Untitled Deck Flashcards
1
Q
What are the primary concerns of managers?
A
Planning, organizing, directing, implementing, and evaluating
Managers focus on broader organizational objectives and strategic oversight.
2
Q
What are the primary responsibilities of supervisors?
A
Planning, staffing, training, assigning, and delegating
Supervisors work directly with staff to ensure tasks are completed efficiently.
3
Q
What is the role of managers in policy making?
A
Managers are policy makers or make policy recommendations to executive management
They assess organizational needs to inform policy decisions.
4
Q
How do supervisors interact with agency policies?
A
Supervisors carry out the agency’s policies
They implement established policies and procedures in day-to-day operations.
5
Q
Provide an example of an operational plan that a manager might develop.
A
Planning for security at a community event
This involves strategizing resource allocation and risk management.
6
Q
What is a responsibility that may require a supervisor to act as a manager?
A
Incident Commander, Strategic Enforcement Team leader (SET), or responsibility for equipment
In certain situations, supervisors may need to assume higher-level decision-making roles.
7
Q
True or False: Supervisors and managers have identical roles in an organization.
A
False
Their responsibilities and focus areas differ significantly.
8
Q
Fill in the blank: Managers are primarily responsible for _______ while supervisors focus on _______.
A
policy making; task execution
This distinction highlights the different levels of oversight and operational focus.
9
Q
What is the manager responsible for in an agency?
A
Planning, allocating resources, and developing junior leaders who carry out the agency’s mission, goals, and objectives.
10
Q
What role does the supervisor play in accomplishing the agency’s goals?
A
Leads a team to accomplish the agency’s mission, goals, and objectives on a daily basis.
11
Q
What is the necessity of the chain of command?
A
- Maintains the organizational or communicational structure of the agency
- Defines the authority of the organization
- Links the various levels of the organization
- Enhances the efficiency of the agency
12
Q
What does unity of command refer to?
A
The one-to-one reporting relationship between the subordinate and supervisor.
13
Q
True or False: A subordinate can report to multiple supervisors at the same time.
A
False
14
Q
What is span of control?
A
The total number of subordinates a supervisor can manage as effectively as possible.
15
Q
How does span of control differ in tall and flat hierarchies?
A
- Tall hierarchies have less direct reports for each leader.
- Flat hierarchies have more direct reports for each leader.
16
Q
What are the influences of effective supervision on management?
A
- Lead by example
- Provide clear direction for subordinates
- Demonstrate a positive attitude
- Achieve objectives more effectively and at a reduced cost
- Allocate and spend training dollars more wisely
17
Q
Define policies in the context of departmental guidelines.
A
Courses of action, often broad and flexible, adopted and pursued by an agency.
18
Q
What are procedures?
A
Detailed descriptions of how officers implement a policy, including steps taken and responsibilities.
19
Q
What are rules?
A
Narrowly defined courses of action or prohibited actions that enhance the legal and ethical conduct of employees.
20
Q
What is the difference in focus between executive leaders and first-line leaders?
A
- Executive leaders have a long-term, strategic focus.
- First-line leaders have a short-term, operational focus.
21
Q
What is the first-line leader’s role in implementing policy?
A
- Demonstrate a team spirit
- Seek input from subordinates on policy changes
- Support the policy
- Deliver messages about the policy as the first-line leader
- Ensure subordinates understand the policy
- Enforce the policy as authorized
- Bring concerns through the chain of command
22
Q
What is the first-line leader’s involvement in the agency’s budget?
A
- Identify needed equipment, supplies, and training
- Provide information through the chain of command in the budget process
23
Q
What role does the first-line leader play as an instructor?
A
Develops and delivers the agency’s training program, ensuring needed training occurs.
24
Q
How does the first-line leader act as a coach?
A
Helps subordinates understand the agency’s vision, mission, goals, and objectives.
25
What is the role of the first-line leader as a mentor?
Aids subordinates to reach their potential through coaching, counseling, guiding, and imparting knowledge.
26
What is the first-line leader's role as a disciplinarian?
* Sets an example of self-discipline
* Establishes clear expectations and defines consistent consequences
27
What are the ABCs of behavior in leadership?
* Antecedents: Expectations for subordinates
* Behavior: Individual's actions
* Consequences: Results of actions
28
What must a leader do when a subordinate fails to meet expectations?
Deliver a negative sanction as soon as practical after the unacceptable behavior.
29
What is crucial for delivering consequences as a leader?
Consistency in rewarding and sanctioning behaviors.
30
Scenario: How would you handle a complaint of officer misconduct?
Investigate the claim and ensure proper documentation is completed.
31
Scenario: What action would you take for an officer failing to respond to calls?
Address performance issues directly and provide necessary support or consequences.
32
Scenario: How would you manage an officer refusing to make community contacts?
Reinforce the policy and address non-compliance with the officer.
33
Scenario: What action should you take regarding a valuable item left by an arrestee?
Ensure the property is secured to prevent loss.
34
Why are most supervisors promoted into their new role?
Because they developed the knowledge, skills, abilities, and aptitude to perform essential job functions of their previous role.
35
What skill set may not be effective for first-line leaders?
The skill set used effectively by a patrol officer or detective.
36
What crucial role do first-line leaders play in an organization?
Recruiting and retaining employees.
37
What is the significance of first-line leaders in relation to agency morale?
They have a 'finger on the pulse' of the agency's morale and can positively affect it.
38
What must supervisors understand before supervising their subordinates?
Their own personality and motivation.
39
Identify issues that impact communication in the workplace.
* Gender
* Generational differences
* Values
* Work ethic
* Life and work experience
* Language or nationality
* Culture or ethnicity
* Physical environment
40
Describe the psychosocial crisis according to Erik Erikson.
A conflict involving the psychological needs of the individual versus the needs of society.
41
What are the eight stages of psychosocial development according to Erikson?
* Trust vs. Mistrust (0-1)
* Autonomy vs. Doubt (2-3)
* Initiative vs. Guilt (4-5)
* Industry vs. Inferiority (6-Puberty)
* Identity vs. Confusion (Adolescence)
* Intimacy vs. Isolation (Early Adulthood)
* Generativity vs. Self-absorption (Middle Adulthood)
* Integrity vs. Despair (Late Adulthood)
42
What happens if a person does not successfully complete a stage according to Erikson?
