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44 Cards in this Set

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PRICE protocol (Blanchard 1998)

Pinpoint


Record


Involve


Coach


Evaluate

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

Pinpoint

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

Record

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

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

Coach

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

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

15%

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)

Denial


Anger


Bargaining


Depression


Acceptance

D.A.B.D.A

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


Transfer


Suspension or disciplinary layoff


Demotion


Discharge

I.o.w.fww.t.s.d.d

Discharged is viewed as ___ capital punishment

Industrial

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

Rejected

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

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

Property

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

Obedience


Internal self control


Acceptance of punishment

Discipline is a ____ funtion

Management

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?

Cause


analysis


action


appropiateness

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

Camaraderie


Unity of purpose


Technical expertise


Effective supervision

Cute

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