Leadership Influence On Subordinate Behavior Module

Discipline is commonly thought of as something that is ‘done’ to a child in order to achieve obedience. It is seen as a form of control that implies a denial of freedom. According to oxforddictionaries.com, the definition of discipline is “the

One definition of discipline is obedience to authority. However discipline can be used in many different ways. For example it may be used as an order, as a deterrent, as a threat, to control or to

Discipline is defined as, “The practice of training people to obey rules or a code of behavior using punishment top correct the behavior.” According to livestrong.Com there are 3 different types

In order to be successful in any career one must be able to listen and take to heart the importance of what they are learning and doing throughout their lives; this has significance in both the military and civilian life. In order to do that you must follow whatever your superiors say, like when you are at your civilian job and your boss tells you to clean the bathroom. You have to be able to just do what you’re told so the job gets done, and you are also seen as a trustworthy employee. On the military side, it is self discipline. When an Non commissioned officer tells you to get something done there

This paper will outline my personal leadership philosophy and then discuss how I would apply that philosophy to a real world situation. The real world situation was described by a Squadron Director during an interview.

During the discipline lesson, I could only think about how the progressive discipline plan (PDP) has not been used throughout my career by not only myself but my leaders. After reviewing the PDP I cam to the realization I have not effectively been utilizing it properly. I believe this is something that has not been utilized correctly for a while. As an Air Force we seem to jump straight to the top and not allow for any more progressive discipline. I have actually been ordered by my leadership to write a Letter of Reprimand for a single once only event. Knowing what I know now, and the regulations surrounding it, my assertiveness will allow me to better evaluate the scenarios placed in front of me.

Our daily operations consist of grooming students to become quality officers in the United States Air force, upon graduating from college and commissioning. To be in this position you have to want to lead from the front and be the example because you are molding the future leaders of the military. Being in this position we have a lot of influence over the cadets, who would be considered our followers, we teach them, complete paperwork for them and give them training that is needed to successfully complete the program. We do not have one leader in this organization, we are all responsible for leading our young cadets as well as our team members. Everyone contributes their knowledge, experience, time and effort into making sure our mission

As I reflect back on my Air Force career, especially my current duty position as the Section Chief of the Small Air Terminal at Hill Air Force Base. I realized that I am a Management by Exception-Active (MBE-A) this came to me after I reviewed my Electronic Self-Assessment of Leadership behavior. At my current assignment I keep my subordinates and processes in control and I enforce all the Air Force standards as well as local policies in my organization. When it comes to the mission I avoid unnecessary risks and always ensure the mission is complete. My goal for the next three to five years is to improve my leadership effectiveness and become a transformational leader using the five most valuable concepts I learned in Course 15. These concepts are avoiding conflict, cognitive flexibility, communication, subordinate-centered communication and mediation.

First, excellent observation about “encouragement in an environment of perfection.” I wholeheartedly agree that the perception of a perfect Airmen who does not make mistakes only sends a bad message. Also, being sincere, consistent with administration of discipline and matching your that your actions with your words builds trust while holding your people accountable. The story you told was priceless and I can tell you a few good ones too. Regardless of rank, we need to be careful about how we react to the words and actions of other's that we hear or see. Would you agree?

Reflecting back on my career, although I’ve always believed in “Taking care of my people,” I realize that I haven’t always applied this concept properly when dealing with my subordinates. An example of this is when I had a brand-new Airman. He loved the military, what it stood for and was looking forward to the structure

At my previous assignment, the lack of leadership involvement in our unit mission created an environment of disorganization not conducive to openness and productivity. One such example is Airman Michaels; a young first-term airman whom I remember did not exemplify upstanding behavior. This was in part, in my opinion, a direct reflection from the lack of empathy and positive reinforcement within his direct supervision. Through conversation with my peer group, I noticed that Airman Michaels had a history of substandard performance in his civilian life that followed him. After a few months on-station he frequently reported to work late, failed room inspections, missed work assignment deadlines, and lacked military bearing. After following up with a few of his peers who maintained relationships with him after he was discharged, what Airman Michaels needed was a member of leadership who cared enough to

Drenkard, K. (2000) Strategy as a solution: Developing a nursing strategic plan. Journal of Nursing Administration,42(5):242-243

In the first stage, called Directing, the development of the followers is low. They just have become part of the group or are new to the tasks assigned to them. At this stage, the leader must assume a high directive and low supportive behavior approach. Tasks are clearly defined, direction is provided in the form of commands, and there is little room for the creativity of the followers (Blanchard, 1985).

Employee discipline is one of the most commonly discussed issues in any organization, whether it is union or non-union. It is a matter that management must deal with on a day to day basis, and remain mindful of the consequences that can arise if not dealt with properly. It has been noted that about 40 percent of most grievance cases involve how discipline was carried out. According to the text and several articles the discipline

Discipline is very important in our daily life. We have to follow lots of rule every single day. Once we don't keep in a right