They may develop an unhealthy personality and a flawed sense of self.
43
List personal life changes that impact people in the workforce.
* Retirees coming back to work
* Younger employees moving back home with parents
* Economic stresses
* Fractured families
* Elder care
* Single heads of household
44
What are the five levels of Maslow's Hierarchy of Needs?
* Physiological
* Safety
* Social
* Esteem
* Self-actualization
45
What does Herzberg’s Motivation-Hygiene Theory state?
Satisfaction comes from motivator factors and dissatisfaction comes from hygiene factors.
46
What are the four cornerstones of Organizational Commitment Theory?
* Voice
* Loyalty
* Neglect
* Exit
47
How can first-line leaders create an environment that helps employees self-motivate?
* Set the example
* Appeal to ethics
* Encourage through personal words
* Involve employees in decision-making
* Give commendations and public recognition
* Warn with threats of disciplinary action
* Assign team projects
48
What are the benefits of rewarding employees for job performance?
* Motivates employees to a higher standard
* Builds confidence
* Builds esprit de corps
* Improves productivity
* Produces personal job satisfaction
* Provides a stepping stone for career development
49
What are essential factors for using motivational techniques?
* Recognizing leaders cannot impose desire
* Establishing clear antecedents
* Understanding individual perspectives on rewards
* Providing effective communication
* Ensuring a healthy work environment
50
Identify the various forms of communication.
* Verbal
* Non-verbal
* Electronic
* Written
51
What are the five components of the communication process?
* Sender
* Channel
* Message
* Receiver
* Feedback
52
How does semantics affect communication?
* Affects understanding through word choice and phrasing
* Can create misunderstandings
* May adversely affect intercultural sensitivity
53
What percentage of a message's impact is attributed to word choice?
7%
54
What percentage of a message's impact is attributed to non-verbal communication?
55%
55
What are techniques for effective verbal communication?
* Seek to clarify ideas
* Examine the true purpose of each communication
* Ensure the physical environment aids communication
56
What can project the speaker’s real meaning despite the words spoken?
Facial expressions, voice intonations, and body language.
## Footnote
These non-verbal cues can convey emotions and intentions that may not be explicitly stated.
57
How can semantics create misunderstandings?
By affecting intercultural sensitivity and leading to misinterpretations.
## Footnote
Different cultures may interpret words and phrases in varied ways.
58
What is the first technique for effective verbal communication?
Seek to clarify ideas before communicating.
59
What should be examined as part of effective communication?
The true purpose of each communication.
60
What is important to ensure in the physical environment for communication?
Eliminate noise and distraction.
61
What emotional state should the receiver be in for effective communication?
Emotionally prepared to participate.
62
What should a leader be attentive to from the listener?
Non-verbal cues.
63
What is the verbal landmine that should be avoided?
The word 'but'.
64
How can 'but' affect a message?
It negates everything said before it.
65
What should be used instead of 'but' to maintain positive communication?
'And'.
66
What should a leader be mindful of in their message?
Overtones as well as basic content.
67
What is active listening?
A structured form of listening and responding that focuses attention on the speaker.
68
What does content listening involve?
Understanding and retaining what the speaker said.
69
What is critical listening?
Evaluating the meaning of the speaker’s message on several levels.
70
What is empathic listening?
Understanding the speaker’s feelings, needs, and wants.
71
What is the first step to engage in effective listening?
Stop talking.
72
What should you do to make the speaker feel at ease?
Put the speaker at ease.
73
What type of questions should be asked to encourage communication?
Open-ended questions.
74
What is an example of clarification in active listening?
"Can you describe what you mean?"
75
What non-verbal sign indicates agreement?
Nods and smiles.
76
What are the characteristics of effective written communication?
* Sensitive to the audience
* Sincere
* Clear, complete, concise
* Mechanically and grammatically correct
* Concrete
* Without gender bias
* Free from jargon, clichés, and buzzwords
77
What are the 'Big Five' personality traits?
* Openness
* Conscientiousness
* Extroversion
* Agreeableness
* Neuroticism
78
What satisfies security needs in the workplace?
Economic factors such as predictable income and job stability.
79
What does recognition involve in a workplace context?
The desire to receive credit for one’s abilities.
80
What does affiliation focus on?
The need for warmth and friendship in work relationships.
81
What can affect workplace interactions according to personality styles?
Distinct personality preferences.
82
What did Carl Jung theorize about personality?
That people have distinct personality preferences from birth.
83
What are the four dichotomies in the Myers-Briggs Type Instrument (MBTI)?
* Extroversion vs. Introversion
* Sensing vs. Intuition
* Thinking vs. Feeling
* Judging vs. Perceiving
84
What do extroverts tend to focus on?
The outer world of people and events.
85
What is a characteristic of sensing individuals?
They are practical and realistic.
86
What do thinking individuals prioritize in decision-making?
Logic and facts.
87
What do judging individuals prefer in their work style?
Structure and clear limits.
88
What is an important reason for leaders to be aware of employees' well-being?
Employees’ well-being results in effectiveness in the workplace.
89
What can personal issues affect if not known by supervisors?
The employee or co-workers in a negative manner.
90
What can a leader control more effectively by knowing their employees?
Outcomes.
91
How can an employee facing a problem benefit from a leader's awareness?
The leader can help them see solutions.
92
Why should a leader be aware of subordinates’ well-being?
Because employees’ well-being results in effectiveness in the workplace
## Footnote
Awareness of personal issues can prevent negative impacts on employees and co-workers.
93
What effect does a leader's knowledge of their employees have on outcomes?
The more the leader knows about their employees, the more likely it is that the leader can control outcomes to a more significant degree.
94
How does being immersed in a problem affect an employee's perspective?
An employee may not be able to see solutions as well as a leader who is aware and yet not personally involved.
95
What is the impact of showing genuine interest in employees’ well-being?
It creates trust and respect for leaders.
96
Define empathy.
