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Chapter 8 Flashcards

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1
Q

When development rather than evaluation is the major purpose to be served by the appraisal, what type of evaluation has been introduced?

High visibility evaluation

Peer or self-evaluation

Supervisor evaluation

Group evaluation

A

Peer or self-evaluation

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2
Q

Who receives results of the investigation?

The offending officer

The complaining party

Internal affairs unit

All of the above

A

The complaining party

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3
Q

What is the value of baseline 2?

Converting problems into opportunities and obstacles
into solutions

Converting obstacles into opportunities and solutions
into problems

Converting obstacles into opportunities and problems into solutions

Converting problems into obstacles and solutions into opportunities

A

Converting obstacles into opportunities and problems into solutions

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4
Q

If police employees appeal the chief’s decision, the police agency should _____.

Not provide the resources or funds for appeal

Provide the resources or funds for appeal

Not allow the employee to appeal

Deny the appeal and administer the discipline

A

Not provide the resources or funds for appeal

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5
Q

Pertaining to sexual harassment, what did Equal Employment Opportunity Commission prohibit?

Verbal abuse and sexual advances from supervisors

Nude pinups in the workplace

Unwelcome sexual advances, sexual requests that are made a condition of employment, and conduct that creates a hostile work environment

All of the above

A

Unwelcome sexual advances, sexual requests that are made a condition of employment, and conduct that creates a hostile work environm

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6
Q

What did the Civil Rights Act of 1964 contain?

Prohibited sexual advances and requests

Ruled that nude pinups in the workplace created a hostile environment

Amendment banning job discrimination on the basis of sex

Prohibited verbal abuse and physical advances from supervisors

A

Amendment banning job discrimination on the basis of sex

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7
Q

When should you consult with your manager about other options?

If after two counseling sessions you are not making progress

If you need more than one counseling session

After every counseling session

Never

A

If after two counseling sessions you are not making progress

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8
Q

Who is empowered to get the best results for its community?

Strength-based leaders

Community-oriented policing

Workforce

Supervisors

A

Workforce

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9
Q

What must the focus of a police agency be on?

Its leaders

Trust

Moral duties

Performance

A

Performance

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10
Q

Who must accept primary responsibility for controlling the vast discretionary power of police officers?

Individuals

Supervisors

Top management

The organization

A

Supervisors

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11
Q

What are the three lines drawn for unsatisfactory and bad behavior to be defined and to set policies by the agency?

Warning, professional values, and violating the law

Malcontent, professional values, and criminal conduct

Problem employees, criminal conduct and violating the law

Warning, malcontent, and criminal conduct

A

Warning, professional values, and violating the law

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12
Q

Which type of person deserves to be micromanaged?

Poor performers

Malcontent employees

Employees with negative attitudes

All of the above

A

All of the above

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13
Q

What are the six steps of leading by objectives?

pages 109-110

A 
Step 1:  Identification of the issue
Step 2:  Specific statement
Step 3:  Optional strategies
Step 4:  Selection of an option
Step 5:  Implementation
Step 6:  Feedback

ID the SOS @ the ME

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14
Q

What does the exclusionary rule pertain to?

Criminal actions against police employees

Civil actions against police employees

Criminal and civil actions against police employees

External remedies of correcting police employees behaviors

A

Criminal and civil actions against police employees

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15
Q

The spirit of performance must be viral in five baseline values. What are they?

A 
Baseline 1:  Nonnegotiable high standards
Baseline 2:  Opportunities
Baseline 3:  Character
Baseline 4:  Emotional intelligence
Baseline 5:  Teamwork

N. O. C. E. T.

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16
Q

What is the role of the supervisor during phase three?

Determine the discipline

Provide information to the board as to what the investigation revealed

Be the adviser to the police manager

The supervisor is not involved in phase three

A

Be the adviser to the police manager

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17
Q

How should every supervisor conduct internal investigations?

In a manner that best reveals the facts

Professionally

One on one

Face to face

A

In a manner that best reveals the facts

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18
Q

What increases the likelihood that the mission statement will be practiced and not just preached?

Connecting performance appraisal to a mission statement

Repeating the mission statement to the employees

Having face-to-face conversations

Leading by objective

A

Connecting performance appraisal to a mission statement

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19
Q

What is a general process and a specific method for a police agency to obtain feedback and provide guidelines for its personnel?

Performance evaluation

Feedback

Feedforward

All of the above

A

All of the above

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20
Q

Which error cluster artificially at the middle of the scale?

Halo errors

Strictness errors

Leniency errors

Central tendency errors

A

Central tendency errors

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21
Q

Administrative adjudication of internal discipline complaints involving violation of law should _______.

