feedback (online surveys and facilitate discussions with participants about ways to improve the onboarding program)

Providing a checklist, Facilitate communication, Reinforce existing culture and sense of purpose, Provide feedback channels Onboarding vs. Orientation vs training - ANSWER-Onboarding: Process organizations use to socialize and acclimate a new employee into the culture and work life of an organization - helps an organization discover and make use of the unique strengths of each new employee (Bigger picture/scope) Orientation: part of onboarding, Onboarding is a lengthy process that includes all of the practices, programs and policies that help integrate incoming employees into a new organization. It is a more strategic approach than a conventional orientation and can take anywhere from 30 days to a year. Training: specificity of learning job responsibilities Initial Duty Assignment Worksheet - ANSWER-The Initial Duty Assignment Worksheet can be used as a guide to outline the FSS, MPF and commander support staff requirements to ensure personnel are assigned to a valid position number, and to facilitate timely and accurate input of current data after an Airman's arrival. ORGANIZATIONAL HIERARCHY AND STRUCTURE - ANSWER-Divisional Decentralized Matrix Functional Flat Onboarding vs. Training - ANSWER-Onboarding: time for new hires to learn the responsibilities of the position; build a bond between the organization and the employee; bigger scope within the first 90 days Training: specificity of learning job responsibilities Flat Organizational Structure - ANSWER-lack of middle management; fewer layers of management; incur smaller expenses on salaries. Savings can accrue from non-

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traditional use of external resources as well; A flat organizational structure can yield several advantages, including costs savings, rapid adaptability, and an innovative workforce; Open communication and collaboration are encouraged; more employees are on a level playing field, more responsibility is placed upon each individual, creating a situation where innovative, collaborative self-starters excel and passive followers lag behind. Functional Organizational Structure - ANSWER-efficiently group employees by knowledge, skills and resources; structures have vice presidents, directors and managers of marketing, for example, instead of product oriented titles. Decentralized Organizational Structure - ANSWER-decision-making responsibilities are delegated by top management to middle and lower-level mangers; Employees can be empowered by having more autonomy to make their own decisions, giving them a sense of importance and making them feel as if they have more input in the direction of the organization matrix organizational structure - ANSWER-separate chains of command and employees are generally accountable to more than one boss;The matrix structure is designed to be partially impermanent There are two kinds of managers: functional managers and project managers Managerial roles are fluid, not fixed The balance of power between functional and project managers isn't organizationally defined; Efficient use of limited human resources Functional Structure - ANSWER-organization groups employees according to a specialized or similar set of roles or tasks. people with similar knowledge and skills are grouped together. perform tasks quickly, efficiently and with more confidence, thus reducing the occurrence of work-related mistakes; best for smaller companies or those that focus on a single product or service Lack of innovation and restricted views of organizational goals; occurrence of infighting among units may cause delays, reduced commitment due to competing interests, and wasted time, making projects fall behind schedule Divisional Organizational Structure - ANSWER-consists of several parallel teams focusing on a single product or service line. autonomous, each with its own top executive - often a vice president - and typically manage their own hiring, budgeting and advertising; allow a team to focus upon a single product or service, with a leadership

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structure that supports its major strategic objectives; Executive leadership is the single most important determinant of success for a company using a divisional structure Baby Boomers (1946-1964) - ANSWER-topmost priority to their work. They are devoted towards the organization in which they work. They prefer personal communication. They like to work in teams ie they believe in teamwork; very loyal towards the organization in which they work - prefer goal oriented style of leadership

• Loyal and competitive workaholics
• Dedicated towards work
• Feeling of entitlement
• Value work, team oriented and rule challenging Generation X (Gen X) (1965-1980) - ANSWER-lower level of work ethic; prefer autonomy and authority at work. They prefer having work-life balance; more priority to their individual goals rather than organizational goals; take up challenges at work; transition phase of technology; ambitious, independent and more confident than their predecessors; motivators for this generation are recognition, promotions, pay etc. ; place high value on intrinsic job motivation and rewards such as challenging work and self-efficacy.
• Independent, fun loving and self - reliant
• Less loyal than baby boomers. They are more concerned about work-life balance and career options
• Computer literate and fun loving.
• Change jobs easily for improving careers. Generation Y (Millennials) ( 1981 - 1999) - ANSWER-well educated and are participative in nature. prefer to have a balance between their work and life; hardworking and expect high rewards for the work done. technologically educated and desire leisure than work rectify mistakes as soon as possible. This generational cohort is categorized as optimistic, talented, social, multitaskers
• Optimistic, realistic, inclusive by nature
• Less indulged than generation X
• Value work life balance , independent Generation Z (1995-Present) - ANSWER-grew up with the popularity of smartphones, social media, social justice movements, and a culture of safety