Empathy is understanding, being aware of, being sensitive to, and vicariously experiencing the feelings, thoughts, and experience of another person.
97
What role should one assume when showing caring empathy in difficult situations?
The role of the Compassionate Consoler.
98
List situations where the Compassionate Consoler role is appropriate.
* Death notifications
* Calming a lost child
* Dealing with a confused Alzheimer’s patient
* Interviewing a timid person
* Interviewing a victim of a tragedy
99
What characteristics should your body language and voice have while acting as a Compassionate Consoler?
* Appear smaller, not intimidating
* Voice should be low, slow, and reassuring
* Eyes should be large, not mere slits
100
Define sympathy.
Sympathy is an affinity, association, or relationship between persons or things wherein whatever affects one similarly affects the other.
101
What strategies can enhance morale and build a more effective work team?
* Allow the needs of subordinates to coincide with the needs of the organization
* Reward good behavior
* Set the example
* Develop teamwork and esprit de corps
* Make subordinates’ jobs challenging, exciting, and meaningful
* Invite subordinates to be a part of the planning and problem-solving processes
* Look out for subordinates’ well-being
* Keep subordinates informed
* Counsel subordinates who behave in ways that are counter to the agency's goals
102
What is a key reason for creating a team atmosphere?
It provides opportunity for team members to see how their contributions connect to the welfare and success of the entire organization.
103
How does a team atmosphere benefit understanding of risk or reward?
It provides opportunity for team members to gain understanding that risk or reward has to be in the best interest of the entire organization.
104
What are some motivational benefits of a team atmosphere?
* Motivates employees
* Sets performance expectations
* Encourages compliance with all applicable laws and department policies and procedures
105
What are the qualities of effective leaders?
Effective leaders possess qualities and techniques that enable them to influence others in the accomplishment of a common task.
106
What is the primary task of a leader?
To create a work environment to which people want to belong.
107
What fosters a sense of social identity and belonging in an organization?
Congruency between individual values and the values and purpose of the organization.
108
What are the top four characteristics of leaders that people would willingly follow according to Kouzes and Posner?
* Honest
* Inspiring
* Able to look forward (visionary)
* Competent
109
Name some other characteristics of effective leaders identified by Kouzes and Posner.
* Intelligent
* Open-minded
* Dependable
* Supportive
* Fair-minded
* Straightforward
* Cooperative
* Ambitious
* Caring
* Determined
* Courageous
* Loyal
* Imaginative
* Mature
* Self-controlled
110
What are the five exemplary leadership practices according to Kouzes and Posner?
* Model the way
* Inspire a shared vision
* Challenge the process
* Enable others to act
* Encourage the heart
111
What does 'Model the way' entail?
* Clarifying values by finding your voice
* Setting the example by aligning actions with shared values
112
What is the commandment regarding 'Envision the future'?
Envision the future by imagining exciting and ennobling activities.
113
What are the three basic styles of leadership often applied in criminal justice organizations?
* Autocratic
* Democratic
* Laissez-faire
114
What is the effect of leadership styles on communication?
* Can have a chilling effect on communication
* Enhance team building and team accomplishments
* Cause avoidance of responsibilities and direction
115
Differentiate between transactional and transformational leadership.
* Transactional leadership relies on positional power
* Transformational leadership comes from personal power and encourages input from subordinates
116
When should a leader use a transactional leadership style?
In emergency situations and crises.
117
Identify opportunities for formal and informal development of leadership skills.
* Formal training
* Mentorship
* Discussion groups
* Assignments to various organizational components
* Participation in promotional opportunities
* Job sharing and interagency exchanges
118
What are some challenges to leadership development?
* Lack of self-confidence
* Level of maturity and life experience
* Lack of emotional intelligence
* Fear of failure
* Refusal to listen and learn from others
* Little or no training opportunities
* Preference for non-confrontation
* Lack of funding
* Failure to visualize the future
* Allowing generational stereotypes to color decisions
119
What methods are used for leadership development?
* Seeking opportunities to learn
* Seeking training opportunities
* Volunteering for improvement opportunities
* Demonstrating interest in solving problems
* Taking initiative to improve weak areas
120
What is the personal responsibility of a leader regarding their own and others' development?
* Set the example and strive for success
* Find solutions to improve situations
* Influence others by 'talking the talk and walking the walk'
121
How can leaders identify and develop future leaders among subordinates?
* Review training files
* Encourage career paths
* Explore individual projects
* Help manage careers
* Allow job sharing and mentoring
122
What are the three components of developmental counseling?
* Event counseling
* Performance counseling
* Professional growth counseling
123
Differentiate between positional power and personal power.
* Positional power is derived from authority
* Personal power comes from factors like job knowledge and communication skills
124
What is the importance of planning in leadership transitions?
It evaluates what candidates have done to prepare for promotion.
125
What complications may arise when promoting to a first-line leader?
* Establishing new relationships with former peers
* Avoiding micromanagement
* Not compromising responsibilities for popularity
* Not making too many changes too soon
* Earning respect over time
126
What is the nature of time?
Time is the longest and shortest, swiftest and lowest, most neglected, and most regretted thing.
## Footnote
Time is an essential element that affects all aspects of life.
127
What does time management refer to?
Time management refers to tools or techniques for planning and scheduling time to increase effectiveness and achieve goals.
## Footnote
It involves managing one's time to enhance productivity.
128
What is the leader's role in time management?
The leader's role is active and requires high energy and self-motivation to manage administrative tasks and subordinate performance.
## Footnote
Effective time management is crucial for a leader's long-term success.
129
List common approaches to effective time management.
* Use daily planners
* Keep to-do lists or reminders
* Use technology
* Use email and telephone systems efficiently
* Set priorities
* Limit distractions
* Identify time wasters
* Schedule appointments
* Recognize peak efficiency times
* Delegate tasks
* Focus on new strategies
## Footnote
These approaches help in managing time effectively.
130
What are Stephen R. Covey's 'Four Generations of Time Management'?
* 1st generation: uses notes and checklists
* 2nd generation: uses calendars and appointment books
* 3rd generation: focuses on values and goal setting
* 4th generation: emphasizes relationships and teamwork
## Footnote
Each generation represents a different approach to time management.
