Chapter 7 Flashcards
What is alleged to be the cure-all for job dissatisfaction, low morale, employee inefficiency, poor performance, and risk avoidance?
Job satisfaction
Empowerment
Strength-based leaders
Positive team members
Empowerment
What means making decisions instead of merely completing tasks?
Finding your voice
Empowerment
Delegating
Supervising
Finding your voice
What is our police department and community’s greatest resource?
Empowerment
Communication
Delegating
Knowledge of its employees
Knowledge of its employees
What is one of the strongest drives of career well-being and performance?
Being empowered
Giving empowerment
Feeling empowered
All of the above
Feeling empowered
Researchers have repeatedly found that gains in productivity, happiness, and health depend on what?
How much we think we’re empowered
How much we’re actually empowered
How much knowledge we have
How much of the work is delegated
How much we think we’re empowered
What shapes how we choose to experience our world?
Being able to capitalize on our strength
Having integrity
Being empowered
Mindset
Mindset
If you see daily events as dictated by external circumstance and choices, then you have _____.
Empowerment
External locus
Internal locus
Internal control
External locus
If you believe your actions have a direct effect on their outcomes, then you have ____.
Empowerment
External locus
Internal locus
Integrity
Internal locus
Which of these is a relationship?
Empowerment
External locus
Internal locus
Supervising
Empowerment
What type of people miss out on the credit for their successes, which undermines their confidence and dedication?
Non-empowered
External
Internal
Weak
External
Which type of people has research shown to have greater career achievement, higher academic marks, more job satisfaction, better skills at communicating and listening, and more positive social relationships?
Empowered
External
Internal
Confident
Internal
What results from low job satisfaction or low morale?
Lack of empowerment
External locus
Internal locus
Not delegating
Lack of empowerment
What is a leadership strategy for creating a high-performance workplace?
Empowerment
Delegating
External controls
Inner controls
Empowerment
What will cause community-oriented policing to be a great success on paper and an embarrassing failure on paper?
Decentralization of authority
Lack of trust
Without empowerment
Without delegation
Without empowerment
Which organizations find that many poor and uncoordinated decisions result, and then abandon the empowerment fad and recentralize?
Those that are without empowerment
Those that do not delegate
Those that do not recognize the pitfalls of empowerment
Those that decentralize authority
Those that decentralize authority
What does empowerment mean?
Enabling decision making in others
Delegating decisions to others
Acknowledging authority
Having authority
Enabling decision making in others
What do you share with your staff when you empower them?
Making decisions
Victories and losses
Successes and failures
Rewards and consequences
Successes and failures
When is empowering your staff impractical?
When they lack integrity
When there’s no trust
If a leader believes that staff members truly want to do a good job and enjoy their work
None of the above
None of the above
“If a leader does not believe that staff members truly want to do a good job and enjoy their work”
Which statement is true?
Empowerment is giving away the decision; it is not encouraging those who are affected by it to input their ideas and aspirations
Empowerment is not giving away the decision; it is encouraging those who are affected by it to input their ideas and aspirations
The accountability falls on the person making the decision
Empowerment does not necessitate a strong belief in the integrity and job strengths of an employee
Empowerment is not giving away the decision; it is encouraging those who are affected by it to input their ideas and aspirations
Some see empowerment as a vote on what we do, when it is actually a ______ on what we do.
Voice
Choice
Decision
Principle
Voice
How is a supervisor fair to everyone?
Denying power to those who are ready as well as those who are incapable
Empowering those who are ready as well as those who are incapable
Denying those who are incapable as well as those who are ready
Empowering those who are ready and denying those who are incapable
Empowering those who are ready and denying those who are incapable
What do participation, delegation, and capitalization depend on?
Empowerment
Trust
Relationships
Strength-based leader
Trust
What is a combination of integrity and competency?
Trust
Relationships
Empowerment
Leadership
Trust
What is first and foremost a relationship that depends on mutual trust?
Moral duty
Leadership
Team member
Empowerment
Empowerment
What would be a deposit in a trust bank account (TBA)?
A trustworthy action
An untrustworthy action
Being deceitful
Being unreliable
A trustworthy action
What is the most important deposit you can make, and it is the key to every other deposit?
Demonstrating loyalty
Being trustworthy
Understanding another person
Little thing mean a lot
Understanding another person
When do you know what constitutes a deposit to another person?
When you are trustworthy
When you understand the person
When you are reliable
When you are kind to the person
When you understand the person
What causes large trust bank account (TBA) withdrawals?
Little afronts
Unkindnesses
Forms of disrespect
All the above
All the above
“….big things are the little things….”
Expectations and goals must be first _______ and then a deposit is possible.
Expected
Clear
Implied
Understood
Understood
How do you confirm and elevate the trust of those present?
By being faithful to those who are absent
By being trustworthy
By being honest
By being loyal to those who are present
By being faithful to those who are absent
What type of mistakes do most people forgive?
