Module 7: Applying The Discipline Model

I found the Discipline Model as the most important concept in Module 7. The reason I feel it is important is because when it is applied correctly, it corrects problems with discipline at the lowest level and gets Air Force member back on track. Once a member is corrected to get back on track, prevented from getting off track in the first place, or removed from service entirely, the mission won’t be as affected and we can resume focusing on what really matters. If the Discipline Model is not used correctly people won’t be held accountable. No accountability begets noncompliance to standards and duty. Without these voids the Air Force won’t be able to function effectively how it is designed to and we will lack our air superiority.
Understanding how effective discipline should be carried out will help my supervision rely on me to uphold the standards. This will prevent them from having to get involved in every instance so they can remain focused on the bigger picture items and our mission.

Applying the Discipline Model incorrectly will cause my supervision to have to answer for my lack of proper discipline.

Additionally this will cause them to have to waste their time dealing with problems that should never be at their level. This will decrease their attention on some of the bigger problems they should be spending their time on.
Using the Discipline Model correctly will cause my peers to adhere to the same Air Force guidelines I do. They will see me properly execute preventative discipline to prevent problems from occurring in the first place, or take corrective action where needed. This will cause them to see how to effectively uphold standards. Once they see these actions and involvement take place, we will be a combined front unified in upholding all of our standards to the same level. This will create a work environment where nobody feels other people are getting away with working less hard then they

are.
Preventative discipline will affect my subordinates by letting them know what exactly I expect from them by providing constant feedback. I will continually monitor them to keep them on track and apply corrective discipline where it is needed. This will cause my subordinates to continually look inward to see if they are where they need to be, because they will know I will correct them if they are not. This will add a sense of excellence in all they do because they know they will be held accountable, which will lead to greater mission success on a whole because they will be acting like the professionals the Air Force expects all of us to be. If I hold my subordinates accountable now, they will better understand how discipline should be handled, which will affect them as supervisors in the future.
If I do not use preventative discipline, my Airmen may break the rules or do what they should not do. The problem that will occur is it may be too late and unfair to hold them to a standard they did not know. If the problem is severe enough, they may face punishment. If this person can recover from the corrective discipline or punishment, they will always have a feeling the system failed them. Regardless of the action, I would be at the very least, a tiny bit of a percentage at fault because I did not use the Discipline Model to keep the Airman focused on doing the right thing. This can ruin a subordinate’s career because they will never fully recover and never have the Esprit de Corp they had before. Ultimately this will lead to complacent or negligent work, more mistakes, and promote the consequences to more severe ones.