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Sgts Exam Policy > EPS Chapter 10 > Flashcards

EPS Chapter 10 Flashcards

1
Q

The goal of discipline is to produce a desirable _______?

Chapter 10 P359

A

behavior

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2
Q

A function of discipline can be accomplished by encouraging appropriate _______ and punishing inappropriate or unacceptable ______?

Chapter 10 P359

A

behavior & behavior

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3
Q

____________is considered positive when it produces order, shared sense of purpose, facilitates goal-oriented behavior and means teaching, instruction, training and remediation?

Chapter 10 P359

A

Positive Discipline or Discipline

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4
Q

Maintaining discipline is a management function that involves conditioning subordinates in order to do what three things?

Chapter 10 P359

A
  1. Promote Obedience
  2. Internal Self-Control
  3. Accepting punishment designed to curb individual deviance or professional misconduct.
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5
Q

Supervision is an art or a science based on Chapter 10?

Chapter 10 P360

A

art

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6
Q

The words “disciple” and “discipline” have the same root meaning which is?

Chapter 10 P360

A

to teach or mold

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7
Q

This topic involves a systematic approach designed to instruct or guide employees in such a way that they become loyal, dedicated, responsible, and productive members of the organization?

Chapter 10 P360

A

Positive Discipline

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8
Q

This is used to prevent deviation from group-shared expectations or to deal with difficult employees without resorting to punishments or other kinds of negative sanctions?

Chapter 10 P361

A

Positive Discipline

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9
Q

This is the most positive form of discipline?

Chapter 10 P361

A

Self-Discipline

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10
Q

This is the most positive form of discipline?

Chapter 10 P361

A

Self-Discipline

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11
Q

This costs little or nothing and even though money and other material rewards are powerful incentives this can have an even more dramatic impact on job-related behavior?

Chapter 10 P361

A

Recognition (based on sincere assessment of an employee’s personal worth)

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12
Q

This theory is a technique designed to assist in developing a positive performance-oriented culture, as well as employee commitment within the work environment?

Chapter 10 P363

A

TQM - Total Quality Management

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13
Q

TQM empowers employees to become partners in making the organization work more efficiently and effecitively by removing barriers that inhibit these three things?

Chapter 10 P363

A

Removes barriers that inhibit:

  1. Commitment 2. Creativity 3. High-quality service
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14
Q

PRICE is an acronym which stands for what?

Chapter 10 P363

A 
Pinpoint 
Record
Involve
Coach
Evaluate
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15
Q

This component of PRICE is where supervisors scan the environment continually in order to locate performance problems that merit attention?

Chapter 10 P363

A

Pinpoint

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16
Q

This component of PRICE is where supervisors scan the environment continually in order to locate performance problems that merit attention?

Chapter 10 P363

A

Pinpoint

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17
Q

This type of discipline is based on the use of punishment rather than rewards and often referred as negative discipline?

Chapter 10 P365

A

Negative Discipline

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18
Q

This is used when all positive approaches have failed to produce conformity with specific performance standards or behavioral expectations?

Chapter 10 P365

A

Negative Discipline

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19
Q

This percentage of people will, for one reason or another, continue to violate departmental polices, procedures, rules, and regulations, even though they are aware of the potential consequences of their deviant behavior?

Chapter 10 P365

A

Up to 15 perecent

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20
Q

All disciplinary actions should be _____ rather than destructive?

Chapter 10 P367

A

Constructive

Therefore firm, fair and impartial. Constructive Discipline is built on sensitivity and good judgment.

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21
Q

All disciplinary actions should be _____ rather than destructive?

Chapter 10 P367

A

Constructive

Therefore firm, fair and impartial. Constructive Discipline is built on sensitivity and good judgment.

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22
Q

_____ and _____ disciplinary procedures are necessary to protect the integrity of the service and provide an adequate frame of reference for all police personnel.

Chapter 10 P367

A

Fair and Equitable

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23
Q

The imposition of this action within an organization has two distinct yet interactive objectives: 1 to reform the individual offender and 2 to deter others who may be influences by what has happened?

Chapter 10 P369

A

discipline

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24
Q

This type of punishment is counterproductive and becomes a stressor in labor-management relations?

A. Direct Punishment
B. Inequitable Punishment
C. Excessive Punishment
D. All of the above

Chapter 10 P370

A

C. Excessive Punishment

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25
Q

There is no place, based on “people orientation” in contemporary applied management theory for these three things in the disciplinary process?

Chapter 10 P370

A

anger, revenge, retribution

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26
Q

This in the public sector ______refers to a cause of action that is legally adequate to sustain a decision to inflict negative sanctions?

Chapter 10 P371

A

Just Cause

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27
Q

Regarding effective discipline what is the Hot Stove rule?

Chapter 10 P372

A

That the discipline should be immediate, based on known rules, consistent and impersonal.

