Air Force Case Analysis

After reading “The Culture of the U.S. Air Force and its Impact on a Mobile Training Team” case, I came to the realization that there is a serious on going distribution and deployment problem within the United States military. The military seems to be operating under the system justification theory which essentially says to do things the same because that’s how it has always been done. Unfortunately, that doesn’t work in today’s America. Being able to adapt and become diverse has become a key part of our new world where diversity is now the “in-group” and any other belief is the “out-group”. In this current case, the personnel selected were non-Spanish speaking Americans given instructions to deploy to Nicaragua to solve the cross-cultural competence incidents between the United States and Honduran militaries. I do not believe that the United States military made the appropriate decision by sending to English-speaking officers to train the Hondurans because of the language barrier presented. I believe that there are alternative solutions that U.S. government could have made and I will now go into those. The first alternative solution I came up with was that the United States could have done more due diligence and been able to find a trustworthy Honduran representative who spoke both English and Spanish fluently and used that person as an interpreter. This solution would have been beneficial for both parties. It would have allowed for the U.S. to keep their man in charge of overseeing the deployment while allowing for the Hondurans to learn the appropriate protocol in their native language of Spanish. This would have been an easy move to implement and it would also allow for the destruction of the problematic language barrier. A second solution I reached would have been a little more difficult to accomplish. I recommended that the