Effective Police Supervision Flashcards
PRICE stands for:
Pinpoint, Record, Involve, Coach, and Evaluate
Four basic types of job actions used in law enforcement:
- No confidence votes 2. Work slowdowns 3. Work speedups 4. Work stoppages.
Four requirements of law enforcement testing:
- Validity 2. Reliability 3. Job-Relatedness 4. Bona Fide Occupational Qualification
Define validity in the context of law enforcement testing.
The test measures what it is supposed to measure.
Define Reliability
The consistency with which any test yields accurate measurements
Define Job-Relatedness
The knowledge or skill being measured by the screening device is directly related to the actual job to be performed
Define Bona Fide Occupational Qualification
An attribute or skill that is actually required in order to do a particular job
OUCH stands for:
Objective, Uniform in Application, Consistently Applied, Have Job-Relatedness
Hostile work environment has the following four elements:
- Conduct is unwelcome
- Conduct is sufficiently severe or pervasive to alter conditions of the victim’s employment and create an abusive environment
- Conduct is perceived by the victim as hostile or abusive
- Conduct creates an environment that a reasonable person would find hostile or abusive.
Difference between Pedagogy and Andragogy
Pedagogy is the one-way transfer of knowledge from the instructor to the student
Andragogy promotes the mutual involvement of students and instructors in the learning process that stresses analytical and conceptual skills in practical problem-solving situations.
Name the four supervisory skill areas
- Knowledge 2. Human 3. Conceptual 4. Affective
What skills fall under Knowledge
Scheduling, Evaluating, Organizing work, Training, Directing, Policy implementation, Review reports Provides administrative credibility
What skills fall under Human
Motivating, Communicating, Leading, Conflict resolution, Integrating, Coaching, Counseling, Delegating
What skills fall under Conceptual
Analysis, Interpreting, Problem solving, Identifying objectives, Assessment, Decision making, Identifying problems, Prioritizing problems
What skills fall under Affective
Attitude, Values, Fairness, Equality, Interrelationships, Integrity, Loyalty, Role model, Empathy, Support
What does SARA stand for:
Scanning, Analysis, Response, Assesment
What are the possible solutions to a Community problem
- Total problem elimination
- Material reduction of problem
- Reduction of harm caused by the problem
- Dealing with the problem with the best possible solution
- Removal of the problem from police consideration
Define gatekeeping
The sender determines the importance and relevance of the information
Define noise
Anything that reduces the accuracy of communication.
Define argot
Jargon or esoteric language
Define paralanguage
Tone of voice, pitch and inflection
Describe Maslow’s hierarchy of needs from the bottom up.
Physiological, Security, Social, Esteem, Self-Actualization
Motivation - Hygiene theory
Two-factor theory distinguishes between:
Motivators (e.g. challenging work, recognition for one’s achievement, responsibility, opportunity to do something meaningful, involvement in decision making, sense of importance to an organization) that give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth.
Hygiene factors (e.g. status, job security, salary, fringe benefits, work conditions, good pay, paid insurance, vacations) that do not give positive satisfaction or lead to higher motivation, though dissatisfaction results from their absence. The term “hygiene” is used in the sense that these are maintenance factors. These are extrinsic to the work itself, and include aspects such as company policies, supervisory practices, or wages/salary.
Hot Stove concept as it relates to discipline
Discipline should be immediate, predictable, consistent and totally impersonal
Define Garrity protection
An employer cannot use information provided by an employee in a criminal investigation when the employee believes the information was provided under complulsion
How often does CALEA recommend peace officers are evaluated
Atleast annually
How often does CALEA recommend probationary peace officers are evaluated
Atleast quarterly
Evaluation error in which the supervisory has a tendency to give the employee the benefit of the doubt
Error of Leniency
Evaluation error in which the supervisor rates people as average due to laziness of lack of knowledge
Error of Central Tendency
Evaluation error in which th supervisor permits just one outstanding charachteristic or critical incident to shape the overall rating
Halo Effect
Evaluation error in which the supervisor rates employees higher that they know well or are compatible with
Error of bias
Evaluation error in which the supervisor judges the employee based on the supervisors aspirations and expectations
Contrast Error
Evaluation error in which the supervisor places too much weight on the employee’s most recent behavior
Recency Error
The type of clique that generally occurs in one unit of the agency, llike patrol or investigations
Vertical Clique
The type of clique that generally occurs in similar rank working more or less in the same area.
