Welcome to the NJSACOP Command and Leadership Program Practical Testing Module.

1. Welcome to the NJSACOP Command and Leadership Program Practical Testing Module. Please place your program in Slide Show Mode in order to begin. There is a navigation bar at the bottom of each page that will take you through the entire module. Simply place your cursor over the process you want to follow and left click from your mouse. To start your tour, left click on CONTENTS PAGE, located at the bottom right of this page. If you wish to end your tour now, simply left click on END. On behalf of the entire Command & Leadership Staff, we hope this Practical Tutorial, aids you in a complete grasp of the program concepts and process. CONTENTS PAGE END

2. TESTING CONTENTS: Simply place your cursor over the Chapter Number in Green and Left click to begin that chapter. If you wish to enter another Chapter or Area, simply hit the Escape Key, close this Chapter, and return to the main folder. AREA II INDIVIDUAL SYSTEMS Lesson #12 Understanding Individual Behavior Lesson #14 Equity Theory of Motivation Lesson #16 Expectancy Theory of Motivation Lesson #17 Motivation Through Job Redesign END

3. This practical exercise will help you to determine which of the three components of Expectancy Theory--Expectancy, Instrumentality, or Valence--is low in a particular situation. This is important, because this understanding will help you identify the areas in which you can focus your efforts to increase the motivation of your officers. TO THE QUESTIONS CONTENTS PAGE END

4. CHAPTER #16 The Expectancy Theory of Motivation INSTRUCTIONS: In each of the following scenarios, identify which of the three components of expectancy theory--Expectancy, Instrumentality, or Valence is low. After you identify the low component, also try to think about what you might do as the organizational leader to increase this low component and thereby increase the officer's motivation to work to accomplish organizational goals. Simply place your curser on the answer you want to select and left click with your mouse. This will take you to a response page indicating that you have made the correct or incorrect selection. At the bottom of each page is a navigation tool bar that will aid you in working your way through the entire practice testing module. TO THE QUESTIONS CONTENTS PAGE END

5. The Expectancy Theory of Motivation Chapter #16 Part #1 Question #1 As you work hard to prepare for the upcoming inspection, everyone is really working hard except for your new booking officer, Officer Losey, so you decided to have a talk with him. "What's up?" you ask. "Ma'am, I know we need to do well on this inspection, and I know doing well means we'll get rewarded and that would be great, but I'm never going to have all these prisoner confinement records straight by the time of the inspection. I'm an street cop, ma'am, and until 2 weeks ago I didn't even know what a booking officer did. No matter how hard I work, there's no way I can get these records straight by the time of the inspection! What's the use, ma'am?" A. Low Expectancy B. Low Instrumentality C. Low Valence NEXT TEST CONTENTS PAGE END

6. As you work hard to prepare for the upcoming inspection, everyone is really working hard except for your new booking officer, Officer Losey, so you decided to have a talk with him. "What's up?" you ask. "Ma'am, I know we need to do well on this inspection, and I know doing well means we'll get rewarded and that would be great, but I'm never going to have all these prisoner confinement records straight by the time of the inspection. I'm an street cop, ma'am, and until 2 weeks ago I didn't even know what a booking officer did. No matter how hard I work, there's no way I can get these records straight by the time of the inspection! What's the use, ma'am?" A. Low Expectancy A: YES, in this situation Officer Losey has low expectancy that he will be able to have the records straight by the time of the upcoming inspection. Expectancy is an individual's belief that a given behavior will result in a particular level of performance. Officer Losey's expectancy is low primarily because he does not believe that working hard to prepare for the upcoming inspection will get the records straight. He lacks experience, and he has not had any specialized training as a booking officer. In this situation, the Individual Behavior in question is for Officer Losey to prepare for the upcoming inspection. The Performance Outcome is to do well on the inspection, and the Reward Outcome is to receive a unit citation. Instrumentality is not low, because Officer Losey knows that doing well on the inspection will lead to a reward, and his valence for the reward is not low because he indicated it would be great to get a reward. Thus, the only low component in this scenario is Officer Losey's expectancy that working to prepare for the upcoming inspection will get the prisoner confinement records to the point that he will do well on the upcoming inspection. What could you do, to help increase Officer Losey's low expectancy? BACK TO THIS QUESTION NEXT TEST CONTENTS PAGE END

