Violence Assmt and Intervention

Question 1

Control Vector Analysis

Answer 1

To gauge POC’s behavior, ask the following 3 questions:
1) How much desperation POC is showing to establish control?
2) What actions have they taken before to achieve a sense of control?
3) Given their history, what actions might they take in the future to achieve a sense of control?

Question 2

What gives the richest possible understanding about why a POC behaved a certain way at a certain time?

Answer 2

What they did or said, in what sequence, in regard to what stimulus (basically CIrCon factors)

Question 3

A single aggregated narrative assembled from 3 different types of specific timelines

Answer 3

Metachronology

Question 4

What are the 3 different timelines in a metachronology

Answer 4

1) In each incident of concern, internal to itself
2) In the entire relationship between the victim and POC
3) Throughout the whole life of the POC

Question 5

7 Steps in a cognitive interview:

Answer 5

1) Greeting the witness and personalizing interview/establishing rapport
2) Explaining the aims of the interview
3) Initiating free report
4) Direct questioning
5) Varied and extensive retrieval
6) Summary
7) Closure

Question 6

When interviewing collateral sources:

Answer 6

First ask a series of questions to qualify and quantify information already known which you believe they have knowledge about. If they’re reluctant, finding out if reasons are legal or personal can relieve their concern and allow them to provide info.

Question 7

What are Weingarten rights?

Answer 7

Employee rights to request representatives.

Question 8

What are the four retrieval instructions of the enhanced cognitive interview?

Answer 8

Change the perspective
Change the order
Context reinstatement
Report everything

Question 9

Four types of questions that limit recall ability:

Answer 9

1) Forced-choice
2) Multiple
3) Leading - steer towards “correct” answer
4) Misleading - steer towards “incorrect” answer

Question 10

Retrieval procedures:

Answer 10

Change the order - may help to fill in holes/gaps since typical recall is scripted
Change the perspective - Report from other witnesses’ perspectives. Make it clear that the interview should not make assumptions or guesses. Only report what they actually saw and heard

Question 11

Is it okay to ask leading questions when clarifying inconsistencies?

Answer 11

Yes, but consider interviewees are suggestible and info may be of little value

Question 12

Three emotional and behavioral factors during interviews:

Answer 12

1) Saving-Face - POC may not be purposely withholding info but may be embarrassed or feel guilty so provide contradicting info. Gently point out the inconsistency to make them feel it’s okay.
2) Death of a Story - Like DABDA - in B, attempts to mask reality of situation; in 2nd D, demonstrates remorse; in 2nd A, usually reached if first four don’t work
3) Hope Barrier - They may fear repercussions. Address their fear which can be helpful to admitting the issue.

Question 13

Direct Accusation method is useful when:

Answer 13

There is a lot of evidence clearly showing a crime’s occurred. POC usually denies so interviewer provides rationalizations for their behavior.

Question 14

Kinesic Interview’s 2 stages:

Answer 14

1) Interview to detect deception
2) Interrogation to get a confession, more emphasis on verbal communication

Question 15

Active attempt to change another person’s attitudes, beliefs, or emotions associated with some issue, person, concept, or object

Answer 15

Persuasion

Question 16

What is the Tickle-Degnen and Rosenthal’s three-part construct of rapport?

Answer 16

Having a third person in the room who isn’t the primary interviewer did not diminish the quality or quantity of info learned, rapport can be maintained

Question 17

Four relationships between victim and POC

Answer 17

1) Direct
2) Indirect
3) Only imagined
4) None

Question 18

Aquino and Lamertz described two types of perpetrators:

Answer 18

1) Domineering - demonstrate superiority
2) Reactive - use coercion or aggression

Question 19

The two types of perpetrators described by Aquino and Lamertz encounter three types of victims:

Answer 19

1) Submissive - insecure, anxious - may not retaliate if attacked
2) Provocative - aggressive, abrasive - more likely to interpret situations as threatening - don’t intend harm but need to protect selves affects their workplace etiquette
3) Non-provoking - don’t exhibit off-putting behaviors but may be seen as vulnerable or threatening

Question 20

What is victim precipitation?

