Chapter 9 - Discipline: Principles, Policies, And Practices

Question 1

Discipline should mainly be thought of as

A. A means to develop uniformity
B. A process to administer deserved punishment
C. Undesirable, to be used only as a last resort
D. Training, teaching, and instructing

Answer 1

D. Training, teaching, and instructing

Question 2

A good measure of the level of discipline within a police force is

A. How wel the supervisors are liked
B. A subordinate’s reaction to an order
C. How orderly it operates
D. The time necessary to accomplish a task

Answer 2

C. How orderly it operates

Question 3

An appropriate level of discipline within a unit is the main responsibility of the

A. Immediate line supervisors
B. Unit’s captain
C. Police chief
D. Line and staff supervisors

Answer 3

A. Immediate line supervisors

Question 4

What is the single most important characteristic of a strong leader?

A. The ability to administer positive discipline
B. The ability to maintain a high level of discipline
C. The ability to discipline people who are derelict in their duty
D. The ability to investigate personnel complaints

Answer 4

B. The ability to maintain a high level of discipline

Question 5

Where deficiencies are corrected by training and attitudinal conditioning without punishment, we have what is known as

A. Impartial discipline
B. Trait improvement
C. Positive discipline
D. Structuring

Answer 5

C. Positive discipline

Question 6

An organization that is well disciplined is usually

A. Weak in other areas
B. Under constant pressure
C. Self-motivating
D. Highly trained

Answer 6

D. Highly trained

Question 7

When discipline takes the form of chastisement, it is referred to as

A. Positive discipline
B. Negative discipline
C. Requisite discipline
D. Trait improvement

Answer 7

B. Negative discipline

Question 8

When a sergeant verbally admonishes one of his subordinates, we have what is commonly referred to as an example of

A. Positive discipline
B. Trait improvement
C. Developing integrity
D. Negative discipline

Answer 8

D. Negative discipline

Question 9

Disciplinary action in the form of giving a subordinate time off without pay is generally undesirable because

A. His family is made to suffer
B. Time off becomes a holiday or vacation
C. He is generally worse when he returns to work
D. The unit suffers from his absence

Answer 9

A. His family is made to suffer

Question 10

To be most effective, punishment must be

A. Severe
B. Certain
C. Swift
D. A deterrent

Answer 10

B. Certain

Question 11

Perhaps the greatest deterrent to misbehavior by an individual is

A. A well-planned and executed span of control
B. Swift, severe punishment
C. His taking part in the goals of the organization
D. The certainty of punishment

Answer 11

D. The certainty of punishment

Question 12

Fear, as a management tool, is

A. Never justified and should not be used
B. Sometimes necessary to gain conformity
C. Useful in reducing lateness and absenteeism
D. Arbitrary and capricious

Answer 12

B. Sometimes necessary to gain conformity

Question 13

When detection and proof of wrongdoing has been ascertained, punishment must be certain and

A. Severe
B. Arbitrary
C. Swift
D. Constructive

Answer 13

C. Swift

Question 14

A supervisor who delays in administering punishment to a subordinate after it is indicated

A. Will bolster his or her position of leadership
B. Only embitter the employee
C. Create doubt as to the employee’s guilt
D. Improve the supervisor’s position with the men

Answer 14

B. Only embitter the employee

Question 15

The purpose of discipline is most nearly to

A. Develop standards for all employees
B. Be fair to all subordinates who commit infractions
C. Correct weaknesses and act as a mild form of retribution
D. Bring about improved future conduct

Answer 15

D. Bring about improved future conduct

Question 16

Subordinates who are guilty of many derelictions create an unfavorable focus on their supervisor. The supervisor has probably

A. Meted out punishment that was excessively severe
B. Failed to communicate clearly or train them properly
C. Been too lenient in the past
D. Failed to delegate sufficient authority to his subordinates

Answer 16

B. Failed to communicate clearly or train them properly

Question 17

A wise superviosr recognizes that reprimanding or punishing an employee for a small offense often serves no useful purpose, primarily because

A. The offense was of such a minor nature to be considered insignificant
B. While not totally correct, it was not completely wrong
C. The well-disciplined employee recognizes his mistake and takes steps to prevent its recurrence
D. A supervisor cannot be everywhere when a mistake or infraction is made

Answer 17

C. The well-disciplined employee recognizes his mistake and takes steps to prevent its recurrence

Question 18

A rule used by many supervisors to mete out punishment after an infraction is to

A. Use only that amount of punishment necessary to prevent a future dereliction of the same nature
B. Use less than expected, therby gaining back some of the morale lost
C. Give a sufficient amount to prevent future infractions and also to improve the unit’s morale
D. Give a slightly excessive amount and then reverse the decision to a lesser amount

Answer 18

A. Use only that amount of punishment necessary to prevent a future dereliction of the same nature

Question 19

Should a supervisor be too lenient in his punishment of a subordinate, he is likely to

A. Cause others to feel they can commit such infractions with impunity
B. Improve morale temporarily, but in the long run he will adversely affect it
C. Cause others to feel management considers the infraction as inconsequential
D. Engender a feeling among some that more serious infractions may also receive light punishment

