Effective Police Supervision Flashcards
(298 cards)
1
Q
PRICE stands for:
A
Pinpoint, Record, Involve, Coach, and Evaluate
2
Q
Four basic types of job actions used in law enforcement:
A
- No confidence votes 2. Work slowdowns 3. Work speedups 4. Work stoppages.
3
Q
Four requirements of law enforcement testing:
A
- Validity 2. Reliability 3. Job-Relatedness 4. Bona Fide Occupational Qualification
4
Q
Define validity in the context of law enforcement testing.
A
The test measures what it is supposed to measure.
5
Q
Define Reliability
A
The consistency with which any test yields accurate measurements
6
Q
Define Job-Relatedness
A
The knowledge or skill being measured by the screening device is directly related to the actual job to be performed
7
Q
Define Bona Fide Occupational Qualification
A
An attribute or skill that is actually required in order to do a particular job
8
Q
OUCH stands for:
A
Objective, Uniform in Application, Consistently Applied, Have Job-Relatedness
9
Q
Hostile work environment has the following four elements:
A
- Conduct is unwelcome
- Conduct is sufficiently severe or pervasive to alter conditions of the victim’s employment and create an abusive environment
- Conduct is perceived by the victim as hostile or abusive
- Conduct creates an environment that a reasonable person would find hostile or abusive.
10
Q
Difference between Pedagogy and Andragogy
A
Pedagogy is the one-way transfer of knowledge from the instructor to the student
Andragogy promotes the mutual involvement of students and instructors in the learning process that stresses analytical and conceptual skills in practical problem-solving situations.
11
Q
Name the four supervisory skill areas
A
- Knowledge 2. Human 3. Conceptual 4. Affective
12
Q
What skills fall under Knowledge
A
Scheduling, Evaluating, Organizing work, Training, Directing, Policy implementation, Review reports Provides administrative credibility
13
Q
What skills fall under Human
A
Motivating, Communicating, Leading, Conflict resolution, Integrating, Coaching, Counseling, Delegating
14
Q
What skills fall under Conceptual
A
Analysis, Interpreting, Problem solving, Identifying objectives, Assessment, Decision making, Identifying problems, Prioritizing problems
15
Q
What skills fall under Affective
A
Attitude, Values, Fairness, Equality, Interrelationships, Integrity, Loyalty, Role model, Empathy, Support
16
Q
What does SARA stand for:
A
Scanning, Analysis, Response, Assesment
17
Q
What are the possible solutions to a Community problem
A
- Total problem elimination
- Material reduction of problem
- Reduction of harm caused by the problem
- Dealing with the problem with the best possible solution
- Removal of the problem from police consideration
18
Q
Define gatekeeping
A
The sender determines the importance and relevance of the information
19
Q
Define noise
A
Anything that reduces the accuracy of communication.
20
Q
Define argot
A
Jargon or esoteric language
21
Q
Define paralanguage
A
Tone of voice, pitch and inflection
22
Q
Describe Maslow’s hierarchy of needs from the bottom up.
A
Physiological, Security, Social, Esteem, Self-Actualization
23
Q
Motivation - Hygiene theory
A
Two-factor theory distinguishes between:
Motivators (e.g. challenging work, recognition for one’s achievement, responsibility, opportunity to do something meaningful, involvement in decision making, sense of importance to an organization) that give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth.
Hygiene factors (e.g. status, job security, salary, fringe benefits, work conditions, good pay, paid insurance, vacations) that do not give positive satisfaction or lead to higher motivation, though dissatisfaction results from their absence. The term “hygiene” is used in the sense that these are maintenance factors. These are extrinsic to the work itself, and include aspects such as company policies, supervisory practices, or wages/salary.
24
Q
Hot Stove concept as it relates to discipline
A
Discipline should be immediate, predictable, consistent and totally impersonal
25
Define Garrity protection
An employer cannot use information provided by an employee in a criminal investigation when the employee believes the information was provided under complulsion
26
How often does CALEA recommend peace officers are evaluated
Atleast annually
27
How often does CALEA recommend probationary peace officers are evaluated
Atleast quarterly
28
Evaluation error in which the supervisory has a tendency to give the employee the benefit of the doubt
Error of Leniency
29
Evaluation error in which the supervisor rates people as average due to laziness of lack of knowledge
Error of Central Tendency
30
Evaluation error in which th supervisor permits just one outstanding charachteristic or critical incident to shape the overall rating
Halo Effect
31
Evaluation error in which the supervisor rates employees higher that they know well or are compatible with
Error of bias
32
Evaluation error in which the supervisor judges the employee based on the supervisors aspirations and expectations
Contrast Error
33
Evaluation error in which the supervisor places too much weight on the employee's most recent behavior
Recency Error
34
The type of clique that generally occurs in one unit of the agency, llike patrol or investigations
Vertical Clique
35
The type of clique that generally occurs in similar rank working more or less in the same area.