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28
Q

Regarding effective discipline what is the Hot Stove rule?

Chapter 10 P372

A

That the discipline should be immediate, based on known rules, consistent and impersonal.

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29
Q

Don’t Be a Discipline Ostrich, define this?

Chapter 10 P372

A

first line supervisors slipping into a pattern of overlooking a discipline problem.

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30
Q

The phrase a “Caesar’s Wife” refers to this?

Chapter 10 P372

A

Behavior that is above reproach. Loyalty to org. or willingness to comply with dept. policy. DONT WANT to be A supervisor failing to lead by example, believing they are above reproach and lack self control.

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31
Q

When facing disciplinary action one goes through these five stages?

Chapter 10 P374

A

Denial, Anger, Bargaining, Depression and Acceptance

DAB-DA

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32
Q

Regarding this rule, you learn your lesson (discipline) quickly and effectively for the following reasons:

  1. Immediate: no question to cause and effect
  2. Advance Warning: clear warning that offense or behavior will be disciplined
  3. Consistent
  4. Impersonal: discipline is against an act or unacceptable behavior; not individual

Chapter 10 P375/376

A

Hot Stove

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33
Q

This applies whenever an employee is required to answer questions in an IA?

Chapter 10 P377

A

Garrity protection (Garrity V. NJ)

34
Q

This applies whenever an employee is required to answer questions in an IA?

Chapter 10 P377

A

Garrity protection (Garrity V. NJ)

35
Q

Under this, the employer cannot use information provided by the employee in a criminal procedure against the employee?

Chapter 10 P377

A

Garrity

36
Q

For this rule to apply, the employee must believe that the statements he or she provides are compelled under threat of substantial disciplinary action or dismissal from job?

Chapter 10 P377

A

Garrity

37
Q

This means being able to say that the punishment was warranted, justified, and appropriate in terms of its goal?

Chapter 10 P377

A

Fairness

38
Q

This term refers to an increase in punishment for each subsequent offense?

Chapter 10 P380

A

Progressive Discipline

39
Q

This term refers to an increase in punishment for each subsequent offense?

Chapter 10 P380

A

Progressive Discipline

40
Q

What are the types of progressive discipline?

Chapter 10 P381

A

informal discussion, oral warning, written reprimand,final written warning, transfer, suspension, demotion, discharge

41
Q

This is the first official step in progressive discipline?

Chapter 10 P381

A

Written Reprimand
This is designed to spell out problem, recommend corrective measures, and specify probable consequences for further misconduct.

42
Q

This is the most common form of punishment and includes putting employees on “Notice?”

Chapter 10 P381

A

Oral Warning

43
Q

In this type of discipline officers suffer loss of income, social status, and self-esteem?

Chapter 10 P383

A

Demotion

44
Q

This type of interest for police officers generally takes effect after the initial probationary period?

Chapter 10 P385

A

Property Interest - an expectation of continued employment

45
Q

In order to make any disciplinary policy or procedure work effectively and remain within legal guidelines, management and supervision musty ensure these two things?

Chapter 10 P386

A
  1. the expected standards of behavior

2. What sanctions will be imposed if the standard is violated

46
Q

In order to make any disciplinary policy or procedure work effectively and remain within legal guidelines, management and supervision musty ensure these two things?

Chapter 10 P386

A
  1. the expected standards of behavior

2. What sanctions will be imposed if the standard is violated

47
Q

This is resigning from a position voluntarily rather than risk formal termination?

A. Constructive Departure
B. Constructive Disicipline
C. Constructive Discharge
D. Discharge

Chapter 10 P387

A

C.. Constructive Discharge

48
Q

An employee has little legal recourse if they voluntarily resign unless these two questions?

Chapter 10 P387

A
  1. Was the employer attempting to avoid the legal protections due to the employee?
  2. Did the employer make the working situation intolerable for the employee
49
Q

This refers to the preponderance of evidence the the PD failed to train, supervise, or discipline errant, disruptive, or deviant employees properly, holding the department liable?

Chapter 10 P389

A

Vicarious Liability

50
Q

Employers and supervisors also incur this liability if they deprive a subordinate of guaranteed due process rights?

A. civil liability
B. Monetary Liability
C. Dischargable

Chapter 10 P388

A

A. Civil Liability

51
Q

These rights superimpose additional constraints on the disciplinary process. Often mandate warnings to be given and procedures to be followed when certain types of disciplinary actions are anticipated.

Chapter 10 P377

A

Peace officer bill of rights

52
Q

This type of discipline is build on a foundation of sensitivity and good judgement?

