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50 Cards in this Set
- Front
- Back
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JOB KNOWLEDGE AND COMMON SENSE _______
SIMILAR CONCEPTS: |
ARE NOT
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TWO SELF-INDUCED PRESSURES
SUPERVISORS OFTEN PLACE ON THEMSELVES ARE: |
You used to do it
Wanting to be liked |
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ROADBLOCKS TO SUCCESSFUL
PERFORMANCE COUNSELING'S ARE BELIEFS THAT MANAGEMENT ______________________ |
will do nothing about a problem, or that an employee will not change
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ROADBLOCKS TO SUCCESSFUL
PERFORMANCE COUNSELING __________ |
divided loyalty and lack of confidence
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(T/F) A SUPERVISOR SHOULD HONOR PRIVATE
CONVERSATIONS WITH THEIR SUBORDINATES |
False
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A SUPERVISOR MUST ____________________
WHEN DECIDING TO SELFDISCLOSE IN ORDER TO MAKE A POINT TO AN EMPLOYEE. |
exercise caution
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IN THE ESTABLISHMENT OF A
RELATIONSHIP BETWEEN A SUPERVISOR AND AN EMPLOYEE, THIS IS NOT AN ELEMENT OF AUTHORITY: _______________________ |
Democratic leadership style
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____, ____, and _____ MAINTAINS THE POLICE CULTURE
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Discipline, peer pressure and perceived mission
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IN THE POLICE CULTURE THERE IS A WIDE
ARRAY OF EMOTIONS EXPERIENCED BY OFFICERS IF NOT COMMUNICATED OFFICERS. COMMUNICATED, ___________ CAN BE EXPERIENCED. |
apathy
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IN ORDER TO COUNTER GROUPTHINK, A
GROUP LEADER SHOULD: ENCOURAGE SKEPTICISM ENCOURAGE DISSENT SEEK OUTSIDE OPINIONS _____________________________________ |
not encourage immediate solutions
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_______________
IS CONSIDERED A PART OF A DYSFUNCTIONAL CULTURE |
Blaming
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EMOTIONAL STRESS WHICH ARISES FROM
POLICE WORK _______________________ REFLECTS INDIVIDUAL DIFFERENCES |
is not experienced the same by all officers
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_________, _______, or_________
IS NOT CONSIDERED PART OF A FUNCTIONAL CULTURE |
Risk taking, isolation or group think
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PERFORMANCE AND PRODUCTIVITY _________
SIMILAR IDEAS |
are not
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_____________________________________ IS A
STRONG INDICATOR TO IDENTIFYING A PROBLEM EMPLOYEE |
No pride in appearance/performance
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THREE MOST IMPORTANT REASONS TO CONSIDER
REGARDING A PROBLEM EMPLOYEE ARE: ________________________________________________________________________ |
Knowledge/training issue
Personal issues Conscious decision |
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PERFORMANCE ISSUES CAN BE CAUSED BY
______________________ ____________________ ________________ |
Psychological conditions
Personal choice Alcoholism |
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_______________________
IS THE DRUG ABUSED MOST OFTEN BY MEMBERS OF THE LAW ENFORCEMENT COMMUNITY |
Alcohol
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ACCORDING TO CHOOSING APPROPRIATE
INTERVENTION STRATEGIES, OFFICERS WHO DID NOT LEARN APPROPRIATE MATERIAL DURING TRAINING PHASE, AND THE ISSUE WAS NOT, ADDRESSED BY FTOS/SUPERVISORS, IS REFERRED TO AS A ________________________________ |
systems problem
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EDUCATION AND SUPPORT ARE FUNCTIONS
OF _______________________ |
upper level management
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_____________________________ CAN IMPACT
THE LIKELIHOOD OF AN EMPLOYEE REMAINING MOTIVATED |
Environmental factors
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________________ IS
THE MOST POWERFUL ELEMENT IN THE SOLIDIFICATION OF THE EMPLOYEE/SUPERVISOR RELATIONSHIP |
Empathy
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A SUPERVISOR SHOULD AGREE
WITH AN EMPLOYEE’S LIFESTYLE, CHOICES AND DECISIONS AS A SIGN OF RESPECT ___________ |
No
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THE ABILITY COMPONENT OF WORK
PERFORMANCE INCLUDES ______, ________, and _________ |
Knowledge, common sense and experience
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INTERNALLY MOTIVATED INDIVIDUALS SEEM
TO BE INFLUENCED MORE BY ________ and___________ THAN BY PAY AND BENEFITS |