Depend on criminal prosecution

Curtail criminal prosecution

Not depend on criminal prosecution

Neither depend on nor curtail criminal prosecution

A

Neither depend on nor curtail criminal prosecution

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22
Q

Who is the most common type of all the problem employees and can be the most difficult to correct?

Problem employee 1

Problem employee 2

Problem employee 3

Those complained on by citizens

A

Problem employee 1

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23
Q

What is the conventional wisdom in formal organizations, yet it is both untrue and harmful?

The actual battle is within the individual and centers on his or her character

Those who believe in innate human goodness view the battle for a better employee as primarily a struggle between the individual and the
department

The belief that employees are basically good and therefore can be corrected

Problem employees represent a small percentage of the department

A

The belief that employees are basically good and therefore can be corrected

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24
Q

If all else fails, what should you do next?

Discipline or seek psychological assistance

Refer them to another supervisor

Ask you manager for further guidance

Continue with counseling

A

Discipline or seek psychological assistance

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25
Q

Depending on the unique characteristics of each agency, how many PDRSs may be required to ensure and maintain job-related personnel evaluations?

One to three
Three to five
Three to six
Six to eight

A

Three to six

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26
Q

What is an advantage to strength-based leaders for leading by objectives?

It encourages forecasting, planning, and dialogues between all administrative levels

They are without roadblocks

There is positive feedback

All of the above

A

It encourages forecasting, planning, and dialogues between all administrative levels

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27
Q

Who receives a warning?

Poor performers

Malcontent employees

Employees with negative attitudes

All of the above

A

All of the above

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28
Q

What does a supervisor need to lead and not just supervise?

Maximum influence

Good relationships among the team members

A healthy does of positive emotions

Courage of strategic thinking

A

A healthy does of positive emotions

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29
Q

If unchecked, what will the malcontented (problem employee 1) employee do?

Continue to spiral downward

Poison the team morale

Become untrustworthy

All of the above

A

Become untrustworthy

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30
Q

As a supervisor, which question should you ask about your performance as a rater?

“What will I do to motivate the employee to improve performance?”

“In what areas do you feel I didn’t perform well?”

“What prevented you from performing well in these areas?”

“What can be done to make you a better performer?”

A

“What will I do to motivate the employee to improve performance?”

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31
Q

Performance must have tolerance for _____ but no room for ______.

Failures / corruption

Complacency / low
standards

Low standards / mistakes

Failures / mistakes

A

Failures / corruption

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32
Q 
Misguided employees are relatively few in numbers - perhaps \_\_\_\_\_\_ of a police agency - but they often drain a lot of a leader’s time and energy.
Up to 5%
3% to 6%
Less than 10%
Less than 20%
A

Up to 5%

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33
Q

What should all strength-based leaders produce separately?

Communication

Performance evaluation meeting

Draft of LBO contracts

Event feedback

A

Draft of LBO contracts

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34
Q

What are some of the factors that affect the decision to leave an option on the list or remove it?

Political ramifications and skills of the participants

Tradition and custom

Time and money

All of the above

A

All of the above

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35
Q

What is referred to as a performance domain rating system (PDRS)?

Job-related tasks which are evaluated

Reliable rating scales which are produced in conjunction with a specific performance domain

Personal evaluation method for improving the performance of the employee

Performance domain for civilian personnel

A

Reliable rating scales which are produced in conjunction with a specific performance domain

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36
Q

What are the advantages of 360-degree performance evaluation?

Affording you the opportunity to learn about your leadership practices

Elevates trust, teamwork, and empowerment

Positive work-place values

All of the above

A

All of the above

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37
Q

Who recommends penalties if the disposition is sustained?

The chief or the sheriff

The immediate supervisor

Top management

The citizens on the board

A

The immediate supervisor

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38
Q

Who knows that he or she has maximum influence to sway everyone’s emotions?

Strength-based leaders

A true leader

People with good morals

Supervisors

A

Strength-based leaders

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39
Q

When should you not argue with a police employee?

Never

When you realize the problem is out of your hands

When you will need more than one counseling session

While you are in the process of counseling

A

While you are in the process of counseling

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40
Q

What is empowerment at its best?

Community-oriented policing and value-oriented policing

Leading by objective

Delegation

All of the above

A

Leading by objective

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41
Q

Who should be given a completed copy of the form as a receipt?

The offending officer

Internal investigations

The complaining citizen

All of the above

A

The complaining citizen

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42
Q

Who is ultimately responsible for performance?