7. As you work hard to prepare for the upcoming inspection, everyone is really working hard except for your new booking officer, Officer Losey, so you decided to have a talk with him. "What's up?" you ask. "Ma'am, I know we need to do well on this inspection, and I know doing well means we'll get rewarded and that would be great, but I'm never going to have all these prisoner confinement records straight by the time of the inspection. I'm an street cop, ma'am, and until 2 weeks ago I didn't even know what a booking officer did. No matter how hard I work, there's no way I can get these records straight by the time of the inspection! What's the use, ma'am?" B. Low Instrumentality A: NO, Officer Losey's instrumentality is not low. Instrumentality is the link between the performance outcome and the reward outcome. In this scenario, how would you identify the individual behavior, performance outcome, and reward outcome? Once you have correctly done this, you will be in a better position to correctly determine which of the three components--Expectancy, Instrumentality, or Valence--is low. Try again. PLEASE TRY AGAIN NEXT TEST CONTENTS PAGE END

8. As you work hard to prepare for the upcoming inspection, everyone is really working hard except for your new booking officer, Officer Losey, so you decided to have a talk with him. "What's up?" you ask. "Ma'am, I know we need to do well on this inspection, and I know doing well means we'll get rewarded and that would be great, but I'm never going to have all these prisoner confinement records straight by the time of the inspection. I'm an street cop, ma'am, and until 2 weeks ago I didn't even know what a booking officer did. No matter how hard I work, there's no way I can get these records straight by the time of the inspection! What's the use, ma'am?" C. Low Valance A: NO, Officer Losey's valence is not low. Valence is the attractiveness which an individual places on a particular reward outcome. In this scenario, how would you identify the individual behavior, performance outcome, and reward outcome? Once you have correctly done this, you will be in a better position to correctly determine which of the three components--Expectancy, Instrumentality or Valence is low. Try again. PLEASE TRY AGAIN NEXT TEST CONTENTS PAGE END

9. The Expectancy Theory of Motivation Chapter #16 Part #1 Question #2 Officer Black was one of the best officers in patrol division. Until recently, he consistently maxed his evaluations, and he was seen as a real leader to whom the younger officers could really look up. Recently, however, you have noticed Officer Black was loosing interest in his work and he barely passed his last evaluation. You decided it was time to talk with him. “What happened on the last evaluation, Officer Black?” “Well sir, you probably know I can easily max any evaluation I want to, but I'm not real interested in doing that any more. When I maxed the test before, the lieutenant mentioned it at role call and called me up in front of everyone, and the guys on the shift have really begun to harass me about it. Some of them don't want to have anything to do with me on weekends anymore. I'll pass the evaluations, sir, but that's about it. I don't want to be singled out anymore.” A. Low Expectancy B. Low Instrumentality C. Low Valence NEXT TEST CONTENTS PAGE END

10. Officer Black was one of the best officers in patrol division. Until recently, he consistently maxed his evaluations, and he was seen as a real leader to whom the younger officers could really look up. Recently, however, you have noticed Officer Black was loosing interest in his work and he barely passed his last evaluation. You decided it was time to talk with him. “What happened on the last evaluation, Officer Black?” “Well sir, you probably know I can easily max any evaluation I want to, but I'm not real interested in doing that any more. When I maxed the test before, the lieutenant mentioned it at role call and called me up in front of everyone, and the guys on the shift have really begun to harass me about it. Some of them don't want to have anything to do with me on weekends anymore. I'll pass the evaluations, sir, but that's about it. I don't want to be singled out anymore.” A. Low Expectancy A: NO, Expectancy is not low in this situation. Expectancy is an individual's belief that a given behavior will result in a particular level of performance. In this scenario, how would you identify the individual behavior, performance outcome, and reward outcome? Once you have correctly done this, you will be in a better position to correctly determine which of the three components--Expectancy, Instrumentality, or Valence--is low. Try again, PLEASE TRY AGAIN NEXT TEST CONTENTS PAGE END