Answer 20

When the victim intentionally or by mistake participates in the events that led to the POC’s aggressive behaviors.

Question 21

What does research show about power and aggression and how does it related to IPV?

Answer 21

People who perceive themselves to have little power may be more aggressive than others. If perceive little power in relationship, behave more aggressively.

Question 22

What does a perception of injustice have to do with workplace?

Answer 22

Perception of high workplace injustice linked to workplace aggression

Question 23

Link between supervisory control over supervisees’ work

Answer 23

the more control the supervisor has over employee performance, the higher the sense of injustice

Question 24

Research findings among cognitive ability, agency, communion, and victimization

Answer 24

Cognitive ability positively correlated with victimization. Those with higher agency experienced increased victimization but high communion traits mitigated victimization.

Question 25

Perceived injustice motivates people to make someone responsible for the injury

Answer 25

Fairness theory

Question 26

US Department of Labor’s 2 types of unlawful workplace harassment:

Answer 26

1) quid pro quo
2) Hostile work environment

Question 27

Three motivations for participating in workplace romances

Answer 27

1) Love motive
2) Work related - advancement
3) Ego motive - lust, sexual gratification

Question 28

Most common pairings of motive in workplace…think “FUC” all “PM” ….what is the possible result of each one’s dissolution?

Answer 28

1) Fling - both ego motives - far less likely to end in issues cuz based in excitement for both
2) Utilitarian - one ego other work-related motive - could result in quid pro quo bc no deep sense of empathy and partner is sexual object
3) Companionate - both love motives - empathy is real so less likely to end in quid pro quo
4) Passionate - both love and ego motives - empathy is real so less likely to end in quid pro quo
5) Mutual - both work-related motives - could result in quid pro quo bc no deep sense of empathy and partner is sexual object

Question 29

Three scenarios in which victim is caught in workplace IPV

Answer 29

1) OTJ Harassment - appearing at workplace, calling them repeatedly
2) OTJ Sabotage - making them late, disabling cars, depriving of sleep
3) OTJ Stalking - lurking around workplace, waiting along commuting routes

Question 30

List the psychological concepts of victims…think FIND-RC

Answer 30

1) Fantasy Victim
2) Ineffectual Victim
3) Nice Person Victim
4) Domineering Victim
5) Romantically Involved Victim
6) Criminal Victim

Question 31

Describe the Fantasy Victim and how assessor should approach:

Answer 31

Self-aggrandizing, superior, entitlement - take time to manipulate to achieve goals. Assessor should understand that common courtesies may be insulting. Victim’s already explained their situation and need it fixed now. May embellish info provided to assessor.

Question 32

Describe the Ineffectual Victim and how assessors should approach:

Answer 32

Delicate, fragile, vulnerable. Allow them to perceive you appreciate their difficulties - see you as an ally. They are looking for clues from you about the “right response.” Ask them to recount their story in reverse to see if it’s complete or just something they said to please you.

Question 33

Describe the Nice Person Victim and how assessors should approach:

Answer 33

Appears orderly, initially friendly - doesn’t want to offense anyone. Make small talk to find common elements to bond over. Allow them to think they’ve scored points with you then solicit their assistance. They often feel they should hold something back.

Question 34

Describe the Domineering Victim and how assessors should approach:

Answer 34

Bully, intimidate - POC should just be removed. They cast bad light on all aspects of their environment. “Don’t know” why this is occurring. Allow them to perceive they’re winning - don’t argue, just go with the flow. Get them to engage - they’re used to giving orders. Make them feel it’s their ability that will assist you. Only their unique insight will be helpful.

Question 35

Describe the Romantically Involved Victim and how assessors should approach:

Answer 35

May actually be catalysts for POCs. - not unusual that they’ve been abusing POCs (probably brough this on themselves). Determine how the victim sees relationship with POC. Questions about their interactions give insight into POC’s mindset.

Question 36

Describe the Criminal Victim and how assessors should approach:

Answer 36

Irritable, aggressive - seem to always look for a fight. Examine their perception of status in life. May be motivated to be noticed and others show respect. Reaffirm the level of deference they feel they’re owed.

