New Supervision
Order by
134 terms
Terms | Definitions |
|---|---|
 plans relating to standard operating procedures ( SOPs) are useful as guides to personnel in such activities as serving and processing arrest warrants, recording and processing crime or incident reports, and processing traffic citations. | Procedural Plans |
| are those plans that are prepared to meet exigencies encountered by police, such as widespread civil disorders, unusual crime problems, civil defense needs, or major disasters. | Tactical plans |
| are those plans designed to give guidance and direction to personnel in the performance of normal police activities. These are the plans that are guides to personnel in activities such as the deployment and distribution of personnel or the search for suspects or lost persons. | Operational plans |
| are those plans that implement normal operations, such as in the recruitment of personnel or public and community relations activities. | Auxiliary services plans |
| plans that relate to such matters as budget preparation and the use and control of funds allotted for personnel, equipment, and supplies. | Fiscal plans |
| Commission on Accreditation for Law Enforcement Agencies ( CALEA) now requires its members to adopt __ chapters comprising ___ individual standards. | 38 446 |
| require assigning to each worker the fewest possible kinds of tasks or operations in order to improve the quality and increase the quantity of his work and giving him the highest class of work for which his natural abilities fit him. | The principle of specialization and the law of productivity |
| The exception principle is inseparable from _________________________. | the principle of delegation |
| requires that the person to whom work has been assigned through the delegation process complete it so that the only thing left to be done by the person who delegated it is to approve it. | The principle of completed staff projects |
| is a medium through which work is accomplished by individuals or groups associated with each other in doing something. It involves not only physical matters but psychological ones as well since it involves individual and group relationships welded together through the coordinating activities and leadership of managers. | Organization |
| POSDCORB working out in broad outline the things that need to be done and the methods for doing them to accomplish the purpose set for the enterprise | Planning |
| POSDCORB the establishment of the formal structure of authority through which work subdivisions are arranged, defined, and coordinated for the defined objective | Organizing |
| POSDCORB the whole personnel function of bringing in and training the staff and maintaining favorable conditions of work | Staffing |
| POSDCORB the continuous task of making decisions and embodying them in specific and general orders and instructions | Directing |
| POSDCORB keeping those to whom the executive is responsible for informed as to what is going on, which includes keeping himself and his subordinates informed through records, research, and inspection; | Reporting, |
| are established to designate how work is to be divided among the various components of the establishment. | Organizational structures |
| is based on an interplay among ( 1) the amount of guidance and direction ( task behavior) a leader gives; ( 2) the amount of socio- emotional support ( relationship behavior) a leader provides; and ( 3) the readiness (' maturity') level that followers exhibit in performing a specific task, function, or objective. | " Situational leadership" |
| it is a composite of all those traits. It is the natural manner of an individual indicating a complete command of his mental and physical faculties and emotions. It encompasses the qualities of dignity, self- assurance, and poise. It is that outward appearance that denotes that the person has the ability and qualifications to take command of any situation. | Command Presence |
| Motivation through the process of _________ is unquestionably the most difficult yet the most powerful and lasting force in forming attitudes that will induce workers to make fuller use of their potential. | inspiration |
| ___________ orders should be used in situations where complex operations or numerous persons are affected to ensure that all receive the same message. | Written |
| ______________ has a stabilizing influence on subordinates. ____________ is easily perceived and tends to destroy confidence and lower respect. | Decisiveness Indecisiveness |
| " If you have _________, nothing else matters. If you don't have __________, nothing else matters." | integrity |
| Of all sworn officers in 2000, ___ percent were women, with commanders representing just ____ percent. | 13 7.3 |
| Ensuring that community policing and problem solving are connected to homeland security is a ___________ issue. | leadership |
| ___________________ in its broadest sense in an organization is perhaps the best mark of good leadership. | A high level of discipline |
| The objective of ______________ should be the greatest production in the shortest possible time with the minimum energy and the maximum satisfaction for the producers. | good human relations |
| Ideally, _________________ involves the complex process of communicating ideas in such a manner that the recipient interprets what he hears in the way the communicator intends. | order giving |
| orders useful in developing the initiative of subordinates since they allow considerable latitude in the method of accomplishing an assignment when immediate action is not essential. | Suggestive |
| job- connected problems result from a failure of .... | management to provide adequate training. |
