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321 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Management |
Directing and controlling people |
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Supervision |
The act of overseeing people |
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First level supervisors are of special importance because of the great need for? |
Teamwork |
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Advancement into a position of authority involves a considerable change in? |
Lifestyle, philosophy, and thought process |
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A leader must accept that all subordinates are? |
Different |
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A supervisor is selected by whom? |
Management |
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In the long run the interest of management and the worker are? |
Identical |
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The supervisor must be able to do what? |
Achieve goals,provide answers,give assurance |
G J A |
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A supervisor is responsible for keeping superiors informed through what means of report? |
Oral and written |
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Supervisors must develop the art of influencing others, coordinating their efforts,and directing them to obtain? |
Obedience, confidence, and loyalty |
O, confidence, l |
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Supervisor should always realize the best interest of the __________ must prevail |
Organization |
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Supervisors should keep himself abreast of the fundamental changes in? |
Practices, techniques, and procedures |
P - sports, T-speakers P-medical |
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The final responsibility for the job belongs to? |
Supervisors |
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A supervisor should gain organizational knowledge of _______ in order to prepare for the position |
Polices,procedures,practices, functions, rules and objectives of the organization |
P P P Fun R O |
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A supervisor will understand the ____ of his office, obligations, liabilities, responsibilities for his subordinates and restrictions in which he operates. |
Legal ramifications |
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A supervisor should be able to deal with and be familiar with what two groups? |
Formal and informal |
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Basic supervisory responsibilities?
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Planner, personnel officer, trainer, coach, counselor, controller, decision maker and communicator, leader. |
C C C C P P D L T |
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The common elements of supervision can be grouped under activities that relate to? |
Direction, control and development, and interpersonal relationships with people |
Way. Grab and create, and inside underwear |
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Supervisors role in forecasting future needs, planning activities, anticipating problems, and making decisions ahead of time? |
Planning |
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Supervisors acting in a role to assign their subordinates as scientifically as possible? |
Personnel officer |
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Supervisor acts in what role to develop subordinates abilities? |
Trainer |
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A supervisor is acting in what role when making proper follow ups, determining if the rules and regulations have been followed and orders properly executed? |
Controller |
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Supervisors is acting in what role when he shapes policy for the organization? |
Decision maker |
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Supervisor is acting in what role when motivating employees with positive incentives the will encourage a high level of efficiency? |
Leader |
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Which of the following form of action is vital for interpersonal relations of a supervisor with a subordinate? |
Communicating |
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The art of influencing, directing,and controlling others to obtain obedience,confidence,respect,and loyal cooperation |
Leadership |
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Sound leadership techniques requires the supervisor to be--------, sustain----------, and achieve------------. |
diligent, sustain a high spirit, achieve maximum productivity |
Dil, sustain heaven liqour, achieve max making stuff |
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Granting what type of authority does not make a leader |
Formal authority |
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A leader is highly authoritative |
Autocratic leader |
Auto------ |
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Leads seeking ideas allows subordinates to participate secures best results as a leader |
Democratic leader |
Demo---- |
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Leader who plays down his role, exercises minimum control seldom gives subordinates attention |
Free rein/laissez-faire leader |
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Styles of situational leaders |
Telling, selling, participating, delegating |
T S P D |
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A leader whom sets a high standard of conduct and become a role model and are continuously innovative |
Transformational leaders |
Movie |
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Denotes a military bearing, distinctive type of appearance, and distinctive type of conduct |
Command presence |
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Discipline, ethics, common sense, and psychology |
Elements of leadership |
Dis, Eth, Comm s, Psy |
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The application of incentives, to encourage a positive behavior and attitude |
Motivation |
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Employees are stimulated to produce best when given |
Positive incentives |
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Recognition |
Strong motivating force in people |
Navy seals |
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Difficult to do since it interprets what he does with his own motives not according to others interpretation |
Self-appraisal |
To get a price or your worth |
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Leadership characteristics |
Faith, Friendliness, enthusiasm, energy, modesty,moral integrity, intelligence, technical skill, verbal aptitude, courtesy, ambition |