Chapter 10 P367

A

Constructive Disicipiline

53
Q

Discipline is

a. an adversarial process
b. a tool for achieving shared purpose and goal-oriented behavior
c. a means of teaching, training and remidiation
d. all of the above

A

D. all of the above

54
Q

Every first line supervisor should strive to create an environment in which

a. sanctions are relied on for results
b. external or imposed discipline is held to an absolute minimum
c. an employee’s sense of competence, craftsmanship and pride is cultivated through discipline
d. none of the above

A

b. external or imposed discipline is held to an absolute minimum

55
Q

_____are among the most powerful motivators at the disposal of the first line supervisor.

a. disciplinary actions
b. shift assigments
c. commendations and citations

A

c. commendations and citations

56
Q

___are two of the things mentioned in the text that create natural parameters for accepted and expected behavior in a given organization.

a. rules and regulations
b. effective supervision and discipline
c. technical expertise and discipline
d. camaraderie and technical expertise

A

d. camaraderie and technical expertise

57
Q

According to book, ____ and____ come with the stripes.

a. power, authority
b. respect, power
c. problem solving, counselling
d. power, discipline

A

c. problem solving, counselling

58
Q

Police officers have emotional job related security needs, including of the following except

a. the need to know exactly what management expects as to work performance
b. the need for regular feedback from management concerning job performance
c. the need to be treated fairly and impartially by those in management
d. none of the above

A

d. none of the above

59
Q

According to book, based on the “people orientation” of contemporary management theory, there is no place for ___in the disciplinary process.

a. friendship
b. guilt
c. anger
d. reform

A

c. anger

60
Q

The misuse of power by the first line supervisor does all but which of the following?

a. destroys the sgt.s credibility
b. enhances legitimate authority over subordinates
c. undermines the sgt.s effectiveness
d. subjects management to ridicule, charges of unfair labor practices, political repercussions and civil suits.

A

b. enhances legitimate authority over subordinates

61
Q

Disciplinary action should be

a. proactive
b. reactive
c. both proactive and reactive

A

c. both proactive and reactive

62
Q

According to the hot stove rule, employees learn quickly because discipline is all but which of the following?

a. immediate
b. predicatable
c. consistent
d. personal

A

d. personal

63
Q

Whether the discipline is firm and fair will depend on critical factors that include all but which of the following?

a. quality of the personnel being recruited by the dept.
b. accountability of the management system
c. training given to newly promoted sgts.
d. support that first line supervisors receive from their superiors

A

b. accountability of the management system

64
Q

Effective disciplinary action is always

a. based on just cause
b. appropriate to the offense and the needs of the offender
c. progressively more sever if the subordinate fails to change, errant, disruptive or deviant behavior
d. all of the above

A

d. all of the above

65
Q

Discipline based on the use of punishment, rather than reward is

a. positive disicpline
b. negative discipline
c. retributive discipline
d. penal discipline

A

b. negative discipline

66
Q

T/F, discipline is the essential element in work that ensures overall productivity and an orderly environment?

A

T

67
Q

T/F, discipline may be used to produce a shared sense of purpose and common goal oriented behavior?

A

T

68
Q

T/F, first line supervisors are expected to nurture professionalism in the employee.

A

T

69
Q

T/F, according to book, the first line supervisor will determine the success or failure of the PD in achieving its mission, goals and objectives.

A

T

70
Q

T/F, according to book, positive discipline manifests itself in the officers willingness to conform and participate in self restraint based on professional dedication or a personal commitment to the ethos of the PD.

A

T

71
Q

T/F, disciplinary action is inherently punitive and used to regulate work related behavior.

A

T

72
Q

T/F, sgts. are expected to increase the employee’s productivity through negative discipline.

A

F

73
Q

T/F, it is the first line supervisor’s responsibility to ID the weakness, deficiencies, failure or overt behavior of subordinates.

A

T

74
Q

T/F, inconsistency and favoritism in disciplining subordinates will have an adverse, potentially destructive effect on employee productivity.

A

T

75
Q

T/F, a sgts. actions must be legal, reasonable, inconsistent and timely.

A

F

76
Q

T/F, if a sgt. misunderstands the nature of the job or lacks rudimentary leadership skills, the potential for abuse of the disciplinary apparatus is great.

A

T

77
Q

T/F, the accused employee is presumed innocent until proven guilty, and the burden of proof is on those involved in the direct supervisory management.

A

T

78
Q

T/F, first line supervisors have a duty to act in the best interests of all of the following; the employee, the dept., the law enforcement profession and the community at large.

A

T

79
Q

T/F, Supervisory personnel who bend or break the rules promote disruptive and deviant behavior by others in the workforce.

A

T

80
Q

T/F, one key to success as a disciplinarian is to ensure that all employees know and fully understand the departments polices, procedures, rules and regualtions.

A

T

81
Q

T/F, failure to sustain a disciplinary action against an employee puts the supervisor at risk for a subsequent civil suit.

A

T

82
Q

T/F, when a subject going through the process of a disciplinary action exhibits anger or disrespectful behavior, immediate suspension should occur.

A

F

Sgts Exam Policy (4 decks)

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