Mistake of the heart
Mistake of the head
Mistake of judgement
All of the above
Mistake of judgement
Which are steps in apologizing?
Describe what you did wrong
Say you’re sorry
Tell them you’ll never do it
again
All of the above
All of the above
What has research shown to be close to, or equals, the importance a person places on being empowered?
Making someone believe you really care about them
If you really care about them and they know it
Displaying empathy
Being trustworthy
If you really care about them and they know it
What is integrity?
Conforming our reality to our words
Making a promise
Honesty
Self-discipline
Conforming our reality to our words
What is the key to handling many people?
How you treat everyone
How well you communicate
Being able to delegate appropriately
How you treat the one you’re dealing with right now
How you treat the one you’re dealing with right now
What does an organization need to function?
Empowerment
Delegation
Integrity
Trust
Delegation
When you delegate, what are you always delegating for certain?
Authority
Responsibility
Uncertainty
None of the above
Uncertainty
What causes us to not really let go?
Fear of losing authority
Ultimately responsible
The “yes, but…” syndrome
Fear of delegating
The “yes, but…” syndrome
“Your staff becomes disengaged,” is a pitfall of what?
Loyalty
Not really letting go
Substandard performance
Lack of communication
Not really letting go
“Pitfalls of not really letting go:
- you sap your time
- you get buried in trivia
- you belittle your staff
- your staff becomes disengaged
- your staff either avoids your assistance or seeks it too frequently
- teamwork dissipates
- the work team experiences inept communication, which lowers mutual trust”
Many police organizations would grind to a slow and burdensome pace, or at minimum would be highly inefficient without what?
Empowerment
Delegation
Trust
Communication skills
Delegation
What is effective delegation?
Supervision
Empowerment
Strength-based leadership
Leadership
Strength-based leadership
Who benefits from appropriate delegation?
The community
The organization
Strength-based leaders and your staff
All of the above
All of the above
Who is typically more responsive and dedicated?
Empowered police employees
Community
Strength-based leaders
All of the above
Empowered police employees
With appropriate delegation, who benefits by encouraging a feeling of ownership?
Community
Organization
Strength-based leader
Staff
Strength-based leader
With appropriate delegation, who benefits by becoming more capable of producing top-notch police work?
Community
Organization
Strength-based leader
Staff
Staff
What is the first step in empowerment?
Understanding
Delegation
Being trusted
Earning trust
Delegation
Before you delegate, what must you do?
Trust the person
Understand the person
Be sure you are understood
All of the above
Trust the person
Of the four ways to delegate, which is the only one to promote empowerment?
Stewardship
Gofer delegation
Delegation dump
Micromanagement
Stewardship
Which one concentrates on results instead of methods?
Stewardship
Gofer delegation
Delegation dump
Micromanagement
Stewardship
Stewardship delegation involves commitment regarding expectations in five areas. Which of these is one?
Authority
Understanding
Accountability
All of the above
Accountability
These 5 areas: Desired results Turf Resources Accountability Consequences
When identifying the boundaries within which the person must function, they should be what?
Strict
Flexible
Accountable
Controlling
Flexible
Highly routine assigned work wherein you go for this and go for that, is called what?
Stewardship
Gofer delegation
Delegation dump
Micromanagement
Gofer delegation
How is a supervisor viewed if he engages in delegation dumping?
A micromanager
Lacks commitment
Low emotional
Incompetent
Incompetent
When is empowerment a farce?
When supervisors practice vertical command and control
When supervisors practice diagonal command and control
When supervisor practice delegation dumping
When supervisors practice gofer delegation
When supervisors practice vertical command and control
Who has the belief that he has a malcontent or misfit employee who needs special constraints and watching carefully?
One who practices delegation dumping
One who lacks accountability
One who practices micromanaging
One who lacks participation
One who practices micromanaging
“The micromanaging supervisor believes that he…..
-has more technical expertise than any subordinate
-knows at all times what is going on in the department
-is the primary(if not only)person responsible for how the department is working
-is able to solve any problem that comes up (or at least solve it before a subordinate can)
-has a malcontent or misfit employee who needs special constraints and watching carefully”
Allowing others to have an opportunity to express their idea, their needs, and their hopes about an issue or pending decision that affect them means _______.
Misconceptions
Participation
Delegation
Empathy
Participation
Why do people often reject an idea, general order, or new policy?
They had no input
They don’t like change
The don’t understand the message
They lack commitment
They had no input
How are you much more likely to make an accurate decision?
By delegating appropriately
By micromanaging
Through the participation of others
By being understood
Through the participation of others
Which is a reason why you should allow others to participate in decisions that might affect their job?