Horizontal Clique
36
The type of clique that in which officers become members cprimarily to exchange information, or be social
Random Clique
37
The five Reasons for Accepting Change
1. Choice 2. Improvement 3. Informed 4. A Need is Satisfied 5. Planned
38
The Seven Reasons for Resisting Change
1. Economic reasons 2. Ambiguity is created 3. Relationships are restricted 4. Habits are altered 5. Discretion is restricted or eliminated 6. Unpopular decisions 7. Cultural reasons
39
"Concerning minority hiring and affirmative action,
the case law which protects prospective employees from arbitrary and
discriminatory testing procedures is called"
Griggs vs. Duke Power Company
40
"Concerning police labor relations and collective bargaining, the book states
that a lack of attention on __________________________ has had a far
reaching effect on police organizations and management."
management rights
41
Concerning police internal discipline and the renewed interest in a civilian
review of police misconduct, one of the examples of this movement is the
""citizen advocate"" or
ombudsman
42
"Concerning the classification of personnel complaints, the complaint
disposition that means that the allegation was true but the action of the
agency or officer was not inconsistent with agency policy is"
policy failure
43
"According to police standards, a written directive should require all
complaints against the agency or its employees to be investigated, and
specifies"
the type of complaints to be investigated by line supervisors, the type of complaints that require investigation by the internal affairs function and the type of complaints to be reviewed by the internal affairs function
44
Five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance.
The one which is fostered by police administrators who want to
keep problems within the department is called
managerial secrecy
45
Five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance. The one which is fostered by the socialization process of a police
department and the ""us against them"" attitude is called
peer group secrecy
46
"Researchers have identified five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance. The one which is fostered by lack of public knowledge about the
police is called"
low public visibility
47
"Researchers have identified five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance. The one which is fostered by a Sergeant's attitude that what they
don't know will not hurt them is called"
low managerial visibility
48
"Researchers have identified five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance. The one which allows officers to conceal poor decisions and
improper conduct and foster the belief that justice is a matter of personal
judgment that should be auctioned to the highest bidder is called"
broad discretion
49
"Researchers have identified five basic problems in urban policing as
institutional preconditions for police crime, corruption and occupational
deviance."
1. Peer group secrecy 2. Broad discretion 3. Low public visibility 4. Low managerial visibility 5. Managerial secrecy
50
The definition of police malfeasance is
"wrongdoing or illegal conduct that depends on or is related to the
misuse of legitimate authority"
51
The definition of police misfeasance is
"performing a required and lawful task in an unacceptable, inappropriate
or unprofessional manner"
52
The definition of police nonfeasance is
"failure to take appropriate action as required by law or department
policy"
53
"Police deviance describes activities that are inconsistent with the
officer's"
legal authority, organizational authority and standards of ethical conduct
54
"When an officer's behavior calls into question his or her judgment,
stability, self control or emotional control, officers may send that officer
to a special session called"
FFDE - Fitness For Duty Evaluation
55
"Courts have ruled that police supervisors, managers and agencies can be held
civilly liable for which of the following acts if they cause loss or
injury?"
"negligent employment, negligent supervision
| and negligent training"
56
The definition of Hostile Work Environment Sexual Harassment is when an
individual is
"subjected to suggestive comments, photographs, jokes, obscene gestures
or unwanted physical contacts"
57
The definition of Quid Pro Quo Sexual Harassment is when an individual is
"forced to grant sexual favors in order to obtain, maintain or improve
employment status"
58
"Concerning minority hiring and affirmative action within police departments,
the OUCH test is one effective strategy that applies to the supervision of
employees who are members of a protected class. OUCH is meant to remind
supervisors about their actions in regard to handling personnel. OUCH stands
for"
"Objective, Uniform in application, Consistently applied, Have job
relatedness"
59
"Concerning minority hiring and affirmative action within police departments,
the U.S. Supreme Court ruled that tests and screening devices for employment
had to have four elements. The one that means an attribute or skill that is
actually required in order to do a particular job is called"
Bona Fide Occupational Qualification
60
"Concerning minority hiring and affirmative action within police departments,
the U.S. Supreme Court ruled that tests and screening devices for employment
had to have four elements. The one that means the knowledge or skill being
measured by the screening device is directly related to the actual job being
performed is called"
Job-Relatedness
61
"Concerning minority hiring and affirmative action within police departments,
the U.S. Supreme Court ruled that tests and screening devices for employment
had to have four elements. The one that means the consistency with which any
test yields accurate measurements is called"
Reliability
62
"Concerning minority hiring and affirmative action within police departments,
the U.S. Supreme Court ruled that tests and screening devices for employment
had to have four elements. The one that simply means that the test measures
what it is supposed to measure is called"
Validity
63
"Concerning minority hiring and affirmative action within police departments,
the U.S. Supreme Court ruled that tests and screening devices for employment
had to have four elements"
Validity, Reliability, Job-Relatedness and Bona Fide Occupational Qualification
64
"Concerning police labor relations and collective bargaining, the book
identifies four basic types of job actions used by police labor unions. The
one which involves a steep drop in productivity and revenues is called"
work slowdowns
65
"Concerning police labor relations and collective bargaining, the book
identifies four basic types of job actions used by police labor unions. The
one which involves overproduction that causes social stress is called"
work speedups
66
"Concerning police labor relations and collective bargaining, the book
identifies four basic types of job actions used by police labor unions. The
one which involves the "blue flu" or mass resignations or sickouts is called"
work stoppage
67
"Concerning police labor relations and collective bargaining, the book
identifies four basic types of job actions used by police labor unions. The
one which involves signaling their dissatisfaction with administrative
policies or an administrator is called"
no-confidence votes
68
"Concerning police internal discipline, the Los Angeles Police Department has
started an Early Warning System known as TEAMS, which stands for"
Training Evaluation and Management Systems
69
The first step in a personnel complaint investigation is to
interview the complainant
70
"The program instituted in several police departments as a means of providing
assistance to officers through the intervention of specially trained
officers of equal rank is called"
peer counseling
71
"The program instituted in several police departments as a means of providing
assistance to officers who have been involved in traumatic events is called
a / an"
Critical Incident Stress Management Program
72
"The program instituted in several police departments as a means of providing
structured assistance to troubled employees is called an"
employee assistance program
73
"The program instituted in several police departments as a means of
monitoring officer conduct and alerting managers to inappropriate behavior
is called an"
early warning system
74
"Suicide has been identified as a serious problem among police officers. In
1994, about _____ officers were identified as having committed suicide."
