Chapter 7 Flashcards by VIDAL DIAZ

What is alleged to be the cure-all for job dissatisfaction, low morale, employee inefficiency, poor performance, and risk avoidance?

Job satisfaction

Empowerment

Strength-based leaders

Positive team members

Empowerment

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What means making decisions instead of merely completing tasks?

Finding your voice

Empowerment

Delegating

Supervising

Finding your voice

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What is our police department and community’s greatest resource?

Empowerment

Communication

Delegating

Knowledge of its employees

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What is one of the strongest drives of career well-being and performance?

Being empowered

Giving empowerment

Feeling empowered

All of the above

Feeling empowered

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Researchers have repeatedly found that gains in productivity, happiness, and health depend on what?

How much we think we’re empowered

How much we’re actually empowered

How much knowledge we have

How much of the work is delegated

How much we think we’re empowered

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What shapes how we choose to experience our world?

Being able to capitalize on our strength

Having integrity

Being empowered

Mindset

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If you see daily events as dictated by external circumstance and choices, then you have _____.

Empowerment

External locus

Internal locus

Internal control

External locus

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If you believe your actions have a direct effect on their outcomes, then you have ____.

Empowerment

External locus

Internal locus

Integrity

Internal locus

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Which of these is a relationship?

Empowerment

External locus

Internal locus

Supervising

Empowerment

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What type of people miss out on the credit for their successes, which undermines their confidence and dedication?

Non-empowered

External

Internal

Weak

External

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Which type of people has research shown to have greater career achievement, higher academic marks, more job satisfaction, better skills at communicating and listening, and more positive social relationships?

Empowered

External

Internal

Confident

Internal

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What results from low job satisfaction or low morale?

Lack of empowerment

External locus

Internal locus

Not delegating

Lack of empowerment

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What is a leadership strategy for creating a high-performance workplace?

Empowerment

Delegating

External controls

Inner controls

Empowerment

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What will cause community-oriented policing to be a great success on paper and an embarrassing failure on paper?

Decentralization of authority

Lack of trust

Without empowerment

Without delegation

Without empowerment

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Which organizations find that many poor and uncoordinated decisions result, and then abandon the empowerment fad and recentralize?

Those that are without empowerment

Those that do not delegate

Those that do not recognize the pitfalls of empowerment

Those that decentralize authority

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What does empowerment mean?

Enabling decision making in others

Delegating decisions to others

Acknowledging authority

Having authority

Enabling decision making in others

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What do you share with your staff when you empower them?

Making decisions

Victories and losses

Successes and failures

Rewards and consequences

Successes and failures

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When is empowering your staff impractical?

When they lack integrity

When there’s no trust

If a leader believes that staff members truly want to do a good job and enjoy their work

None of the above

“If a leader does not believe that staff members truly want to do a good job and enjoy their work”

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Which statement is true?

Empowerment is giving away the decision; it is not encouraging those who are affected by it to input their ideas and aspirations

Empowerment is not giving away the decision; it is encouraging those who are affected by it to input their ideas and aspirations

The accountability falls on the person making the decision

Empowerment does not necessitate a strong belief in the integrity and job strengths of an employee

Empowerment is not giving away the decision; it is encouraging those who are affected by it to input their ideas and aspirations

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Some see empowerment as a vote on what we do, when it is actually a ______ on what we do.

Voice

Choice

Decision

Principle

Voice

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How is a supervisor fair to everyone?

Denying power to those who are ready as well as those who are incapable

Empowering those who are ready as well as those who are incapable

Denying those who are incapable as well as those who are ready

Empowering those who are ready and denying those who are incapable

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What do participation, delegation, and capitalization depend on?

Empowerment

Trust

Relationships

Strength-based leader

Trust

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What is a combination of integrity and competency?

Trust

Relationships

Empowerment

Leadership

Trust

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What is first and foremost a relationship that depends on mutual trust?

Moral duty

Leadership

Team member

Empowerment

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What would be a deposit in a trust bank account (TBA)? A trustworthy action An untrustworthy action Being deceitful Being unreliable

A trustworthy action

What is the most important deposit you can make, and it is the key to every other deposit? Demonstrating loyalty Being trustworthy Understanding another person Little thing mean a lot

Understanding another person

When do you know what constitutes a deposit to another person? When you are trustworthy When you understand the person When you are reliable When you are kind to the person

When you understand the person

What causes large trust bank account (TBA) withdrawals? Little afronts Unkindnesses Forms of disrespect All the above

All the above "....big things are the little things...."

