Supreme Customer Service Duty

In their infancy, my problem solving skills were limited to seeking out guidance and having others assist with resolving conflict. As a young sergeant, I remember allowing conflict to brew around me instead of confronting issues. This served no purpose, and caused the work environment and team morale to decline. During my three years at United States Central Command (USCENTCOM), I had multiple analytic and leadership disagreements with colleagues. I learned that through open discussion and communication a majority of conflicts could be resolved immediately. As a platoon sergeant, I handle conflict between soldiers, peers, and leadership regularly. I employ tact, patience, and understanding in order to help the involved parties to overcome their

Ethics matter in any kind of business or organization, but they are especially significant when it comes to the US Army (Blackburn, 2001). The reason behind this involves the chain of command and the risk to life and limb that are such large parts of military life. When a soldier in the Army has no ethics, he or she can cause trust and respect problems with other members of his or her unit. The US military is a stressful organization for most people involved with it, and people's lives are on the line frequently. Issues like PTSD and other medical problems are commonplace for those who leave the military and must adjust to civilian life, so it is very important that those who are in the Army work with their colleagues and higher-ups to get the help and support they need during and after their service. There is more to ethics in the Army than the problems that military individuals can face, though.

Through mentorship and guidance from respected senior noncommissioned officers, my priority has shifted from the mission to the people that make that mission happen. By providing an environment where I am able to balance the emotions of the airmen above and below me will allow for the mission to happen with minimum distractions. Being there for my people will strengthen our respective relationships and instill loyalty and trust. I hold loyalty and trust near and dear to my heart and to build that I have to be emotionally flexible to my people. Lucky for me, I have been fortunate enough to have a supporting cast who understand who I am. They know that I care, however I will not always have the privilege of working with understanding individuals. Going forward, I will have to change my personality to display my emotions. In this particular case, I do not view this as an unnecessary change, but an opportunity to

In life, only one thing is certain and we inevitably face challenges and ethical dilemmas along the way. Practicing resiliency equips me with skills necessary to deal those challenges while maintaining my values and beliefs. When a tough challenge presents itself, I use these skills to analyze a situation from a different perspective giving me the time and space for contemplation. This aids in dealing with an ethical dilemma that may require deeper thought and further scrutiny. More importantly, these techniques drive the thought process to determine what is truly right from wrong and help me make the hard right rather than the easy wrong. Not always easier said than done, at times I found that in certain combat situations mentally disengaged

Properly responding to ethical issues include the following: recognizing the issue, using ethical judgment in assessment of the issue, behaving ethically, and the moral intent (Jones, 1991; Rest, 1986). The organization must be transparent in identifying the problem and actively work to correct the issue. Because regulations and laws are in place to protect people from any ethical mistreatment, organizations

An emotionally flexible leader is comfortable with the process of transition, including the grieving, complaining, and resistance.” (NCOA DLC, Set B, Vol 1, pg. 453) By understanding the importance of emotional flexibility I will be able to consciously develop my emotional flexibility and grow into a more well-rounded adaptable leader. This will help me connect with my subordinates, peers and supervision while being better equipped to support the mission. To develop my emotional flexibility, I will have to focus on how considering mine and my subordinates emotions when deal with a change in the Air Force or in my immediate work center. Taking a step back, to gather myself and come up with a clear and decisive course of action, will help to reduce some of the negative emotions that come along with change. I will also seek feedback from both my peers and my supervision in order to practice how I will handle different situations where emotions are high, this will help me identify the areas that I need to improve

Recognizing and understanding resilience in the workplace is very important (Harrington, 2012). It is truly amazing how each individual copes with his or her stress. There can be several people involved in an extraordinary event. One individual may have a complete mental meltdown while another shrugs it off and becomes mentally stronger (Harrington, 2012). I am very familiar with the physical, emotional, social, family, and spiritual elements that the U.S. Army has adapted (Harrington, 2012). I do my best to fulfill and strengthen each element in a positive way each and every day. I recognize the moments that my stress level is higher than usual. I usually ask myself if this situation will matter a hundred years from now. It doesn’t

Ethical concepts came to a cusp so much so that the forty-first President of the United States George H. W. Bush signed Executive Order 12674 (Bush, 1989) into law detailing the proper conduct of government official to include but not limited to the DON. All of the examples thus far violate this document, though in theory the document was to be a guideline that assisted in getting all personnel onto the same ethical page but it clearly has not (Myers, 2016; Durden, 2017; “Naval Leadership Scolded Warship Collisions, Sep 19 2017.”).

Working with people on a daily basis for over 25 years, I have learned to recognize personality traits with colleagues and people I have serving. As I grew in my profession, I also, understand more of the ethical procedures on how to handle certain scenarios. Currently, I have to apply HIPPA procedures in everything I do on the computer, talking on the phone, and face-to-face with clients and colleagues. In a case scenario, I hear of some co-workers Mary and Jerry debating on reporting an ethical violation and hearing this causes concern of a decision to confront the them. More times than so, a colleague had not been approached by this concern (VandenBos and Duthie, 1986).