Top management

Supervisors

Each individual

All of the above

A

Top management

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43
Q

If the allegations are sustained and warrant disciplining the offending employee, what should you do to reduce the chance that he or she will seek further remedy outside the department?

Offer an apology

Provide the offending employee with a copy of the complaint

Consider entering into a compromise with the offended employee

Provide the offended employee with copies of the complaint and the discipline

A

Consider entering into a compromise with the offended employee

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44
Q

Where does leading by objective produce concrete personal performance objectives?

At top management

With the supervisors

With the team

At an individual level

A

At an individual level

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45
Q

Who do officers take their emotional cues from?

Top management

Team members

Their boss

A strength-based leader

A

Their boss

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46
Q

Which type of leader gets the best for and out of their staff?

Optimistic

Positive

Enthusiastic

All of the above

A

Positive

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47
Q

What does the leader know more than anyone else?

Groups of people working together are both smarter and achieve more

When people feel good, they do their best work

He or she creates the conditions that directly determine a police officer’s ability to work well

All of the above

A

He or she creates the conditions that directly determine a police officer’s ability to work well

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48
Q

Which error occurs when an evaluator incorrectly treats two or more dimensions of performance as if they are identical or highly correlated?

Halo errors

Strictness errors

Leniency errors

Central tendency errors

A

Halo errors

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49
Q 
What was the estimated number of sworn female police officers of at the time of publication of the book?
10% or more
20% or more
30% or more
40% or more
A

30% or more

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50
Q

When can you help the complainers toward better behavior?

Only after you reassured them that you are trying to help

When you inform them you are going to get rid them

When you know they are listening to you

Only when they are willing to receive the help

A

Only after you reassured them that you are trying to help

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51
Q

What do many leaders spend more effort on than leading others?

Performance ratings

Being visible

Conflicts created by poor performers

Guiding malcontent employees

A

Conflicts created by poor performers

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52
Q

Which complaints should be investigated?

Moralistic

Legalistic

Sexual harassment

All complaints

A

All complaints

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53
Q

How is an effective system of accountability constructed?

With a recognized and responsive mechanism for maintaining discipline over police personnel

With criminal and civil actions against police officers

By ensuring supervisor’s have the responsibility of enforcing discipline

All of the above

A

With a recognized and responsive mechanism for maintaining discipline over police personnel

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54
Q

What two terms are qualities of the evaluation process and refer to the accuracy of the information that is generated and used in subsequent decisions about the employee?

Reliability and validity

Reliability and accountability

Validity and accountability

Accountability and analysis

A

Reliability and validity

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55
Q

Why do halo errors, strictness errors, leniency errors, and central tendency errors guard against errors in the performance evaluation process?

Errors in the rater or in the process itself

There are peers rating each other

The supervisor lacks discipline

Raters rate team members the same

A

Errors in the rater or in the process itself

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56
Q

Which approach does more harm with malcontent employees?

Letting them know your intentions are good

Letting them know you are interested in what’s bothering them

“Better get yourself straightened out or you lose your job” attitude on the supervisor’s part

When you help the employee believe your intentions are good

A

“Better get yourself straightened out or you lose your job” attitude on the supervisor’s part

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57
Q 
When is the leader ready to select the best option and implement it?
Step 3
Step 4
Step 5
Step 6
A

Step 4 - Selection of an option

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58
Q

While a police supervisor initiates the LBO process, how is it best structured?

One-way channel

Two-way channel

In groups

From the top down

A

Two-way channel

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59
Q

What are the three forms of misconduct where the lines should be drawn?

Warnings, defiant behavior, and discipline

Legalistic, professional, and moralistic

Legalistic, criminal in nature, and professional consideration

Professional consideration, legalistic, and warning

A

Legalistic, professional, and moralistic

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60
Q

What is the bottom-line benefit when we take pride in our job performance?

Becoming courageous

Become a respected leader

Well-being improves dramatically

We pursue excellence

A

Well-being improves dramatically

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61
Q

What are the steps of a complaint?

Acknowledge, accusation, and investigation

Receipt, investigation, and adjudication

Accusation, receipt, and investigation

Receipt, accusation, and adjudication

A

Receipt, investigation, and adjudication

Step 1-Receipt of a complaint
Step 2-Investigation
Step 3-Adjudication

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62
Q

Which is a purpose of performance evaluations?

Assessing the effectiveness of a leader

Ethical and emotional issues

Assessing individual’s emotions

To know your assigned personnel

A

Assessing the effectiveness of a leader

“Many purposes….

  • evaluating the success of selection decisions
  • assessing the effectiveness of a leader
  • evaluating training efforts
  • determining the quantity and quality of individual work effort
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63
Q

What do problem employees do?