300
75
"In the chapter on Supervising the Difficult Employee the book identifies a
type of officer that knows all the work norms and consistently performs just
below acceptable levels, and strives to never ""rock the boat."" These
employees are called"
Marginal Performers
76
"In the chapter on Supervising the Difficult Employee the book identifies 5
types of Problem Employees. The type that work diligently to avoid making a
decision and are experts at procrastination are called"
Indecisives
77
"In the chapter on Supervising the Difficult Employee the book identifies 5
types of Problem Employees. The type that are fundamentally unethical and
have no difficulty doing anything necessary to gain an advantage are called"
Manipulators
78
In the chapter on Supervising the Difficult Employee the book identifies 5 types of Problem Employees. The type that are disruptive, always complaining, cynical and never say anything good about anyone or anything are called
Defeatists
79
"In the chapter on Supervising the Difficult Employee the book identifies 5
types of Problem Employees. The type that are control oriented, intimidate
and do not respect others, and always attack to keep others off balance are
called"
Tyrants
80
"In the chapter on Supervising the Difficult Employee the book identifies 5 types of Problem Employees. The type that see themselves as intellectuals, learned and in a class by themselves, and respect order and work comfortably within department regulations are called
Erudites
81
"In the chapter on Supervising the Difficult Employee the book identifies 5 types of Problem Employees, they are"
Tyrants, erudites, defeatists, manipulators, indecisives
82
"Regarding ""difficult employees"" one expert identified three types of individuals in organizations. The type that does not like to make decisions but is a superior work performer if the tasks are challenging is called"
ambivalent
83
"Regarding ""difficult employees"" one expert identified three types of
individuals in organizations. The type that does not seek promotion and
gravitates toward off-the-job-satisfaction is called"
indifferent
84
"Regarding ""difficult employees"" one expert identified three types of
individuals in organizations. The type that has a strong work orientation
and readily accepts rules and regulations is called"
ascendant
85
"Regarding ""difficult employees"" one expert identified three types of
individuals in organizations. The type that makes up the majority of
officers, to whom routine tasks quickly become boring and over time this
type becomes less committed to the department, is called"
ambivalent
86
"Regarding ""difficult employees"" one expert identified three types of
individuals in organizations. The type that performs their duties at what
they perceive is an acceptable level, but which proves to be minimal, is
called"
indifferent
87
Regarding "difficult employees" one expert identified three types of individuals in organizations. The type that is a "workaholic" and an "organizational person" on the "fast track" is called"
ascendant
88
"Regarding ""difficult employees"" one expert identified three types of
individuals in organizations: "
ascendant, indifferent and ambivalent
89
"Regarding change in a police organization, in almost all instances the
_________________ should be integrated into the team or group as soon as
possible so that they will be a part of the change process and reduce
employee resistance."
informal leaders
90
"When officers know that management has made every effort to maintain and
foster open communications, it will"
reduce resistance and provide greater prospects of implementing change
91
"True or False: The most important characteristic of the police job, as
perceived by employees, is that the job is important and yields a feeling of
accomplishment."
TRUE
92
"The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if the item has been a long standing item
in the police way of doing things - the ""thin blue line"" and other law
enforcement traditions. This is called"
Cultural reasons
93
"The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if the decision deals negatively with
discipline, work schedules or salaries. This is called"
Unpopular decisions
94
"The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if they feel excessive control limits
their ability to perform successfully. This is called"
Discretion is restricted or eliminated
95
"The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if they are required to learn new skills
but it is not viewed as an improvement over the way they are currently doing
it. This is called"
Habits are altered
96
"The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if they see it limiting their social
interaction with other officers. This is called"
Relationships are restricted
97
"The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if they have doubts about its possible
consequences. This is called"
Ambiguity
98
"The book cites 7 main reasons employees resist change, all listed below.