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entrepreneurial and money-conscious mindset most achievement-oriented; lack of work experience greater economic well-being, are more highly educated, and are more ethnically and racially diverse have an idealistic picture that the work will be interesting and meaningful believing that everyone is equal and should be treated that way. inclusion are more salient more likely to report their mental health as fair or poor; anxiety & depression workplace coaching - ANSWER-one-on-one, custom-tailored learning and development process that uses a collaborative, reflective, goal-focused relationship to achieve professional outcomes that are valued by the coach. helps in goal attainment as well as increased. psychological and workplace well-being. 3 phases of change process - ANSWER-unfreezing, changing, refreezing 5 ways to lead in an era of constant change (video)- putting people first - ANSWER-1. Inspire through purpose

2. Go all in
3. enable people with the capabilities (skills & tools) they need to succeed during change
4. Instill a culture of continuous learning
5. For leaders; be directive and inclusive Change Management - ANSWER-complex process and requires serious attention as well as involvement from the management and people from all levels, in order to achieve a meaningful or a progressive transformation across various levels. the need for being flexible as well as adaptable for tackling the growing environmental uncertainties or competitive threats Change is inevitable and it can only be managed, failing which the organizations may cease to exist

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utmost importance to technological change and innovative practices for a leadership advantage mergers, acquisitions, diversifications, takeovers and various other collaborative ventures have become the most preferred strategic best practices for the organizations to survive the fierce forces of competition; must be flexible and open for Change Management An organization's readiness for change management influences organizational strategies and policy related decisions For any organization, people play a very vital role in driving business excellence as they are the most valuable assets. Effective Change management process help organizations in understanding the changing customer needs, meeting their demands and expectations much better since the requirements are well defined. A well-defined change management process can help in mitigating risks related with the people side How great leaders inspire Action (Video) - ANSWER-Golden Circle (why, how & what) What the organization does How its done Few know why Inspired leaders believe what you believe - drive behavior Process Model of organizational change (Changing) - ANSWER-explains the movement of an organization from the known (current state) state to the unknown (Desired future state) state. Reactive & Proactive Change - ANSWER-The reactive change takes place when internal or external forces pressurize the organization for change while proactive change takes place when the organization itself concludes about change to be desirable and developed cultural excellence model for change; Unfreezing phase of change - ANSWER-getting the people affected by change to believe that change is needed; challenge the status quo

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Changing Phase of change - ANSWER-involves the actual modification of technology, tasks, structure, or people. This is the movement from the old state, or previous norms, to a new state. knowledge sharing; employee involvement refreezing phase - ANSWER-is the locking in of the new procedures until they're a permanent part of daily operations. During what stage should you focus on change management structures, activity planning and commitment planning? They are accomplished when... - ANSWER- implementing the change The movement of an organization to the unknown (desired future state) state from the known (current state) state BEST describes which part of the change process? - ANSWER-Changing Begin this process in advance of the start date by communicating over email. It will help make day one of the job much less overwhelming, as employees will have a better sense of what they can expect. This statement BEST describes which of the following onboarding practices that are beneficial to both new arrivals and an organization? - ANSWER-Take a proactive approach Onboarding should be fun and participative rather than boring and top-down. These connections make the experience relevant and fun and probably improve retention. This statement BEST describes which of the following effective onboarding practices tailored to promote military unit cohesion, agility, and lethality? - ANSWER-Focus on social relationships Engaging training content - such as images, quizzes, videos, and webinars - is often easier for employees to comprehend and absorb. This statement BEST describes which of the following onboarding practices that are beneficial to both new arrivals and an organization? - ANSWER-Make onboarding interactive This is the specificity of learning job responsibilities. This statement BEST describes which of the following? - ANSWER-Training This is the bigger picture. The entirety of this process is the point in the new hire's career that you build a bond between the organization and the employee.