Horizontal Clique
The type of clique that in which officers become members cprimarily to exchange information, or be social
Random Clique
The five Reasons for Accepting Change
- Choice 2. Improvement 3. Informed 4. A Need is Satisfied 5. Planned
The Seven Reasons for Resisting Change
- Economic reasons 2. Ambiguity is created 3. Relationships are restricted 4. Habits are altered 5. Discretion is restricted or eliminated 6. Unpopular decisions 7. Cultural reasons
“Concerning minority hiring and affirmative action,
the case law which protects prospective employees from arbitrary and
discriminatory testing procedures is called”
Griggs vs. Duke Power Company
“Concerning police labor relations and collective bargaining, the book states
that a lack of attention on __________________________ has had a far
reaching effect on police organizations and management.”
management rights
Concerning police internal discipline and the renewed interest in a civilian
review of police misconduct, one of the examples of this movement is the
““citizen advocate”” or
ombudsman
“Concerning the classification of personnel complaints, the complaint
disposition that means that the allegation was true but the action of the
agency or officer was not inconsistent with agency policy is”
policy failure
“According to police standards, a written directive should require all
complaints against the agency or its employees to be investigated, and
specifies”
the type of complaints to be investigated by line supervisors, the type of complaints that require investigation by the internal affairs function and the type of complaints to be reviewed by the internal affairs function
Five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance.
The one which is fostered by police administrators who want to
keep problems within the department is called
managerial secrecy
Five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance. The one which is fostered by the socialization process of a police
department and the ““us against them”” attitude is called
peer group secrecy
“Researchers have identified five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance. The one which is fostered by lack of public knowledge about the
police is called”
low public visibility
“Researchers have identified five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance. The one which is fostered by a Sergeant’s attitude that what they
don’t know will not hurt them is called”
low managerial visibility
“Researchers have identified five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance. The one which allows officers to conceal poor decisions and
improper conduct and foster the belief that justice is a matter of personal
judgment that should be auctioned to the highest bidder is called”
broad discretion
“Researchers have identified five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance.”
- Peer group secrecy 2. Broad discretion 3. Low public visibility 4. Low managerial visibility 5. Managerial secrecy
The definition of police malfeasance is
“wrongdoing or illegal conduct that depends on or is related to the
misuse of legitimate authority”
The definition of police misfeasance is
“performing a required and lawful task in an unacceptable, inappropriate
or unprofessional manner”
The definition of police nonfeasance is
“failure to take appropriate action as required by law or department
policy”
“Police deviance describes activities that are inconsistent with the
officer’s”
legal authority, organizational authority and standards of ethical conduct
“When an officer’s behavior calls into question his or her judgment,
stability, self control or emotional control, officers may send that officer
to a special session called”
FFDE - Fitness For Duty Evaluation
“Courts have ruled that police supervisors, managers and agencies can be held
civilly liable for which of the following acts if they cause loss or
injury?”
“negligent employment, negligent supervision
and negligent training”
The definition of Hostile Work Environment Sexual Harassment is when an
individual is
“subjected to suggestive comments, photographs, jokes, obscene gestures
or unwanted physical contacts”
The definition of Quid Pro Quo Sexual Harassment is when an individual is
“forced to grant sexual favors in order to obtain, maintain or improve
employment status”
“Concerning minority hiring and affirmative action within police departments,
the OUCH test is one effective strategy that applies to the supervision of
employees who are members of a protected class. OUCH is meant to remind
supervisors about their actions in regard to handling personnel. OUCH stands
for”
“Objective, Uniform in application, Consistently applied, Have job
relatedness”
“Concerning minority hiring and affirmative action within police departments,
the U.S. Supreme Court ruled that tests and screening devices for employment
had to have four elements. The one that means an attribute or skill that is
actually required in order to do a particular job is called”
Bona Fide Occupational Qualification
“Concerning minority hiring and affirmative action within police departments,
the U.S. Supreme Court ruled that tests and screening devices for employment
had to have four elements. The one that means the knowledge or skill being
measured by the screening device is directly related to the actual job being
performed is called”
Job-Relatedness
“Concerning minority hiring and affirmative action within police departments,
the U.S. Supreme Court ruled that tests and screening devices for employment
had to have four elements. The one that means the consistency with which any
test yields accurate measurements is called”
Reliability
“Concerning minority hiring and affirmative action within police departments,
the U.S. Supreme Court ruled that tests and screening devices for employment
had to have four elements. The one that simply means that the test measures
what it is supposed to measure is called”
Validity
“Concerning minority hiring and affirmative action within police departments,
the U.S. Supreme Court ruled that tests and screening devices for employment
had to have four elements”
Validity, Reliability, Job-Relatedness and Bona Fide Occupational Qualification
“Concerning police labor relations and collective bargaining, the book
identifies four basic types of job actions used by police labor unions. The
one which involves a steep drop in productivity and revenues is called”
work slowdowns
“Concerning police labor relations and collective bargaining, the book
identifies four basic types of job actions used by police labor unions. The
one which involves overproduction that causes social stress is called”
work speedups
“Concerning police labor relations and collective bargaining, the book
identifies four basic types of job actions used by police labor unions. The
one which involves the “blue flu” or mass resignations or sickouts is called”
work stoppage
“Concerning police labor relations and collective bargaining, the book
identifies four basic types of job actions used by police labor unions. The
one which involves signaling their dissatisfaction with administrative
policies or an administrator is called”
no-confidence votes
“Concerning police internal discipline, the Los Angeles Police Department has
started an Early Warning System known as TEAMS, which stands for”
Training Evaluation and Management Systems
The first step in a personnel complaint investigation is to
interview the complainant
“The program instituted in several police departments as a means of providing
assistance to officers through the intervention of specially trained
officers of equal rank is called”
peer counseling
“The program instituted in several police departments as a means of providing
assistance to officers who have been involved in traumatic events is called
a / an”
Critical Incident Stress Management Program
“The program instituted in several police departments as a means of providing
structured assistance to troubled employees is called an”
employee assistance program
“The program instituted in several police departments as a means of
monitoring officer conduct and alerting managers to inappropriate behavior
is called an”
early warning system
“Suicide has been identified as a serious problem among police officers. In
1994, about _____ officers were identified as having committed suicide.”