Push the borders and ethical standards

Flagrantly violate ethical and professional norms

Violate the law

All of the above

A

All of the above

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64
Q

When should all internal disciplining investigations be concluded?

Within 30 days of the date of the complaint made

Within 30 days of the incident of the complaint

Within 60 days of the date of the complaint made

Within 60 days of the date of the complaint

A

Within 30 days of the date of the complaint made

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65
Q

Who upheld the validity of EEOC and when?

US Supreme Court 1980

Washington federal appeals court 1977

US Supreme Court 1986

Florida federal district court 1991

A

US Supreme Court 1986

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66
Q

What happens when people become part of anything second-rate or stupid?

They become malcontent

They demean the value of their work

They lose focus on the goals

They lose character

A

They demean the value of their work

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67
Q

What is the distinction between wrongdoing and corruption?

There is no difference

There is no personal gain for the officer or others involved in professional misconduct

There is personal gain for the supervisor involved in professional misconduct

The discipline is harsher for professional misconduct

A

There is no personal gain for the officer or others involved in professional misconduct

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68
Q

What is an advantage to having multiple raters?

One-on-one interviews

Present supervisor would be responsible for coordinating the rating

Improved clarity

High personal trust

A

Improved clarity

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69
Q

Based on the decision, what did the US Supreme Court case (Meritor Savings Bank v Vinson) decide police agencies could do to comply with this ruling?

Supervisors will not make sexual advances to employees

Establishing preventive policies and training will lessen the likelihood of liability if a complaint is filed

Employees must report unwanted sexual advance

Employees must document unwanted conduct

A

Establishing preventive policies and training will lessen the likelihood of liability if a complaint is filed

70
Q

What issues arise when performance is evaluated?

Individual’s emotions

Ethical and emotional

Ethical and moral

Quantity and quality of an individual’s work

A

Ethical and emotional

71
Q 
In 1977, which federal appeals court ruled that sexual harassment is discrimination under the Civil Rights Act?
Arizona
U S Supreme Court
Washington
Florida
A

Washington

72
Q

In baseline 3: Character, what turns to the character of the organization?

Well communicated goals

Quest for high performance

Moral duty

Internal ethics

A

Quest for high performance

73
Q

Whose impact on the organization can be more drastic?

Malcontent employees

Problem employees

Problem bosses

Dysfunctional bosses

A

Problem bosses

74
Q

Who ruled that a hostile work environment need not be psychologically injurious, both only reasonably perceived as abusive?

Florida federal appeals

California federal appeals

Washington federal appeals court

US Supreme court

A

US Supreme court

75
Q

What does a successful police organization require for assessing the current performance and future potential of its most valuable asset?

A reliable performance evaluation system

Rewards on decisions

A proven process and accurate methods

Merit increases and promotions

A

A proven process and accurate methods

76
Q

What is one example of professional misconduct and is more complex than any other issue?

Stealing

Untruthfulness

Sexual harassment

Unreliable

A

Sexual harassment

77
Q

Why is there a need for established policies, procedures, rules, and sanctions that explicitly encompass the conduct of police employees?

To determine what conduct is permissible

To establish the boundaries

To determine what punishment is acceptable for professional misconduct

None of the above

A

To determine what conduct is permissible

78
Q

What are the sources of performance appraisals?

Supervisors

The person being evaluated

Peers

All of the above

A

All of the above

79
Q

How is an evaluation system that uses both feedback and feedforward referred to?

Performance evaluation

Performance appraisal

Rating

Learning by objectives

A

Learning by objectives

80
Q

What is the ABC process of leading by objectives?

Setting the objective, obtaining the result, and providing feedback

The objective, the result, and promotes self-control via feedback

Establishing a goal, accomplishing the goal, and obtaining feedback

None of the above

A

The objective, the result, and promotes self-control via feedback

81
Q 
In which step will strength-based leaders have a “battle plan”?
Step 3
Step 4
Step 5
Step 6
A

Step 5 - Implementation

82
Q

How do problem bosses make police work worse than it need be?

Petty harassment

Open abuse of power and prestige

Meanness disguised as discipline

All of the above

A

All of the above
and…
“insistence on the letter rather than the spirit of regulations”

83
Q

What does the ethical principle of responsibility include?

A moral duty to improve things

To pursue excellence

To produce and demand quality performance

All of the above

A

All of the above

84
Q

What is the 80:20 rule?

