Liberty University CJUS 530 Quiz 2

Question 1

0 out of 5 points In the public workplace of criminal justice organization employees, there are numerous court cases that either hold an employee(s), the criminal justice organization or both accountable for intentional and sometimes unintentional deprivations of a citizen’s constitution rights in the form of a civil tort. There is a specific U.S. Supreme Court case that now will no longer allow the acceptance of the excuse of, “I didn’t know,” in that the justices indicated that in some cases there is a ‘duty to train employees’ to avoid such violations. Many times this case is referred to as the one that ‘opened the litigation door’ for the failure to reasonable train an employee. That case is   .

Question 2

5 out of 5 points Charisma is defined as that personal magic which arouses special loyalty, enthusiasm and respect for a beloved leader. Which of the following powers would charisma be placed?

Question 3

5 out of 5 points

Communication serves four very important functions in a criminal justice organization. Those four functions are emotive function, motivational function, informational function and

 function.

Question 4

0 out of 5 points In order for a public service organization to be strategically situated in its succession planning, personnel must be trained and be able to   .

Question 5

5 out of 5 points In conducing the performance appraisals for personnel the supervisor, manager, leader, etc. must always be aware of certain errors or effects that can skew a well thought out and well plan appraisal system. One of those effects is called the halo effect. It is described below as

 .

Selected Answer:

I got a good one when they transferred this guy to me and he is just perfect and never makes a mistake.

Question 6

5 out of 5 points From the research works of Violanti and Marshall in the 1980s, they identified four transitory stages that a criminal justice employee (police) will go through in the course of a career.

Those four stages are alarm, personalization, introspection and   .

Question 7

0 out of 5 points

The Transportation Workplace Security Enhancement Act of 2009 was intended to

 .

Selected Answer: Give public safety unions more power to organize through ‘card check’.

Question 8

0 out of 5 points Kentucky, Virginia, West Virginia and Tennessee all have an overweight and obesity rate at 65% or higher.

Selected Answer: True

Question 9

0 out of 5 points There are three major steps to have a successful performance based management system for a criminal justice organization. Those steps are: 1. Define the organizational mission and the strategic performance objectives; 2. Establish an integrated performance system; and 3. Establish accountability for performance.

Selected Answer: False

Question 10

5 out of 5 points In preparing an organization for change there are many models on the market in both old and new management books. The authors have used the SARA model as a very simple planning process to assisting a leader in taking his/her organizational change move to reach his targeted goal. The SARA model stands for Scanning, Analysis, Response and what other step?

Question 11

5 out of 5 points In reading about interpersonal conflict in one of the current textbooks more than one has been identified. Which of the following is not a type of interpersonal conflict?

Question 12

5 out of 5 points The decision‑making process consists of four specific steps. They are: 1. Translate goals into objectives, and then translate objectives into payoffs and utility; 2. Choose among alternatives; 3. Select the alternative whose consequences have the greatest utility; and 4. _

 .

Question 13

5 out of 5 points When setting up a human resource system where employees are to be hired for tasks to be accomplished successfully, it is necessary that core competencies be established. In order words what do our future employees knew to know already and in what areas will they need training? Of the four following items three will be used to establish core competencies and one will not. Which one will not be used?

Question 14

5 out of 5 points

In groups and teams within an organization cliques can form and several have been listed. Out of the following listing of cliques choose one that was listed in your reading.

Question 15

5 out of 5 points Pay, fringe benefits (health, dental and life insurance as well as 401k and 457 savings plans, etc.) and long term retirement pensions are tools to both recruit and retain good employees over the long haul of an organizational life span. In setting up a full service human resources program, the importance of the properly funded viability of a living wage, acceptable (to the employees) fringe benefits and a secure pension plan are vital to the criminal justice organization’s success. As has been seen in previous years of economic downturn cycles, elected officials sometimes have been discovered to have under paid the full actuarial percentage amounts for pensions and used the monies for other legally funded purposes. Which listed term best describes this new, but yet old, practice by some elected legislative officials and local units of government?

Question 16

25 out of 25 points

Essay (please be brief in stating your points succinctly, but yet be thorough)

One of the key items with which you will need to be familiar in your administrative future are the five types of power within any human resource organization, but more so in the criminal justice world as it is and of itself about the power of the state and your role within it. These will be used for your benefit and yet they may be used against you so it is important that you know and recognize their importance and usability. List the five types of power and define each one. Then explain how and under what circumstances each one can be used.

Selected Answer:

The word power has both positive and negative connotations attached to it. In essence power is the ability, the vigor, and the strength to control one self and others. There are five main types of power namely: Reward power, coercive power, legitimate power, referent power and lastly expertise power. Defined as follows:

Reward power: This is the manager or supervisor’s ability to use rewards and punishment toward subordinates. An example of this would be something small as a compliment (praise or thankyou) or an assignment to a desired shift. Much bigger rewards or consequences would be a raise and or promotion for a job well done. This type of power can be used to boost morale

Coercive power. This is based on fear of punishment, making it the opposite from rewards, which means that it can be problematic and it can also be abused. This power can be used to emphasize, with threats, the potential consequences of a job poorly done. This type of power is used to imply or threaten firing, demoting, or denying some sort of privilege. Thus, this coercive power has the potential of being abused.

Legitimate power: This is typically linked to a rank, role or job title. Thus, respecting rank or title is important. A person may respect the title or the position, but not necessarily the person who holds it. Furthermore, when the person in power loses the position, the power is lost as well. A person will follow the order mostly due to respect to the position, not because they like or respect the person giving the order.

Referent power: According to the text this type of power is difficult to define, because it is intangible. It is the result of how a manager behaves or something in his or her personality that the subordinates likes or admires. This type of power is based on trust between both the manager (supervisor) and employee. This power emanates from a person that is highly liked and seen as a role model. Their communication is open and direct. The key aspect is trust. A word utilized to describe this type of leader is charismatic.

Expertise power: This power is based on knowledge and expertise. The manager or supervisor’s knowledge and expertise brings him respect from his or her subordinates. A manager with a particular expertise can persuade his or her employees, out of respect, to do things for him or her. Thus, appreciation is demonstrated.

In summary, all of these types of powers can be used at different times within an

organization. They all have value based on the situation that they are utilized.