131
Identify factors affecting time management.
* Organizational skills
* Procrastination
* Problem-solving capabilities
* Time available for a project
* Available resources
* KSAs (knowledge, skills, abilities)
* Work environment
* Degree of detail for assignments
* Handling complaints
* Time-sensitive projects
* Personal preferences
* Individual biorhythms
* Pre-existing workload
* Required follow-up
* Needs of subordinates
* Number of decision-makers involved
## Footnote
These factors influence how effectively time is managed.
132
What are the four 'D's of time management according to Stephen Covey?
* Dump: low importance, low urgency
* Delegate: low importance, high urgency
* Decide: high importance, low urgency
* Do: high importance, high urgency
## Footnote
Covey's framework helps prioritize tasks.
133
What are the benefits of effective time management?
* Stress reduction
* Maximum efficiency
* Maximum productivity
* Cost savings
* Improved employee morale
* Management satisfaction
* Improved agency image
* Higher quality decisions
## Footnote
Effective time management leads to numerous organizational benefits.
134
What is Pareto's Principle?
Pareto's Principle states that 20% of activities produce 80% of accomplishments.
## Footnote
This principle applies to various contexts, including employee performance.
135
Identify Parkinson's Law.
Parkinson's Law states that work expands to fill the time allocated for its completion.
## Footnote
Setting realistic deadlines can enhance productivity.
136
How can the time formula be used?
The time formula estimates project completion time using Tm, To, Tp, and Te.
## Footnote
This formula helps in calculating time estimates for tasks.
137
What is purpose planning?
Purpose planning includes defining your life's purpose, personal mission statement, roles, and goals.
## Footnote
It is a dynamic document that should be updated regularly.
138
What are the components of defining personal goals?
* Keep a master list of goals
* Goals should be SMART: Specific, Measurable, Attainable, Realistic, Timely
* Support each goal with action steps
## Footnote
This helps in achieving personal and professional objectives.
139
Define planning
Planning is the visualization and determination of a course of action toward some objective.
## Footnote
Planning involves determining what is to be done, when it will be done, where it will be done, who will be responsible, and how it will be accomplished.
140
What are the types of formal plans?
* strategic
* tactical
* operational
* procedural
* standing
* mutual aid
* fluid
* budgetary
141
Explain the elements of the PODSCORB planning model.
* Planning
* Organizing
* Directing
* Staffing
* Coordinating
* Reporting
* Budgeting
142
Explain the elements of the POSTBECPIRD planning model.
* Planning
* Organizing
* Staffing
* Training
* Budgeting
* Equipping
* Coordinating
* Public Information
* Research
* Development
143
What is Force Field Analysis?
A specialized method for weighing pros and cons to understand all forces for or against a plan and their impact on the decision.
144
What is a fishbone diagram used for?
It identifies many possible causes for an effect or problem and structures brainstorming sessions.
145
What does a SWOT Analysis evaluate?
The Strengths, Weaknesses, Opportunities, and Threats involved in setting goals and objectives for a project.
146
Name some identifiable characteristics of an effective plan.
* clearly defines objectives and goals
* is necessary
* is simple, direct, and clear
* is flexible
* is likely achievable
* provides for standards of operations
* is economic in terms of resources needed for implementation
* anticipates the effect on future operations
147
Define staffing
Staffing is the proper allocation of resources and personnel to properly handle situations that might impact the daily operations of the organization.
148
Explain the impact of staffing on effective planning.
* Effective planning requires having the resources to handle routine calls for service.
* Staffing must be available to handle unforeseen emergencies.
* Plans must be revised when staffing is insufficient.
149
Define assigning
Assigning includes identifying specific personnel or groups to accomplish specific tasks, solve specific problems, expand communication, and provide services.
150
Give examples of assigning.
* selecting personnel with specific skill sets
* populating a shift, zone, or grid
* selecting personnel for specialized units
151
Describe how effective assigning impacts the timeliness of response.
* minimizes the time that officers take to arrive at routine calls
* ensures that officers are available to back each other up when needed
152
Define delegation
Delegation is assigning authority and transferring a task to a subordinate.
153
List the reasons for effective delegation.
* increases the effectiveness of the supervisor
* develops skills and knowledge in subordinates
* builds teamwork
* builds trust between officers and supervisor
* implements effective time management skills
154
Describe effective delegation techniques.
* Identify the task
* Consider the individuals available
* Assign the appropriate individual to the task
* Explain your expectations
* Provide the necessary resources and authority
* Check periodically on progress
155
What should be considered prior to delegating tasks to subordinates?
* time
* complexity
* skill level of the subordinate
* familiarity with the issues
* location
* level of accountability required
156
Identify the impact of sufficient resources on delegation.
* Greater likelihood of a successful outcome
* Optimal outcomes can be achieved even with limited resources if resourcefulness is present.
157
Identify effective methods to monitor the progress of a delegated task.
* require status reports at regular intervals
* be available to provide direction
* review progress regularly
158
What can still be achieved even if outcomes are not optimal?
Nearly optimal outcomes can still be achieved.
159
Why is it critical for a supervisor to delegate to the right person?
Because the supervisor must know the capacities of each of their subordinates.
160
Identify an effective method to monitor the progress of a delegated task.
Require status reports at regular intervals or at specific plateaus—inspect what you expect.
161
What should a supervisor do to provide direction during a delegated task?
Be available to provide direction.
162
What are the elements of completed staff work? List them.
* An eye for detail
* A sense of urgency
* Accurate definition of the problem
* Generation of alternatives
* Mechanisms appropriate for applying each alternative to the desired outcome
* Application of decision mechanisms and assessment of outcomes
* Selection of the most appropriate alternative
* Justification of that selection
163
What is the importance of an eye for detail in completed staff work?
It ensures accuracy and thoroughness in task completion.
164
What does a sense of urgency contribute to completed staff work?
It helps prioritize tasks and meet deadlines.
165
What is a key difference between responsibility and accountability?
Responsibility can never be delegated; accountability can.
166
True or False: Supervisors can delegate responsibility for a project.
False.
167
What must supervisors do regarding the authority they delegate?
