question

values

answer

desirable group goals that are set because of a shared group; measured by the investment of resources toward the goals

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occupational socialization

answer

the process by which a person acquires the attitudes and behaviors of an ongoing occupational social system

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corruption

answer

violating rules, policies, and ethical considerations for personal gain

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organizational culture

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a set of assumptions and beliefs shared by the members of an organization

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norms

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specify what group members should and should not do

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folkways

answer

established ways of doing things, how things have always been done, or common practice

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mores

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strong views of right and wrong, not necessarily codified

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codified mores

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rules and laws that are written and published such as in memos or policy manuals or union contracts

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subcultures

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groups who have their own beliefs and norms while sharing those of the dominant culture

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countercultures

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groups whose shared beliefs and values differ from those of the dominant culture, typically exist within any large society

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social or informal sanctions

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peer disapproval of a group member manifested by some form of social punishment, such as being subjected to gossip, verbal reprimand, being ignored, or being excluded from social activities

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anticipatory socialization

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those considering a particular field look forward to the demands and expectations of their future job

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formal socialization

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a period of formalized training

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informal socialization

answer

relevant reference groups are peers, managers, and clients whom a worker is exposed to on a daily basis

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role expectations

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the standards by which the behavior of an organizational member is judged

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received role

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the person's perception and understanding of the sent role

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role behavior

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the person's response to the complex information received

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escalation episodes

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a process of increasing hostility between police and citizen(s) to act out aggressively against police. this aggression serves to cause the police to make an arrest and to take control

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model of influence

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key concepts include role expectation, role sent, role received, and role behavior in response to expectation and sent role

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role conflict

answer

the members of an organization are faced with contradictory and conflicting expectations

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role ambiguity

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uncertainty about what the occupant of a particular office is supposed to do

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official deviance

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actions taken by officials which violate the law and/or the formal rules of the organization but which are clearly oriented toward the needs and goals of an organization as perceived by the official

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pluralistic ignorance

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a condition in which individuals falsely believe that their own opinions are not widely shared

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degree of formalization

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the extent to which training is segregated from the ongoing context of work

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collective socialization

answer

strategies that involve the training of new members as a group (peer support)

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individual socialization

answer

strategies that depend on the effective bond between individuals

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sequential socialization

answer

the trainee passes through discrete stages on the way to becoming a fully accepted member of an organization

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serial socialization

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relies on experienced veterans to groom newcomers in organizations

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investiture strategies

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make membership in organizations easy by accepting the recruits credentials as the major entrance requirement

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divestiture strategies

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strip away certain characteristics before entry is allowed

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power

answer

a construct that underscores the importance of how compliance among subordinates is achieved. it can be understood at both the individual level and the organizational level

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traditional authority

answer

authority vested in a position that a person holds and that has a long tradition in culture or organization

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charismatic authority

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authority found in the personal attributes or actions (or both) of a particular individual in an organization

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legal authority

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authority rooted in the rules and regulations of an organization (the power you have with the law behind you)

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power holder

answer

one who has power in an organization

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power recipient

answer

the receiver of an expression of power from a power holder

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reward power

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the use of a reward by a power holder to gain compliance of a power recipient (authority to give rewards)

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coercive power

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the use or threat of punishment or actual punishment to gain compliance in an organization (authority to punish)

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legitimate power

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the use of power based on the internalized beliefs of a power recipient to gain compliance (the actual power you have as spelled out in your organization)

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referent power

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the identification of a power holder with a power recipient to gain compliance (with your title comes power based on the views of the recipient)

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expert power

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the power recipient's belief that the power holder has specialized knowledge in a specific area that allows compliance to be gained

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behavioral conformity

answer

conformity without internalization of norms

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attitudinal conformity

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conformity with internalization of norms

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political power

answer

an action by a criminal justice employee that promotes individual goals over organizational goals (the power to appoint positions without tests)

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political process

answer

the method by which things are addressed both inside and outside criminal justice organizations

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Machiavellianism

answer

the use of manipulation and deceit to gain a favored position within a criminal justice organization

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locus of control

answer

the ability of an individual to control his/her fate within a criminal justice organization

question

risk taking

answer

taking chances as a part of a personality style to achieve goals within criminal justice organizations

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personal conflict

answer

cognitive dissonance within an individual (one person who disagrees with another or something)

question

group conflict

answer

individual members of a group disagree on some common point of interest

question

task conflict

answer

disagreements regarding the content of tasks being performed by group members

question

intergroup conflict

answer

groups within an organization compete for valuable and limited resources

question

relationship conflict

answer

disagreements rooted in interpersonal incompatibility among group members

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intra-organizational conflict

answer

disagreements generated by the structural make up of the organization and connected to its formal authority system

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vertical conflict

answer

disagreements at differing levels of authority within an organization (officers below sergeants, sergeants below lieutenants)

question

horizontal conflict

answer

disagreements among employees who work on the same hierarchical level of an organization

question

line-staff conflict

answer

disagreements between employees who perform the basic functions of the organization and personnel who support those employees

question

role conflict

answer

disagreements regarding the assigned tasks and responsibilities of a position

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interorganizational conflict

answer

organizations that share a common purpose but disagree on how that purpose will be achieved (FBI vs CIA)

question

latent conflict

answer

the stage of a conflict episode in which the sources of the conflict are present (underlying harsh resentment)

question

perceived conflict

answer

the stage of a conflict episode when at least one party recognizes that a conflict situation exists

question

felt conflict

answer

when disagreeing parties personalize the conflict situation

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manifest conflict

answer

the stage of a conflict episode characterized by overt or covert behavior (acting on or verbalizing to demonstrate disagreements)