FFEEMMIITVACam , verbal not altitude, enth, |
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The greatest production in the shortest time, with , minimum energy, and maximum satisfaction for the producers |
The objective of good human relations
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Having sex |
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Criticism comes readily but_____________comes seldom |
Praise |
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The employee that does just that amount and quality of work that will not give the organization cause for action |
Marginal employee |
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The complex process of communicating idea so the recpient hears what the communicator intends |
Order giving |
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Orders which can be employed to good effect with reliable employee who readily assumes responsibility for the task |
Implied or suggested orders |
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Usually satisfactory for simple tasks and emergency situations |
Verbal orders |
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Should be used in situations where complex operations or numerous persons are affected so all Recieved the same message |
Written order |
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The most common failing of an inexperienced supervisor |
Over supervision |
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Making of decisions and the drawing of conclusions should not be based on |
Snap judgements |
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Women are legally and morally entitled to |
Same opportunities, and considerations as men |
O&C |
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One of the principle duties and one of his most important responsibilities as a supervisor is in the training of-------------- |
Trianing of subordinates |
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Job-connected problems result from failure to provide adequate --------------- |
Failure to provide adequate training |
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The supervisor teacher must strive to establish |
A climate for learning |
A climate for --------- |
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If people are not properly selected, properly trained, and properly supervised what will be the result |
A costly high turn over |
Money turtle |
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What is the result when the training function is poorly performed |
Low moral, waste, frustraion, errors |
Low m, garbage, so fr, not right |
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What kind of failures result from the administrators failing to give supervisors an understanding of their responsibilities |
Training failures |
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Every organization must program its approach to training problems or risk? |
Loss of effectiveness and economic loss |
Loss of effect, eco loss |
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The supervisor has the responsibility to train? |
efficient and effective |
Eff and eff |
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The benfits to be derived from effective training are not ---------or easily ----------- |
Not immediate or easily measured |
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Principles of learning Read,Effec,Rep,Pri,Rec,Int |
Readiness, effect, repetition, primacy, recency, intensity |
Readiness, eff, rep (over and over), prim, recency, int(that was freaking) |
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Principle of learning were the Conditions of environment establish an attitude for learning |
Principle of readiness |
Are you r------ |
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Effect of success is pleasurable |
principal effects |
Have sex one have it again |
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Pleasuring experiences are repeated |
principal of repetion |
Multiple orgasams |
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Learned first = strong impression |
principle of primacy |
What you put in first stays strong |
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Last information that you just learned remembered best |
principle of recency |
Last thing you heard you remember |
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More intense more youll remember |
principle of intensity |
More hard core the less youll forget |
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Students past training and experience |
Apperceptive base |
App base |
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Past training and experience+integration of new learning and experience will affect |
Learning rate |
L---------- rate |
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Class size, time, facilities, will affect |
Individual attention for each student |
How many students the teacher can touch |
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At first a learning gains accuracy, speed, and self confidence at what rate? |
Slowly |
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Self confidence and a feeling of security will increase directly too? |
How well someone learns |
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The 5 step method of teaching envolves |
Intro, presentation, review, application, test |
I, Pres, R, Appli, T |
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Broad general statments on what is about to be learned |
Instructional goals |
Instruc g |
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Brief clear statements of what a student should know |
Learning objectives (proformance or competencies) |
L O |
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The bais for the presentation step of the lesson plan |
Job analysis |
Steve j anal |
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When the instructor has completed preliminary procedures of developing Instructional goals and specific objectives, obtaining lesson materials, and analyzing them he can begin to write |
Teaching plans |
Ms.Conway |
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A plan Listing in proper sequence the several steps to be followed |
Instructional plan |
They help you build toys |
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A lesson plan should be? |
5 step plan of teaching and follow a format |
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Things to be learned should be associated with.? |
Other familiar things |
Other thinks the learner already knows |
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The begining which focuses on subject, interest, and places |
Introduction |
First st of 5 steps |