Expectations and goals must be first _______ and then a deposit is possible. Expected Clear Implied Understood

Understood

How do you confirm and elevate the trust of those present? By being faithful to those who are absent By being trustworthy By being honest By being loyal to those who are present

By being faithful to those who are absent

What type of mistakes do most people forgive? Mistake of the heart Mistake of the head Mistake of judgement All of the above

Mistake of judgement

Which are steps in apologizing? Describe what you did wrong Say you’re sorry Tell them you’ll never do it again All of the above

All of the above

What has research shown to be close to, or equals, the importance a person places on being empowered? Making someone believe you really care about them If you really care about them and they know it Displaying empathy Being trustworthy

If you really care about them and they know it

What is integrity? Conforming our reality to our words Making a promise Honesty Self-discipline

Conforming our reality to our words

What is the key to handling many people? How you treat everyone How well you communicate Being able to delegate appropriately How you treat the one you’re dealing with right now

How you treat the one you’re dealing with right now

What does an organization need to function? Empowerment Delegation Integrity Trust

Delegation

When you delegate, what are you always delegating for certain? Authority Responsibility Uncertainty None of the above

Uncertainty

What causes us to not really let go? Fear of losing authority Ultimately responsible The “yes, but…” syndrome Fear of delegating

The “yes, but…” syndrome

"Your staff becomes disengaged,” is a pitfall of what? Loyalty Not really letting go Substandard performance Lack of communication

Not really letting go "Pitfalls of not really letting go: - you sap your time - you get buried in trivia - you belittle your staff - your staff becomes disengaged - your staff either avoids your assistance or seeks it too frequently - teamwork dissipates - the work team experiences inept communication, which lowers mutual trust"

Many police organizations would grind to a slow and burdensome pace, or at minimum would be highly inefficient without what? Empowerment Delegation Trust Communication skills

Delegation

What is effective delegation? Supervision Empowerment Strength-based leadership Leadership

Strength-based leadership

Who benefits from appropriate delegation? The community The organization Strength-based leaders and your staff All of the above

All of the above

Who is typically more responsive and dedicated? Empowered police employees Community Strength-based leaders All of the above

Empowered police employees

With appropriate delegation, who benefits by encouraging a feeling of ownership? Community Organization Strength-based leader Staff

Strength-based leader

With appropriate delegation, who benefits by becoming more capable of producing top-notch police work? Community Organization Strength-based leader Staff

Staff

What is the first step in empowerment? Understanding Delegation Being trusted Earning trust

Delegation

Before you delegate, what must you do? Trust the person Understand the person Be sure you are understood All of the above

Trust the person

Of the four ways to delegate, which is the only one to promote empowerment? Stewardship Gofer delegation Delegation dump Micromanagement

Stewardship

Which one concentrates on results instead of methods? Stewardship Gofer delegation Delegation dump Micromanagement

Stewardship

Stewardship delegation involves commitment regarding expectations in five areas. Which of these is one? Authority Understanding Accountability All of the above

Accountability ``` These 5 areas: Desired results Turf Resources Accountability Consequences ```

When identifying the boundaries within which the person must function, they should be what? Strict Flexible Accountable Controlling

Flexible

Highly routine assigned work wherein you go for this and go for that, is called what? Stewardship Gofer delegation Delegation dump Micromanagement

Gofer delegation

How is a supervisor viewed if he engages in delegation dumping? A micromanager Lacks commitment Low emotional Incompetent

Incompetent

When is empowerment a farce? When supervisors practice vertical command and control When supervisors practice diagonal command and control When supervisor practice delegation dumping When supervisors practice gofer delegation

When supervisors practice vertical command and control

Who has the belief that he has a malcontent or misfit employee who needs special constraints and watching carefully? One who practices delegation dumping One who lacks accountability One who practices micromanaging One who lacks participation

One who practices micromanaging "The micromanaging supervisor believes that he..... -has more technical expertise than any subordinate -knows at all times what is going on in the department -is the primary(if not only)person responsible for how the department is working -is able to solve any problem that comes up (or at least solve it before a subordinate can) -has a malcontent or misfit employee who needs special constraints and watching carefully"

Allowing others to have an opportunity to express their idea, their needs, and their hopes about an issue or pending decision that affect them means _______. Misconceptions Participation Delegation Empathy

Participation

Why do people often reject an idea, general order, or new policy? They had no input They don’t like change The don’t understand the message They lack commitment

They had no input

How are you much more likely to make an accurate decision? By delegating appropriately By micromanaging Through the participation of others By being understood

Through the participation of others

Which is a reason why you should allow others to participate in decisions that might affect their job? Participation fosters a sense of teamwork They have more technical expertise than any other supervisor They are able to solve any problem that comes up All of the above