80 percent of your employees are happy and 20 percent of your employees are poor performers

80 percent of your time is directed to 20 percent of your staff

80 percent of your staff is self driven while 20 percent of your staff needs supervising

80 percent of your time is spent in the office while 20 percent of your time you are visible

A

80 percent of your time is directed to 20 percent of your staff

85
Q

What does every performance evaluation system need or the entire process is apt to suffer severe problems of ambiguity and integrity?

A rating manual

Proper training

An honest rater

Job analysis

A

A rating manual

86
Q

What factors influence performance?

Environmental

Organizational

Individual

All of the above

A

All of the above

87
Q

If sustained is not the disposition, what is one of the dispositions?

Unfounded

Not sustained

Exonerated

All of the above

A

All of the above

88
Q

An effective system of accountability is constructed with what?

Strong and functional mechanism for maintaining behavioral control over police personnel

Strict regulations

Reliable performance evaluation system

Effective discipline

A

Strong and functional mechanism for maintaining behavioral control over police personnel

89
Q

Which error clusters closely at the high end of the scale?

Halo errors

Strictness errors

Leniency errors

Central tendency errors

A

Leniency errors

90
Q 
What was the estimated number of sworn female police officers by the year 2015?
1 in 5
3 in 5
3 in 10
5 in 10
A

1 in 5

91
Q

Where are the values and standards comprising the department’s mission being looked for?

In an employee’s daily work effort

In the performance evaluation meeting

In the supervisors

In each member

A

In an employee’s daily work effort

92
Q

What is the glue that holds police employees together in a team and that links people to an organization?

High performance

A healthy dose of positive emotions

Enthusiasm

The emotions they feel

A

The emotions they feel

93
Q

The best option for selecting an option is ______.

Not always the most feasible

Not always easy

Process of elimination

Delegation

A

Not always the most feasible

94
Q

(1) Malcontented, (2) unprofessional, and (3) criminal are all categories of _____.

Disgruntled employees

Misguided employees

Poor performers

Wayward employees

A

Wayward employees

95
Q

What kind of board should be available to all police agencies to assist in the adjudication phase?

Internal investigations

Professional standards board

Administrative fact-finding trial board

Citizen’s complaint board

A

Administrative fact-finding trial board

96
Q

What is heavily dependent on an accurate and valid personnel evaluation process?

Individual performance

Organizational performance

Rating the rater

All of the above

A

Individual performance

97
Q

Which intelligences are problem employees usually low on?

Intellectual and emotional

Emotional and social

Social and ethical

Ethical and moral

A

Emotional and social

98
Q

When does the officer have legal redress available?

If it is exonerated

If it is unfounded

If it is not sustained

If the citizen complaint is found to be intentionally malicious

A

If the citizen complaint is found to be intentionally malicious

99
Q

Who ruled that a hostile work environment should be evaluated from the standpoint not of a “reasonable person” but of a “reasonable woman”?

Florida federal appeals

California federal appeals

Washington federal appeals court

US Supreme court

A

California federal appeals

100
Q

What does The Significant Incident Technique (SIT) involve?

Recording what can be termed significant

Recording what can be highly important behavior

Recording positive or negative events

All of the above

A

All of the above

101
Q

Who should recommend adjudication and, if warranted, disciplinary action?

The chief or the sheriff

The immediate supervisor

Top management

The citizens on the board

A

The immediate supervisor

102
Q

When should every police agency provide every employee with a written statement of the employee’s duties and rights when he or she is the subject of an internal discipline investigation?

a At the time of employment

b. At the hiring process
c. Prior to the specific investigation
d. Both A and C

A

d. Both A and C

103
Q

Leading by objective establishes parameters that focus the individual and the agency in the direction of what?

Setting a course of desired direction

Accomplishing the much-to-be desired goals

Engaging the person to proceed in that direction

Promoting self-control

A

Accomplishing the much-to-be desired goals

104
Q

What should a supervisor concentrate on in step 2?

Identification of the objective

Statement of the objective

Roadblocks

Techniques

A

Statement of the objective

Step 2 - Specific statement

105
Q

What is a technique that can help with identifying the issue?

Brainstorming

Electronic bulletin boards

Making personal
conversation

All of the above

A

All of the above

106
Q

What can you do to help a malcontent to help themselves?

Refrain from criticizing

Never argue

Recognize your own limits

All of the above

A

All of the above
and….

  • Listen patiently
  • listen to see if the person is trying to tell you something deeper than what appears on the surface
  • recognize what you are counseling an employee for
  • multiple sessions may be necessary
  • if after 2 counseling sessions you are not making progress, you should consult with your manager about other options
  • look at you task as a fact-finding one
  • use discipline or seek psychological assistance
107
Q

Why do most performance-rating systems make a mistake from the viewpoint of accountability?