Question 37

A tool for improving workplace functioning because it can help employees manage the internal factors that cause or worsen workplace conflict

Answer 37

Mindful behavior appreciation

Question 38

Dysfunctional organizational culture can promote workplace aggression in two ways:

Answer 38

1) Taking no or inadequate action to address POC’s behavior
2) Creating social conditions that promote aggression

Question 39

What were the findings in Hoel and Salin’s study of workplace aggression?

Answer 39

Bullying is more common when managers and employees believe upper mgmt support their aggressive behavior

Question 40

In which year did the which entity recognize behavioral threat assessment as the emerging standard of care for preventing targeted violence?

Answer 40

2013, APA

Question 41

The four social factors identified by Sommer and colleagues that contribute to school targeted violence:

Answer 41

1) Problems with teachers
2) Physical bullying
3) Peer rejection
4) Romantic rejection

Question 42

FBI’s model of a school threat assessment:

Answer 42

Evaluate threat to determine severity and then evaluate student as much as possible:
Prong 1 - Student’s personality
Prong 2 - Student’s family dynamics
Prong 3 - School’s environment and student’s role in it
Prong 4 - Social dynamics

Question 43

Secret Service model of school threat assessment:

Answer 43

1) Receive info about student
2) A center point of contact in TA team screens info and determines threat exists
3) Threat assessment team gathers thorough info and interviews others
4) Determine if referral to law enforcement is warranted. Referral made if: Team cant determine a threat OR determines student is preparing for an attack

Question 44

Term to describe when a victim feels as if there is nothing that can be done to stop the POC

Answer 44

Fatalism

Question 45

Some things to do if a victim feels as if there is no real risk (denial) or are viewing the situation fatalistically?

Answer 45

1) Demonstrate larger context for the process beyond themselves
2) Agree they have the right to decide about their own safety but what about safety of others?
3) Gauge their sense of responsibility to help protect others, although not personally wanting to participate
4) Educate about the value of increased situational awareness

Question 46

Actively monitoring one’s environment for cues

Answer 46

countersurveillance

Question 47

physical security changes to make the target less vulnerable

Answer 47

Site hardening

Question 48

Steps involved in site hardening:

Answer 48

1) Establish/enforce basic security procedures
2) Answer questions about current activities/locations of victims
3) Know how to notify people in the protected site

Question 49

Two general categories of monitoring and notification systems

Answer 49

1) Proactive - most important for ongoing case mgmt
2) Reactive - used during active assailant incident

Question 50

How many people should facilitate the interview termination process and why?

Answer 50

Two member team so employee doesn’t think they can just overcome one person

Question 51

What does FERPA protect and what are two exceptions?

Answer 51

Protects student records maintained by the educational facility. Can’t be shared without written consent from the student at the post-secondary level.
Exceptions include:
1) If info is necessary to protect students or others
2) Behavioral observations and interactions with those who have a reasonable interest in them, such as a threat assessment team

Question 52

Violence Against Women Act, amended in 2000, includes:
(think a cable company providing great service for acronym “V-FIOS provides HI F)…Verizon FIOS provides HI Frequency

Answer 52

1) Violation of protection order
2) Firearms
3) Interstate domestic violence
4) Obscene or harassing phone calls
5) Stalking
6) Hearing before granting POC pretrial release
7) Interstate communications (cyber threats)
8) Full faith and credit of restraining orders

Question 53

What is FCRA? Describe it.

Answer 53

Fair Credit Reporting Act - many states that their own version. Establishes rules of conduct for all investigations conducted by third parties that affect rights of consumers - granting of credit, issuance of insurance, and obtaining/retaining a job

Question 54

What is FACTA of 2003? Describe it.

Answer 54

Fair and Accurate Credit Transactions Act of 2003. Relevant in threat assessment when an employer is doing a threat assessment on its employee and the info is gathered partially or wholly by a third party and the results could have an adverse impact.

Question 55

In regards to FCRA, what does the law normally require? And under what section is there an exception? What is that exception?

