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44 Cards in this Set
- Front
- Back
- 3rd side (hint)
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PRICE protocol (Blanchard 1998) |
Pinpoint Record Involve Coach Evaluate |
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Supervisors must scan the work environment continually in order to pinpoint performance problems that merit attention |
Pinpoint |
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Supervisors should record and quantified the current performance level of those who were having problems |
Record |
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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 |
Involve |
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Supervisor should implement the agreed-upon coaching strategy by observing performance and providing timely advice, continuous encouragement, positive reinforcement, and retraining if necessary |
Coach |
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Supervisors must evaluate and provide feedback on a continuous basis in order to determine whether the goals of the price protocol have been achieved |
Evaluate |
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Technique designed to assist in developing a positive performance oriented culture |
Total quality management |
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What percentage of employees will continue to violate policies even knowing the consequences |
15% |
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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 |
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Discipline is ____ & _____ |
Proactive, reactive |
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Five stages of the employee facing discipline (Whitten berg 1995) |
Denial Anger Bargaining Depression Acceptance |
D.A.B.D.A |
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Hot stove concept (mcgregor) |
Discipline is immediate, predictable (advanced warning), consistant, impersonal |
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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 |
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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 |
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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 |
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Progressive discipline |
Discipline becomes increasingly severe |
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Normal sequence of punishment with progressively severe discipline action ( 8 items) |
Informal discussion Oral warning Written reprimand Final written warning Transfer Suspension or disciplinary layoff Demotion Discharge |
I.o.w.fww.t.s.d.d |
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Discharged is viewed as ___ capital punishment |
Industrial |
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Modern management theory has ____ the imposition of negative sanctions for the sake of inflicting punishment |
Rejected |
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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 |
True |
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Some courts recognize that employees have a ____ right to their jobs |
Property |
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Meridians v Illinois state police merit board 691 ne2d 199, 1997 |
Police officers are held to a higher standard of conduct than private employees |
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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 |
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Disciple purpose is to |
Facilitate collective action, Interior self control based on norms and values of workplace, predictable behavior, organizational efficiency |
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Discipline promotes |
Obedience Internal self control Acceptance of punishment |
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Discipline is a ____ funtion |
Management |
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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 |
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Positive discipline |
A systematic approach designed to instruct and Oregon employees so that they become loyal, dedicated, responsible, and productive employees |
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When sergeants are forced to impose negative discipline they must (4 items) |
Identify weakness, failures Analyze all factors Initiate or carryout action Document case |
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When documenting negative discipline, what should be documented? |
Cause analysis action appropiateness |
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Two distinct objectives of disciplinary actions are? |
1. Reform the individual offender 2. Deter others who have been influenced by the incident |
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Caesar's wife |
All sergeants behavior should be above reproach |
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Define disciplinary ostrich |
Supervisor who overlooks discipline problems |
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Describe disciplinary magician |
Supervisor who makes up the rules as they go along |
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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 |
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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 |
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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 |
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______ are the most powerful motivators at the disposal of a line supervisor |
Psychological rewards |
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Calea standard 26.1.2 |
A written directive establishes procedures and criteria for recognizing and rewarding employees for good performance |
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4 Natural parameters for accepted and expeced behavior in a given organization |
Camaraderie Unity of purpose Technical expertise Effective supervision |
Cute |
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According to More and Miller__ and __come with the stripes |
Problem solving, and counseling |
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Disciplinary action |
Adversarial in nature inherently punitive, and designed to regulate work-related behavior and safeguard integrity of organization |
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Fair and equitable discipline |
Need to be treat as individual Need to know what management expects Need regular feedback Treated fairly Judged by facts |
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Good disciplinary systems |
Proper assignment Necessary to depth goals Effective communcation Continuous review Consistent/ fair Mutually accepted due pros Formal appeal procedure |
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