300
“In the chapter on Supervising the Difficult Employee the book identifies a
type of officer that knows all the work norms and consistently performs just
below acceptable levels, and strives to never ““rock the boat.”” These
employees are called”
Marginal Performers
“In the chapter on Supervising the Difficult Employee the book identifies 5
types of Problem Employees. The type that work diligently to avoid making a
decision and are experts at procrastination are called”
Indecisives
“In the chapter on Supervising the Difficult Employee the book identifies 5
types of Problem Employees. The type that are fundamentally unethical and
have no difficulty doing anything necessary to gain an advantage are called”
Manipulators
In the chapter on Supervising the Difficult Employee the book identifies 5 types of Problem Employees. The type that are disruptive, always complaining, cynical and never say anything good about anyone or anything are called
Defeatists
“In the chapter on Supervising the Difficult Employee the book identifies 5
types of Problem Employees. The type that are control oriented, intimidate
and do not respect others, and always attack to keep others off balance are
called”
Tyrants
“In the chapter on Supervising the Difficult Employee the book identifies 5 types of Problem Employees. The type that see themselves as intellectuals, learned and in a class by themselves, and respect order and work comfortably within department regulations are called
Erudites
“In the chapter on Supervising the Difficult Employee the book identifies 5 types of Problem Employees, they are”
Tyrants, erudites, defeatists, manipulators, indecisives
“Regarding ““difficult employees”” one expert identified three types of individuals in organizations. The type that does not like to make decisions but is a superior work performer if the tasks are challenging is called”
ambivalent
“Regarding ““difficult employees”” one expert identified three types of
individuals in organizations. The type that does not seek promotion and
gravitates toward off-the-job-satisfaction is called”
indifferent
“Regarding ““difficult employees”” one expert identified three types of
individuals in organizations. The type that has a strong work orientation
and readily accepts rules and regulations is called”
ascendant
“Regarding ““difficult employees”” one expert identified three types of
individuals in organizations. The type that makes up the majority of
officers, to whom routine tasks quickly become boring and over time this
type becomes less committed to the department, is called”
ambivalent
“Regarding ““difficult employees”” one expert identified three types of
individuals in organizations. The type that performs their duties at what
they perceive is an acceptable level, but which proves to be minimal, is
called”
indifferent
Regarding “difficult employees” one expert identified three types of individuals in organizations. The type that is a “workaholic” and an “organizational person” on the “fast track” is called”
ascendant
“Regarding ““difficult employees”” one expert identified three types of
individuals in organizations: “
ascendant, indifferent and ambivalent
“Regarding change in a police organization, in almost all instances the
_________________ should be integrated into the team or group as soon as
possible so that they will be a part of the change process and reduce
employee resistance.”
informal leaders
“When officers know that management has made every effort to maintain and
foster open communications, it will”
reduce resistance and provide greater prospects of implementing change
“True or False: The most important characteristic of the police job, as
perceived by employees, is that the job is important and yields a feeling of
accomplishment.”
TRUE
“The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if the item has been a long standing item
in the police way of doing things - the ““thin blue line”” and other law
enforcement traditions. This is called”
Cultural reasons
“The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if the decision deals negatively with
discipline, work schedules or salaries. This is called”
Unpopular decisions
“The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if they feel excessive control limits
their ability to perform successfully. This is called”
Discretion is restricted or eliminated
“The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if they are required to learn new skills
but it is not viewed as an improvement over the way they are currently doing
it. This is called”
Habits are altered
“The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if they see it limiting their social
interaction with other officers. This is called”
Relationships are restricted
“The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if they have doubts about its possible
consequences. This is called”
Ambiguity
“The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if they see neighboring police agencies
have higher pay levels. This is called”
Economic reasons
In regards to change, the book lists 5 main reasons that employees cite when accepting change. When an officer has an important need met by the change, there is less resistance and the change is more likely to occur. This reason is called
need is fulfilled
“In regards to change, the book lists 5 main reasons that employees cite when
accepting change. When individuals are knowledgeable about the consequences
of change, a decision to accept it is more likely to occur. This reason is
called”
knowledgeable
“In regards to change, the book lists 5 main reasons that employees cite when
accepting change, they are”
Alternatives, Enhancement, Knowledgeable, Need is fulfilled and Planned
“True or False: Empowerment of line personnel and first-line supervisors is
an essential ingredient of community policing.”
