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| Encompasses both management and supervision; it is the process by which a group of people is organized and directed toward achieving the group's obhective. |
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| People who are part of administration, are most closely associated with the day-to-day operations of the various elements within the organization. |
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| People who are involved in the direction of staff memebers in their daily activities, of ten on a one-to-one basis. |
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| As a process, it involves the decisions and actions taken by an institution, offender, victim, or society that influence the offender's movement into, through, or out of the justice system. |
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| The components of the network cooperate and share similar goals. The network operates according to a set of formal procedural rules to ensure uniform treatment of all persons, the outcome of which constitutes justice. Each person accused of a crime receives due process and is presumed innocent until proven guilty. |
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| Criminal Justice Nonsystem |
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| They maintain that the three segments of the U.S. criminal justice system that deal with criminal behavior do not always function in harmony and that the system is neither efficient enough to create a credible fear of punishment nor fair enough to command respect for its values. |
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| This is largely believed to directly affect the amount and type of crime that exists. For example, police officer (primarily those having the least experience, education, and training) have great discretion over whom they arrest and are effectively able to dictate policy as they go about performing their duties. |
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| Point of view, which assumes that all parts of the system works toward a common goal. |
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| Holding that agency interests tend to make actors within the system self-serving, provides the other approach. The view notes the pressures for success, promotion, and general accountability, which together result in fragmented efforts of the system as a whole, leading to a criminal justice nonsystem. |
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| Two primary goals of the U.S. criminal justice system |
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| The need to enforce the law and maintain social order. The need to protect from injustice. |
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| The need to enforce the law and maintain social order. |
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| The need to protect from injustice. |
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| This is found in the Bill of Rights, particularly in the Fourteenth Amendment. It is a central and necessary part of our system. It requires a careful and informed consideration of the facts of each individual case. Due process seeks to ensure that innocent people are not convicted of crimes. |
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| Involves problem analysis, setting goals and objectives, program and policy design, developing an actions plan, and monitoring and evaluation. |
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| Formally defined as “a consciously coordinated social entity, with a relative identifiable boundary, that functions on a relatively continuous basis to achieve a common goal or set of goals. |
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| refers to the fact that organizations are composed of people who interact with one another and with people in other organizations. |
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| Relatively Identifiable Boundary |
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| alludes to the organization’s goals and the public served. |
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| studies organizational designs & structures, relationship of organizations with their external environment, and behavior of administrators and managers within organizations. |
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| which essentially means that employees’ behavior may be altered if they know they are being studied. |
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| Most police & prison organizations are based on traditional, pyramidal, quasi-military organizational structure containing elements of a ________. |
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| Another way to view organizations is as systems that take _____, process them, and produce ______. |
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| A major principle of hierarchy of authority is ________, placing one superior officer in command/control of every situation and employee. |
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| becomes exceedingly important and sensitive in criminal justice organizations, as practitioners often see people at their worst, when they are in embarrassing, compromising situations |
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| Getting things done through people. ____ is influence nothing more, nothing less. |
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| Popular until the 1950s, based on the contention that good leaders possessed certain character traits that poor leaders did not. |
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| is the adoption of a single managerial style by a manager based on his or her position in regard to initiating structure and consideration. |
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| are leader centered and have a high initiating structure. |
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| tends to focus on working within the group and strives to attain cooperation from group members by eliciting their ideas and support. |
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| is a hands-off approach in which the leader is actually a non-leader. |
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| States the best way to lead depends on the situation takes into account worker readiness; readiness is defined as the capacity to set high but attainable goals, the willingness to take responsibility, and the education and/or experience of the individual or the group. |
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| those a manager needs to ensure specific tasks are performed correctly. |
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| Human skill - involve working with people, including being thoroughly familiar with what motivates employees and how to utilize group processes. |
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| Persons born between 1965 & 1975 |
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| Persons born between 1976 & 1980. |
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| Persons born between 1990 & 1995 |
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| also termed Generation 2.0––extremely tech-savvy and digitally literate 20-somethings preparing to enter the workplace |
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| is one of the basic features of traditional organizational theory. |
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| can be defined as the sum of the ways an organization divides labor into distinct tasks & achieves coordination among them. |
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| are basically guides to the organization’s philosophy and mission and help to interpret those elements to the officers. |
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| are more specific than policies; they serve as guides to action. ____ is “more specific than a policy but less restrictive than a rule or regulation |
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are specific managerial guidelines that leave little or no latitude for individual discretion.