Officers will often resist change if they see neighboring police agencies
have higher pay levels. This is called"
Economic reasons
99
In regards to change, the book lists 5 main reasons that employees cite when accepting change. When an officer has an important need met by the change, there is less resistance and the change is more likely to occur. This reason is called
need is fulfilled
100
"In regards to change, the book lists 5 main reasons that employees cite when
accepting change. When individuals are knowledgeable about the consequences
of change, a decision to accept it is more likely to occur. This reason is
called"
knowledgeable
101
"In regards to change, the book lists 5 main reasons that employees cite when
accepting change, they are"
Alternatives, Enhancement, Knowledgeable, Need is fulfilled and Planned
102
"True or False: Empowerment of line personnel and first-line supervisors is
an essential ingredient of community policing."
TRUE
103
"For officers to change, it is necessary to challenge their
| _____________________."
long held beliefs
104
"The book identifies 5 law enforcement norms of socialization and team
building. The norm that develops because officers conclude that their work
is usually not appreciated by an uncaring public is called"
isolation
105
"The book identifies 5 law enforcement norms of socialization and team building. The norm that is continually emphasized from the police academy through FTO training to combat complacency is called"
danger
106
The book identifies 5 law enforcement norms of socialization and team
building. The norm that is shown to eventually lead to tolerating corruption
is called
silence
107
"The book identifies 5 law enforcement norms of socialization and team
building. The norm that is strongly entrenched as a result of the
quasi-military structure and chain-of-command mentality is called"
loyalty
108
"The book identifies 5 law enforcement norms of socialization and team
building,"
loyalty, silence, performance, isolation and danger
109
"As a newly organized group evolves it passes through six stages, the stage
in which the group interacts positively as it strives to achieve its
assigned goals is called the _____________ stage."
acceptance
110
"As a newly organized group evolves it passes through six stages, the stage
in which there is a polarization among members who want to confront issues
and those who resist is called the _____________ stage."
disillusion
111
"As a newly organized group evolves it passes through six stages, the stage
in which uncertainty enters the picture is called the _____________ stage."
delusion
112
"As a newly organized group evolves it passes through six stages, the stage
which occurs when each group member has received enough information to
accept group objectives and leadership as legitimate is called the
_____________ stage."
cohesion
113
"As a newly organized group evolves it passes through six stages, the stage
which may occur almost immediately as a result of the ambiguity arising in
any group is called the _____________ stage."
conflict and challenge
114
"As a newly organized group evolves it passes through six stages, the stage
in which the supervisor must fully prepare the group and answer questions is
called the _____________ stage."
orientation
115
As a newly organized group evolves it passes through six stages,
Conflict and challenge, acceptance, cohesion, orientation, delusion and disillusion
116
"Regarding Team Building and informal groups, the type of clique that forms
through a desire to associate with other members in order to share
information is called"
random clique
117
"Regarding Team Building and informal groups, the type of clique that cuts
across departmental lines and will normally include a number of first line
supervisors is called"
horizontal clique
118
"Regarding Team Building and informal groups, the type of clique that
generally occurs in one unit of the police department such as patrol or
investigations is called"
vertical clique
119
"Regarding Team Building and informal groups, the 3 types of cliques that can
form are called"
"vertical clique, horizontal clique and random clique
120
"Regarding significant beliefs within the police culture, police believe that
the least desirable job was working in"
patrol
121
"Regarding significant beliefs within the police culture, police believe that
the war against crime can only be won by"
giving them a great deal of discretion
122
"Regarding significant beliefs within the police culture, police believe that
the most important value is"
loyalty
123
"In performance appraisal, using available resources to correct a personnel
problem or remedy a deficiency is called"
remediation
124
"The program that seeks to help employees with personal or behavioral
problems is called"
employee assistance program - EAP
125
"The supervisory performance evaluation error that involves supervisors
placing too much weight on officer behavior just prior to the performance
evaluation is due is called the "
recency error
126
"The supervisory performance evaluation error that involves giving higher
ratings to officers the supervisor knows and likes is called the "
error of bias
127
"The supervisory performance evaluation error that involves supervisors
judging officers in terms of their own expectations and aspirations is
called the "
contrast error
128
"The supervisory performance evaluation error that involves allowing one
outstanding positive or negative characteristic or incident to shape the
overall rating is called the "
halo effect
129
"The supervisory performance evaluation error that involves the lumping of
most of the officers being evaluated as ""average"" is called the "
error of central tendency
130
"The supervisory performance evaluation error that involves the human
tendency to give people the benefit of the doubt is called the "
error of leniency
131
The six supervisory errors in rating officer performance are
contrast error, error of leniency, error of central tendency, error of bias, recency error and the halo effect
132
"The employee performance evaluation method that involves ranking the entire
group from best to worst is called"
the paired comparisons method
133
"The employee performance evaluation method that involves charting and rating
future performance instead of past performance is called"
management by objectives
134
"The employee performance evaluation method that involves relating specific
performance to critical job responsibilities is called"
behaviorally anchored rating scales
135
"The employee performance evaluation method that involves identifying,
classifying and recording significant employee behaviors is called"
the critical incident method
136
"There are four general methods recognized for conducting performance
appraisals,"
paired comparison, behaviorally anchored rating scales, management by objectives and the critical incident method
137
"While performance evaluation protocols differ in design, they have three
common objectives, which are"
"to develop a mutually acceptable plan for correcting performance related
problems, to provide employees with valuable feedback concerning their on the job
performance and to assess each employee's contribution to the organization"
138
"Under ideal circumstances, police departments should require at least how
long of a probationary period, and what time interval for performance
evaluations for rookie officers?"