Regular monitoring is necessary.
168
What remains with the supervisor even after delegating tasks?
The responsibility for the projects and people.
169
Explain the concept of accountability in delegation.
Holding a subordinate accountable for the use or misuse of delegated authority.
170
Fill in the blank: When a supervisor selects an individual to perform a task, that individual becomes _______.
[accountable] for completing the task successfully.
171
What does the phrase 'the buck remains with the supervisor' imply?
The supervisor retains ultimate responsibility for actions and outcomes.
172
What is human resource management?
A series of complex and interrelated components including marketing the agency, recruiting, processing applicants, and administering testing and evaluation.
173
What is the primary goal of human resource management?
To acquire the most talented individuals to further agency goals.
174
How do leaders impact the recruitment process?
By creating an environment where hired individuals choose to remain and act as instruments of recruitment for similarly qualified individuals.
175
What can happen if the recruitment process is poorly executed?
The agency may become a source of recruitment for other organizations with more attractive benefits and working conditions.
176
What are the ABCs of behavior in personnel management?
Antecedents, Behavior, Consequences.
177
What does 'Antecedents' refer to in the ABCs of behavior?
Clear expectations for behavior.
178
What does 'Behavior' signify in the ABCs of behavior?
Each person makes their own decisions about the types of behavior they will exhibit.
179
What are 'Consequences' in the ABCs of behavior?
The results of a person’s choices, consisting of positive rewards and negative sanctions.
180
List the seven factors to consider when employing discipline.
* Nature of the offense
* Past work record
* Length of service
* Special circumstances
* Consistency
* Organizational behavior
* Propriety of rule
181
What is the plus/delta method of coaching?
A coaching method that encourages team members to reflect on their actions and suggest improvements without using the word 'but'.
182
What is the problem with using the word 'but' in feedback?
It negates or cancels everything that goes before it, leading listeners to disregard prior positive comments.
183
What should leaders focus on during coaching sessions?
Giving team members voice, acknowledging their strengths, and developing a plan to address performance deficiencies.
184
What is Organizational Commitment Theory?
A theory that explains that when team members are given voice, they demonstrate loyalty; when not given voice, they may demonstrate neglect or exit.
185
What are the two forms of exit in Organizational Commitment Theory?
* Leaving the organization
* Sabotaging decisions made by leadership
186
How can leaders improve or maintain a positive work environment?
* Understand positional power
* Understand personal power
* Be a resource for personnel
* Exhibit attributes of a great leader
* Foster organizational commitment
187
What is the impact of neglect in the workplace?
It can lead to team members doing just enough to get by and potentially exiting the organization.
188
Fill in the blank: The plus/delta method requires team members to reflect on their actions and offer their own ideas for _______.
[improvement]
189
What should be done prior to a coaching session using the plus/delta method?
Complete the plus/delta coaching form identifying performance behaviors to correct and prompt questions.
190
True or False: The plus/delta method allows for labeling behavior as good versus bad.
False
191
What is the recommended replacement for the word 'but' in feedback?
The word 'and'.
192
What is the purpose of prompt questions in the plus/delta method?
To elicit responses from team members and encourage reflection.
193
What is a key attribute of a good supervisor?
Establishing trust, truthfulness, competence, and other qualities that inspire followership.
194
What is the suggested replacement for the word 'BUT' in conversation?
AND
## Footnote
Using 'AND' helps to connect thoughts positively.
195
What effect can over-emphasizing 'and' have in communication?
It can have the same effect as using 'but'
## Footnote
Pausing before and after using 'and' may imply a negative connotation.
196
When is it appropriate to use 'but' in a conversation?
To acknowledge something negative while emphasizing a positive alternative
## Footnote
Example: 'That wasn't your best effort, BUT I know you will do better next time.'
197
List ways to solicit input from subordinates regarding the work environment.
* Informal conversations
* Debriefing of work-related events
* Participation in volunteer-type situations
* Open or anonymous surveys
* Outlining opportunities for suggestions
* Asking about career goals
## Footnote
These methods help gather feedback for improvements.
198
What are ways to gain support from management for a positive work environment?
* Communicate steps to improve the work environment
* Recognize performance and accomplishments
* Compare 'before' and 'after' scenarios
* Identify improved support from the public or shareholders
* Accomplish management’s objectives quickly
## Footnote
Clear communication and recognition can foster management support.
199
What are the necessity of agency training requirements?
* Provides individual growth
* Expands personnel capabilities
* Conforms to Criminal Justice Standards
* Reduces liability
## Footnote
Training is crucial for compliance and risk management.
200
Differentiate between a training need, a performance issue, and poor judgment.
* Training needs: Overcoming performance deficits
* Performance issues: May relate to morale or distractions
* Poor judgment: Substandard performance conflicting with guidelines
## Footnote
Each category addresses different aspects of employee performance.
201
What are the elements of effective employee evaluations?
* Time sensitive
* Tracking productivity
* Knowledge of policy on retention and dismissal
* Documentation of behavior
* Recognition of commendable actions
## Footnote
Regular evaluations contribute to employee development.
202
Describe the Hot Stove principle in relation to discipline.
Discipline is corrective, consistent, immediate, and impersonal
## Footnote
It emphasizes fairness and the need for appropriate corrective actions.
203
Identify the seven factors to consider when employing discipline.
* Nature of the offense
* Past work record
* Length of service
* Special circumstances
* Consistency
* Organizational behavior
* Propriety of rule
## Footnote
Each factor ensures fair and appropriate disciplinary action.
204
What are the components of the grievance process?
* Begins with a perceived violation
* Initial grievance submitted to first-line supervisor
* Response time varies (5-7 days)
* Satisfied grievant resolves the matter
* Continues through specified levels until a final decision is made
## Footnote
Grievance processes may involve arbitration depending on agreements.
205
List reasons for addressing grievances early and effectively.
* Prevents escalation
* Improves performance
* Enhances morale
* Clarifies policy distortions
* Reinforces supervisory effectiveness
## Footnote
Timely resolution of grievances promotes a healthier work environment.
206
What conditions can lead to grievances?
* Preferential treatment
* Bias
* Failure to address problems immediately
## Footnote
Addressing these conditions can prevent grievances.
