Chapter 9

Question 1

Which ability in the eyes of those being supervised seems to go hand in hand with being a competent supervisor

Answer 1

• The ability to be an effective trainer

Question 2

Define training and explain its components

Answer 2

• Training is a process conducted by an agency to help its members to do better in their present or future jobs by influencing their attitudes, skills or knowledge.

Question 3

• Process

Answer 3

o A method or a course of actions which progresses forward

Question 4

• To help its members

Answer 4

o The agency is responsible for training

Question 5

• To do better in their present or future jobs

Answer 5

o Relevancy must be established for the training to be effective

Question 6

• Attitudes

Answer 6

o Training is intended to shape attitudes and to give workers a different view of a situation

Question 7

• Skills

Answer 7

o An employee can be trained to do his present job more efficiently through the development of his skills

Question 8

• Knowledge

Answer 8

o Training imparts knowledge that is required in the trainee’s present or future work

Question 9

Explain why training is needed in an agency

Answer 9

• Lower turnover of personnel
• Fewer grievances
• Improve work product
• Morale
• Safety
• Better supervision

Question 10

How does a subordinate gain from training

Answer 10

• Increased job security
• Becoming more productive
• Being identified as upwardly mobile
• Experiencing self-motivation
• Improvement in morale

Question 11

How does a supervisor gain from conducting training?

Answer 11

• Better knowledge of subordinates
• Creation of extra time
• A safer workplace
• An increased potential for career advancement
• Keeping abreast of latest developments

Question 12

• Creation of extra time

Answer 12

o When a supervisor trains his subordinates, he will find that time ordinarily dedicated to leading subordinates by the hand is not required

Question 13

Identify the different types of training and explain each one

Answer 13

• Entry-level training-Recruit academy training. Trainee is compensated as he learns his job
• Field training of new hire-On the job training
• In-service training
• Shift training-Roll call training
• Outside specialized training
• Command courses

Question 14

What are the qualifications a trainer should possess?

Answer 14

• Knowledge
• Status
• Training ability
• Willing to train

Question 15

Name and discuss the basic tenets of learning

Answer 15

• State of receptiveness
• Pleasant and pleasurable
• The cycle of repetition

Question 16

• State of receptiveness

Answer 16

o A trainer must create an attitude conducive to learning by providing motivation for the trainee to learn

Question 17

• Pleasant and pleasurable

Answer 17

o With some creativity and experience, learning can be interesting, challenging and even pleasant

Question 18

• The cycle of repetition

Answer 18

o Having a trainee repeat an operation or procedure will obviously strengthen his mastery so he can perform it even under the most stressful conditions

Question 19

Describe how people learn

Answer 19

• Gaining attention
• Trainer input
• Admitted by senses
• Short memory storehouse
• Long memory storehouse
• Individual learning speeds

Question 20

• Gaining attention

Answer 20

o The trainer must catch and hold the attentions of the trainee

Question 21

• Trainer input

Answer 21

o Cognitive information is imparted by a recognized training authority, who has a degree of credibility by virtue of his own experience and education.

Question 22

• Admitted by senses

Answer 22

o One or more senses become engaged in the receiving of information. The more senses involved, the more engaging and effective the learning process.

Question 23

• Short memory storehouse

Answer 23

o Information received and processed goes into a person’s memory

Question 24

• Long memory storehouse

Answer 24

o Where information is kept for extended periods of time

Question 25

• Individual learning speeds

Answer 25

o Everyone learns at different rates of speed based upon mental ability, personality, background information, and education

Question 26

What are the five steps in devising a training program?

Answer 26

1. Discovering needs
2. Setting the goals
3. Developing the training curriculum
4. Conducting the program
5. Evaluating the program

Question 27

Name and explain the steps in conducting a training program

Answer 27

• Getting the trainee ready-Put the trainees at ease by explaining what can be expected to occur during the training session
• Showing the trainee how-Use examples, deliver information in manageable segments, travel at the right pace and give frequent summaries
• Letting the trainee try it-People learn best by doing. Skills are developed slowly and a person must practice to develop
• Finding out if the trainees have learned-Is the trainee ready to do the job

Question 28

Explain why evaluation of a training program is difficult

Answer 28

• Measuring performance is difficult; it is especially difficult in law enforcement agencies where so much of what is done does not lend itself to quantifiable measurements.

Question 29

List some common training problems and recommend how to deal with each one

Answer 29

• Trainer rigidity
• False assumptions
• Over expertise of the trainer
• Trainer paranoia
• Checking for understanding inappropriately
• Not my job

Question 30

• Trainer rigidity

Answer 30

o A trainer may need to make necessary alterations to fit the needs of the trainee in accomplishing the objectives of the training program

Question 31

• False assumptions

Answer 31

o A trainer should not assume anything, but should be guided by the alternative of fact

Question 32

• Over expertise of the trainer

Answer 32

o Trainers must continually find their target of delivery based on the material to be covered and the audience’s level of the familiarity with the material

Question 33

• Trainer paranoia

Answer 33

o Supervisors should recognize the development of subordinates reflects well upon there supervisory abilities and may reduce their workload through the work efforts of a developing subordinate

Question 34

• Checking for understanding inappropriately

Answer 34

o Merely asking if a trainee understands is insufficient. Specific questions elicit specific responses. Questions prefaced with what, when , where , who , why and how will generate more feedback

Question 35

• Not my job

Answer 35

o Training is part of a supervisors job and when he fails to do it, he makes his job more difficult

Question 36

Describe some training methods and their advantages/disadvantages

Answer 36

• The lecture method
• The group discussion
• Behavior modeling
• Vestibule training
• In-basket training

Question 37

• The lecture method

Answer 37

o Consists mainly of oral instruction by a trainer. Main advantage is efficiency when dealing with large numbers of trainees. Main disadvantage is there is little to no involvement by trainees

Question 38

• The group discussion

Answer 38

o Trainer leads a discussion about a previously decided training topic. Lots of trainee involvement, however, will not be successful unless the trainer can keep the discussion on course

Question 39

• Behavior modeling

Answer 39

o Visual training approach which puts supervisors and trainees in real life performances. Useful in teaching attitudes and behavior modes in real life situations, however, this method is expensive and time consuming

Question 40

• Vestibule training

Answer 40

o Practice newly learned procedures in the same environment as in the workplace. Trainees learn quickly, but it is an expensive method of training.

Question 41

• In-basket training

Answer 41

o This training creates situations described by various memos presented to the trainee. Reinforces appropriate actions, however, it is expensive, time consuming and calls for a fair degree of skill on the part of the trainers.