| __________________ constitute the most important and costly of all items in the police budget. | Personnel |
| Every organization must program its approach to the training problem or risk loss of ____________________ and the __________ that follows. | organizational effectiveness economic loss |
| a students past training and experience | apperceptive base |
| The five- step method of teaching involves: | the introduction, presentation, review, application, and test, |
| The instructional objectives that are to be accomplished by a single presentation or a series of lessons must be carefully developed to ascertain what general goals are to be achieved in changing the behavior of the learner in terms of his ultimate job performance. Such goals are called | " general objectives." |
| means those specific goals that are to be achieved in the various segments of the lesson or lessons. | " specific objectives" |
| The bulk of the material retained for the lesson will be used in the ________ step; | presentation |
| The instructor should consider the ______________ of the learner when the lesson material is analyzed and the teaching plan is being prepared so that his presentation may be arranged in the most logical order and will best meet current needs. | point of view |
| Things to be learned should be presented so they can be associated with other familiar things. | The process of remembering by association |
| Perhaps one of the most common faults in presenting instructional material arises from _____________, leaving to the student the task of drawing a conclusion without adequate facts. | oversimplification |
| the student suffers by having been exposed to too much and having learned little. | overloading |
| An instructional technique involving a presentation by specialists with audience participation permitted. | forum |
| are those questions directed to the entire group, with the instructor then choosing one student to answer. | Overhead questions |
| those questions asked by one student and relayed by the instructor to another member of the group for an answer. | Relay questions |
| The ________ question is one that the instructor "throws back" to the person who asked it. | reverse |
| involves a simple listing in proper sequence of the several steps to be followed in completing a particular job. | The instructional plan |
| The _____________ in which a communication takes place will often determine its effect | environment |
| the differences in how men and women communicate have been compared to ___________________ | " cross- cultural communication." |
| The acceptance of a communication depends a good deal on the receiver's _______ and his __________, as well as the environment in which the message was received. | needs experiences |
| The channels through which communications pass are called the ________________. | communications net |
| This principle is the key to effective interpersonal communication. | Seek first to understand, then to be understood |
| is the most important single skill of the supervisor | The ability to communicate clearly and concisely |
| is an interchange of views and ideas between two or more persons. | An interview |
| if the employee is permitted an opportunity to engage in ________, he may vent his true feelings and state his real opinions. | catharsis |
| Up to _______ of any message is nonverbal; | two- thirds |
| The supervisor- interviewer must develop the skill of discriminating between _______ and _______ of problems in his relationships with his subordinates. | symptoms causes |
| He should be aware that his judgments cannot be sound if they are based on appearances alone. This factor, often called the __________, simply implies that because persons look alike, one cannot accurately assume they will react alike. | halo effect |
| the fundamental responsibility for direction and control rests with the __________________ at the operational level, | immediate supervisor |
| In interviews most failures occur because the ______________________ of interviewing are not adapted to the needs of a given situation. | proven principles and techniques |
| one of the prime activities of every supervisory officer at all levels and requires a great portion of his time. | Consulting |
| By displaying sincere interest in and consideration for the employee, the supervisor will start the process of building the employee's __________. | confidence |
| the wish for ________, based on fear, apprehensiveness and avoidance | security |
| the drive for ________, derived from love, friend-ship, and affection | response |
| the wish for ________, gained from status, prestige, and social approval | recognition |
| the drive for ___________, including curiosity, adventure, and the craving for excitement. | new experiences |
| ________________ or _________ is often the direct cause of debilitating anxieties, fears, and feelings of insecurity among employees. | Lack of knowledge understanding |
| When individuals are prevented from fulfilling certain conscious desires or impulses, when their basic drives or needs or satisfactions are not realized, when they are thwarted in reaching their goals, frustrations are likely to develop. These are called ________________ | goal frustrations |
| ____________ is a common reaction to failure. | Rationalization |
| assigning blame to some external object rather than to himself. | projection |
| When an individual experiences a ________, he keeps repeating a response even if it is not effective. | fixation |
| If left unresolved, emotional ills often result in conditions of ________. | neurosis |