TRUE
“For officers to change, it is necessary to challenge their
_____________________.”
long held beliefs
“The book identifies 5 law enforcement norms of socialization and team
building. The norm that develops because officers conclude that their work
is usually not appreciated by an uncaring public is called”
isolation
“The book identifies 5 law enforcement norms of socialization and team building. The norm that is continually emphasized from the police academy through FTO training to combat complacency is called”
danger
The book identifies 5 law enforcement norms of socialization and team
building. The norm that is shown to eventually lead to tolerating corruption
is called
silence
“The book identifies 5 law enforcement norms of socialization and team
building. The norm that is strongly entrenched as a result of the
quasi-military structure and chain-of-command mentality is called”
loyalty
“The book identifies 5 law enforcement norms of socialization and team
building,”
loyalty, silence, performance, isolation and danger
“As a newly organized group evolves it passes through six stages, the stage
in which the group interacts positively as it strives to achieve its
assigned goals is called the _____________ stage.”
acceptance
“As a newly organized group evolves it passes through six stages, the stage
in which there is a polarization among members who want to confront issues
and those who resist is called the _____________ stage.”
disillusion
“As a newly organized group evolves it passes through six stages, the stage
in which uncertainty enters the picture is called the _____________ stage.”
delusion
“As a newly organized group evolves it passes through six stages, the stage
which occurs when each group member has received enough information to
accept group objectives and leadership as legitimate is called the
_____________ stage.”
cohesion
“As a newly organized group evolves it passes through six stages, the stage
which may occur almost immediately as a result of the ambiguity arising in
any group is called the _____________ stage.”
conflict and challenge
“As a newly organized group evolves it passes through six stages, the stage
in which the supervisor must fully prepare the group and answer questions is
called the _____________ stage.”
orientation
As a newly organized group evolves it passes through six stages,
Conflict and challenge, acceptance, cohesion, orientation, delusion and disillusion
“Regarding Team Building and informal groups, the type of clique that forms
through a desire to associate with other members in order to share
information is called”
random clique
“Regarding Team Building and informal groups, the type of clique that cuts
across departmental lines and will normally include a number of first line
supervisors is called”
horizontal clique
“Regarding Team Building and informal groups, the type of clique that
generally occurs in one unit of the police department such as patrol or
investigations is called”
vertical clique
“Regarding Team Building and informal groups, the 3 types of cliques that can
form are called”
“vertical clique, horizontal clique and random clique
“Regarding significant beliefs within the police culture, police believe that
the least desirable job was working in”
patrol
“Regarding significant beliefs within the police culture, police believe that
the war against crime can only be won by”
giving them a great deal of discretion
“Regarding significant beliefs within the police culture, police believe that
the most important value is”
loyalty
“In performance appraisal, using available resources to correct a personnel
problem or remedy a deficiency is called”
remediation
“The program that seeks to help employees with personal or behavioral
problems is called”
employee assistance program - EAP
“The supervisory performance evaluation error that involves supervisors
placing too much weight on officer behavior just prior to the performance
evaluation is due is called the “
recency error
“The supervisory performance evaluation error that involves giving higher
ratings to officers the supervisor knows and likes is called the “
error of bias
“The supervisory performance evaluation error that involves supervisors
judging officers in terms of their own expectations and aspirations is
called the “
contrast error
“The supervisory performance evaluation error that involves allowing one
outstanding positive or negative characteristic or incident to shape the
overall rating is called the “
halo effect
“The supervisory performance evaluation error that involves the lumping of
most of the officers being evaluated as ““average”” is called the “
error of central tendency
“The supervisory performance evaluation error that involves the human
tendency to give people the benefit of the doubt is called the “
error of leniency
The six supervisory errors in rating officer performance are
contrast error, error of leniency, error of central tendency, error of bias, recency error and the halo effect
“The employee performance evaluation method that involves ranking the entire
group from best to worst is called”
the paired comparisons method
“The employee performance evaluation method that involves charting and rating
future performance instead of past performance is called”
management by objectives
“The employee performance evaluation method that involves relating specific
performance to critical job responsibilities is called”
behaviorally anchored rating scales
“The employee performance evaluation method that involves identifying,
classifying and recording significant employee behaviors is called”
the critical incident method
“There are four general methods recognized for conducting performance
appraisals,”
paired comparison, behaviorally anchored rating scales, management by objectives and the critical incident method
“While performance evaluation protocols differ in design, they have three
common objectives, which are”
“to develop a mutually acceptable plan for correcting performance related
problems, to provide employees with valuable feedback concerning their on the job
performance and to assess each employee’s contribution to the organization”
“Under ideal circumstances, police departments should require at least how
long of a probationary period, and what time interval for performance
evaluations for rookie officers?”