Participation fosters a sense of teamwork - the best means for getting a good idea is to generate a lot of ideas - participation makes other believe that you really care about their welfare and their work - inclusion in a decision-making process increases participants' commitment to the eventual implementation of the decision - increased commitment often causes increased productivity - participation fosters a sense of teamwork - teamwork leads to synergy, wherein the mental energy of a few people multiplies into what hundreds are capable of contributing

Which is a reason not to encourage your staff to get involved in the decision-making progress? It is not a good idea to generate a lot of ideas You may experience a sense of frustration or insecurity when confronted with ideas that refute yours You are the primary person responsible for how the department is working You may not be convinced of their approach

You may experience a sense of frustration or insecurity when confronted with ideas that refute yours "-participation takes time, you'll have to listen to others (eight, nine, or more people at one time) - you may experience a sense of frustration or insecurity when confronted with ideas that refute yours - you may be convinced of the correctness of their approach-the easy route-and thus opt for group consensus - some may accuse you of manipulating or conning them

What is non-negotiable if you’ve decided to empower yourself and those who work for you? Delegation Understanding Participation Communication

Participation

What is the secret to participation? Sharing Delegating Communicating All of the above

Sharing

Who is convinced it is their responsibility to mold each employee into the version of what they believe the job requires? Micromanagers Mediocre managers Strength-based leaders Leaders

Mediocre managers

What do leaders discover and capitalize on? Expectations Responsibility Empowerment What is unique about each employee

What is unique about each employee

What is by far the best way to lead people in light of their vast array of differences? Acknowledge their shortcomings Identifying how each team member is unique Focusing on one person at a time By participation

Identifying how each team member is unique

What is leading about? Observing Transformation Release All of the above

Release

If you exploit the job to accommodate the unique contributions, needs, and style of each police employee, what do you create? Win-win-win situation Transformation Capitalization Frustration

Win-win-win situation

In a win-win-win situation, what is win #1? Yourself Your staff The person The job

The person

In a win-win-win situation, what is win #2? Yourself Your staff The person The job

The job

In a win-win-win situation, what is win #3? Yourself Your staff The person The job

Yourself

How does capitalizing on each person’s uniqueness actually save you time? It builds a stronger team It makes each employee more accountable You expose and dispose of group thinking. All of the above

All of the above

What is an outcome as a leader? Set standards Measure performance Build high performing teams All of the above

All of the above

What is the starting point of your main job as a leader? Set standards Your decision on how each employee’s unique talents and special abilities can be forged into peak performance To build a stronger team To understand your employees

Your decision on how each employee’s unique talents and special abilities can be forged into peak performance

When should you not empower and you should not delegate but you should micromanage? Never When you become frustrated You simply don't trust the person When you are not capable of making the decision

You simply don't trust the person "Don't empower when.... - those being empowered are not trained to do their jobs - you doubt their commitment - you do not agree with or understand the values and needs of an employee - there is not a conduit for open and candid feedback - you simply don't trust the person."

Why do empowered employees fall up rather than down? Being empowered elevates an employee's degree of positivity Being positive while faced with a choice directly influences the correctness of that choice Positive as compared to negative people make the right decisions All of the above

All of the above

The vast majority of police employees who are empowered report having what? Proper training Good-to-outstanding career well-being Confidence Commitment

Good-to-outstanding career well-being

When are our brains literally hardwired to perform at their best? When they are negative When they are neutral When they are positive When they are satisfied

When they are positive

Which statement is true? Success (falling up) orbits around empowerment, not the other way around Empowerment orbits around success (falling up), not the other way around Failure (falling down) orbits around empowerment, not the other way around Empowerment orbits around failure (falling down), not the other way around

Success (falling up) orbits around empowerment, not the other way around

What is the key driving factor in one’s job satisfaction? Trust Understanding Empowerment All of the above

Empowerment

Adrian Gostick and Chester Elton presented evidence that one should be “_______” for one’s work efforts is a leading causal factor in job security? Rewarded and acknowledged Recognized and appreciated Empowered and trusted Recognized and rewarded

Recognized and appreciated

What are the seven major deposits that build a TBA?

``` Understanding the Person Little things mean a lot Clarifying expectations Demonstrating loyalty Apologizing for TBA withdrawals Really caring Displaying personal integrity ```

What is the most important way a strength-based leader benefits from appropriate delegation?

Leveraging your power to provide quality police services

What is the most important way your staff benefits from appropriate delegation?

Capable of producing top-notch police work

Stewardship delegation involves commitment regarding expectations in five areas:

``` Desired results Turf Resources Accountability Consequences ```