207
What is the role of the supervisor in resolving grievances?
* Create a positive work environment
* Establish trust
* Be fair and consistent
* Familiarity with contractual agreements
* Mitigate discipline where necessary
## Footnote
Supervisors play a crucial role in maintaining workplace harmony.
208
What responsibilities does management have in resolving grievances?
* Improve the work environment
* Hold supervisors accountable
* Provide training in grievance resolution
* Ensure consistent interpretation of issues
* Allow flexibility for supervisors
## Footnote
Management's support is essential for effective grievance handling.
209
What is the Employee Assistance Program?
A worksite-based program to assist employees with personal concerns affecting job performance
## Footnote
This program addresses issues like health, family, and emotional well-being.
210
Identify types of services provided by an Employee Assistance Program.
* Counseling for personal issues
* Stress management
* Depression support
* Grief counseling
* Trauma assistance
* Relationship issues
## Footnote
These services aim to enhance employee well-being.
211
What is the purpose of the Employee Assistance Program?
To assist an agency in addressing productivity issues and help employees resolve personal concerns
## Footnote
Personal concerns include health, family, marital, financial, legal, and emotional issues that may affect job performance.
212
List the types of services provided by an Employee Assistance Program.
* Counseling for personal issues
* Referrals for professional services
* Assistance for work environment issues
213
What are the benefits of the Employee Assistance Program to employees?
* Protection of the employee’s job
* Timely and confidential assessment
* Referrals for diagnosis and treatment
* Link to private and government services
* Education and wellness programs
* Confidentiality in seeking assistance
* Voluntary participation
214
What are the benefits of the Employee Assistance Program to the agency?
* Protection of employees
* Higher productivity
* Lower absenteeism
* Reduced healthcare costs
* Savings on worker compensation costs
* Safer work environment
* Fewer grievances
* Consultation and training for supervisors
215
True or False: Referrals and services to an Employee Assistance Program are confidential.
True
## Footnote
Pursuant to s. 110.1091, F.S.
216
Identify specific circumstances for discretionary referrals to the Employee Assistance Program.
* Sudden change in normal behavior
* Erratic behavior or notable depression
* Failure to report for duty
* Gambling-related issues
* Domestic issues
* Eldercare issues
217
Identify specific circumstances for mandatory referrals to the Employee Assistance Program.
* Absence from duty without permission
* Failure to perform
* Consistent failure to conform to policy
* Traumatic events causing lack of focus
* Family issues affecting workplace
* Suspected alcohol or drug dependency
* Failed physical fitness evaluation
218
List the limitations of an Employee Assistance Program.
* Participation can be voluntary
* Quality and availability of services may vary
* Cost for services may be prohibitive
* Does not stop disciplinary action already in place
219
List other programs and services that may assist employees.
* Personal physicians
* Mental health professionals
* Church and faith-based organizations
* Community service organizations
* Counseling hotlines
* Group meetings like Alcoholics Anonymous
220
What is conflict in the workplace?
A natural occurrence within a group of people who interact regularly and may have differing views
## Footnote
Change and resistance to change are inevitable.
221
What is the leader’s responsibility for conflict management?
* Intervene when resolution is not possible
* Examine both sides of the conflict
* Assess reactions of involved parties
* Identify points of agreement
* Create a safe atmosphere
* Stick to specific facts
* Involve the team in finding resolution
* Allow time for consensus
* Appoint mediation if needed
* Aim for agency’s mission
222
Define critical incident.
An event that has the potential to overwhelm one’s usual coping mechanisms, resulting in psychological distress.
223
Define traumatic incident.
A situation that causes unusually strong emotional reactions that can interfere with job performance.
224
Provide examples of critical and traumatic incidents that can lead to stress.
* Involvement in a shooting
* Serious injury or death of a fellow officer
* Failed rescue
* Riot
* Handling multiple traffic fatalities
* Involvement in a hostage situation
* Natural or man-made disaster
225
List potential behavioral signs from exposure to a critical or traumatic incident.
* Absenteeism
* Inconsistent work patterns
* Problems with interpersonal relations
* Addiction issues
* Aggressiveness
* Physical symptoms
* Cognitive difficulties
226
What are the consequences of failing to diffuse and debrief after a critical incident?
* Denial of stress
* Refusal to deal with traumatic stress
* Downward emotional spiral
* Poor job performance
* Risks to officers and public
* Increased agency liability
227
What must agencies and their managers do within legal parameters?
Act within legal parameters both within their agency and in performing criminal justice duties.
228
What can result from failing to act within legal parameters?
Agency and personal liability.
229
What may the actions of subordinates create?
Unwanted liability.
230
What is a tort?
A civil wrong committed by a person that causes injury or harm to the property or person of the victim.
231
Differentiate between negligent torts and intentional torts.
Negligent torts involve a violation of a duty to act with reasonable care causing foreseeable harm, while intentional torts are willful actions directed towards another person resulting in harm.
232
Define sovereign immunity.
The legal doctrine that the state cannot be sued without its consent, even for wrongful acts of its agents.
233
What is vicarious liability?
Liability that a supervisor bears for the actionable conduct of a subordinate.
234
What is respondeat superior?
Liability an employer bears for the wrongdoing of an employee if committed within the scope of employment.
235
What is failure to train liability?
Liability that results when a supervisor fails to provide adequate training to subordinates, resulting in injury.
236
What is negligent entrustment?
Liability that results when employees are provided resources without the necessary training and skill development.
237
What are some examples of causes of action against criminal justice personnel?
* Excessive force
* False arrest
* Tort liability
* Failure to adequately protect victims of domestic violence
* Overreaction to allegations of child sexual abuse
* Overreliance on eyewitness identifications
* Barricaded subjects
* Sexual harassment
* Discrimination
238
What is sexual harassment in the workplace?
Unsolicited, unwelcome sexual advances, requests for sexual favors, and other offensive conduct of a sexual nature.
239
Define quid pro quo.
Conduct where a supervisor demands sexual favors in return for job security or other benefits.
240
What is a hostile work environment?
An office culture where lewd jokes or other offensive habits are acceptable.
