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44 Cards in this Set

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PRICE protocol (Blanchard 1998)






Supervisors must scan the work environment continually in order to pinpoint performance problems that merit attention


Supervisors should record and quantified the current performance level of those who were having problems


Supervisors must involve the employees in determining the best way to deal with the problem, the coaching strategies to be used, how to supervisor will monitor progress, and rewards or punishments to be associated with success or failure of the corrective process


Supervisor should implement the agreed-upon coaching strategy by observing performance and providing timely advice, continuous encouragement, positive reinforcement, and retraining if necessary


Supervisors must evaluate and provide feedback on a continuous basis in order to determine whether the goals of the price protocol have been achieved


Technique designed to assist in developing a positive performance oriented culture

Total quality management

What percentage of employees will continue to violate policies even knowing the consequences


Constructive discipline (Leonard 2013)

Disciplinary actions are fair, firm, and impartial. They are built on a foundation of sensitivity and good judgment and the goal is correction or remediation of the deviant behavior as it occurs an improvement in the overall behavior of the employee and other employees

Discipline is ____ & _____

Proactive, reactive

Five stages of the employee facing discipline (Whitten berg 1995)







Hot stove concept (mcgregor)

Discipline is immediate, predictable (advanced warning), consistant, impersonal

Garrity v new jersey (385 us 493, 1967)

Is required to answer questions in an internal vestigation, and an employer cannot use information provided by the employee in a Criminal Procedure against the employee. Employee must believe that statements he or she is providing are compelled under threat of substantial disciplinary action or dismissal

Police officer Bill of Rights

Laws that super impose additional constraints on the disciplinary process they often mandate warnings to be given and procedures to be followed when certain types of disciplinary actions are anticipated

Firm but fair discipline depends on what four critical factors?

1. Quality of the personnel being recruited

2. The effectiveness of the promotion system

3. Training given to newly promoted sergeants

4. The support that first line supervisors received from superiors

Progressive discipline

Discipline becomes increasingly severe

Normal sequence of punishment with progressively severe discipline action ( 8 items)

Informal discussion

Oral warning

Written reprimand

Final written warning


Suspension or disciplinary layoff




Discharged is viewed as ___ capital punishment


Modern management theory has ____ the imposition of negative sanctions for the sake of inflicting punishment


True or false? Modern management theory view disciplinary action is being an essential ingredient and goal-oriented intervention strategies designed to correct problems in the future misconduct


Some courts recognize that employees have a ____ right to their jobs


Meridians v Illinois state police merit board 691 ne2d 199, 1997

Police officers are held to a higher standard of conduct than private employees

Constructive discharge

Clean or legal finding that an employee who reportedly voluntarily resign from position should be treated as though the employee was actually discharged or fired by the employer

Disciple purpose is to

Facilitate collective action,

Interior self control based on norms and values of workplace, predictable behavior, organizational efficiency

Discipline promotes


Internal self control

Acceptance of punishment

Discipline is a ____ funtion


First-line supervisors have to find a balance between ___and _____control in order to achieve the organization's mission and objectives

Self regulation, organizational control

Positive discipline

A systematic approach designed to instruct and Oregon employees so that they become loyal, dedicated, responsible, and productive employees

When sergeants are forced to impose negative discipline they must (4 items)

Identify weakness, failures

Analyze all factors

Initiate or carryout action

Document case

When documenting negative discipline, what should be documented?





Two distinct objectives of disciplinary actions are?

1. Reform the individual offender

2. Deter others who have been influenced by the incident

Caesar's wife

All sergeants behavior should be above reproach

Define disciplinary ostrich

Supervisor who overlooks discipline problems

Describe disciplinary magician

Supervisor who makes up the rules as they go along

7 situations that may cause disciplined not to stick ( i.e. mistakes)

1. No specific offense determined

2. Insufficient warning

3. No positive evidence

4. Perceived or real favoritism, or discrimination

5. No documentation of warnings

6. Excessive punishment

7. No concern for just cause or due process

What are four reasons that you can be held vicariously liable?

1. Negligent or wrongful act of employees

2. Failure to train

3. Failure to supervise

4. Failure to discipline

Every first line supervisor should strive to create an environment in which

Self discipline is rewarded, and external or impose discipline is held to an absolute minimum

______ are the most powerful motivators at the disposal of a line supervisor

Psychological rewards

Calea standard 26.1.2

A written directive establishes procedures and criteria for recognizing and rewarding employees for good performance

4 Natural parameters for accepted and expeced behavior in a given organization


Unity of purpose

Technical expertise

Effective supervision


According to More and Miller__ and __come with the stripes

Problem solving, and counseling

Disciplinary action

Adversarial in nature inherently punitive, and designed to regulate work-related behavior and safeguard integrity of organization

Fair and equitable discipline

Need to be treat as individual

Need to know what management expects

Need regular feedback

Treated fairly

Judged by facts

Good disciplinary systems

Proper assignment

Necessary to depth goals

Effective communcation

Continuous review

Consistent/ fair

Mutually accepted due pros

Formal appeal procedure