11. Officer Black was one of the best officers in patrol division. Until recently, he consistently maxed his evaluations, and he was seen as a real leader to whom the younger officers could really look up. Recently, however, you have noticed Officer Black was loosing interest in his work and he barely passed his last evaluation. You decided it was time to talk with him. “What happened on the last evaluation, Officer Black?” “Well sir, you probably know I can easily max any evaluation I want to, but I'm not real interested in doing that any more. When I maxed the test before, the lieutenant mentioned it at role call and called me up in front of everyone, and the guys on the shift have really begun to harass me about it. Some of them don't want to have anything to do with me on weekends anymore. I'll pass the evaluations, sir, but that's about it. I don't want to be singled out anymore.” B. Low Instrumentality A: NO, Instrumentality is not low in this situation. Instrumentality is the link between the performance outcome and the reward outcome. In this scenario, how would you identify the individual behavior, performance outcome, and reward outcome? Once you have correctly done this, you will be in a better position to correctly determine which of the three components--Expectancy, Instrumentality, or Valence—is low. Try again, PLEASE TRY AGAIN NEXT TEST CONTENTS PAGE END

12. Officer Black was one of the best officers in patrol division. Until recently, he consistently maxed his evaluations, and he was seen as a real leader to whom the younger officers could really look up. Recently, however, you have noticed Officer Black was loosing interest in his work and he barely passed his last evaluation. You decided it was time to talk with him. “What happened on the last evaluation, Officer Black?” “Well sir, you probably know I can easily max any evaluation I want to, but I'm not real interested in doing that any more. When I maxed the test before, the lieutenant mentioned it at role call and called me up in front of everyone, and the guys on the shift have really begun to harass me about it. Some of them don't want to have anything to do with me on weekends anymore. I'll pass the evaluations, sir, but that's about it. I don't want to be singled out anymore.” C. Low Valance A: YES, in this situation the Valence is low. Valence is the attractiveness which an individual places on a particular reward outcome. In this scenario, the Individual Behavior in question is for Officer Black to complete the required tasks. The Performance Outcome is to perform well on the evaluations. Reward Outcome is to be selected by the lieutenant to serve as an example for the rest of the shift. Officer Black's Expectancy is not low, because he knows that with just a little effort toward doing his job he can do very well on the evaluations. His Instrumentality is not low either, because from first hand experience he knows that doing well on the evaluations has resulted in being selected to serve as an example for the rest of the shift. The Valence, or the relative attractiveness of the reward outcome, however, is low for Officer Black. Although apparently the Lieutenant thought serving as an example for the rest of the shift would be an attractive reward for Officer Black, in fact it has caused him some problems with his peers on the shift. It is important to remember, that just because you think something will be an attractive reward to a officer, he may feel differently. Now that you know that Officer Black does not value serving as an example to the rest of the shift, what might you do, to get him back to performing up to his capacity on the evaluations? BACK TO THIS QUESTION NEXT TEST CONTENTS PAGE END

13. The Expectancy Theory of Motivation Chapter #16 Part #1 Question #3 Until recently, drug arrests had always been one of the real strengths of your shift. Last year you had led all of the patrol division in the number of arrests in large measure because of Sergeant Palmer. Lately, however, you've been receiving reports that he has been showing very little interest drug arrests. It appears that very few drug arrests are being made, and this concerns you because the Chief has sent a memo about the importance of drug arrests made by patrol officers. You decided to ask Sergeant Palmer what was bothering him. “Well, sir, it goes like this. Last year I ran the top drug arrest squad in the patrol division, and we received a commendation from the Chief. Then when I asked you for a special 20 day vacation to go to England and see my parents, you denied my leave request because you said I was just too valuable to the unit. I really wanted that leave! This year, it appears that you're even more dependent on me, so I know that my leave request will be turned down again. I won't let the squad down, sir, but to be honest with you I'm not interested in working as hard as I did last year.” A. Low Expectancy B. Low Instrumentality C. Low Valence NEXT TEST CONTENTS PAGE END