241
List the responsibilities of the victim in a sexual harassment complaint.
* Advise the offending party their behavior is inappropriate
* Inform their supervisor promptly
* Follow agency policies for filing complaints
* Refrain from discussing the complaint with others
242
What is discrimination?
The action a person takes to deprive another individual or group of a right because of prejudice involving color, national origin, race, religion, or sex.
243
What does the Family Medical Leave Act (FMLA) require from covered employers?
Grant eligible employees up to 12 workweeks of unpaid leave for specific family and health conditions.
244
What are the consequences of discrimination?
* Poor staff morale
* Lessened productivity
* Tension in the workplace
* Employee liabilities
* Supervisor liabilities
* Community perception issues
* Negative impact on recruitment
* Potential loss of federal grants
245
What must agencies do regarding complaints of sexual harassment?
* Establish written procedures
* Inform employees of anti-harassment policy
* Enforce zero tolerance
* Take appropriate action on reported incidents
246
What is the definition of a hostile work environment?
An office culture where lewd jokes or other offensive habits are acceptable.
247
What is the responsibility of a supervisor in relation to discrimination?
Monitoring for and protecting against discrimination
## Footnote
This includes not relying solely on the victim to report incidents.
248
List the responsibilities of the agency in a discrimination complaint.
* Establish written procedures for handling complaints of discrimination
* Inform employees and publish the agency’s anti-discrimination policy
* Enforce zero tolerance for discrimination
* Take appropriate action on all reported incidents
* Provide periodic training intended to prevent discrimination
* Hold members accountable to attend agency training
* Document required training for members
249
What is the purpose of the Americans with Disabilities Act (ADA)?
* Eliminate discrimination against individuals with disabilities
* Provide consistent, enforceable standards addressing discrimination against individuals with disabilities
* Ensure that the Federal Government plays a central role in enforcing the standards established by the ADA
* Address the major areas of discrimination against people with disabilities
250
List the key provisions of the Americans with Disabilities Act (ADA).
* Reasonable accommodations
* Undue hardship
* Qualified individual with a disability
* Direct threat
* Essential functions
* Bona fide occupational qualifications
251
Give examples of making a reasonable accommodation for employees.
* Making existing facilities accessible
* Restructuring job duties
* Allowing part-time or modified work schedules
* Acquiring or modifying furniture and equipment
* Changing tests, training materials, or policies
* Providing qualified readers or interpreters
252
What does the Whistle-blower’s Act provide?
Protection from retaliatory actions against an employee who reports violations of law
## Footnote
This includes violations that create danger to public health, safety, or welfare.
253
What remedies does the Whistle-blower’s Act provide?
* Protection from discharge
* Relief for individuals subjected to adverse actions due to participation in protected activity
* Confidentiality of the whistle-blower's identity
254
Identify the potential liability associated with use of force incidents.
* Litigation
* Criminal charges
* Sanctions against the officer, their supervisor, the organization, or any combination thereof
255
What are the provisions contained in ss. 776.05 and 944.35, F.S., pertaining to the use of force?
* The officer’s authority to use force
* When an officer is justified in the use of force
* The use of deadly force
256
What is the 'castle doctrine' as per s. 776.013, F.S.?
* Presumption of intent to cause death or great bodily harm
* Right to use any manner of force, including deadly force, to defend self or property
* No 'duty to retreat' but can 'stand your ground'
* Protection against prosecution under this statute
* Prohibits criminals from suing victims for injuring or killing them
257
What must officers follow to reduce liability when using force?
Their department’s use of force policy
## Footnote
This helps avoid disciplinary action or termination.
258
What is 'failure to intervene' in the context of supervisory liability?
A claim against a supervisor who fails to stop unconstitutional acts by subordinate officers.
259
What are the conditions for a supervisor to be liable for failure to intervene?
* Has reasonable opportunity to intervene
* Knows excessive force is being used
* A citizen has been unjustifiably arrested
* Any constitutional violation has been committed
260
Identify types of administrative action that may be taken against supervisors for misconduct.
* Reprimand (verbal or written)
* Suspension (with or without pay)
* Demotion
* Forced resignation
* Termination of employment
* Administrative penalties or fines
* Loss of CJSTC certification
261
How can a supervisor limit civil liability?
* Committed to doing the right thing for the right reason
* Receiving training on supervisory skills and new laws
* Using established standards of care
* Maintaining thorough records
* Following agency policies and procedures
* Consulting management and legal advisors
* Involving agency legal representation
* Being proactive
* Providing and documenting quality training
262
What current trends in liability concerns exist within criminal justice?
* Supervisors may be held criminally liable for knowing about officers violating constitutional rights
* Liability may arise from failing to take corrective action for officer misconduct
* Jurisdictions may be liable if a policy leads to constitutional violations
* Failure to train will be a focus of more litigation
263
Define ethics.
Ethics are a standard of conduct based on moral duties and virtues derived from principles of right and wrong.
264
What are ethical values?
Ethical values are those values that are absolutes for a person, determining behavior as absolutely right or wrong.
265
Define non-ethical values.
Non-ethical values are important values that are not considered absolute rights or wrongs, such as independence, money, and good health.
266
What are core values?
Core values are those values that dictate and drive your attitudes and actions.
267
Who proposed the idea that 90% of a person’s value system is locked in by age 10?
Dr. Morris Massey.
268
List the six core values necessary for effective public service employees.
* responsibility
* sense of fairness and justice
* civic duty
* honesty
* respectful
* caring and concern
269
Define professionalism.
Professionalism is conduct, aims, or qualities that characterize or mark a profession.
270
What is ethical and professional behavior?
Doing the right thing at the right time for the right reason.
271
Define ethical dilemma.
An ethical dilemma is a situation causing physiological stress responses due to conflicting moral choices.
272
Define integrity.
Integrity is a rigid adherence to an ethical code of conduct, considering consequences of decisions.
273
How does integrity affect performance?
* A sense of pride is achieved through adherence to the code of conduct
* Appropriate attitude is crucial for satisfaction
* Integrity influences public perception and agency goals
274
How can a first-line leader influence ethical decision-making?