two years / at least every six months
“CALEA - the Commission on Accreditation for Law Enforcement Agencies -
standards recommends performance evaluations at what time interval for entry
level probationary employees?”
at least quarterly
“From a management perspective, performance appraisal is necessary in order
to;”
allocate resources, reward competent employees, provide valuable feedback to workers and maintain fair relationships and open communication
The four universal aspects of performance appraisal are:
measurement of job related performance, a performance goal, standard or plan, the use of corrective action as required in a given situation and comparison of employee performance with the goal, standard or plan
Personnel development is a management strategy designed to
improve the quantity of each individual’s output, improve the quality of each individual’s output and ensure employee’s work in groups to achieve the organizational mission
“A law that imposes constraints and mandates warnings to officers in the
disciplinary process is called the”
Peace officer bill of rights
“In relation to discipline, courts have recognized to some extent that
officers have _____________ in their jobs.”
a property right
“The concept of ““vicarious liability”” in relation to discipline most nearly
means”
the police department is liable for the actions of an officer it failed to train, the police department is liable for the actions of an officer it failed to supervise and the police department is liable for the actions of an officer it failed to discipline
“The concept of ““constructive discharge”” in relation to discipline most
nearly means”
“an employee who resigned should be treated as though they were actually
fired”
“What type of protection does the Garrity ruling apply to an officer in a
disciplinary hearing?”
protection from having coerced statements introduced in court
What is the “Hot Stove” rule of discipline?
discipline should be immediate, predictable, consistent and impersonal
What are the only 2 goals of legitimate forms of discipline?
reform and deterrence
“Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which one of the protocols involves Supervisors
providing feedback on a continuous basis in order to determine whether goals
have been achieved?”
Evaluate
“Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which one of the protocols involves Supervisors
observing performance and providing timely advice, encouragement, retraining
and reinforcement?”
Coach
“Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which one of the protocols involves Supervisors
drawing employees into the decision making and rewards or punishment
process?”
Involve
“Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which one of the protocols involves Supervisors
quantifying the current performance level of those who are having problems?”
Record
“Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which one of the protocols involves Supervisors
scanning the work environment for performance problems?”
Pinpoint
“Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which stands for”
Pinpoint, Record, Involve, Coach and Evaluate
The “Greatest Management Principle” stated by Michael LeBoeuf is:
The things that get rewarded get done
The most positive form of discipline is
self discipline
The goal of discipline is to
produce desirable behavior
“There are 6 Theories of Leadership described in detail in the book - the
theory that is adopted by a supervisor as a compromise position when it has
become apparent that line officers have values and attitudes different from
those held by older police officers is called:”
Consultative
“There are 6 Theories of Leadership described in detail in the book - the
theory that can only be used when a supervisor has a genuine belief in and
respect for subordinates is called:”
Participative
“There are 6 Theories of Leadership described in detail in the book - the
theory that uses autocratic and dictatorial leadership styles is called: “
Directive
“There are 6 Theories of Leadership described in detail in the book - the
theory that states that the leader’s style if it is to be effective must
match the demands of the specific situation is called: “
Expert
“here are 6 Theories of Leadership described in detail in the book - the
theory that identifies the two factors of initiating structure and
consideration is called: “
Behavioral
“There are 6 Theories of Leadership described in detail in the book - the
theory that identifies distinguishing qualities or characteristics a person
possesses when functioning as an effective leader is called:”
Trait
There are 6 Theories of Leadership described in detail in the book
Trait, Behavioral, Expert, Directive, Participative and Consultative
“There are 5 methods that a supervisor exercises POWER within a leadership
role - the method that involves annual raises, assignments and enrollment in
special training is called:”
reward
“There are 5 methods that a supervisor exercises POWER within a leadership
role - the method that involves fear and the ability of the supervisor to
administer some type of punishment is called:”
coercive
“There are 5 methods that a supervisor exercises POWER within a leadership
role - the method that involves the leader’s or supervisor’s personality is
called:”
referent
“There are 5 methods that a supervisor exercises POWER within a leadership
role - the method that involves special knowledge and experience is called:”
expert
“There are 5 methods that a supervisor exercises POWER within a leadership
role - the method that involves a written directive that spells out the
supervisors authority and the need for subordinates to comply with lawful
orders is called:”
legitimate
There are 5 methods that a supervisor exercises POWER within a leadership
role -
legitimate, expert, referent, coercive, reward
“True or False: A vertical clique generally occurs in just one unit of the
police department.”