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conflict aftermath

answer

continued disagreement with little or no attention to the antecedent causes of the disagreement

question

conflict behaviors

answer

responses to the conflict situation

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conflict management

answer

approaches designed to address conflicts within organizations

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competing behavior

answer

when one party places his/her concerns over the concerns of another in a conflict situation

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accommodating behavior

answer

when one party addresses the concerns of another party but does not address his/her concerns in a conflict situation

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avoiding behavior

answer

neglect of another person's concerns and his/her concerns in a conflict situation

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collaborating behavior

answer

attempts to address the concerns of both parties in a conflict situation

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compromising behavior

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attempts to seek the middle ground between disagreeing parties in a conflict situation

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process interventions

answer

ways to intervene in a conflict situation by altering the internal experiences of the disagreeing parties

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confrontation

answer

two parties in a conflict assume that any act of the other is based on ill interest

question

truce

answer

disagreements between two parties are controlled by powerful third parties

question

collaboration

answer

assumes moderate ill will between disagreeing parties, but common activities are still pursued

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cooperation

answer

assumes neutral intent between disagreeing parties and common activities are pursued

question

interdependence

answer

disagreeing parties agree to move toward a common good

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integration

answer

a common ground is found with the intent of supporting growth and change for both parties

question

interaction management

answer

when a supervisor intervenes directly in the conflict situation between two subordinates, suggesting how the two parties resolve this conflict and avoid future conflicts

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constituent pressure

answer

pressure and competition among groups that typically force cohesiveness within groups

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conflict of interest

answer

occurs in organizations when the concerns of two parties are incompatible

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organizational policy

answer

an organizations set of rules, guidelines, and procedures used to guide actions and decisions

question

structural interventions

answer

the alteration of preexisting conditions of the organization that produce conflict

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selection interventions

answer

use screening procedures to chose the people best suited for the organization and the job

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contextual-modification interventions

answer

attempt to change the context within which parties interact

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decision rules

answer

rules, guidelines, or criteria that filter and prioritize information and help choose alternatives. the rules may be cognitive and apparent or unconscious and subjective

question

numerical weights

answer

indicate the relative importance of information by placing a weight on the date. this can be seen as a mathematical method to prioritize information

question

cybernetic decision model

answer

self-correcting decision-making model in which the outcomes of prior decisions provide feedback to influence future decisions

question

consistency in theory

answer

the need to have a decision-making theory apply to all decisions, hence, it is used consistently

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bounded rationality

answer

absolute rational decision making requires all information necessary and as much time as necessary to process the information. in organizations, rationality is bound by limited time to make decisions and by incomplete information

question

satisfycing

answer

the attainment of acceptable rather than optional results; a realistic description of decision making with limited access to information and a limited time frame in which to make a decision

question

performance programs

answer

decision makers handle ambiguous problems by developing a set of performance programs, or standard methods, to respond to problems

question

external politics

answer

forces outside the organization that influence decision making

question

internal politics

answer

forces within the organization that influence decision making

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sequentialists

answer

consider items in a sequential fashion based on their view of importance

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stepwise regression

answer

the most important information is considered first, followed by less and less important information

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ah yes! decision maker

answer

they collect large amounts of information and search for patterns in that information

question

simplifier

answer

reduces complex problems into their simplest forms

question

ratifier

answer

waits for comments by someone else and then associates themselves with that persons viewpoint

question

analytical

answer

style which has a high tolerance for ambiguity and tends to overanalyze situations

question

conceptual

answer

style that works well with people and relies on discussions with others to consider the problem and possible solutions

question

behavioral

answer

style that likes to interact with others and welcome open discussions

question

directive

answer

style tat is highly task oriented, makes and announces decisions, and has low tolerance for ambiguity

question

minimax

answer

strategies designed to minimize the maximum loss that could result from a given decision outcome

question

probability estimates

answer

prediction models, or chances of outcomes, estimated in terms of probability and stated as the percent chance of various outcomes to occur

question

discretion

answer

the latitude that practitioners have to choose alternative decisions outside of written procedures and rules, for example, a decision to not make an arrest or not to prosecute

question

congruence

answer

matching, pertaining to effectiveness; goals and outcomes match

question

goal consensus

answer

agreement by internal and external constituents on the goals of an organization

question

official goals

answer

goals based upon formal mandates; generally written in manuals and promulgated by agency executives

question

operational goals

answer

goals established by work process members seen as congruent with goals of immediate clientele

question

counter-paradigm

answer

a new way to conceptualize organizations, goals, and outcomes that contradicts existing thinking

question

participant-satisfaction

answer

serving interest of key agency to their satisfaction

question

strategic constituency

answer

meeting the needs of important constituents as a major goal

question

systems perspective

answer

being sensitive to changes in demands and constraints within the environment

question

goal optimization

answer

the need to balance goals and thus to optimize multiple goals rather than to fully achieve a particular one

question

system resource model

answer

the primary goal of an organization is to obtain resources in order to ensure its survival

question

gross-malfunctioning analysis

answer

the target of inquiry is failed or failing organizations; examines reasons behind this

question

process measures

answer

measures of the activities assumed to cause effectiveness within an organization

question

structure measures

answer

measure organizational features or participant characteristics that are presumed to have an impact on effectiveness

question

multigoal/multimeasure

answer

utilize a variety of measures to assess the achievement of multiple goals

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