two years / at least every six months
139
"CALEA - the Commission on Accreditation for Law Enforcement Agencies -
standards recommends performance evaluations at what time interval for entry
level probationary employees?"
at least quarterly
140
"From a management perspective, performance appraisal is necessary in order
to;"
allocate resources, reward competent employees, provide valuable feedback to workers and maintain fair relationships and open communication
141
The four universal aspects of performance appraisal are:
measurement of job related performance, a performance goal, standard or plan, the use of corrective action as required in a given situation and comparison of employee performance with the goal, standard or plan
142
Personnel development is a management strategy designed to
improve the quantity of each individual's output, improve the quality of each individual's output and ensure employee's work in groups to achieve the organizational mission
143
"A law that imposes constraints and mandates warnings to officers in the
disciplinary process is called the"
Peace officer bill of rights
144
"In relation to discipline, courts have recognized to some extent that
officers have _____________ in their jobs."
a property right
145
"The concept of ""vicarious liability"" in relation to discipline most nearly
means"
the police department is liable for the actions of an officer it failed to train, the police department is liable for the actions of an officer it failed to supervise and the police department is liable for the actions of an officer it failed to discipline
146
"The concept of ""constructive discharge"" in relation to discipline most
nearly means"
"an employee who resigned should be treated as though they were actually
fired"
147
"What type of protection does the Garrity ruling apply to an officer in a
disciplinary hearing?"
protection from having coerced statements introduced in court
148
What is the "Hot Stove" rule of discipline?
discipline should be immediate, predictable, consistent and impersonal
149
What are the only 2 goals of legitimate forms of discipline?
reform and deterrence
150
"Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which one of the protocols involves Supervisors
providing feedback on a continuous basis in order to determine whether goals
have been achieved?"
Evaluate
151
"Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which one of the protocols involves Supervisors
observing performance and providing timely advice, encouragement, retraining
and reinforcement?"
Coach
152
"Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which one of the protocols involves Supervisors
drawing employees into the decision making and rewards or punishment
process?"
Involve
153
"Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which one of the protocols involves Supervisors
quantifying the current performance level of those who are having problems?"
Record
154
"Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which one of the protocols involves Supervisors
scanning the work environment for performance problems?"
Pinpoint
155
"Supervisors can almost guarantee improvement in employee performance through
use of the PRICE protocol - which stands for"
Pinpoint, Record, Involve, Coach and Evaluate
156
The "Greatest Management Principle" stated by Michael LeBoeuf is:
The things that get rewarded get done
157
The most positive form of discipline is
self discipline
158
The goal of discipline is to
produce desirable behavior
159
"There are 6 Theories of Leadership described in detail in the book - the
theory that is adopted by a supervisor as a compromise position when it has
become apparent that line officers have values and attitudes different from
those held by older police officers is called:"
Consultative
160
"There are 6 Theories of Leadership described in detail in the book - the
theory that can only be used when a supervisor has a genuine belief in and
respect for subordinates is called:"
Participative
161
"There are 6 Theories of Leadership described in detail in the book - the
theory that uses autocratic and dictatorial leadership styles is called: "
Directive
162
"There are 6 Theories of Leadership described in detail in the book - the
theory that states that the leader's style if it is to be effective must
match the demands of the specific situation is called: "
Expert
163
"here are 6 Theories of Leadership described in detail in the book - the
theory that identifies the two factors of initiating structure and
consideration is called: "
Behavioral
164
"There are 6 Theories of Leadership described in detail in the book - the
theory that identifies distinguishing qualities or characteristics a person
possesses when functioning as an effective leader is called:"
Trait
165
There are 6 Theories of Leadership described in detail in the book
Trait, Behavioral, Expert, Directive, Participative and Consultative
166
"There are 5 methods that a supervisor exercises POWER within a leadership
role - the method that involves annual raises, assignments and enrollment in
special training is called:"
reward
167
"There are 5 methods that a supervisor exercises POWER within a leadership
role - the method that involves fear and the ability of the supervisor to
administer some type of punishment is called:"
coercive
168
"There are 5 methods that a supervisor exercises POWER within a leadership
role - the method that involves the leader's or supervisor's personality is
called:"
referent
169
"There are 5 methods that a supervisor exercises POWER within a leadership
role - the method that involves special knowledge and experience is called:"
expert
170
"There are 5 methods that a supervisor exercises POWER within a leadership
role - the method that involves a written directive that spells out the
supervisors authority and the need for subordinates to comply with lawful
orders is called:"
legitimate
171
There are 5 methods that a supervisor exercises POWER within a leadership
role -
legitimate, expert, referent, coercive, reward
172
"True or False: A vertical clique generally occurs in just one unit of the
police department."