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Its the evaluation of the learners progress |
Test |
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Failures of the instructor |
use of the 5 steps and to alter his approach with problems |
5 steps and change as problems occur |
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Most common fault in presenting instructional material is |
Oversimplification |
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Results from a failure to plan and organize teaching material |
Aimlessness |
Less then taking aim |
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Common causes of teacher ineffectivness |
Oversimplification, Aimlessness, lack of competency |
Ovr sim, aim, l o com |
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Methods of instruction |
Lectures, guest speakers, role playing, stress management, |
L, Gs, Rp, Sm |
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Lectures |
Easiest way to present material greatly overworked |
Easiest |
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Workshops |
Small discussion groups which trainees can discuss and compare experiences |
Small |
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actual equipment is used to teach |
Demonstration |
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Presentation by speacialist with audience participants |
Group discussion |
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Does not follow formal procedures and easily adapted |
Conferences |
-------------- call ....type of call multiple people |
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Well conducted meeting with subordinate personel provides an excellent opportunity for training |
Staff meeting |
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Display, duplicated, projected, three dimensional, electronic media, field trips |
Teaching aids |
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The most important skill of the supervisor |
Ability to communicate |
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Greatest weekness of supervisors |
Communication |
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Number 1 problem of management and number 1 complaint of workers |
Communication difficulties |
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Good communication is accomplished not only with words but with? |
Tones and deeds |
A band named Deaf t----- and mr.------- |
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When communicating with others what needs must be considered for the recipient |
Emotional needs and environment |
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3 Factors for communications between persons |
Cultural, environment, psychological |
C,E,P |
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The means a speaker uses to translate ideas to the listener |
Symbols and signs |
Sign language |
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Signs are the meanings that emanate from |
what is Percieved |
What you see in your head whilenpeople are talking |
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The effectiveness of organizations is highly dependent on what 3 types of communication |
Upward, downward, and lateral communication |
U, D, L |
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The principle obstacle to good communication |
Failure to listen |
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The greater the difference in status or rank, the greater the difficulty in... |
Effective communication |
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The static the interferes with the transmission of a message |
Noise |
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Words put together so they mean the same thing to the listener as they do to the speaker |
Effective communication |
Effective |
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Many individuals avoid making positive declarations because they fear |
Being criticized |
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step of teaching to impart new knowledge or refresh |
presentation step |
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step of teaching where you fix or ty the material from the presentation step |
Review |
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The step to take the opportunity to try what you learned |
Application |
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Preparation for an interview |
Pre planning, Privacy, Prepare questions |
P, p, p |
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Which form of interview is seldom successful because questions seldom elicit the whole story |
Questions and answers |
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When questioning a domineering, authoritative, or paternalistic attitude should be? |
Avoided |
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Sudden pronounced behavior changes during the interview might be view as |
Distrust |
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-------------- can be strengthen by avoiding an argument, finding faults, or recriminations |
Rapport |
Dante |
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Displaying interest and considerations during the interview wild build? |
Confidence |
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Technique of listening |
Active listening |
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The greatest learning occurs through? |
Listening |
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What two things are needed to gain an understanding in an interview |
Sincerity of the interviewer and forthright approach |
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The process that gives the personbeing interviewed an opportunity to understand themselves better |
Active listening |
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When dealing with subordinates it is fundamental that every supervisor should avoid |
Personal bias |
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Types of interviews |
Informal, Employment, Progress, Grievance, Problem-solving, Disciplinary action, Separation |
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Interview to review progress, review, and give guidance |
Progress interview |
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Type of interview thats the most productive might be used day to day as informal contact |
Informal interview |
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Interview thats prime objective is the apraisal of the applicant |
Employment interview |
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Interview that should be conducted privately and allow comp, ete ventilation of their problem |
Grievance interview |
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Interview for help with personal problems may be conducted by counselor or chaplin |