they require action (or, in some cases, inaction) |
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| Community-oriented policing and problem solving. It is a philosophy, management style, and organizational strategy that promotes proactive problem solving and police–community partnerships. |
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| (Scanning, Analysis, Response, Assessment) provides officers with a logical, step-by-step framework in which to identify, analyze, respond to, and evaluate crime, fear of crime, and neighborhood disorder. |
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| is defined as the “proper design and effective use of the environment to lead to a reduction in the fear and incidence of crime. |
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is a means of reducing crime by making settings less conducive to unwanted/illegal activities, with prevention goals divided into five objectives:
Increasing the effort needed to commit the crime
target hardening
access control
deflecting offenders
controlling facilitators |
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| Police Training Officer (PTO) |
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Definition
Once recruits leave the academy, their training is still incomplete.
they must then undergo a field training process while under a qualified field training officer (FTO) |
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| staying current on new laws and court decisions, always learning. |
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| staying focused; seeing challenges, not obstacles; viewing failure not as a setback but as an experience. |
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| Enforcing the spirit, not the letter, of the law, giving people a break and showing empathy. |
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| ability to meet physical/psychological challenges, thinking clearly, admitting when they are wrong, and standing up for what is difficult and right |
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| believing they are good officers, having self-confidence enabling them to solve difficult crimes. |
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| understanding the role of the officer, the justice system, and using both formal and informal channels to be effective. |
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| making things happen, proactively solving difficult cases, creating their own luck. |
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| ability to place themselves in the mind of the criminal and legally accomplishing arrests. |
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| ability to laugh & smile, to help officers cope with exposure to pain & suffering |
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| wisdom/analytical ability to make decisions based on understanding of the problem. |
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| Good Communication Skills |
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| highly developed speaking/listening skills; ability to interact well. |
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| believes in what he/she is doing and goes about it with a vigor almost contagious. |
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| are caught between upper management and the rank-and-file officers. |
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| law enforcement oriented and expect subordinates to produce measurable activity. |
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| associated with community policing and generally do not place a great emphasis on arrests. |
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| concerned with developing good relations with subordinates. |
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| tends to work in the field and sometimes are officers with stripes or rank. |
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| incorruptible - of high moral character. |
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| able to carry out the hazardous and stressful tasks of policing without cracking up. |
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| and able to respond to situations without becoming overly emotional, impulsive, or aggressive. |
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| able to carry out the hazardous and stressful tasks of policing without cracking up. |
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| and able to respond to situations without becoming overly emotional, impulsive, or aggressive. |
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Definition
| Few police administration books contain information about the _____ of a police department: the captains and lieutenants. |
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Definition
| is generally considered to be one of the most influential, prestigious persons in local government. |
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| the chief executive must be a person of morality, integrity, and honor. |
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| A day’s pay for a day-and-a-half of work |
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Definition
| the chief puts in long hours to accomplish all that needs to be done, at the expense of personal freedom. |
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| Maintain and promote integrity |
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Definition
| the chief executive must be a person of morality, integrity, and honor. |
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| responsible for the morale of the employees, the chief must work to accentuate the positive. |
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Term
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| the chief must be committed to the agency’s goals, mission, and values. |
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| stand up for employees performing admirably, and be fair, firm, concerned & sincere. |
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| Accept assistance from others. |
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| build a teamwork approach, while remaining the final authority. |
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Definition
| stay abreast of current events, technology, topics, trends & issues. |
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Term
| Maintain a healthy lifestyle |
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Definition
| avoidance of things harmful to one’s health are key to healthy living. |
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Term
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Definition
| along with career goals, personal goals should be examined. |
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Term
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Definition
To obtain capable people, the _____ is an efficacious means of hiring & promoting.
increasingly used for management/supervisory ranks. sheriffs are normally elected, thus the assessment center is of little use for that position |
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Term
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Definition
The Figurehead - various ceremonial functions.