Answer 55

Notification to all consumers when the assessment could have an adverse impact and requires their permission to proceed. Report has to be provided verbally or in writing before action is taken. However, FACTA, Section 603, states that communications are excluded if it is in connection to misconduct related to employment, laws, or pre-existing employer written policies.

Question 56

Who does the FACTA of 2003 NOT apply to?

Answer 56

1) The threat assessment of a private person by another private person (no employment relationship exists)

2) Threat assessment of any 3rd party (nonemployee) to the company as long as company was not considering granting of credit or issuance of insurance to that person

Question 57

Under FCRA, if misconduct related to employment occurs, what does the employer have to report to the employee being investigated?

Answer 57

The nature of the conduct upon which the adverse action is based but not have to provide it right away. It can be provided when the adverse action is taken and employer does not have to identify the sources of information.

Question 58

What is ADA? Describe it.

Answer 58

Americans with Disabilities Act. Protects individuals from being targeted for investigations based on medical/psychological disabilities.

Question 59

What does the ADA not protect?

Answer 59

Behaviors that meet a certain level of harassment, threats, or violence, regardless of medical condition.

Question 60

What is the EEOC and what is its guidance about the ADA and psychiatric disabilities?

Answer 60

Equal Employment Opportunity Commission. Focus on the conduct and explain the consequences of continued misconduct in terms of uniform disciplinary procedures.

Question 61

What’s the EEOC and its guidance about employees taking medications?

Answer 61

It’s the employees responsibility to take their meds and to consider the behavioral consequences of not taking them.

Question 62

A threat assessment must be based on what, according to the ADA?

Answer 62

Present ability to safely perform duties with medical judgment relying on the most current medical knowledge OR the best available objective evidence.

Question 63

Because under the ADA, a threat assessment can be based on the best available objective evidence, what does this mean for the threat assessment team?

Answer 63

It does not need a medical professional or forensic psychologist.

Question 64

Employees may request a reasonable accommodation to:

Answer 64

Address the misconduct

Question 65

What are reasonable accommodations not able to eliminate or reduce?

Answer 65

Direct threats/significant risk of harm

Question 66

Title VII of the Civil Rights Act of 1964

Answer 66

Prohibits discrimination based on race, color, religion, sex, and national origin

Question 67

If you’re the assessor and not employed by the company, remember to not do what and instead do what?

Answer 67

NOT be involved in guiding or directing any employment outcome…instead provide info about how you believe the person might act if certain actions are taken and what employers should consider if their actions are the same or different from what they’ve done in the past…clearly document their rationale

Question 68

Title IX: Educational Amendments Act of 1972

Answer 68

Prohibits discrimination on basis of sex for all federally funded education program activity

Question 69

How does Title IX: Educational Amendments Act of 1972 intersect with threat assessment?

Answer 69

When someone reports sexual harassment, sexual assault, rape, stalking, or other behaviors that trigger an investigation under this statute

Question 70

Occupational Safety and Health Act of 1970 (OSHA)

Answer 70

Employers must furnish employees a place of work that is free from recognized hazards that are causing or likely to cause death or serious physical harm

Question 71

Red Flag Laws

Answer 71

Enhance violence protection by temporarily allowing designated parties to request a state court order to remove firearms from a person who may present a danger to themselves or others. Those who can seek the order are different among states (family, law enf, school officials, MH workers).

Question 72

All 50 states have _____ laws, with the first having been passed in the state of ______

Answer 72

anti-stalking…California

Question 73

What is defamation and what are two examples

Answer 73

Holding up of a person to ridicule, scorn, or contempt in a considerable and respectable part of the community
1) Libel - written (think libro)
2) Slander - verbal

Question 74

What do the authors propose as a step-wise process to engaging in duty to warn?

Answer 74

A concentric circle…
First the directly named victim, then members of immediate, physical workgroup, then members on same floor or same building, then same corporate campus, then employees in entire company

Question 75

What is “nesting messages” as it relates to duty to warn?

Answer 75

the idea that issues are separate but interdependent and must be solved in the right order to solve the issue overall.