TRUE
“Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: control”
empowerment
“Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: passive”
creative
“Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: command”
coach
“Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: admonish”
counsel
“Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: decree”
influence
“Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: coordinate”
facilitate
“Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: status quo”
visionary
“True or False: Norms are the techniques members of a group develop as a way
of controlling the behavior of others.”
TRUE
In motivational theory, positive reinforcement is said to work because
there is a greater probability that desirable behavior will occur, it is direct, simple, clear and practical and it is not encumbered by negative side effects
“The theory by Vroom that states that a worker will be motivated to put forth
the necessary effort when it will result in the attainment of desired goals
is called “
expectancy theory
“The theory by McGregor that believes that managers consider new
generalizations about the management of human resources, including the idea
that the majority of employees will respond positively to work and exercise
self-direction and self-control is called “
theory Y
“The theory by McGregor that believes that managers conduct themselves
according to the assumptions, generalizations and hypotheses they have about
human behavior is called”
theory X
“The study and theory by Herzberg that concerns employee happiness and
satisfaction is called”
motivation - hygiene theory
“Speaking about needs-based motivation, Maslow’s Hierarchy of Needs contains
5 levels, which one concerns developing feelings of growth and maturity?”
self-actualization
“Speaking about needs-based motivation, Maslow’s Hierarchy of Needs contains
5 levels, which one concerns factors such as a need for independence,
freedom, confidence and achievement?”
esteem
“Speaking about needs-based motivation, Maslow’s Hierarchy of Needs contains
5 levels, which one concerns a hunger for affiliation with others and a
place in a group?”
social
“Speaking about needs-based motivation, Maslow’s Hierarchy of Needs contains
5 levels, which one concerns freedom from being anxious and insecure?”
security
“Speaking about needs-based motivation, Maslow’s Hierarchy of Needs contains
5 levels, which one concerns such items as food, shelter and sex?”
physiological
“Speaking about needs-based motivation, Maslow’s Hierarchy of Needs contains
5 levels, which one is in the very MIDDLE of the pyramid?”
social
“Speaking about needs-based motivation, Maslow’s Hierarchy of Needs contains
5 levels, which one is at the TOP of the pyramid?”
self-actualization
“Speaking about needs-based motivation, Maslow’s Hierarchy of Needs contains
5 levels, which one is at the BOTTOM of the pyramid?”
physiological
“Speaking about needs-based motivation, Maslow’s Hierarchy of Needs contains
5 levels, “
Physiological, security, social, esteem and self-actualization
“Speaking about motivation, a good place to work generally has 5
characteristics.”
- Politics are minimal 2. It’s a pleasant place to work 3. you feel like it’s your family 4. everyone is treated fairly 5. it’s more than just a lob
An individual’s motivation to act depends on which two factors?
“the strength of the need, and believing a certain action will lead to
need satisfaction”
“The voluntary movement of a part of the body to explain, emphasize or
reinforce the verbal component of a message is called a”
gesture
gesture”State and local law enforcement agencies have to follow a
______________________ to ensure adequate and appropriate communication with
deaf and hard-of-hearing individuals.”
U.S. Department of Justice regulation
Kinesics in communication is the study of
body language
The first tenet of the art of listening is to
pay attention to the speaker
An important feature of feedback in communication is that it should be
specific
True or False: In GroupThink, results are more important than the process.
FALSE
“True or False: Norms are unwritten but can be more influential than
department rules and regulations.”
TRUE
“The barrier to effective communication that comes about due to the use of
jargon is called”
semantics
“The barrier to effective communication that comes about due to different
beliefs, judgments and values is called”
psychological
“The barrier to effective communication that comes about due to
misunderstanding or misinterpretation is called”
semantics
“Two-way communication has all of the following advantages over one-way
communication?”
sharing authority and responsibility, recognition of subordinates’ need to know what is expected of them, acknowledgement of the importance of communicating, improved accuracy and greater understanding
“Two-way communication occurs when the recipient provides _______________ to
the sender.”
feedback
An important part of communication is called “noise” and has to do with?
anything that reduces the accuracy of a communication
“An important part of communication is called ““channeling”” and has to do
with”
verbal and non-verbal communication
Effective communication for a supervisor means simply
getting the meaning across
“Who does the ““gatekeeping”” in the communications process, in other words,
who determines the relevancy of each and every message?”
the sender
“Excellent supervisors have a remarkable characteristic that distinguishes
them - it is”
the ability to communicate effectively
“What must a supervisor learn in dealing with failure in Community Policing
and problem solving?”
manage failure into growth and a positive learning experience
“Solutions to problems using the SARA model can be organized into 6 potential
responses”
- Total problem elimination 2. Better handling of the problem/improved response to the problem 3. Fewer incidents 4. Less serious or less harmful incidents 5. Removal of the problem from police consideration 6. People and institutions affected by the problem are left better equipped to handle a similar problem in the future
The SARA model of problem solving stands for
Scanning, Analysis, Response, Assessment
“Community Policing should focus on meeting with community groups that are
organized for what two reasons?”
