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Common Sense Policing > Chapter 10- Counselor > Flashcards

Chapter 10- Counselor Flashcards

1
Q

The police supervisor must help their people to recognize and fulfill their potential, they can do this by

A

Providing a patient ear and alert eyes for problems then addressing them

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2
Q

Employee _____ is one way that supervisors can ease the burdens of stress from work or personal issues

A

Counseling

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3
Q

When a person comes to you with a problem you can help them solve it by (2)

A
  • Timely intervention
  • Sharing life experience, training, and fact based opinions to help find a solution
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4
Q

when an employee has a personal problem they may not want to talk about you can convince them to talk about it by having two things

A

Accessibility and your reputation

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5
Q

A reputation as a ____ and ____ supervisor can also help these problems

A

Sensitive and caring human

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6
Q

The first step in being able to help someone with a problem is

A

Recognizing there is a problem

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7
Q

Sometimes a subordinate will come to you with a problem but most of the time you will have to

A

Determine if there is a problem yourself

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8
Q

Common problems that police officers encounter

A

-Family
-Less than outstanding work conditions
- Scheduling
-Changes in laws against police
- Peer pressure
-Being new and the experiences
-internal workings
-politics and bureaucracy
-policy change
- organizational change in staffing

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9
Q

This problem encountered by employees is extremely influential in the world of policing

A

Peer Pressure

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10
Q

This problem can unsettle even the most stable of employees

A

Financial Problems

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11
Q

Employees show early warning signs when they have a problem, what is the most readily apparent sign

A

alteration in physical appearance, determine if its a problem or part of an illness

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12
Q

These changes are perhaps even more important than physical change and indicate an internal problem

A

Personality and mood changes

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13
Q

Another sign that a supervisor should be watching for in regards to employees and their peers is

A

a person who was normally accepted by their peers are now being avoided for seemingly no reason

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14
Q

This problem requires immediate intervention to stop the progressively damaging effects

A

Alcoholism

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15
Q

Other early warning signs of a problem (5)

A

-Abuse of sick time
-Last to arrive, first to leave
-Previously devoted employee using company time to do personal errands
- Alcoholism
-Any gross degradation in PERFORMANCE or ATTITUDE

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16
Q

The first and second step of problem solving

A
  1. detect problem
    2.Determine the nature
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17
Q

The best ally when approaching a problem is to be ____ and ____ with the employee

A

Direct and forthright

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18
Q

When addressing a problem the key is to express these two things

A

Concern and Desire to help

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19
Q

You should never be trying to find a solution to a problem just because of

A

The disruption it is causing

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20
Q

When you approach an employee if a problem and the downplay it, you should proceed by

A

Persisting without being antagonistic , point out the signs of the problem without accusing

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21
Q

If the above attempt does not work it may be time to drop the discussion until it becomes a problem again, what determines if you should do this

A

the seriousness of the problem

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22
Q

Moody employee approach

A

let it be, approach later

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23
Q

Alcoholism approach

A

address immediately regardless of pushback

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24
Q

It is suggested that the employee can not begin to solve a problem until he is ready to own up to them or see them as real or legit, although this is better it is NOT

A

Mandatory, still have an intervention

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25
Q

In response to the stubborn employee, your course of action should be to do the following (4)

A

-Cite evidence of the problem
-express desire to help
-Communicate changes you expect
-Follow up

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26
Q

When you are reaching out to peers of the problem employee you must caution yourself as both your reputation and the peers reputation can be ruined, the correct way to go about this is to

A

Mention the problem delicately, if no answers are forthcoming, DROP IT

27
Q

When interveiwing a problem employee should you be formal or informal

A

informal- do not have a desk between you, two chairs set up with nothing in between is better

28
Q

Supervisors during the interview need to do these things (3)

A

-Pay attention
- Get to the point without small talk or banter
- excellent listening skills

29
Q

Excellent listening skills includes (5)

A

-Quiet
-No interuptions
-Nodding in affirmation
-LOOK and ACT like youre listening
-Ask questions to clarify -no judgemental comments