Problem - solving |
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Interview that should be conducted in two settings whom disapline is pending |
Disciplinary action |
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An interview to discuss circumstances surrounding an employees separationn from service |
Separation interview |
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An interview must be record promptly to prevent |
Omissions, Inaccuracies, And faulty info |
Omi, inac,fal info |
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Interview success is dependent on what factors? |
Ability to get a response, Personalities, and attitudes |
RES, PER, ATT |
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The approach of --------------- towards supervision is an important science that grew from managing people |
Human relations |
They are having relations |
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The rise of worker dominance and ------------- has made it necessary for management to seek positive methods of gaining an understanding of workers |
Merit systems |
Not jay merrils system |
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Human relations training has stressed |
Culture, psychological, the effects on human behavior |
Cul, Psy, Hb effects |
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Types of drives |
Security, Response, recognition, experience |
Sec, Res, Reco, Exp |
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All persons have; |
Basic drives, Certain satisfaction needs, Psychological needs |
Ba Drv, SAT needs, PSY needs |
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The fundamental satisfactions individuals strive |
Acceptance, adequacy, recognition, accomplishments, independence, new experiences, possession |
Acc, adeq, recog, accom, inde, new ex, poss |
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Basic psychological needs |
Security, Adequacy, Self-esteem, Social approval |
Sec, adeq, sel-es, soc app |
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An interchanging of views and ideas between 2 or more people |
Interview |
See in |
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One of the prine activities of every supervisor, and requires a great portion of his time |
Consulting |
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Unlike the interrogator the ---------------- most often exchange his views with the other person |
Interviewer |
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Major fuctions of the interview are; |
Obtain info, give info, motive, and appraise |
Ob in, gi in, mo, app |
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To describe the psychological feeling of inadequacy; |
Inferiority complex |
Fear complex |
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Allowing people to talk about their psychological ailments cat hair |
Catharsis |
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The supervisor must develop a ------------ approach when dealing with emotional problems of his employees |
Clinical |
Not clarical |
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Barriers of the environment, human, or situations |
External barrier |
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Conflits in motives obstacles brought on by failures |
Internal barriers |
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When a route to a goal is obstructed the usual reaction is to? |
Go around, Remove, Attack, Give up. |
To do one of four things Go,rem,att,gu |
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Appears when job motives encounter barriers |
Frustrations |
Angry but rhymes with ustration |
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The threshold level that frustration has different effects on people? |
Frustration tolerance |
How much you can drink |
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Human beings tend to meet frustration with what emotion |
Aggression |
Agg |
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Talking back, picking arguments, finding faults, criticism, belittling, sarcastic or bossy, are examples of |
Verbal attacks |
At type of attack |
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Rumor spreading, Jokes and disparaging remarks are all examples of |
Indirect verbal attacks |
An indirect type of attack |
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----------------may occur in the form of loafing, slowdowns, sabotage, absenteeism |
Non cooperation |
Non co |
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Aggression has 2 main functions; |
Satisfaction from outside world, and hurt or destroy the source of pain |
Snickers from outside world, and what you do to misquotto when it bites you |
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When frustration is frequent, and attack reactions are not available the individual may adopt |
Resignation |
Hand in your |
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Assigning the blame to an external object is? |
Projection |
P..ject...n |
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Projection, Rationalizations, regression, and fixation are all excuses for...... |
Excuses for failure |
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Frustrated individual will abandon problem solving for an immature type of regressive action |
Regression |
Not aggression but re......... |
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Individual keeps repeating a response evennif it is not effective |
Fixation |
Your fixed in on one thing |
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Management must recognize that many problems result from ------ and ------- factors related to the job. |
Human and physical |
Hu and phy |
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The most obvious means of preventing frustration out of the work environment is the ----------- and -------- of underlying causes. |
Discovery and removal |
Dis and rem |
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Means of relieving frustration; |
Directing aggression into harmless channels, achieve a feeling of success, rest or medical attention |
Direct agg, feeling succ, doctor |
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Supervisors must assume the role of ----------- to their subordinates when they need help |
Counselor |
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The most serious drug problem in the country |
Alcohol dependency |
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Symptoms of problems with drinking |
Preoccupation with alcohol, self deception (games), guilt |
Occu, monopoly, not innocent |
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When someone is repeatedly affected adversely by alcohol |