- The effort is more likely to continue after the problem is solved 2. Organized groups are more likely to be sustained and successful in solving problems
“Under Community Policing it is especially important to reduce isolation
between which two units in the police department?”
patrol officers and detectives
“The first line supervisor in Community Policing must convince line officers
that community engagement and problems solving are”
real police work
“An essential ingredient of Community Policing is acknowledgement that line
officers”
have the operational freedom to accomplish their assigned task
An essential ingredient of Community Policing is
empowerment of line personnel and first line supervisors
“For Community Policing to be successful, the mandates for organizational
change must emanate from “
the top down
A first line supervisor is part of
management
“True or False: Motivation’s Theory X places a strong emphasis on control and
direction.”
TRUE
True or False: Motivation’s Theory X views employees as a necessary evil.
TRUE
“The Supervisory Functions ““Loyalty”” and ““Empathy”” come under which of the 5
Supervisory Skill Areas?”
Affective
“The Supervisory Functions ““Counseling”” and ““Delegating”” come under which of
the 5 Supervisory Skill Areas?”
Human
“The Supervisory Functions ““Directing”” and ““Scheduling Training”” come under
which of the 5 Supervisory Skill Areas?”
Knowledge
“The Supervisory Functions ““Identification of Objectives”” and ““Solving
Problems”” comes under which of the 5 Supervisory Skill Areas?”
Conceptual
“The Supervisory Function ““Integrity”” comes under which of the 5 Supervisory
Skill Areas?”
Affective
“The Supervisory Function ““Assessment”” comes under which of the 5 Supervisory
Skill Areas?”
Conceptual
“The Supervisory Function ““Counseling”” comes under which of the 5 Supervisory
Skill Areas?”
Human
“The Supervisory Function ““Scheduling Training”” comes under which of the 5
Supervisory Skill Areas?”
Knowledge
The 5 Supervisory Skill Areas are
Knowledge, Human, Conceptual, Affective, Tactical
“The ““Attributes of a Viable and Dynamic Organization”” includes which of the
following?”
“Moral and constitutional values need to control every aspect of officer
comportment, Locus of decision making varies but is concentrated at the lowest levels
of management, Personnel are expected to internalize knowledge and skills throughout
their career and Recruitment and retention practices need to emphasize a search for
quality.”
“True or False: The key to effective performance appraisal is knowing exactly
who is responsible for doing what and how the job is to be done.”
TRUE
“True or False: The graphic rating scale is probably the most frequently used
performance assessment device.”
TRUE
“True or False: The Paired Comparison form of performance evaluation must be
a formal process.”
FALSE
“True or False: The Paired Comparison form of performance evaluation can be
an informal process.”
TRUE
“True or False: When dealing with performance coaching, constructive feedback
can be of two types, optimistic or corrective.”
TRUE
“True or False: Regarding trial boards used in police personnel complaints,
as quasi-judicial entities strict courtroom protocol should be adhered to.”
FALSE
“True or False: The advantage to an ombudsman approach to accountability is
that it does not single out one particular agency (like the police) but
covers all government agencies.”
TRUE
“True or False: The problem employee known as an ““erudite”” are problems
because they are overly withdrawn and almost never offer an opinion.”
FALSE
“True or False: In 2005 the Department of Homeland Security made it voluntary
for state and local governments to comply with NIMS - the National Incident
Management System.”
FALSE
“rue or False: FEMA has used a system called ICS - Incident Command System -
effectively for more than two decades.”
TRUE
“True or False: The use of plain English without the use of agency-specific
codes or jargon is a necessity for ICS - Incident Command System.”
TRUE
“True or False: The Span of Control recommended by FEMA for ICS - Incident
Command System - is a ratio of one supervisor to five reporting officers.”
TRUE
“True or False: In police labor relations, disciplining, suspending, demoting
and discharging police personnel for reasonable and just cause should be
considered a management right.”
TRUE
“True or False: In police labor relations, the most popular approach to
impasse resolution appears to be non-binding arbitration.”
FALSE
“True or False: In 2001 it was found that over 90% of all union contracts in
the U.S. emphasize the importance of worker seniority.”
TRUE
True or False: In 1979 there were 52 police strikes throughout the U.S.
TRUE
“True or False: In a case of negligent supervision, it must be shown that a
police manager had an affirmative duty to supervise an employee.”