30
Q

______ is a must to be successful as a counselor

A

Excellent listening skills

31
Q

When someone appears to be done talking during the interview what should you do

A

remain silent and allow them to gather their thoughts

32
Q

Body language tips (2)

A

-Maintain eye contact as must as comfortable
-Keep the person talking to keep them at ease

33
Q

When talking about the problem you need to have an open mind but also must do what when the person begins to get off topic

A

Gently bring them back on topic

34
Q

The supervisor who has mastered empathetic counseling knows that he must guard the privacy of the employees troubles, you should never do this when talking about a problem with your employee

A

Compare the employees problem to other peoples problems that you both know

35
Q

When counseling someone you should not criticize or attack ____, you should critize the behavior actions in this way

A

Individual - Constructive manner

36
Q

When ending a session it is not necessary to solve the problem but it is helpful if

A

everyone agrees to what has been accomplished and next steps

37
Q

If the problem took a long time to develop you can not expect the solution to be

A

immediate

38
Q

If the problem is difficult to discuss what should you attempt to do in the first session

A

Agree that a problem exists and move forward in additional sessions

39
Q

If a problem effects ones ability to do the job safely and properly then you may have to do this

A

temp relief from duty - notify command and HR

40
Q

When finding additional assistance for your employee what is the first step

A

You recognizing that your employee needs additional professional assistance

41
Q

Three disorders that always require outside professional help

A

-Alcoholism
-Mental illness
- behavior disorders

42
Q

When the behavior is long standing and self destrctive the supervisior has to employ one of his most difficult tasks

A

Showing his employee the wisdom of seeking aid

43
Q

When convincing the employee to get help use (3)

A

Persuasion, logic, argument

44
Q

Police officers usually reluctant to admit problems because they are afraid it will be used against them, what is the solution to this

A

Rely on your reasoning abilities and relationship of mutual trust

45
Q

When a marriage problem comes up for an employee the supervisor may have to intervene, operate on the grounds of ____ not orders

A

Suggestions

46
Q

Extreme cases of mental health problems may call for

A

relief from duty and fitness for duty eval

47
Q

What is the key to determining if one of your employees has something going on mentally

A

knowing your employee

48
Q

You can teach, support, correct, and counsel, but you cant solve all their and you cant think for them
At some point you need to realize youve done everything you can and need to realize

A

it is up to them to fix it

49
Q

The counseling relationship must be based on (2)

A

mutual trust and frankness

50
Q

Two keys to success when solving difficult situations are

A

openness and truthfulness

51
Q

Confidentiality is owed to the employee
Confidentiality cant be guaranteed before knowing if the conduct is improper or illegal, once you determine the conduct is not improper or illegal you can

A

provide confidentiality without reserve

52
Q

What can help a new supervisor who is counseling a veteran officer

A

Self confidence and common sense

53
Q

Cardinal rule of dealing with the opposite sex

A

EQUALITY is needed in all dealing

54
Q

You must be cautious and sensitve when dealing with the opposite sex, because of this it is a good idea to

A

have another supervisor sit in on meetings

55
Q

Any unwelcome sexual attention, advances, request for favors, other verbal, visual, physical conduct of sexual nature when;
- Submission to the conduct is based on employment decisions affecting their employment

  • Submission or rejection is the basis for employment decisions affecting the individual
  • Unnecessarily interferes with the individual’s work performance

-Has the purpose of creating an intimidating, hostile, or offensive work environment

A

Sexual Harassment

56
Q

What should your response to Sexual harassment be (3)-

A

immediate response - stop misconduct- investigate

57
Q

What is one thing you must ensure when notified of sexual harassment

A

Ensure that the victim knows they wont be in trouble

58
Q

Key reason not to tolerate sexual harassment

A

it is simply wrong and unethical to permit another human to be treated in such a manner

59
Q

What does mentoring do for employees

A

Helps them prepare for a new role

60
Q

How should you help an employee prepare for a new role

A

Show them how a task is carried out then allow them to do it on their own under your supervision

61
Q

_____ are as important as technical skills in mentoring

A

attitudes - model the demeanor and mindset of a successful leader

62
Q

Opposite sex counseling requires (2)

A

professionalism and sensitivity

63
Q
A

Common Sense Policing (9 decks)

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