They focus on a one-way relationship

They focus on a downward relationship

They focus on a boss to subordinate relationship

All of the above

A

All of the above

108
Q

What serves as the springboard of a leader’s character?

Values

Ethics

Vision

All of the above

A

All of the above

109
Q

What requires teamwork?

Strength-based leaders

High performance

Balance focus on the task at
hand

Attention to relationships

A

High performance

110
Q

What are the four milestones for attaining high performance?

Leading by objectives; setting objectives; evaluating performance; and designing and implementing a personnel evaluation system

Leading by example; setting objectives; performance evaluations; and a reliable personnel evaluation system

Leading by objectives; setting the example; evaluation performance; and a reliable personnel evaluation system

Leading by objectives; setting the example; performance evaluations; and designing and implementing a personnel evaluation system

A

Leading by objectives; setting objectives; evaluating performance; and designing and implementing a personnel evaluation system

111
Q

Which is an important purpose for using performance evaluations?

Promotion, separation, and transfer decisions

Evaluations of relative contributions made by individuals and entire departments in achieving organizational goals

Specification of new performance objectives for the future

All of the above

A

All of the above

  • promotion, separation, and transfer decisions
  • feedback for each police employee regarding how the organization views his or her performance
  • evaluations of relative contributions made by individuals and entire departments in achieving organizational goals
  • reward decisions, including merit increases and promotions
  • criteria for evaluating the effectiveness of selection and placement decisions, including the relevance of the information used in those decisions
  • ascertaining and diagnosing training and developmental needs for individual employees and entire divisions within the police agency
  • criteria for assessing the success of training and development decisions
  • database on which work-scheduling plans, budgeting, and human resources planning can be projected
  • specification of new performance objectives (LBO) for the future
112
Q

What is a specific performance domain?

A type of job analysis

A performance evaluation

What the employee should be doing in his or her work assignment

Background analysis of your work assignment

A

What the employee should be doing in his or her work assignment

113
Q

What is an often-ignored asset of a PDRS?

It draws on the power of positivity

It is focused on accountability

It is highly valid and reliable

It draws on the power of narrative comments

A

It draws on the power of narrative comments

114
Q

What is derived from individual performance?

The supervisor’s ability to lead

The mission statement

Organizational performance

All of the above

A

Organizational performance

115
Q

What is done in order to keep people informed?

Meetings are held

Written word

Feedback

All of the above

A

Feedback

116
Q

Which form of misconduct can range from physical to verbal abuse of a citizen?

Warning

Legalistic

Moralistic

Professional misconduct

A

Professional misconduct

117
Q

Why is a performance evaluation system complex?

A

First, it must serve many purposes

Second, the assessment of performance itself is a difficult measurement task because so many factors influence performance, including environmental, organizational, and individual factors.

118
Q

What separates the leaders from the supervisors?

Being able to communicate effectively

Understanding each member

Understanding the powerful role of emotion in the workplace

Being able to influence others

A

Understanding the powerful role of emotion in the workplace

119
Q

How many SITs are usually generated per week?

One or two

Two or three

Three or four

As many as are necessary

A

Two or three

120
Q

Which act may be sufficient to resolve the difficulties of a malcontent employee?

Look at your task as a fact-finding one

Listen patiently

Listen to see if the person is
trying to tell you something deeper

None of the above

A

Listen patiently

121
Q

Who sets the emotional bar?

The leader

The boss

Team member

Yourself

A

The leader

122
Q

Who has a duty to be a force for excellence?

Supervisors

Team leaders

Strength-based leaders

Top management

A

Strength-based leaders

123
Q

When rating, what does a rater normally have a clearer memory of?

The last event

A triggered specific event

Those events that occurred over the preceding few weeks than of those that occurred months ago

Events which were written down

A

Those events that occurred over the preceding few weeks than of those that occurred months ago

124
Q

Which feedback positively reinforces favorable conduct?

Feedforward

Feedback

Employee-supervisor feedback

Event feedback

A

Event feedback

125
Q

What does your success depend on, no matter what you set out to do?

What you do

What you say

How you do it

All of the above

A

How you do it

126
Q

When is an officer’s performance evaluation usually made by an officer’s immediate superior?

Major purpose of the appraisal is evaluation

Major purpose of the appraisal is employee development

Major purpose of the appraisal is for self-evaluation

All of the above

A

Major purpose of the appraisal is evaluation

127
Q

What feedback is a clear-cut must?