| In the intermediate stage of alcoholism he is prone to develop one or more of three defense mechanisms: | denial, rationalization, projection |
| In the initial conversation regarding an employees deterioration in performance should ordinarily be directed toward the subordinate's ___________ rather than toward him as an individual. | performance |
| ___ percent of Americans will have ( clinical) depression during their lifetime. | 16 % |
| The alcoholics defense mechanism wherein he denies using alcohol or claims that he can take it or leave it alone is called...... | denial |
| The alcoholics defense mechanism wherein he denies the existence of any problem is called.... | rationalization, |
| The alcoholics defense mechanism wherein he projects the blame for his problem ( if he admits he has one) onto other people or things, such as work pressures, a nagging spouse, or financial difficulties is called...... | projection, |
| The counseling technique used when the supervisor stimulates the individual to discover his own problem and decide on a course of action to correct it, has been found to be extremely productive. | non-directive or employee- centered counseling |
| The U. S. Supreme Court held in ___________ that a tenured public employee is entitled, under due process, to oral or written notice of the charges against him and an opportunity to tell his side of the story before he is terminated. | Loudermill |
| The so called _____________, ______________, or ___________, which may involve frequent transfer from one place, one shift, or one assignment to another, | freeway therapy, transfer treatment, or the wheel, |
| When employee discontent is not ___________, it may become more grievous to the supervisor— and the organization— than expressed grievances, and its effects may be just as devastating. | verbalized |
| The ___________ procedure would be the safest course to follow in important disciplinary cases. | Morrisey |
| One of the primary measures of the level of discipline within the police force is the ____________ with which it operates. | orderliness |
| That form of training and attitudinal conditioning used to correct deficiencies without invoking punishment is known as ____________. | positive discipline |
| A well- disciplined organization is one that is ____________. | highly trained |
| Discipline that takes the form of punishment or chastisement is known as ___________________. | negative discipline |
| " deterrence is a function of ________, not _______." | certainty severity |
| the most obvious indicator that morale is slumping is _________________________,which is usually a gauge of organizational pride. | a general deterioration in the appearance of personnel |
| The primary objectives in the administration of an effective personnel complaint investigation policy are to protect ______________, to protect _____________, and to protect ________________________. | the integrity and reputation of the force the public interest the accused employee from unjust accusation |
| Allegations are being raised more and more frequently that the improper use of force by the officer was a proximate result of lack of training and/ or supervision to a degree that constitutes __________ or ______________ of the supervisor and/ or the employing agency to the plaintiff's rights. | "gross neglect" "deliberate indifference" |
| ________________ not only should serve as a deterrent to the employee against whom it is applied but should be a form of training for other employees to orient them to the types of acts the organization cannot and will not tolerate. | Punitive action |
| Public entities have been traditionally immune from civil liability resulting from wrongful acts by their employees. This immunity was based on the ancient philosophy of __________________ | sovereign immunity |
| In _______ the supreme Ct decided that the government would have to prove the agency's reputation was actually damaged by the employee's adulterous off- duty conduct in order to sustain discipline. | Briggs |
| In _________ v _________, the U. S. Supreme Court held that government's compelling need for " supervision, control, and the efficient operation of the workplace" was sufficient to justify testing workers for drug or alcohol use based on reasonable suspicion. | O'Connor v. Ortega |
| the minimum requirements of procedural due process are described in which court case? | Morrissey |
| When the evidence indicates that the alleged act did in fact occur but was legal, proper, and necessary, the case is classified as ____________. | " exonerated." |
| The ___________ classification is used to indicate that the alleged act did not in fact occur and that the complaint was false. | " unfounded" |
| Those cases that cannot be resolved by investigation, either because sufficient evidence is not available or because there are material conflicts in the evidence, are resolved without further disposition or action and are classified as ____________ . | "not sustained." |
| Should investigation reveal that the employee was guilty of misconduct not part of the original complaint, the case might be classified as _______________. | " misconduct not based on the complaint." |
| If the complaint investigation concludes that the allegation is true but that the employee's actions were consistent with department policy, the complaint will be classified as ______________________ . | " exonerated— policy failure." |
| The larger the _______________ of the supervisor and the more frequent the changes in the supervisory staff, the greater is the need for ________________ of a subordinate's performance. | span of control written documentation |
