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