Feedforward

Feedback

Employee-supervisor feedback

Event feedback

A

Employee-supervisor feedback

128
Q 
When did Arizona federal district court rule that the Civil Rights Act did not cover claims of repeated verbal abuse and physical advances from supervisors?
1964
1975
1986
1991
A

1975

129
Q

Which is the more vague type of misconduct?

Warning

Legalistic

Moralistic

Professional misconduct

A

Moralistic

130
Q

Who is frequently the first to hear a citizen’s complaint?

The officer

The supervisor

Internal affairs

Top management

A

The supervisor

131
Q

What is the first baseline value of performance?

Setting nonnegotiable high-performance standards

Setting negotiable high-performance standards

Teamwork

Character

A

Setting nonnegotiable high-performance standards

132
Q

What is the critical part of step 1?

Thinking clearly about the project and then writing it down in the most specific terms possible

Understanding the project and explaining it

Generating new data about the project and asking someone internal or external to the agency who may have had more experience

Thinking reflectively and feedback

A

Thinking clearly about the project and then writing it down in the most specific terms possible

133
Q

Regardless of the administrative adjudication, every police agency should refer all complaints of what to the prosecuting agency for the decision to prosecute criminally?

Moral and ethical violations

Violation of law

Legal and immoral

All of the above

A

Violation of law

134
Q

Who should have legal authority during an internal discipline investigation to relieve police employees from their duties when it is in the interests of the public and the police agency?

The supervisor

The citizen complaint board

The professional investigations board

The Chief or the Sheriff

A

The Chief or the Sheriff

135
Q

What is a disadvantage to strength-based leaders for leading by objectives?

Lack of delegation

Resistance to change

Confusion

All of the above

A

Resistance to change

136
Q

What are the two rubrics of possibilities for wrongdoing?

The law and “unbecoming an officer”

Ethical and moral

Legalistic and moralistic

Professional conduct and professional corruption

A

The law and “unbecoming an officer”

137
Q

Which performance evaluation is a very powerful appraisal process?

A one-way rating process

A two-way rating process

A 360-degree approach

When the supervisor draws the lines

A

A 360-degree approach

138
Q

What is the first step in designing and implementing a personnel evaluation system?

Creating a rating manual

Training the raters

Job analysis

Rating the raters

A

Job analysis

13 steps for designing and implementing a personnel evaluation system:

  1. Job analysis: what is to be evaluated
  2. Multiple raters
  3. The raters
  4. Trained raters
  5. Rating the raters
  6. A rating manual
  7. Significant (critical) incidents: a database
  8. Feedback
  9. Leading by objective
  10. Making missions statements happen
  11. Avoiding mistakes
  12. Employee preparation
  13. Self-appraisal
139
Q

Of the seven interrelated steps, which one has experience shown to often be the most difficult?

Feedback

Development of optimal strategies to deal with the
issue

Identification of the issue

Implementation

A

Identification of the issue

140
Q

The learning by objective process consists of seven interrelated steps. What are they?

Page 109

A
  1. Identification of the issue
  2. Definition of the issue in a specific statement
  3. Development of optimal strategies to deal with the issue
  4. Selection of the appropriate option
  5. Implementation
  6. Evaluation
  7. Feedback
141
Q

What are some external review agencies?

Civilian review boards and ombudsmen

Civilian review boards and
internal affairs

Internal affairs and professional responsibilities

All of the above

A

Civilian review boards and ombudsmen

142
Q

What do problem bosses generate?

Maximum anxiety over issues of minimal significance

They make the workday of people disengaging and miserable

Small-minded decisions

All of the above

A

They make the workday of people disengaging and miserable

143
Q

What does police corruption consist of?

Illegal behavior

Police employee’s involvement in promoting the business of one person while discouraging that of another person

Acts involving the misuse of authority by an employee in a manner designed to produce personal gain for the person or others

Extremely complex and demoralizing crimes

A

Acts involving the misuse of authority by an employee in a manner designed to produce personal gain for the person or others

144
Q

Which is a reason why performance evaluations fail?

No preparation by either party

No face-to-face conversations

Supervisors are concerned only with bad performance

All of the above

A

All of the above

145
Q

The representation and logistical support of the accused employed and the person representing the agency in a trial board proceeding should be ______.

Provided

Different

Equal

Shared

A

Equal

146
Q

What did the Florida federal district court rule could create a hostile work atmosphere?

Nude pinups

Sexual advance

Verbal abuse

Sexual requests that are made a condition of employment

A

Nude pinups

147
Q

How does leading by objective seek to use goals?

To control

To proved

To engage

To accomplish

A

To engage

148
Q

What serves as important constraints?