A problem drinker |
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Growing domestic and financial problems may signal a; |
Drinking problem |
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As ------------- develops he may begin to lie about drinking, deny that there is a problem when it is perfectly obvious. |
Loss of control |
Loss of con |
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Three defense mechanisms when loss of control occurs |
Denie, Rationalization, Projection |
De, rat, proj |
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"I can drink i can take it or leave it" |
Denie drinking |
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Denies the existence of any drinking problem |
Rationalization |
Rat |
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Blames his drinking on other people |
Projection |
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When drinking adversely affects the employees job or when misconduct off the job can not be tolerated, what type of supervisorial action can be taken |
Punitative action |
Pun action |
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A-Dime problem solving method |
Analysis, Develop a plan, Implement, Monitor, Evaulate |
Anal, Dev, Imp, Mon, Ev |
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When interviewing an employee a supervisor should familize himself with; |
The employee, personal file, disapline file, attendance and proformance |
Empl, per file, dis file, att, prof |
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Supervisor stimulates the individual to discover his own problem and find a course of action to correct it |
Employee centered counseling |
Empl cen coun |
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The core to any successful alcohol referral program |
Chapters of alcholic anonymous |
AA meet |
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The important objective of counseling is not only to get the individual to give up drinking but realize they can never-----------. |
Drink again |
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At the close of a counseling session a subordinate should be able to |
Summerize the conclusion and course of action, commit to execute the solution |
Con, action, solution |
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Excessive job stress and subsequent inadequate copping skills, may cause the employee to feel .......... burning the candle at both ends |
Burnout |
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The second phase of counseling is |
Assessment of problems presented |
Ass probs pres |
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Proven stress reducers |
Diet, gym, retraining, and shift change |
D,g,retr,mid to days |
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A subordinate usually loses objectives and sense of perspective when he is experiencing this emotional problem |
Depression |
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Employees dissatisfaction and grievances arise from factors that can be broadly categorized into 4 areas; |
Environment, inept supervisors, policy, management |
E, Inept S, Pol, Man |
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Supervisors will not recognize where their performance might need modification unless they are not honest with their |
Self evaluation |
SE |
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Managers tend to communicate policy and procedures ---------. |
Rather well |
R well |
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Employees often oppose the-------- in which organizational rules are enforced rather then the rules themselves |
Manner |
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Employees react strongly and often challenge mangement in -------- when they feel they have been deprived |
Court |
Civil, criminal |
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Type of interest the tenured employee has when he has legitimate claim to his job |
Property interest |
Prop |
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Type of interest which the employee has when the employers action in dismissing him significantly damages his reputation |
Liberty interest |
Statue of |
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It is imperative that supervisors become familiar with ----------, ---------, and ------------- which might affect an employees interest |
Statues, contracts, and rules |
Stat, con, and rules |
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The supreme court held in the case of ------------------ that a tenured employee is entitled under due process to oral and written notice of the charges and the opportunity to speak his side. |
Cleveland board of education v. Loudermill |
Cleveland boe v lou |
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A supervisor must consider legal justifications for his actionsof what he does to set a professional ---------------. |
Tone |
Def ...... |
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Terms used for a fequently transfered employee from one enviroment to one of lesser exposure |
Freeway therapy, transfer treatment, the wheel |
287 therapy, T Treat, the wh |
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When an employees discontent is not ------------ it may become more grievous |
Verbalized |
Said out loud with verbage |
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Many of the causes of dissatisfaction can be prevented if the supervisor is consistent in adhereing to basic ........ |
Leadership |
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An oral or written complaint by an employee |
Grievance |
Gri |
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A formalized procedure is required when employees believe the mangement has ------------ their contract |
Breached |
Not bleach |
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Four steps to a formal grievance |
1-recieve complaint 2-complaint is referred 3-transmitted to top 4-arbitration |
Rec Ref Trans Arbi |
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Meaning punishment or penalty |
Disapline |
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A practices thats main purpose is to facilitate effort, develop self-control and character, and foster oderliness and efficiency |
Disapline |
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The princible responsibility for displine rest upon |
Immediate supervisor |
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The supervisor is doing an injustice if he neglects to consider ---------- against an employee |
Complaints against |
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Root definition of one who recieves instruction from another or who follows the expressions and actions of his leader |
Disapline |
Dis |
