SLA Officer Cadet Exam key terms

A conclusion drawn from stated evidence rather than stated outright. In verbal reasoning you must judge whether an inference is definitely true, probably true, or impossible to determine from the passage alone.

An unstated idea the writer must accept for the argument to hold. Identifying assumptions separates a well-supported conclusion from one that merely sounds persuasive.

The main claim an argument is trying to establish. Distinguishing it from supporting statements is the first step in evaluating any reasoning passage.

A stated reason or piece of evidence offered in support of a conclusion. Premises are the building blocks of an argument and are usually signalled by words such as because, since, or given that.

The degree to which a conclusion follows logically from the information given, regardless of whether the facts are true in the real world. Judging validity requires ignoring personal opinion.

Words with opposite meanings and words with near-identical meanings respectively. Verbal sections test them to measure vocabulary range and precision of word choice.

Surrounding words or sentence structure that hint at an unfamiliar word's meaning. Using clues lets you answer vocabulary questions without knowing the word beforehand.

A ratio compares two quantities; a proportion states that two ratios are equal. Solving by cross-multiplication is a core numerical reasoning technique.

The difference between a new and original value expressed as a percentage of the original value. Direction matters: a fall then a rise of the same percentage does not return to the starting figure.

The sum of a set of values divided by how many values there are. Knowing that the total equals the mean multiplied by the count solves most average problems quickly.

A quantity measured per unit of another, such as kilometres per hour or litres per minute. Combining rates for people or machines working together requires adding their work rates, not their times.

Producing an approximate answer by rounding numbers to convenient values. Estimation questions reward speed and a sense of magnitude rather than exact long calculation.

Reading values from tables, charts, or graphs and answering questions about them. Check units, axis scales, and whether figures are totals or per-unit before calculating.

Finding the rule that generates a sequence of numbers and supplying the next term. Common rules include constant differences, multiplying factors, and alternating two-step patterns.

The formal line of authority from senior to junior through which orders and reports pass. Respecting it prevents conflicting instructions and ensures accountability.

The number of subordinates directly answerable to one leader. A wide span needs more delegation and clearer procedures; a narrow span allows closer supervision.

Assigning a task and the authority to complete it to a subordinate while retaining accountability for the outcome. Effective delegation develops people and frees the leader for higher priorities.

Being answerable for decisions and results, even when the work was delegated. A leader cannot delegate away responsibility for the team's performance.

Adapting leadership style to a team member's competence and commitment, from directing to coaching to supporting to delegating. No single style suits every person or task.

The collective confidence, enthusiasm, and discipline of a group. Morale is built by fair treatment, clear purpose, recognition, and visible leadership, and it erodes through inconsistency and neglect.

Addressing disagreement between people constructively so that the task continues and relationships survive. Approaches include collaborating, compromising, accommodating, avoiding, and competing, chosen to fit the situation.

Listening with full attention, then reflecting back and questioning to confirm understanding. It is the core skill for receiving briefings accurately and for resolving team disputes.

Stating your view and needs clearly and calmly while respecting others. It sits between passivity, which avoids conflict, and aggression, which ignores the other person's position.

Judging a candidate's performance against set criteria by observers other than the candidate. It rewards consistency, contribution, and how a candidate treats teammates under pressure.

A practical task where candidates work as a team while assessors observe. Marks go to those who advance the group's task, include quieter members, and manage time rather than dominate.

Evidence that a candidate can take charge, make sound decisions under stress, and develop others. Assessors look for it in actions, not in claims made about oneself.

A deductive argument with two premises and a conclusion, such as all A are B, all B are C, therefore all A are C. Validity depends on form, not on whether the terms are real.

Reaching a guaranteed conclusion from premises accepted as true. If the premises are true and the form is valid, the conclusion cannot be false.

Mentally rotating, folding, or assembling shapes and predicting the result. It is tested because map reading, formation keeping, and equipment layout depend on it.

Spotting the rule that governs a sequence of shapes, symbols, or positions so the next item can be predicted. Rules often combine rotation, shading, and counting.

Recent significant events in national and international politics, defence, and the economy. Candidates should follow reliable news sources and understand causes, not just headlines.

How geography, resources, and power shape relations between states. It explains alliances, trade routes, maritime disputes, and why small regions can matter globally.

A state's stated approach to protecting its territory and interests, covering threats, force structure, alliances, and spending. It links political aims to military means.

The published health criteria a candidate must meet for entry, covering vision, hearing, cardiovascular health, and chronic conditions. Temporary deferrals are common; permanent bars are fewer than candidates assume.

Weight in kilograms divided by height in metres squared, used as a rough screening measure. It ignores muscle mass, so athletic candidates may need a waist or body-fat measure instead.

A panel of service or approved doctors that reviews a candidate's medical history and decides fitness, deferral, or rejection. Candidates may be asked to supply specialist reports.

Timed physical tasks such as a run, press-ups, sit-ups, or an obstacle course that must be passed to proceed. Standards differ by service and are usually published in advance.

Gradually increasing training load so the body adapts without injury. It is the soundest way to build the endurance and strength needed for screening tests.

A candidate's reasoned commitment to a military career, distinct from family expectation or job security. Interviewers test it by asking why this service and why now.

Choosing the best response to a realistic workplace dilemma by weighing duty, safety, welfare, and consequences. Answers are ranked by how well they serve the organisation's values.

The bearing, integrity, self-discipline, and concern for others expected of an officer. Assessors judge them across the whole selection process, not only in the formal interview.