* don’t pass the buck
* address issues promptly
* find solutions, not excuses
* look for the ethical way
* be a role model and professional
* ensure compliance with laws and policies
* show empathy and compassion
275
What is the Four-Step Test for making ethical decisions?
* Is what I am about to do or not do legal?
* Will my career remain intact?
* Will my loved ones be proud of me?
* Would I do this if I were being videotaped?
276
What does the Golden Rule Test encourage?
It encourages considering the principle: 'Do unto others as you would have them do unto you.'
277
What are the three components of the Bell, Book, and Candle Test?
* Bell: Listen for ethical warnings
* Book: Check laws, rules, regulations
* Candle: Consider public scrutiny
278
What is a key question in the Critical Thinking Test?
* Is my action legal?
279
Fill in the blank: Professionalism is conduct, aims, or qualities that characterize or mark a _______.
[profession]
280
True or False: Non-ethical values are the same as unethical values.
False.
281
What is the essential function of first-line leaders during critical incidents?
They coordinate responses and report incidents to ensure public protection and resource allocation.
## Footnote
This unified approach is vital given the complexity and danger of emergencies.
282
List some critical incidents that a leader may encounter.
* major violent crime scenes
* terrorist attacks
* civil disturbances
* hazardous material spills
* natural disasters
* riots and disturbances
* hostage situations
* employee strikes
* health epidemics
* violent offender arrested in a Probation & Parole Office
* assault from outside
* mass evacuations
* fires
* attack involving weapons of mass destruction
* train derailment
* airplane crash
* prison riot or disturbance
* escape and recapture of inmates
283
What are some risk factors that should be identified in an initial assessment?
* type of hazard
* casualties or victims
* size of impacted area
* evacuations
* perimeters
* number of available resources
* weather conditions
* multiple sites
* distraction or diversion to actual event
* planned secondary events
284
Describe the leader’s responsibilities with the Incident Command System (ICS).
* implement an ICS
* contain the scene
* ensure safety of officers
* apprehend any subjects without incident
285
What is the supervisor’s role within the National Incident Management System (NIMS)?
* assist the Incident Commander
* ensure accountability
286
What are the leader’s roles with incidents involving Weapons of Mass Destruction (WMD)?
* determine whether there is an actual incident or the threat of an incident
* establish command
* notify appropriate commands
* enlist available resources and provide instructions
* develop an Incident Action Plan
* identify an appropriate organizational structure
* maintain a manageable span of control
* manage incident resources
* coordinate overall emergency activities
287
What factors determine when a supervisor might interact with other agencies during a critical incident?
* size and scope of incident
* size of agency
* number of agencies responding
* location of incident
* resource allocation
* primary focus of the event
288
Name possible roles a leader might take when interacting with other agencies during a critical incident.
* Field Supervisor
* Incident Commander
* Public Information Officer
* Finance and administration
* Logistics
* Planning
289
Provide examples of multiple agency response.
* crowd and traffic control
* search and rescue
* emergency medical services
* fire suppression
* hostage negotiation
* site security
* perpetrator or inmate apprehension
* crime scene protection and processing
290
What are the general reporting requirements for critical incidents?
* Identify and report the critical incident
* Follow the NIMS protocol
* Inform surrounding agencies of the incident
* Report to the media when necessary
* Monitor the situation and update information
* Be ready to initiate or scale back resources
* Document in a written report
291
List the essential considerations in transitioning from one Incident Commander to a replacement commander.
* the incident conditions
* the Incident Action Plan and its current status
* safety considerations and concerns
* deployment and assignment of operating units
* incident briefing form
292
What is the primary role of the agency Public Information Officer (PIO)?
To act as the main contact for media and community relations
## Footnote
The PIO is responsible for managing communication between the agency and the public.
293
List some responsibilities of the Public Information Officer (PIO).
* Reach out to the community
* Promote agency agenda
* Promote agency programs
* Help the agency solve crimes
* Act as an interagency coordinating instrument
* Make policy statements for the agency
* Respond to major crime scenes or developments
* Control the media at crime scenes or institutions
294
What is the Florida Public Records law?
F.S. Chapter 119
## Footnote
This law governs the public's access to government records in Florida.
295
What federal law allows public access to government records?
Federal Freedom of Information Act
## Footnote
This act ensures that the public can request access to records from any federal agency.
296
Identify key department policies regarding the release of information.
* Media will be directed to the PIO in critical incidents
* Certain information may be released
* Certain information must be released
* Certain information cannot be released
* Supervisors must understand F.S. Chapter 119
* Planned programs should notify media with ample notice
* Handle the crime scene or incident first
* Establish a media command post when necessary
* Establish ground rules for the media
297
What types of documents are usually subject to a public records request?
* Computer records including business emails
* Financial records (bids, budgets, telephone bills)
* Litigation records
* Personnel records (applications, complaints, grievances, travel vouchers, salary information)
298
Provide examples of lawful exceptions to the release of information.
* Social security numbers
* Personal information of officers and their families
* Employee medical information
* Certain investigative files
* Identity of confidential informants
* Juvenile offender records
299
What are some guidelines for dealing effectively with the media?
* Maintain composure
* Be aware of confidentiality issues
* Maintain proper appearance
* Use standard English (no jargon)
* Be knowledgeable of the topic
* Do not lie
* Do not 'stonewall'
* Assume the camera or phone is recording
300
What techniques can be used for managing the media?
* Handle the incident first
* Establish a media command post away from the scene
* Establish ground rules for the media
* Use peer pressure to control the media
* Do not arrest reporters unless unavoidable
* Expect media to interview witnesses
* Expect media to run tags
* Give frequent updates
* Inform them of what you can share if you can't disclose everything
* Refrain from doing 'perp walks'
301
Name some common media traps.
* Dead air trap
* Commercial trap
* Big word trap
* Off topic trap
* Editorializing
* Interruptions
* Post-conclusion traps
* Distractions
302
What is the supervisor's role regarding media during a critical incident?
* Defer to the agency PIO unless delegated
* Supervise the crime scene or event as priority
* Establish a perimeter to eliminate visibility of critical tasks
* Maintain officer or deputy discipline in carrying out duties
