By the way, as one of Besco's frequent targets, I feel compelled to add one
more reference to the list below, a Letter to the Editor by Dolgin & Siem,
Ergonomics in Design, October 94, pp 4-5.
Rick Siem
The opinions expressed here do not necessarily reflect those of the Air
Force or the DoD.
----------
From: owner-crm-devel
To: crm-devel
Subject: Re: Rogues
Date: Wednesday, August 20, 1997 12:38PM
RE>Rogues 8/20/97
Was Bader (substitute your favourite over achiever here) a rogue?
N he drove exceedingly fast in his MG
N he was prone to unrehearsed aerobatics
N he attempted a slow roll at too low an altitude with well known results
N he argued with authority and circumvented the chain of command
N he swaged
N he redefined stubbornness
N you had to chose sides
N he was charismatic
N etc.
Yet he was, by many accounts, an inspired wartime leader. He also took
these
leadership skills into peacetime working for amputees around the world.
While
I do not dispute there are people out there, that by attitude+skill level
should not be flying aircraft, driving cars, conning ships etc. it is the
ability to identify them that concerns me. I feel we are on a witch hunt
here
and do not yet feel '...comfortable with identifying them...' as Greg says.
Out of any screening system there are 4 results
N correct rejection
N missed detection (false negative)
N incorrect detection (false positive)
N correct acceptance
Think of all the pilot selection methods that have been used (at one stage
you
had to be able to ride a horse). Most schemes lie in the dust now because
they did not have predictive power or they had high false positive/negative
rates (particularly in the personality area). The latest round of selection
tools have gone through rigorous testing to check all possible outcomes.
Even
then it is a moot point about whether they are really working or not. To
really do this exercise you must score you subjects on the measurement
instrument and make the selection of rogue/non-rogue before you know the
outcome of the profile. Then when you know the outcome you can calculate
all
possible outcome rates. Once you have done this I may be less sceptical.
Try these references to see both sides of the coin.
Besco, R. O. (1994a). Letter to the editor. Ergonomics in Design, October
94, 5 and 39.
Besco, R. O. (1994b). Pilot personality testing and the emperor's new
clothes. Ergonomics in Design, January, 24-29.
Chidester, T. R., Helmreich, R. L., Gregorich, S. E., and Geis, C. E.
(1991).
Pilot personality and crew performance: implications for training and
selection. The International Journal of Aviation Psychology, 1(1), 25-44.
Tony and Doug might like to apply their criteria to well known pilots (or
others) who were successful leaders and team players (remember Bader was a
top
level Rugby player and Cricket player - both team sports). You may find
some
of the attributes of the rogue associated with them. If you can find cases
that violate your position then you must be concerned with the false
positive
rate.
Cheers
Keith
--------------------------------------
Date: 8/20/97 8:04 AM
To: Keith Hendy
From: crm-devel_at_db.erau.edu
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Date: Wed, 20 Aug 1997 07:54:43 -0400 (EDT)
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To: crm-devel_at_db.erau.edu
Subject: Rogues
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The group has spent a lot of time listing characteristics, problems,
and support systems for the rogues. We should feel comfortable in
identifying them now. My question is : what do we do about them? Should
their treatment and control be part of a "supervisor CRM" training program?
What should the supervisor of a flying unit do when he is informed that he
has a "rogue" in his airplanes?
Greg Deen
HTI