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In modern admin disapline denotes a form of moral and mental |
Training, educating, correcting |
Tr, Edu, Cor |
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Form of training used to correct deficiencies with out punishment |
Positive discipline |
Not negative discipline |
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A well disiplined organization is one that is considered highly |
Trained |
Tr |
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Disipline that takes the form of punishment or chastisement is... |
Negative discipline |
Not positive discipline |
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May cause a hostile, negative attitude, and marginal performance |
Punishment |
Big pun |
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Punishment must be ---------- and ------------. |
Fair and consistent |
F and con |
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Requisites for punishment |
Certainty, swiftness, fairness and impartiality, consistency |
Cert, sw, fa and impa, cons |
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Serves as a deterrent to whom it is appied as well as training to employees to orient them to what the organization will not tolerate |
Punative action |
Pun action |
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Who should be able to control themselves before they are able to control others |
Supervisors |
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When a supervisor can exercise disipline against their supervisor |
Upward disipline |
^ discipline |
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A state of mind which the individual has confidence in members, objectives, and desires to accomplish them. Sometimes it's high and sometimes it's low |
Morale |
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Disipline, morale, espirt de corps, are of equal importance and are ------------. |
Interdependent |
Int..dep.....t |
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Morale is considered to be what kind of condition |
Fluctuating |
Goes up and down (Fl) |
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Will dictate the procedures to be followed in receiving and disposing of complaints |
Organizational policy |
Organ......... pol... |
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The primary objective of administration of an effective personnel complaint |
Protect rep of force, protect public, protect employee |
protect F,protect pub, protect em |
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Traditional immunity for public entities from civil liability, also know as the divine right of kings |
Sovereign immunity |
Sov imm |
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Doctrine where a public entity is now liable for wrongful acts or omissions by employees |
Respondeat superior |
Responder Sup |
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Employers and supervisors also may incur liability if they deprive an employee of federal granted ............ |
Due process rights |
Du pro of Rights |
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The general procedures for handling minor infractions observed by the supervisor |
Discussion, warning, admonishment, record made |
Dis, war, admon, rec |
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Sources of complaints |
Internal, External, Anonymous |
Int, exter, anony |
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Complaints emanating from within the organization |
Internal complaint |
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Complaints emanating from outside the organization may be classified as primary and secondary complaints |
External complaints |
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Complaint that comes from an identfied source that could be internal or external |
Anonymous complaint |
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Complaints directly from victim |
Primary complaints |
Prim complaints |
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Complaints from persons who are not the victim but complain on the behalf of others |
Secondary complaints |
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In an instance of an observed breach of disipline the supervisor should call attention to it ----------- and ------------. |
Promptly and privately |
Prom and priv |
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In breach of disipline which requires ------------- action a supervisor should record the circumstances |
Punitive action |
Pun |
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Supervisors should avoid acting as ------------- when complaints are recieved with no alligation of misconduct |
Arbiters |
Arb |
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When recording complaints the supervisor should avoid recording his |
Subjective observations |
Sub obs |
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The portections given to the employee in the collective bargining agreement and by--------------- must be meticulously observed while investigating |
Due process |
D.. process |
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A physical arrest and formal booking of an officer should be made only after notification is made to |
The chief |
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The investigating supervisor should approach contact with the accused employee as |
Matter of fact, an interview that may become an investigation, and an unbiased attitude |
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One of the most distasteful and sometimes most necessary responsibilities of an investigating supervisor |
Conducting searches of employees person or property |
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Form of lineup that is becoming standard procedure |
Photo lineup |
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3 types of Tests that are often helpful to prove or disprove intoxication |
Blood, urine, and breath |
B,u,b |
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Minimum requirements of due process |
Notice of charge, Disclosure, opportunity to be heard, right to confont, neutral hearing, statement of reasons for actions |
Not, opportunity,confront,neutral,Stat for act |
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Drafting charges against an employee for misconduct is to prepare them in terms of the |
Specific violations |
Spec viol |
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Special importance to complaint investigaton reports are the requisites of |
Accuracy and completeness |
Bulls eye (acc) and all done (compl) |
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Parts of the investigation report |
Heading, complaint, investigation, details, conclusion and recommendations, and addenda. |