Participation fosters a sense of teamwork
They have more technical expertise than any other supervisor
They are able to solve any problem that comes up
All of the above
Participation fosters a sense of teamwork
- the best means for getting a good idea is to generate a lot of ideas
- participation makes other believe that you really care about their welfare and their work
- inclusion in a decision-making process increases participants’ commitment to the eventual implementation of the decision
- increased commitment often causes increased productivity
- participation fosters a sense of teamwork
- teamwork leads to synergy, wherein the mental energy of a few people multiplies into what hundreds are capable of contributing
Which is a reason not to encourage your staff to get involved in the decision-making progress?
It is not a good idea to generate a lot of ideas
You may experience a sense of frustration or insecurity when confronted with ideas that refute yours
You are the primary person responsible for how the department is working
You may not be convinced of their approach
You may experience a sense of frustration or insecurity when confronted with ideas that refute yours
“-participation takes time, you’ll have to listen to others (eight, nine, or more people at one time)
- you may experience a sense of frustration or insecurity when confronted with ideas that refute yours
- you may be convinced of the correctness of their approach-the easy route-and thus opt for group consensus
- some may accuse you of manipulating or conning them
What is non-negotiable if you’ve decided to empower yourself and those who work for you?
Delegation
Understanding
Participation
Communication
Participation
What is the secret to participation?
Sharing
Delegating
Communicating
All of the above
Sharing
Who is convinced it is their responsibility to mold each employee into the version of what they believe the job requires?
Micromanagers
Mediocre managers
Strength-based leaders
Leaders
Mediocre managers
What do leaders discover and capitalize on?
Expectations
Responsibility
Empowerment
What is unique about each employee
What is unique about each employee
What is by far the best way to lead people in light of their vast array of differences?
Acknowledge their shortcomings
Identifying how each team member is unique
Focusing on one person at a time
By participation
Identifying how each team member is unique
What is leading about?
Observing
Transformation
Release
All of the above
Release
If you exploit the job to accommodate the unique contributions, needs, and style of each police employee, what do you create?
Win-win-win situation
Transformation
Capitalization
Frustration
Win-win-win situation
In a win-win-win situation, what is win #1?
Yourself
Your staff
The person
The job
The person
In a win-win-win situation, what is win #2?
Yourself
Your staff
The person
The job
The job
In a win-win-win situation, what is win #3?
Yourself
Your staff
The person
The job
Yourself
How does capitalizing on each person’s uniqueness actually save you time?
It builds a stronger team
It makes each employee more accountable
You expose and dispose of group thinking.
All of the above
All of the above
What is an outcome as a leader?
Set standards
Measure performance
Build high performing teams
All of the above
All of the above
What is the starting point of your main job as a leader?
Set standards
Your decision on how each employee’s unique talents and special abilities can be forged into peak performance
To build a stronger team
To understand your employees
Your decision on how each employee’s unique talents and special abilities can be forged into peak performance
When should you not empower and you should not delegate but you should micromanage?
Never
When you become frustrated
You simply don’t trust the person
When you are not capable of making the decision
You simply don’t trust the person
“Don’t empower when….
- those being empowered are not trained to do their jobs
- you doubt their commitment
- you do not agree with or understand the values and needs of an employee
- there is not a conduit for open and candid feedback
- you simply don’t trust the person.”
Why do empowered employees fall up rather than down?
Being empowered elevates an employee’s degree of positivity
Being positive while faced with a choice directly influences the correctness of that choice
Positive as compared to negative people make the right decisions
All of the above
All of the above
The vast majority of police employees who are empowered report having what?
Proper training
Good-to-outstanding career well-being
Confidence
Commitment
Good-to-outstanding career well-being
When are our brains literally hardwired to perform at their best?
When they are negative
When they are neutral
When they are positive
When they are satisfied
When they are positive
Which statement is true?
Success (falling up) orbits around empowerment, not the other way around
Empowerment orbits around success (falling up), not the other way around
Failure (falling down) orbits around empowerment, not the other way around
Empowerment orbits around failure (falling down), not the other way around
Success (falling up) orbits around empowerment, not the other way around
What is the key driving factor in one’s job satisfaction?
Trust
Understanding
Empowerment
All of the above
Empowerment
Adrian Gostick and Chester Elton presented evidence that one should be “_______” for one’s work efforts is a leading causal factor in job security?
Rewarded and acknowledged
Recognized and appreciated
Empowered and trusted
Recognized and rewarded
Recognized and appreciated
What are the seven major deposits that build a TBA?
Understanding the Person Little things mean a lot Clarifying expectations Demonstrating loyalty Apologizing for TBA withdrawals Really caring Displaying personal integrity
What is the most important way a strength-based leader benefits from appropriate delegation?
Leveraging your power to provide quality police services
What is the most important way your staff benefits from appropriate delegation?
Capable of producing top-notch police work
Stewardship delegation involves commitment regarding expectations in five areas:
Desired results Turf Resources Accountability Consequences