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This statement BEST describes which of the following? - ANSWER-Onboarding This section coordinates, monitors, and updates inbound personnel information and projected duty information in MilPDS - ANSWER-Commander Support Staff (CSS) This can be used as a guide to outline the FSS, MPF and commander support staff requirements to ensure personnel are assigned to a valid position number. - ANSWER- Assignment Worksheet This type of structure is useful because it frees up top management to focus on major issues by delegating responsibilities to middle and lower-level managers. This statement BEST identifies which type of organizational structure? - ANSWER- Decentralized This is often used by department stores and retailers. Companies that use this organizational structure divide departments into categories. This statement BEST identifies which type of organizational structure? - ANSWER- Product This structure can attract the type of employees who are encouraged by a work structure that requires self-motivation and teamwork. This statement BEST describes how which organizational structure impacts innovation and/or agility? - ANSWER-Flat This generation grew up with the popularity of smartphones, social media, social justice movements, and a culture of safety. This statement BEST describes which of the following generations? - ANSWER- Generation Z This generation values intrinsic principles such as appreciation of work as their priority. This cohort is motivated by intrinsic factors such as sense of fulfillment. This statement BEST summarizes which of the following generations? - ANSWER- Generation X Following her graduation from college, Candace was hired for her first job. Her employers hired her for her entrepreneurial and money-conscious mindset.

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Based on the information presented, which generation does Candace belong to? - ANSWER-Generation Z This generation considers the workplace to be their top priority. They believe that teamwork is the best way to accomplish the mission, and this facilitated by utilizing personal communication. This statement BEST describes the characteristics of which of the following generations? - ANSWER-Baby Boomers What is the most valuable asset that plays a vital role in driving business excellence? - ANSWER-People An organization's readiness for change management influences... - ANSWER- organizational strategies and policy related decisions During what stage should you focus on change management structures, activity planning and commitment planning? They are accomplished when... - ANSWER- implementing the change The movement of an organization to the unknown (desired future state) state from the known (current state) state BEST describes which part of the change process? - ANSWER-Changing This encompasses identifying differentiated mindsets in addition to the differences in skillsets and backgrounds. This statement BEST identifies which of the following? - ANSWER-Recognize multiple facets of cognitive diversity This is most often the result of individual inspiration and is defined as the generation of new/novel ideas. This statement BEST identifies which of the following? - ANSWER-Creativity turning creative ideas into innovative solutions depends on the interaction of three elements: culture, the individual with the novel idea, and the "field of experts who recognize and validate the innovation. This stage of the innovation continuum focuses on finding a new use for an existing item or process.

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This statement BEST describes which of the following? - ANSWER-Expansionary Marine Corps Operating Concept - ANSWER-puts a premium on attracting and recruiting individuals with high levels of intelligence and aptitude and cultivating their skills and knowledge through specific training, dedicated PME, and a command culture that expects creativity and rewards initiative. The Air Force Operating Concept - ANSWER-advantages will be transient and belong to persons and organizations that display bold, adaptive, and innovative leaders Defining Creativity and Innovation: - ANSWER-Current national strategic documents exhort the need for creativity and innovation as a precondition of America's continued competitive edge in the international arena creativity - ANSWER-"the generation of new/novel idea Innovation - ANSWER-creative act or solution that results in a quantifiable gain. An improvement of an existing technological product, system, or method of doing something. In-processing responsibilities - ANSWER-Unit commanders: Establish procedures to ensure all inbound personnel are properly managed and gained Commander Support Staff: Coordinates, monitors, and updates inbound personnel information and projected duty information in MilPDS MPF: Performs in-processing actions, including arrival and overdue arrival confirmation. Performs all gains actions for units without a commander support staff. (T-1). Conducts in-processing briefings, reviews incoming personnel hard-copy relocation folders and electronic records, and reports personnel program discrepancies to applicable personnel program managers at AFP Initial Duty Assignment Worksheet - ANSWER-The Initial Duty Assignment Worksheet can be used as a guide to outline the FSS, MPF and commander support staff requirements to ensure personnel are assigned to a valid position number, and to facilitate timely and accurate input of current data after an Airman's arrival. The worksheet is contained in the Base Level In-processing Personnel Service Delivery Guide, available on myPers.

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In accordance with the Air Force Records Information Management System, agencies must maintain forms used to assure proper in-processing of RegAF Airmen (e.g., Initial Duty Assignment Worksheet, AF Form 899, allocation RIP, etc.) in a relocation folder and destroy three months after the reporting month Gray Zone - ANSWER-conflict continuum; characterized by intense political, economic, informational, and military competition more fervent in nature than normal steady-state diplomacy, yet short of conventional war. small-footprint, low-visibility operations often of a covert or clandestine nature Special Warfare campaigns stabilize or destabilize a regime by operating 'through and with' local state or nonstate partners, rather than through unilateral U.S. action.