The exclusionary rule

Criminal and civil actions
against police officers

Other external remedies

All of the above

A

All of the above

149
Q

What should the chief establish on the retention of internal discipline complaint investigation reports?

Written policy

Baseline

Proper guideline

Set the example

A

Written policy

150
Q

What is directly related to your performance as a leader?

Your ability to communicate

Your ability to select an option

Your ability to accurately appraise the performance of your assigned personnel

Your ability to have a positive performance evaluation

A

Your ability to accurately appraise the performance of your assigned personnel

151
Q

Who sets the emotional standard?

Supervisors

Leaders

Team member

The group

A

Leaders

152
Q

What should the raters be evaluated on?

Their leadership

Their attitudes and emotions

Their rating skills

Their performance

A

Their rating skills

153
Q

Which reports should become part of the accused employee’s personnel folder?

All copies pertaining to any complaints

Only reports of sustained and, if appealed, upheld investigations

Only reports of sustained

Only reports of sustained and exonerated

A

Only reports of sustained and, if appealed, upheld investigations

154
Q

How effective is a well-designed evaluation process?

Only as effective as the employee who is being honest

Only as effective as the leader who is being honest

Only as effective as the employee who is responsible for doing the work

Only as effective as the leader who is responsible for administering it

A

Only as effective as the leader who is responsible for

administering it

155
Q

More than anyone else, who should be able to evaluate the overall conduct and performance level of his or her staff and, if a penalty is indicated, to determine how severe it should be?

The chief or the sheriff

The immediate supervisor

Top management

The citizens on the board

A

The immediate supervisor

156
Q

Which question should an employee be prepared to answer?

“Did I set up good two-way communication?”

“In what areas do you feel you didn’t perform well?”

“Did I concentrate on behaviors and avoid personality factors?”

“”How can I be better?”

A

“In what areas do you feel you didn’t perform well?”

157
Q

If your agency has an “internal investigations” or “professional responsibilities” unit, who has the responsibility to maintain discipline?

The employee

The supervisor

Top management

Everyone

A

The supervisor

158
Q

What is included in police corruption?

Misuse of police authority

Activity which compromises, or has the ability to compromise, his or her authority to uphold the law

Protection of illicit activities, whether or not the police employee receives something of value in return

All of the above

A

All of the above
and…

“the police employee’s involvement in promoting the business of one person while discouraging that of another person”

159
Q 
When does the leader develop as many options as possible to tackle the issue?
Step 1
Step 2
Step 3
Steps 4 and 5
A

Step 3 - Optional Strategies

160
Q

Who should be trained as raters?

Supervisors

Top management

Individuals

Those responsible for rating

A

Those responsible for rating

161
Q

What is the prime means for a police agency to ensure the job relatedness of a performance-evaluation system?

Established guidelines

Proper training

Rating the rater

Job analysis

A

Job analysis

162
Q

Which penalty is least severe?

Loss of time or of annual leave

Remedial training

Oral reprimand

Written reprimand

A

Oral reprimand

In descending order:
Oral reprimand
Written reprimand
Remedial training
Loss of time or of annual leave in lieu of suspension
Suspension of up to 30 days(but no longer)
Removal from service

163
Q

What is criminal misconduct?

Bad behavior

Malcontent

Corruption

Misuse of authority

A

Corruption

164
Q

What is one key test of a police organization?

There are five baseline values

Its spirit of performance

Its moral duties

The ethical principle of responsibility

A

Its spirit of performance

165
Q

Who has the primary responsibility of controlling the vast discretionary power of police officers?

The employee

The supervisor

Top management

Everyone

A

The supervisor

166
Q

The board’s recommendations should be ______ to the chief.

Binding

Advisory

Facts

Final

A

Advisory

167
Q

What are the malcontent’s (Problem employee 1) negative attitude and sloppy behavior?

A violation of professional values

Unacceptable

Require immediate attention

Contagious

A

Contagious

168
Q

Who must have input in each of the seven interrelated steps?

The employee, the leader, and by the top bosses

The individual and the supervisor

The leader and the top bosses

The employee, the leader, and top management

A

The employee, the leader, and by the top bosses

169
Q

Which error clusters closely toward the low end of the rating scale?

Halo errors

Strictness errors

Leniency errors

Central tendency errors

A

Strictness errors

170
Q

How does an internal investigation unit strengthen discipline?

Relieves the supervisor of the need to maintain discipline

The community may disagree with the misconduct and want harsher punishment

The larger the department, the more efficient the internal investigation unit is

Provides assistance on request in the investigation of alleged misconduct

A

Provides assistance on request in the investigation of alleged misconduct

UD Psychology (44 decks)

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