TRUE
173
"Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: control"
empowerment
174
"Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: passive"
creative
175
"Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: command"
coach
176
"Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: admonish"
counsel
177
"Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: decree"
influence
178
"Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: coordinate"
facilitate
179
"Match the PAST Leadership Attribute to its FUTURE Leadership Attribute
explained in Chapter 5 Leadership - The Integrative Variable: status quo"
visionary
180
"True or False: Norms are the techniques members of a group develop as a way
of controlling the behavior of others."
TRUE
181
In motivational theory, positive reinforcement is said to work because
there is a greater probability that desirable behavior will occur, it is direct, simple, clear and practical and it is not encumbered by negative side effects
182
"The theory by Vroom that states that a worker will be motivated to put forth
the necessary effort when it will result in the attainment of desired goals
is called "
expectancy theory
183
"The theory by McGregor that believes that managers consider new
generalizations about the management of human resources, including the idea
that the majority of employees will respond positively to work and exercise
self-direction and self-control is called "
theory Y
184
"The theory by McGregor that believes that managers conduct themselves
according to the assumptions, generalizations and hypotheses they have about
human behavior is called"
theory X
185
"The study and theory by Herzberg that concerns employee happiness and
satisfaction is called"
motivation - hygiene theory
186
"Speaking about needs-based motivation, Maslow's Hierarchy of Needs contains
5 levels, which one concerns developing feelings of growth and maturity?"
self-actualization
187
"Speaking about needs-based motivation, Maslow's Hierarchy of Needs contains
5 levels, which one concerns factors such as a need for independence,
freedom, confidence and achievement?"
esteem
188
"Speaking about needs-based motivation, Maslow's Hierarchy of Needs contains
5 levels, which one concerns a hunger for affiliation with others and a
place in a group?"
social
189
"Speaking about needs-based motivation, Maslow's Hierarchy of Needs contains
5 levels, which one concerns freedom from being anxious and insecure?"
security
190
"Speaking about needs-based motivation, Maslow's Hierarchy of Needs contains
5 levels, which one concerns such items as food, shelter and sex?"
physiological
191
"Speaking about needs-based motivation, Maslow's Hierarchy of Needs contains
5 levels, which one is in the very MIDDLE of the pyramid?"
social
192
"Speaking about needs-based motivation, Maslow's Hierarchy of Needs contains
5 levels, which one is at the TOP of the pyramid?"
self-actualization
193
"Speaking about needs-based motivation, Maslow's Hierarchy of Needs contains
5 levels, which one is at the BOTTOM of the pyramid?"
physiological
194
"Speaking about needs-based motivation, Maslow's Hierarchy of Needs contains
5 levels, "
Physiological, security, social, esteem and self-actualization
195
"Speaking about motivation, a good place to work generally has 5
characteristics."
1. Politics are minimal 2. It's a pleasant place to work 3. you feel like it's your family 4. everyone is treated fairly 5. it's more than just a lob
196
An individual's motivation to act depends on which two factors?
"the strength of the need, and believing a certain action will lead to
need satisfaction"
197
"The voluntary movement of a part of the body to explain, emphasize or
reinforce the verbal component of a message is called a"
gesture
198
gesture"State and local law enforcement agencies have to follow a
______________________ to ensure adequate and appropriate communication with
deaf and hard-of-hearing individuals."
U.S. Department of Justice regulation
199
Kinesics in communication is the study of
body language
200
The first tenet of the art of listening is to
pay attention to the speaker
201
An important feature of feedback in communication is that it should be
specific
202
True or False: In GroupThink, results are more important than the process.
FALSE
203
"True or False: Norms are unwritten but can be more influential than
department rules and regulations."
TRUE
204
"The barrier to effective communication that comes about due to the use of
jargon is called"
semantics
205
"The barrier to effective communication that comes about due to different
beliefs, judgments and values is called"
psychological
206
"The barrier to effective communication that comes about due to
misunderstanding or misinterpretation is called"
semantics
207
"Two-way communication has all of the following advantages over one-way
communication?"
sharing authority and responsibility, recognition of subordinates' need to know what is expected of them, acknowledgement of the importance of communicating, improved accuracy and greater understanding
208
"Two-way communication occurs when the recipient provides _______________ to
the sender."
feedback
209
An important part of communication is called "noise" and has to do with?
anything that reduces the accuracy of a communication
210
"An important part of communication is called ""channeling"" and has to do
with"
verbal and non-verbal communication
211
Effective communication for a supervisor means simply
getting the meaning across
212
"Who does the ""gatekeeping"" in the communications process, in other words,
who determines the relevancy of each and every message?"
the sender
213
"Excellent supervisors have a remarkable characteristic that distinguishes
them - it is"
the ability to communicate effectively
214
"What must a supervisor learn in dealing with failure in Community Policing
and problem solving?"
manage failure into growth and a positive learning experience
215
"Solutions to problems using the SARA model can be organized into 6 potential
responses"
1. Total problem elimination 2. Better handling of the problem/improved response to the problem 3. Fewer incidents 4. Less serious or less harmful incidents 5. Removal of the problem from police consideration 6. People and institutions affected by the problem are left better equipped to handle a similar problem in the future
216
The SARA model of problem solving stands for
Scanning, Analysis, Response, Assessment
217
"Community Policing should focus on meeting with community groups that are
organized for what two reasons?"