| Rating forms will usually list from ____ to ______ traits or characteristics that must be considered by the rater. | four twelve |
| ____________________ should serve as a means of providing at least a degree of the recognition employees desire. | The personnel evaluation system |
| The ____________ recording technique involves the collection of objective data about an employee's performance, which can be used as a basis for more effective performance ratings. | critical incident |
| Which type of evaluating trait? Stability Initiative Job Knowledge Judgement Common Sense | Ability |
| Which type of evaluating trait? Honesty Character Attitude Appearance Persistence Imagination Loyalty | Personal Characteristics |
| Which type of evaluating trait? Quality of work Quantity of work Accuracy Attention to duty Perseverance Efficiency Supervision required Ability to resolve complaints from public Handling of specific job duties ( patrol, traffic, investigations, reports) Performance under stress Effectiveness | Performance |
| Which type of evaluating trait? Leadership Ability Administrative Ability Job Knowledge Acceptance of responsibility Ability to Organize Decision Making Ability Command Presence Disciplinary Function | Suitability for Promotion |
| The __________ of the raters is the most important requisite in the administration of a successful evaluation system, | training |
| The _______________ is by far the most common of all errors in the rating of personnel. It occurs when the rater marks an inordinately large number of the rating reports in the highest one or two categories, | error of leniency |
| The __________________ is especially common when no system has been devised by the individual rater or the organization to gather adequate, specific, and objective infor-mation that could be used to defend or justify a high or low rating. | error of central tendency |
| occurs when the rater thinks in terms of the " good" or the " poor" officer and groups all the ratings for that individual at the high or low end of the scale. | Halo Effect |
| Sometimes referred to as logical error or association error. | The error of related traits |
| The tendency of raters to be unduly influenced by an occurrence, either good or bad, involving the person rated near the end of the rating period is known as _____________. | overweighting |
| The ____________________ occurs when the rater is unduly influenced by one or two characteristics that have special appeal to him. | error of subjectivity |
| In rating ________ deals with the measuring device; ________ deals more with the judgment of the rater in collecting, interpreting, and applying the information to the rating. | Validity reliability |
| _________________ will indicate which of the alternate shift arrangements contains the least deviation and, in the absence of extraneous factors apart from statistical considerations, will most efficiently and equitably distribute the manpower available. | Adjusted shift deviations |
| The morale problems that invariably occurs when one of the two or more units assigned to a beat is permitted to " jump" the most interesting calls is called.... | The " cruiser car" effect |
| In establishing shift hours, ______________ for service should not deviate widely from the average hourly need. | actual hourly need |
| This strategy of striking swiftly with ____________ force to ensure success should be the basic con-cept of civil disorder control. | adequate |
| the decision to evacuate an area threatened by fire, flood, poisonous gas, or some other major occurrence should be the responsibility of ___________________________ . | a superior officer of the highest position available |
| _______, is the key to successful conference leading. | practice |
| The Conference problem will need to meet the tests of ___________, ____________, and __________. | solubility concreteness clarity |
| _________________, is directed to the entire group, is phrased so as to be answerable by any member and usually is answered by a voluntary response. | The overhead or general query question |
| the original question can be directed back for a response based on the experience and background of the asker. | Reverse Question |
| The leader can avoid answering questions directed to him by relaying them to other members of the conference. | Relay Question |
| Reflection of _________ involves the process of clarifying or drawing out the feeling behind the statement or inflection. | feeling |
| Reflection of ___________ involves a rewording of what the member says without trying to interpret or change its meaning. | content |
| Reflection of ____________ is a summary made to ensure or gain an understanding of what has been said without changing its meaning. | core |
| In order for rules and regulation to be effective, they must be _______, _______ , and ______. | current reasonable clear |
| ____________ is the most important single cause of ineffectiveness in teaching and of frustration of educational effort. | Aimlessness |
| _____________________________ is perceived far more frequently than any other cause as a reason for opposition. | Inconsistency of supervisors in enforcing all organization rules |
| To be most effective, punishment for even the mildest of infractions must be _______. | certain |
| A _____ report is one that is an accurate measurement of the ability it purports to measure. | valid |
| A rating report is said to be _________ if it measures consistently and reasonably accurately ( even if not perfectly) each time it is used. | reliable |
First Time Here?
Welcome to Quizlet, a fun, free place to study. Try these flashcards, find others to study, or make your own.