purpose and meaning
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BENEFITS AND TIME-OFF APPEAR TO BE
MORE IMPORTANT TO ______________ |
externally motivated individuals
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ACCORDING TO THE THEORY OF
RESPONSIBILITY AND CONTROL AN ESSENTIAL CONTROL, RESOURCE OF ANY ORGANIZATION IS _____________________ |
the employee
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THE PRINCIPLES OF “HIRING A WORKER TO
WORK” AND “POOR PERFORMANCE IS A CHOICE” ARE PRIMARY ELEMENTS OF: _______________________ |
the Theory of Responsibility and Control
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IF THE EMPLOYEE REFUSES TO CHANGE,
____________________ SHOULD BE USED |
consequences
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ACCORDING TO THE THEORY OF
RESPONSIBILITY AND CONTROL, ____________________CANNOT FORCE ACCEPTABLE BEHAVIOR |
management
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ACCORDING TO THE THEORY OF
RESPONSIBILITY AND CONTROL, EDUCATION AND SUPPORT ARE FUNCTIONS OF _______________________ |
upper management
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ACCORDING TO THE THEORY OF
RESPONSIBILITY AND CONTROL, TRAINING AND DOCUMENTING ARE FUNCTIONS OF _________________ |
supervisor
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A KEY ELEMENT IN IDENTIFYING
PERFORMANCE PROBLEMS AND SETTING GOALS TO HELP INFLUENCE A CHANGE IS: _______________________ |
being specific
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A COMMON MISTAKE WITH ANALYSIS IS
_______________________ |
not recognizing the need for analysis
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________________________________ IS OFTEN A
BENEFIT OF CONSTRUCTIVE COMPLAINING BY OFFICERS |
organizational change
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THE BIGGEST MISTAKES MADE BY
SUPERVISORS IN COUNSELING EMPLOYEES IS _______________________ |
follow-up and monitoring
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VERBAL INFORMATION FROM OTHER
SUPERVISORS IS A VALUABLE TOOL IN DEALING WITH A PROBLEM EMPLOYEE ___________ (T/F) _____________________ |
False
High Risk |
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________________________________ IS ONE OF
THE FIRST STEPS A SUPERVISOR SHOULD DO PRIOR TO COUNSELING AN EMPLOYEE. |
Gathering documentation
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_______________________ IS THE PRIMARY PURPOSE OF A COUNSELING
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Influencing a change in behavior
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AT THE BEGINNING OF THE COUNSELING
SESSION, A SUPERVISOR SHOULD START WITH POSITIVE ACCOLADES ____________ |
No
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A MISTAKE OFTEN MADE DURING A
COUNSELING SESSION IS ________________________________________ |
Failing to ask the employee their side of the issue
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______________________ IS THE MOST
POWERFUL WEAPON AGAINST POOR PERFORMANCE |
Documentation
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EMPLOYEES IDENTIFIED AND DISCUSSED IN A
WORK PERFORMANCE STAFFING SHOULD BE MONITORED ______________ |
Daily
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______________________ IS THE MOST
POWERFUL WEAPON AGAINST POOR PERFORMANCE |
Documentation
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EMPLOYEES IDENTIFIED AND DISCUSSED IN A
WORK PERFORMANCE STAFFING SHOULD BE MONITORED ______________ |
Daily
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A BASIC MISTAKE MADE BY SUPERVISORS
DURING COUNSELING SESSIONS IS _______________________ |
forgetting you are the supervisor
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THIS INTERVENTION STRATEGY IS NOT
COVERED BY CONFIDENTIALITY: _______________________ |
psychological fitness for duty evaluations
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DOCUMENTING, COUNSELING AND REFERRING
SOMEONE TO THE EMPLOYEE ASSISTANCE PROGRAM IS PART OF THE FUNCTION OF: ______________________ |
supervisor
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ACCORDING TO THE ARTICLE; WHEN DEPARTMENTS
SHOULD NOT CREATE AN EARLY INTERVENTION SYSTEM, THE AUTHOR ARGUES THAT THE EASIEST PART TO CREATE IN AN EARLY INTERVENTION SYSTEM IS _______________________ |
early identification of possible problem behaviors
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BASED ON TEN WAYS TO HIRE A PROBLEM
EMPLOYEE, ACCEPTING EXPERT ADVICE IS CONSIDERED _______________________ |
a good hiring practice
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