As the Training NCO for my company responsible for drill personnel accountability, I was faced with the dilemma of one of my peers skipping practice. When I asked this person where he was, I was given one answer, but when I asked this individual’s cadet platoon sergeant where he was, I received another answer. Due to this individual’s record of behavior, I was almost certain that he had just lied to me about his actual whereabouts. To make it even tougher, this individual was an acquaintance of mine. I could have pushed the situation under the rug and avoided having to deal with the potential honor case, but deep feeling in my gut reminded me that my integrity was more important that my choosing the easier wrong out of this situation. I approached this person and his platoon sergeant for clarification, and discovered that the un-matching answers were due to a failed text message between the two individuals. The “culprit” did actually tell his platoon sergeant of his whereabouts, but the platoon sergeant never got the information. In the end, I was happy that my assumption was indeed a misconception, but I was also pleased that my integrity was intact during this moral dilemma. I was pleased that I had the courage to confront a peer about a potentially very problematic situation and refuse to give in to toleration. Taking action in situations such as these is prominent in keeping our

Emotional stability is the ability to tolerate frustration and stress. Being able to be well-adjusted and have the psychological maturity to handle situations are required to have emotional stability (Air University, 2014). During Sandy, Mr. Holley had to manage personnel, equipment, facilities, and aircraft during a potentially volatile storm. Mr. Holley was constantly being asked “what if” scenario questions by leadership, and without hesitation he was able to come up with a clear, concise plan of attack. Enthusiasm is another trait shown by leaders like Mr. Holley, and enthusiastic leaders are usually seen as active, expressive, and energetic. Optimism is a key to being enthusiastic, along with being open to change. Generally, being quick and alert are also required. This type of storm was so severe, we did not have enough facilities to house all of the equipment on base. Mr. Holley calculated a plan to evacuate all the aircraft without hardened facilities to another location. His plan was evaluated and executed within the allotted time frame and with meticulousness. Compulsiveness is precision and control in social interactions. Being protective of their integrity and reputation while also maintaining social awareness and foresight are important qualities of this trait. Mr. Holley’s precision was required when he handled evacuating and securing aircraft, 600 assets, state

There are many aspects of mental fitness a soldier can strive to achieve. One of those is dependability. Being dependable is a trait that is often overlooked, and should be an aspiring trait for a person, regardless of status, to have. A person who is dependable, will show up on time for whatever he or she is doing. They are able to be trusted with tasks. For example, the Airforce depends on their pilots to be aware of their conditions during flight. However, dependability without courage, can be hazardous. A soldier must have the courage necessary to, especially

The ability to be an adaptive leader and to utilize and apply changes while keeping a positive attitude is a must. I will display cognitive flexibility by using strategic thinking having multiple plans to cover any unexpected factors along the along the way. By doing this my supervisors and peers will have faith in my decision making, while I keep my subordinates on the right track to complete the mission. I will practice dispositional flexibility by remaining optimistic at all times, encouraging my subordinates along the way, expressing the importance of the task and inspiring everyone to remain motivated. This in return will motivate my peers and supervisors, giving them a piece of mind during stressful or unpredictable situations. Lastly, I will utilize emotional flexibility, to not only manage my own emotions but the emotions of others. This can require me to take different approaches to individuals on my team due to multiple personalities. If my subordinates remain emotionally stable my peers will feel more comfortable working alongside me and my team, thus allowing the leaders to have complete faith we can complete any task while keeping our emotions under control. By remaining an adaptable and flexible leader the insight I will have on my leadership, peers, and Airmen is abundant. My subordinates will want to follow me because I can adapt, my peers will want to work with me because I don't let stress affect my work and my supervisors will entrust me more complex and important task to complete. Overall making the unit more effective.

The term that applies to reporting employees who commit immoral, illegal or illegitimate practices is referred to as whistleblowing. Whenever used in the context of an organization, whistleblowing is a controversial issue. The case study that I choose to talk about is one that happened in May of 2002. A woman by the name of Coleen Rowley, who works for the FBI, testified to the senate and the 9/11 Commission about how the FBI’s internal organization mishandled information related to the Twin Tower attacks. Rowley claims that one of her fellow FBI agent’s contacted FBI headquarters before September 11 and said a suspected terrorist was the type that might try to fly a plane into the World Trade Center. She also claims that that officials at FBI headquarters resisted seeking warrants and scolded agents who wanted help from the CIA. About a year later in February 2003, she wrote a second open letter in which she warned people that the FBI is not prepared to stop or protect us from any new terrorist attacks in a effective matter. So my thesis is that it would be ethical to whistle blow on an organization such as the FBI if they are not handling serious situations correctly.

This Review allows us to inspects the special properties of powers that military leaders use, interpersonal attraction of military members both on and off duty, and the effects of resilient leadership on employee and organizational results. This literature review serves two purposes The primary purpose is to examine the communication and organizational literature on power in order to demonstrate how numerous uses and forms of power influence employee opinions of those who lead them. The description of power can be extended to define a leader’s power in the office that they hold, leaders are often considered by their capability to make operational decisions and their skill to inspire their employees’ actions. The outcome could