TRUE
“True or False: In a case of negligent employment, it must be shown that the
employer knew or should have known the person was not suited for the job.”
TRUE
“True or False: Hu-TACK stands for the supervisory skill areas of Human -
Tactical - Affective - Conceptual - Knowledge.”
TRUE
True or False: The term “paralanguage” means the same as “body language.”
FALSE
“True or False: The term ““valence”” means the strength of an individual’s
desire for a particular outcome.”
TRUE
True or False: The term discipline has the root meaning “to teach or mold.”
TRUE
“True or False: The police term ““suspension”” is referred to as a
““disciplinary layoff”” in the private sector.”
TRUE
“True or False: Xenophobia is the natural tendency of human beings to view
their own culture and customs as right and superior and judge all others by
those standards.”
FALSE
“True or False: Ethnocentrism is the natural tendency of human beings to view
their own culture and customs as right and superior and judge all others by
those standards.”
TRUE
“True or False: Ethnocentrism is the irrational fear or hatred of strangers
and other foreigners.”
FALSE
“True or False: Xenophobia is the irrational fear or hatred of strangers and
other foreigners.”
TRUE
“True or False: Effective supervision always begins with an awareness of the
individual and cultural differences among employees. These differences
affect performance and must be accepted as fact.”
TRUE
“True or False: Police sergeants must be trained not to place a value
judgment on cultural differences.”
TRUE
“True or False: Conceptual Skills consume the LEAST amount of a first-line
supervisor’s time.”
TRUE
“True or False: When a new general order or policy is issued, as a supervisor
the best way to react to it is positively.”
TRUE
“True or False: When first-line supervisors were asked to identify the most
important functions they performed, it was found that the vast majority had
to do with conflict resolution.”
TRUE
“True or False: A first-line supervisor’s focus should remain the traditional
role of being in charge.”
FALSE
“True or False: A first-line supervisor’s focus should shift from the
traditional role of being in charge to the role of facilitator.”
TRUE
“True or False: The use of esoteric language known as ““argot”” by a supervisor
is known to cause semantic problems.”
TRUE
“True or False: Equity theory assumes that all employees compare themselves
to others in terms of what they get out of a job (outputs).”
TRUE
“True or False: Equity theory assumes that all employees compare themselves
to others in terms of what they put in to the work (inputs).”
FALSE
“True or False: A supervisor using reinforcement techniques is attempting to
shape behavior.”
TRUE
“True or False: A supervisor can work for either management or subordinates,
but not both.”
FALSE
“True or False: Today’s officer is apt to be more emotionally stable than
many of those in positions of higher authority.”
TRUE
“True or False: Today’s officer is less likely to have been raised in a
lenient family setting.”
FALSE
“True or False: Today’s officer is more likely to have spent time in the
military.”
FALSE
“True or False: It is not common for unions to bargain for the right to
review new policies before their implementation.”
FALSE
“True or False: Planning organizational change should be considered a
management right and should not involve the official input of union reps.”
FALSE
“True or False: The perception of change is usually collective rather than
individual.”
FALSE
“True or False: As a general rule and for CALEA standards, police departments
evaluate their permanent personnel twice a year.”
FALSE
“True or False: Traditional performance evaluation methods are not, in and of
themselves, sufficient to gauge the quality of officer performance in a
community-oriented policing environment.”
TRUE
“Supervisors should especially be aware of the theory of __________, which
addresses in particular the needs of adult learners.”
andragogy
“Supervisors should especially be aware of the theory of __________, which is
based on four assumptions about learning using the acronym ROSE.”
andragogy
“True or False: Modern management theory has rejected the imposition of
negative sanctions for the sake of inflicting punishment.”
TRUE
True or False: Most personnel complaints prove to be unfounded.
TRUE
“Police Officers who are temporarily unable to function due to alcohol or
drug abuse should be relieved of duty and”
taken home.
“True or False: The employment of women and minorities as police personnel
should be a recruitment goal, not a quota.”
TRUE
“True or False: It is the police sergeant who translates equal opportunity
theory into practice within the police department.”
TRUE
“True or False: College-educated police officers seem to experience more
stress than their less-educated colleagues.”
TRUE
Critical incident debriefings have two major purposes: tactical and
emotional
“Two of the more frequently reported reasons for police officer resignations
are departmental policies and procedures and”
quality of supervision
“True or False: United States unions are modeled after European-style
unionism.”
FALSE
“True or False: Collective bargaining is built on the assumption that a
certain amount of controlled conflict is healthy.”
TRUE
“True or False: The union always enters the collective bargaining process
with a preset agenda.”
TRUE
Foreign terrorist attacks on the United States have generally been based on
religion
“In 2002, what did the DHS establish to address its major responsibility of
coordinating the efforts of federal, state and local law enforcement?”
NIPP
The FBI has partnered with state and local law enforcement to form what?
fusion centers
