Running head: EFFECTIVENSS OF UNITED STATES AIR FORCE DEVELOPMENTAL
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BMAL 500
Q Effectiveness of U.S Air Force Developmental Teams
David E. Brown
Liberty University
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Running head: EFFECTIVENSS OF UNITED STATES AIR FORCE DEVELOPMENTAL
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es. What are their strengths and possible weak areas of performance for each member?
Are there any special circumstances that could cause problems during the assignment or that may
require special assistance such as Americans with Disabilities Act (ADA) accommodations etc.
finally, it would have been wise for her to delegate with parameters and allow people the room to
make small mistakes while ensuring they feel trusted and have the ability to communicate when
they are unclear on matters or don’t understand. “There are four key behaviors of
transformational leaders, inspirational motivation, idealized influence, individualized
consideration and intellectual stimulation” (Kinicki, et. al., 2015). Any training in modern
leadership might have helped Jennifer with some of the issues she faced.
“Not domineering over those in your charge but being examples to the flock.” (1Peter,
5:3).
Abstract
The Results-Based Leadership Group surveyed 470 companies and discovered that the
top 25 companies with effective leadership practices dedicated twice as much effort to leadership
development as did other companies, indicating a strong relationship between success and
leadership development. The problem explored in this study was the lack of qualitative analyses
of the U.S. Air Force Development Team processes. The purpose of the case study was to survey
Development Teams at the U.S. Air Force in Washington, DC to explore how effectively the
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Running head: EFFECTIVENSS OF UNITED STATES AIR FORCE DEVELOPMENTAL
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teams’ processes resulted in identification, selection, and/or development of leaders who meet
strategic needs of the service.
Elements of Hersey and Blanchard’s situational leadership theory, Fayol's theory of
management, Friedman’s theory of differentiated leadership, and Lewin's change theories were
combined with Cohen’s leadership development framework to drive the investigation.
Fourteen teams completed anonymous online questionnaires during purposefully and
snowball sampled data collection. Qualitative data were analyzed, coded, and grouped into
themes. The Development Teams’ processes produced leaders to meet strategic needs of the
service, and the program’s objectives aligned with national strategy.
Other findings led to specific recommendations, specifically, that teams needed
reevaluate their ability to assess past decisions, and that teams’ developmental processes needed
more standardization among all career fields. The implications for social change are enhanced
leadership development for the service and the development of a leadership assessment model
that can be used by any organization in the private or public sector.
Improved leadership can allow the service to be postured better to protect the United
States and to conduct humanitarian relief effort Equity Theory, keeping Employees motivated
might suggest there exist a problem with how the Air Force motivates its personnel.
Everyone may require a different motivator. Maslow’s theory asserts employees need
access to such things as restroom breaks, food, drinks, and so on. Individuals must also feel a
sense of safety.
It is possible, in accordance with Maslow’s theory, individual Airmen do not always feel
as if their family, their property, and other resources are safe. Given the uniqueness of their jobs
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Running head: EFFECTIVENSS OF UNITED STATES AIR FORCE DEVELOPMENTAL
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and the mission, it would be understandable if in fact, these theories have a large impact on how
Airmen feel about the work environment they are in.
I have often found in my own experience being a military member, the needs of the
individual and what it takes to motivate them for positive outcomes can be overlooked. The view
can often be military service is a commitment that comes with known sacrifices and service
before self is the minimum expectation.
The U.S Air Force system of justice and equity is a closed system not always open to
scrutiny. As a direct result thing may occur that negate fair and equitable treatment.
The U.S Air Force for the most part is an outstanding organization; however certain
aspects of how civilian corporations operate could be implemented in an effort to improve
overall satisfaction.
References
Osmel Delgado, Pharm.D., M.B.A., BCPS, Elaine Mebel Strauss, Pharm.D., M.S., Melissa A.
Ortega, Pharm.D., M.S. Micromanagement (15 May 2015). When to avoid it and how to
use it effectively. Retrieved from https://academic.oup.com/ajhp/article-
abstract/72/10/772/5111667
Khalid I. Khoshhal and Salman Y. Guraya, (October 2016) Leaders produce leaders and
managers produce followers A systematic review of the desired competencies and
standard settings for physicians’ leadership. Retrieved from
https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5075368/
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Kinicki, A., & Fugate, M. (2015). Organizational Behavior: A Practical, Problem-Solving
Approach. New York, NY: McGraw-Hill Education.
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Footnotes
1Complete APA style formatting information may be found in the Publication Manual.
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