1. The effort is more likely to continue after the problem is solved 2. Organized groups are more likely to be sustained and successful in solving problems
218
"Under Community Policing it is especially important to reduce isolation
between which two units in the police department?"
patrol officers and detectives
219
"The first line supervisor in Community Policing must convince line officers
that community engagement and problems solving are"
real police work
220
"An essential ingredient of Community Policing is acknowledgement that line
officers"
have the operational freedom to accomplish their assigned task
221
An essential ingredient of Community Policing is
empowerment of line personnel and first line supervisors
222
"For Community Policing to be successful, the mandates for organizational
change must emanate from "
the top down
223
A first line supervisor is part of
management
224
"True or False: Motivation's Theory X places a strong emphasis on control and
direction."
TRUE
225
True or False: Motivation's Theory X views employees as a necessary evil.
TRUE
226
"The Supervisory Functions ""Loyalty"" and ""Empathy"" come under which of the 5
Supervisory Skill Areas?"
Affective
227
"The Supervisory Functions ""Counseling"" and ""Delegating"" come under which of
the 5 Supervisory Skill Areas?"
Human
228
"The Supervisory Functions ""Directing"" and ""Scheduling Training"" come under
which of the 5 Supervisory Skill Areas?"
Knowledge
229
"The Supervisory Functions ""Identification of Objectives"" and ""Solving
Problems"" comes under which of the 5 Supervisory Skill Areas?"
Conceptual
230
"The Supervisory Function ""Integrity"" comes under which of the 5 Supervisory
Skill Areas?"
Affective
231
"The Supervisory Function ""Assessment"" comes under which of the 5 Supervisory
Skill Areas?"
Conceptual
232
"The Supervisory Function ""Counseling"" comes under which of the 5 Supervisory
Skill Areas?"
Human
233
"The Supervisory Function ""Scheduling Training"" comes under which of the 5
Supervisory Skill Areas?"
Knowledge
234
The 5 Supervisory Skill Areas are
Knowledge, Human, Conceptual, Affective, Tactical
235
"The ""Attributes of a Viable and Dynamic Organization"" includes which of the
following?"
"Moral and constitutional values need to control every aspect of officer
comportment, Locus of decision making varies but is concentrated at the lowest levels
of management, Personnel are expected to internalize knowledge and skills throughout
their career and Recruitment and retention practices need to emphasize a search for
quality."
236
"True or False: The key to effective performance appraisal is knowing exactly
who is responsible for doing what and how the job is to be done."
TRUE
237
"True or False: The graphic rating scale is probably the most frequently used
performance assessment device."
TRUE
238
"True or False: The Paired Comparison form of performance evaluation must be
a formal process."
FALSE
239
"True or False: The Paired Comparison form of performance evaluation can be
an informal process."
TRUE
240
"True or False: When dealing with performance coaching, constructive feedback
can be of two types, optimistic or corrective."
TRUE
241
"True or False: Regarding trial boards used in police personnel complaints,
as quasi-judicial entities strict courtroom protocol should be adhered to."
FALSE
242
"True or False: The advantage to an ombudsman approach to accountability is
that it does not single out one particular agency (like the police) but
covers all government agencies."
TRUE
243
"True or False: The problem employee known as an ""erudite"" are problems
because they are overly withdrawn and almost never offer an opinion."
FALSE
244
"True or False: In 2005 the Department of Homeland Security made it voluntary
for state and local governments to comply with NIMS - the National Incident
Management System."
FALSE
245
"rue or False: FEMA has used a system called ICS - Incident Command System -
effectively for more than two decades."
TRUE
246
"True or False: The use of plain English without the use of agency-specific
codes or jargon is a necessity for ICS - Incident Command System."
TRUE
247
"True or False: The Span of Control recommended by FEMA for ICS - Incident
Command System - is a ratio of one supervisor to five reporting officers."
TRUE
248
"True or False: In police labor relations, disciplining, suspending, demoting
and discharging police personnel for reasonable and just cause should be
considered a management right."
TRUE
249
"True or False: In police labor relations, the most popular approach to
impasse resolution appears to be non-binding arbitration."
FALSE
250
"True or False: In 2001 it was found that over 90% of all union contracts in
the U.S. emphasize the importance of worker seniority."
TRUE
251
True or False: In 1979 there were 52 police strikes throughout the U.S.