Head, com, inv, det, con and rec, addenda |
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Facts obtained support the claim in an internal investigation complaint |
Sustained |
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Evidence indicates act occured but was proper |
Exonerated |
Ex |
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Alleged act did not occur and that the complaint was false |
Unfounded |
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Case is not resolved by an investigation by insufficient evidence or materials conflict evidence |
Not sustained |
Not sus |
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Service rattings, personel evaluation, employee appraisal, merit rattings, are all types of ------------------- systems, which provide one tool to measure and give Management an inventory of its employees |
Evaluation systems |
Eval |
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A proper ratting system is a valuable tool in; |
Placement, promotion, pay increase, and disipline |
Pla, prom, pay in, dis |
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No system of measuring humans is perfect because ---------- and ---------- cannot be eliminated from the appraisals |
Personal bias and subjectivity |
Per b and subj |
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Should serve as a means of providing a degree of recognition that an employee desires |
Personnel evaluation |
Per eval |
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The law enforcement agency is judge by its ability to suppress |
Unlawful activity |
Unl act |
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One of the most important parts of the management process |
Evaluation or appraisal of employees |
Eval and appr |
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No system of measuring the qualities of a human being is perfect because of ........... bias and .......... cannot be eliminated |
Personal bias and subjectivity |
Per bi and subj |
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Providing one tool for measuring employee capabilities and give Management an inventory |
Ratings..evaluations..appraisal |
Rat, eval, app |
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A properly executed.............is a valuable tool in placement, promotion, salary increase, or disipline |
Ratting system |
R system |
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Personal ratting sytems are unstable because the instruments are |
Subjective |
Sub |
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A personal evaluation system should serve as a means of providing at least a |
Recognition of employees desires |
Recog of emp Desire |
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Ratting reports are valuable for giving employees credit for.........and calling attention too....... |
Superior proformance and inadequate proformance |
Sup prof and inade prof |
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Causes of evaluation failures |
Indifference, employee pressure, failure to train the rater, ratting abuse, slipshot procedures, rating short cuts. |
Indif, em pres, train, abuse, slipshot, short |
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The key figure in the rating systems |
First line supervisor |
1st -------- sup |
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The method of accumulating evidence about his subordinates proformance may be established as a matter of |
Practice and policy |
Sports and policy |
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Ratting forms will usually list .#... to..#..traits that must be considered by the rater |
4 to 12 |
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The collection of data about an employee which can be used for a more effective proformance rating |
Critical incident technique |
Crit inc Tech |
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Evaluation reports for probationary officers should be made at least how often during the probationary period |
Once a month |
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Rating traits and abilities can be grouped into 4 broad categories |
Personal characteristics, ability, performance, suitability for promotion |
Pers char, abil, perf, suit promo |
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In letting his subordinates know what he expects of them, the supervisor will be performing what type of function |
Training |
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Honesty, character, attitude, appearance, persistence, loyalty are of what rating category |
Personal characteristics |
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Job knowledge, stability, initiative, judgement and common sense are what kind rating category |
Ability |
Abil |
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Quality and quantity of work, accuracy, attention to duty, efficiency, ability to resolve problems, supervision required, and effectiveness are what type of rating category |
Performance |
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Leadership, job knowledge, ability to plan , ability to recognize, command presence, ability to organize, communication skills, are what type of rating category |
Suitability for promotion |
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Rating sytems are ............... since they involve the audit by one person of anothers performance |
Subjective |
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In a large group where functions vary widly the biggest problem is |
Finding a rating sytem that yields the most reliable results |
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Ranks employees from hivhest to lowest basis from most valuable to least valuable |
Technique of ranking |
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The technique of ranking is easyto administer but has the disadvantage of lacking |
Common standards of measurement |
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When quality of production is most important to an organization descriptive standards mat be used to advantage in measuring accomplishments |
Numerical standard |
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..............may be improved when the rater compaires each employee with others who have been selected as having the same value to the organization ..ie greatest , average, least value |
Accuracy |
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May be developed to avoid changes in criteria when selected employees leave the unit. The rater decides in his own mind what the ideal employee is and rates accordingly |
Ideal employee standard |
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What scale is used as a guide in determining total value points and assigns numerical value to each trait or performance factor and gives each a weight |