Leadership - motivating/coordinating workers while achieving the mission, goals and needs in department & community.
Liason duties - interacting with other organizations and coordinating work assignments |
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Term
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Definition
Monitoring/inspecting - constantly reviewing operations to ensure smooth operation.
Dissemination - distributing information to members of the department using various methods.
Spokesperson duties - related to the dissemination task but is focused more on providing information to the news media.
the prudent police executive attempts to have an open, professional relationship with media in which each side knows and understands its responsibilities |
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Term
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Definition
Entrepreneur - the CEO must sell ideas to members of the governing board or the department.
Disturbance handler - from resolving minor disputes between staff members to major events as muggings, riots or cleanup of a downtown area.
Resource allocator - the CEO must understand the agency’s budget and priorities, and be able to prioritize requests and defend his/her choices.
Negotiator - resolves employee grievances, tries to represent best interests of both city and labor during collective bargaining. |
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Term
| Physical Abuse And Excessive Force |
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Definition
| use of physical force results in substantial public scrutiny. All officers are judged by actions of one or a few |
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| Verbal And Psychological Abuse |
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Definition
| officers at times inflict verbal and psychological abuse on citizens by berating or belittling them. |
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| Legal Abuse And Violations Of Civil Rights |
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Definition
| police actions violating citizens’ constitutional or statutory rights. (false arrest, harassment) |
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Definition
| is gunfire that spreads among officers who believe they, or their colleagues, are facing a threat. |
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Definition
Is when a person purposefully dies by a police officer because they, themselves cannot do it. Reporting procedure - the reporting officer should list in detail in the initial offense report specific elements observed at the scene.
Classifying procedure - an officer or unit with expertise in the use of deadly force incidents makes the final determination of whether a suicide-by-cop incident has occurred. |
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Term
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Definition
are also related to police use of force and pose great concern to police leadership.
Vehicular pursuits involve a delicate balancing act.
to show flight from the law is no way to freedom
a ban on high-speed pursuits, degrades credibility with both law-abiding citizens and law violators |
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Term
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Definition
| three police vehicles are positioned during the chase at the front, rear, and side of the suspect’s vehicle. This technique can result in damage to any or all of the vehicles involved. |
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| Precision Immobilizing Technique |
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Definition
| involves a police vehicle making contact with the suspect’s vehicle. The officer gently pushes one of the rear quarter panels of the suspect vehicle to displace its forward motion, causing it to spin. |
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| Women Wearing Badges, Key Issues |
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Definition
Recruitment - unfocused, random recruiting is unlikely to achieve diversity.
Preemployment physical testing - agencies should examine their physical tests to determine the reasons women are disproportionately screened out.
Academy training - recruits must be trained in sexually integrated academy classes.
Field training - women should also serve as FTOs.
Assignments - agencies must review assignments of all probationary officers to ensure they have an equal opportunity to become effective officers. Promotions - performance evaluations and the overall promotional system utilized by agencies should be scrutinized for gender bias.
Harassment and discrimination - departments need to have policies in place concerning sexual harassment and gender discrimination.
and they need to enforce them. Mentoring - formal mentoring programs have helped some agencies raise retention rates for women.
Career and family - police agencies should have a leave policy covering pregnancy and maternity leave.
As the community-oriented policing and problem-solving concept continues to expand, female officers can play an increasingly vital role. |
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| Shift Work and Sleep Depravation |
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Definition
is a major problem.
tired police officers are a national reality
The whole idea of shift scheduling becomes more important when viewed in light of physiological effects of sleep & rest deprivation on police officers. |
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Term
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Definition
Although call-ups are typically for 6- to 12-month deployments, some may be longer.
impact of such ______ on agencies serving small jurisdictions can be severe |
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