TRUE
252
"True or False: In a case of negligent supervision, it must be shown that a
police manager had an affirmative duty to supervise an employee."
TRUE
253
"True or False: In a case of negligent employment, it must be shown that the
employer knew or should have known the person was not suited for the job."
TRUE
254
"True or False: Hu-TACK stands for the supervisory skill areas of Human -
Tactical - Affective - Conceptual - Knowledge."
TRUE
255
True or False: The term "paralanguage" means the same as "body language."
FALSE
256
"True or False: The term ""valence"" means the strength of an individual's
desire for a particular outcome."
TRUE
257
True or False: The term discipline has the root meaning "to teach or mold."
TRUE
258
"True or False: The police term ""suspension"" is referred to as a
""disciplinary layoff"" in the private sector."
TRUE
259
"True or False: Xenophobia is the natural tendency of human beings to view
their own culture and customs as right and superior and judge all others by
those standards."
FALSE
260
"True or False: Ethnocentrism is the natural tendency of human beings to view
their own culture and customs as right and superior and judge all others by
those standards."
TRUE
261
"True or False: Ethnocentrism is the irrational fear or hatred of strangers
and other foreigners."
FALSE
262
"True or False: Xenophobia is the irrational fear or hatred of strangers and
other foreigners."
TRUE
263
"True or False: Effective supervision always begins with an awareness of the
individual and cultural differences among employees. These differences
affect performance and must be accepted as fact."
TRUE
264
"True or False: Police sergeants must be trained not to place a value
judgment on cultural differences."
TRUE
265
"True or False: Conceptual Skills consume the LEAST amount of a first-line
supervisor's time."
TRUE
266
"True or False: When a new general order or policy is issued, as a supervisor
the best way to react to it is positively."
TRUE
267
"True or False: When first-line supervisors were asked to identify the most
important functions they performed, it was found that the vast majority had
to do with conflict resolution."
TRUE
268
"True or False: A first-line supervisor's focus should remain the traditional
role of being in charge."
FALSE
269
"True or False: A first-line supervisor's focus should shift from the
traditional role of being in charge to the role of facilitator."
TRUE
270
"True or False: The use of esoteric language known as ""argot"" by a supervisor
is known to cause semantic problems."
TRUE
271
"True or False: Equity theory assumes that all employees compare themselves
to others in terms of what they get out of a job (outputs)."
TRUE
272
"True or False: Equity theory assumes that all employees compare themselves
to others in terms of what they put in to the work (inputs)."
FALSE
273
"True or False: A supervisor using reinforcement techniques is attempting to
shape behavior."
TRUE
274
"True or False: A supervisor can work for either management or subordinates,
but not both."
FALSE
275
"True or False: Today's officer is apt to be more emotionally stable than
many of those in positions of higher authority."
TRUE
276
"True or False: Today's officer is less likely to have been raised in a
lenient family setting."
FALSE
277
"True or False: Today's officer is more likely to have spent time in the
military."
FALSE
278
"True or False: It is not common for unions to bargain for the right to
review new policies before their implementation."
FALSE
279
"True or False: Planning organizational change should be considered a
management right and should not involve the official input of union reps."
FALSE
280
"True or False: The perception of change is usually collective rather than
individual."
FALSE
281
"True or False: As a general rule and for CALEA standards, police departments
evaluate their permanent personnel twice a year."
FALSE
282
"True or False: Traditional performance evaluation methods are not, in and of
themselves, sufficient to gauge the quality of officer performance in a
community-oriented policing environment."
TRUE
283
"Supervisors should especially be aware of the theory of __________, which
addresses in particular the needs of adult learners."
andragogy
284
"Supervisors should especially be aware of the theory of __________, which is
based on four assumptions about learning using the acronym ROSE."
andragogy
285
"True or False: Modern management theory has rejected the imposition of
negative sanctions for the sake of inflicting punishment."
TRUE
286
True or False: Most personnel complaints prove to be unfounded.
TRUE
287
"Police Officers who are temporarily unable to function due to alcohol or
drug abuse should be relieved of duty and"
taken home.
288
"True or False: The employment of women and minorities as police personnel
should be a recruitment goal, not a quota."
TRUE
289
"True or False: It is the police sergeant who translates equal opportunity
theory into practice within the police department."
TRUE
290
"True or False: College-educated police officers seem to experience more
stress than their less-educated colleagues."
TRUE
291
Critical incident debriefings have two major purposes: tactical and
emotional
292
"Two of the more frequently reported reasons for police officer resignations
are departmental policies and procedures and"
quality of supervision
293
"True or False: United States unions are modeled after European-style
unionism."
FALSE
294
"True or False: Collective bargaining is built on the assumption that a
certain amount of controlled conflict is healthy."
TRUE
295
"True or False: The union always enters the collective bargaining process
with a preset agenda."
TRUE
296
Foreign terrorist attacks on the United States have generally been based on
religion
297
"In 2002, what did the DHS establish to address its major responsibility of
coordinating the efforts of federal, state and local law enforcement?"
NIPP
298
The FBI has partnered with state and local law enforcement to form what?
fusion centers