Arithmetic scale |
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Standard of rating that the rater select only one choice at a time for each trait to evaluate to avoid unconscious bias |
Forced choice standard |
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Makes the best type of raters because they are more diligent and less likely to commit errors |
The best supervisors |
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Each supervisor should realize that he is being evaluated .............. by each subordinate |
Informally |
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Leniency, personal bias, central tendency, halo effect, related traits, overweighting and recency, subjectivity |
Common rating errors |
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Most common of rating errors, rater marks a large number as very good and excellent |
Leniency |
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Rater tends to rate higher those whom he knows well or likes |
Personal bias |
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Rater group ratings near the center of the scale with few results at the top or bottom |
Central tendency |
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Rater rates in terms of very general impressions |
Halo effect |
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Refered as logical error, the rater gives similar ratings to traits that seem to be Similar |
Related traits |
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Rater is influenced by occurances of the person being rated either good or bad |
Overweighting or recency |
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Rater is influenced by odne or two characteristics he finds appeal to him |
Subjectivity |
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When a report is an accurate measurment of its ability |
Valid |
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A report is said to be .............. if its measurment is consistent and resonably accurate |
Reliable |
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Composite rating, group ratings individual trait ratings |
Rating methods |
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Evaluation process of discusing ratings with employees |
Interview, folow-up, notification, |
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One of the biggest problems n performance eveluations is |
Selecting a rating method |
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First responders to the scene of an unusual occurance |
Patrol |
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The allocation of feild personel according to the normal needs for their services involves a simple matter of......... and ............. |
Computations and judgement |
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With unusual occurances supervisors should become familiar with the basic procedures and applications of........., ............., and........ |
Personel, equipment, and facilities |
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Command and control system for unusual occurances expands and contract to the appropriate size for any crisis |
Incident command system (ICS) |
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Can be of great value in maintaining good public relations |
Public relations officer |
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a supervisor reserves the right to decide how and when organized force may be used to rush a suspect and if he enforces such directions he will be maintaining the? |
Unity of command |
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Preferred procedure in hostage cases that will buy time in the advantage of police is |
Negotiations |
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If the hostage taker realizes that he cannot escape and his intent may be to harm hostages, what may be needed? |
Positive direct action |
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An entry team shall consist of between |
3 to 5 officers |
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What team typically comsists of two officers |
Cover team |
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What can take several forms such as mass civil unrest or small assembly |
Civil disorder |
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Who will usually direct the police efforts to control an extensive civil disturbance |
High ranking police officals |
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People like to be led by those whom they: |
Have respect and have confidence in |
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The first step in gaining confidence and respect is taken when the supervisor : |
Exemplifies by his personal conduct that which he demands from his subordinates |
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The supervisor derives his official authority from management but his real authority stems from: |
The spirit of cooperation, respect, and confidence that he is able to gain from his subordinates |
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A supervisor is required to keep himself informed through: |
Records, research, and inspection |
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The supervisor should have a good working knowledge of the |
Principle aspects for the job for which they are responsible |
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To become a good leader, a supervisor must possess traits of: |
Honorableness, courageousness, and vitality |
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An organization is a structure through which : |
People work as a group |
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The essence of the supervisory function is : |
Direction |
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Posdcorb stands for |
Planning - organizing- staffing-directing- coordinating- reporting -budgeting |
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The major portion of the supervisors job may be categorized into three broad areas; |
Leading, directing, controling |
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The major duties of supervisory personel in establishment differ only in a degree from those of the chief executive as described in; |
Gulicks POSDCORB |
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Direction and control must provide so that the: |
Necessary coordination of human effort can be achieved |
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The establishment of the formal structure of authority through which work subdivisions are arranged, defined and coordinated for the defined objective ; |
Organizing |
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