Answer 19

C. Cause others to feel management considers the infraction as inconsequential

Question 20

Discipline by example is best exemplified by a

A. Supervisor who never asks a subordinate to do what he wouldn’t do himself
B. Supervisor who follows orders and sets a good example for his men
C. Subordinate who follows orders to the letter and never complains
D. Subordinate who knows what is expected of him and does it

Answer 20

B. Supervisor who follows orders and sets a good example for his men

Question 21

Discipline towards subordinates takes many forms: a reprimand, days off without pay, even dismissal. Often not considered is upward discipline, whereby subordinates exercise a form of discipline against their supervisor. The best example of this is a subordinate who

A. Acts cheerful to his supervisor’s face and speaks badly of him behind his back
B. Forces his supervisor to maintain a constant pressure to comply with directions
C. Quits his job and gives no notice
D. Does his job and no more

Answer 21

B. Forces his supervisor to maintain a constant pressure to comply with directions

Question 22

The statement “…. a state of mind that reflects the degree to which an individual has confidence in his unit, believes in its objectives, and wants to accomplish them…” is a defenition of

A. Discipline
B. Responsibility
C. Morale
D. Teamwork

Answer 22

C. Morale

Question 23

The least accurate statement that can be made concerning morale is that it

A. Is a fluctuating condition
B. Exists in groups and within individuals
C. Is influenced by a variety of stimuli
D. Is rarely subject to assessment

Answer 23

D. Is rarely subject to assessment

Question 24

Most important to a police unit is

A. Morale
B. Discipline
C. Esprit de corps
D. All of the above are equal

Answer 24

D. All of the above are equal

Question 25

During a disciplinary hearing of charges placed against a subordinate for an infraction, it is not uncommon for the supervisor who initiated the action to feel

A. His degree of punishment may be excessive
B. That hs is the one actually on trial
C. Little if anything will actually be gained
D. His supervisors are unsure of his leadership ability

Answer 25

B. That hs is the one actually on trial

Question 26

Disciplinary actions where the cases are poorly prepared, not investigated properly, and often lacking in documentation, reflect adversly upon

A. The offending employee, investigating supervisor, and the organization
B. The investigation supervisor and the organization
C. All supervisors in the organization and the offending employee
D. Society in general and the police department in particular

Answer 26

B. The investigation supervisor and the organization

Question 27

“Far greater harm results when an undeserving employee is returned to his job because a disciplinary action cannot be sustained than if the employee had not been disciplined at all.” This statement is generally

A. True; the employee becomes an embittered and marginal performer who adversly affects the morale of fellow workers
B. False; the realization that he could be fired often changes his thinking and this employee becomes a happy, productive worker
C. True; this employee will perform some jobs very effectively and perform others poorly, thereby requiring constant supervision
D. False; good supervision requires patience, understanding, and training, and infractions should never be overlooked

Answer 27

A. True; the employee becomes an embittered and marginal performer who adversly affects the morale of fellow workers

Question 28

A supervisor who has not had the disciplinary cases he has presented against subordinates will probably

A. Handle disciplinary probelms within his scope of authority
B. Ignore infractions and allow subordinates to have a free rein
C. Become excessively strict and allow no freedom of expression
D. Be reluctant to initiate future disciplinary actions

Answer 28

D. Be reluctant to initiate future disciplinary actions

Question 29

Procedures to be followed in the receiving and disposing of complaints against subordinates will be dictated by

A. The employee
B. First line supervisors
C. Organizational policy
D. Individual infractions

Answer 29

C. Organizational policy

Question 30

Effective personnel complaint investigations are necessary for three primary reasons: to protect the accused employee from an unjust accusation, to protect the integrity and reputation of the police force, and to

A. Eliminate future complaints
B. Protect the public interest
C. Hold employees accountable
D. Foster improved public relations

Answer 30

B. Protect the public interest

Question 31

Accusations of misconduct against police officers often have as an objective

A. The creation of public mistrust
B. The dismissal of several police officers
C. To establish a basis for a civil action
D. A reevaluation of police hiring practices

Answer 31

C. To establish a basis for a civil action

Question 32

A supervisor investigating a complaint against one of his/her officers must consider any evidence which will reveal the truth or falsity of an accusation. He must also consider evidence which might

A. Reflect indifference from within the department
B. Appear to be valid, but is actually not
C. Be used against more than one officer
D. Be used against the department in a civil action

Answer 32

D. Be used against the department in a civil action

Question 33

The theory of negligent retention holds that

A. Supervisors may still retain an employee who is negligent in his work
B. Supervisors are liable for their indifference to the retention of an employee who should have been known to be unfit for the job
C. Negligent lack of training is a positive defense to excuse a supervisor’s actions
D. Does not pertain wherein it pertains to police employment

Answer 33

B. Supervisors are liable for their indifference to the retention of an employee who should have been known to be unfit for the job

Question 34

To be most effective, punishment must fit the

A. Offense only
B. Individual only
C. Offense and individual
D. Individual, supervisor and offense

Answer 34

C. Offense and individual

Question 35

An investigating supervisor should make a formal request for a transcript of a coroner’s inquest, and the transcript should be placed in the incident investigation file so that

A. Changed testimony in a wrongful-death action can be identified
B. The organization can protect itself from unjust claims
C. The involved officer and his employer can have help in defending themselves in court actions
D. All of the above

Answer 35

D. All of the above