14. Until recently, drug arrests had always been one of the real strengths of your shift. Last year you had led all of the patrol division in the number of arrests in large measure because of Sergeant Palmer. Lately, however, you've been receiving reports that he has been showing very little interest drug arrests. It appears that very few drug arrests are being made, and this concerns you because the Chief has sent a memo about the importance of drug arrests made by patrol officers. You decided to ask Sergeant Palmer what was bothering him. “Well, sir, it goes like this. Last year I ran the top drug arrest squad in the patrol division, and we received a commendation from the Chief. Then when I asked you for a special 20 day vacation to go to England and see my parents, you denied my leave request because you said I was just too valuable to the unit. I really wanted that leave! This year, it appears that you're even more dependent on me, so I know that my leave request will be turned down again. I won't let the squad down, sir, but to be honest with you I'm not interested in working as hard as I did last year.” A. Low Expectancy A: NO, Expectancy is not low in this situation. Expectancy is an individual's belief that a given behavior will result in a particular level of performance. In this scenario, how would you identify the individual behavior, performance outcome, and reward outcome? Once you have correctly done this, you will be in a better position to correctly determine which of the three components-- Expectancy, Instrumentality, or Valence--is low. Try again, PLEASE TRY AGAIN NEXT TEST CONTENTS PAGE END

15. Until recently, drug arrests had always been one of the real strengths of your shift. Last year you had led all of the patrol division in the number of arrests in large measure because of Sergeant Palmer. Lately, however, you've been receiving reports that he has been showing very little interest drug arrests. It appears that very few drug arrests are being made, and this concerns you because the Chief has sent a memo about the importance of drug arrests made by patrol officers. You decided to ask Sergeant Palmer what was bothering him. “Well, sir, it goes like this. Last year I ran the top drug arrest squad in the patrol division, and we received a commendation from the Chief. Then when I asked you for a special 20 day vacation to go to England and see my parents, you denied my leave request because you said I was just too valuable to the unit. I really wanted that leave! This year, it appears that you're even more dependent on me, so I know that my leave request will be turned down again. I won't let the squad down, sir, but to be honest with you I'm not interested in working as hard as I did last year.” B. Low Instrumentality A: YES, Instrumentality is low in this scenario. Instrumentality is the link between the performance outcome and the reward outcome. The Individual Behavior in question is for Sergeant Palmer to make drug arrests, the Performance Outcome is doing well, perhaps even leading the department in drug arrests, and the Reward Outcome is being granted a special 20 day vacation. Sergeant Palmer's instrumentality is low, because from previous experience he has learned that making a lot of drug arrests is unlikely to increase his chances for a special vacation. In fact, it appears that doing extremely well contributes to making Sergeant Palmer more valuable to his unit, and hence less likely to be granted such a long leave. Expectancy is not low in this situation, because Sergeant Palmer is confident that if he conducts the necessary drug arrests the squad will do well at evaluation time. After all, he led the department in drug arrests last year. Valence is certainly not low, because he obviously desires to take the 20 day leave, it is important to him. What might you do, to increase Sergeant Palmer's instrumentality in this situation? It appears you are in a good position to increase Sergeant Palmer's instrumentality. BACK TO THIS QUESTION NEXT TEST CONTENTS PAGE END

16. Until recently, drug arrests had always been one of the real strengths of your shift. Last year you had led all of the patrol division in the number of arrests in large measure because of Sergeant Palmer. Lately, however, you've been receiving reports that he has been showing very little interest drug arrests. It appears that very few drug arrests are being made, and this concerns you because the Chief has sent a memo about the importance of drug arrests made by patrol officers. You decided to ask Sergeant Palmer what was bothering him. “Well, sir, it goes like this. Last year I ran the top drug arrest squad in the patrol division, and we received a commendation from the Chief. Then when I asked you for a special 20 day vacation to go to England and see my parents, you denied my leave request because you said I was just too valuable to the unit. I really wanted that leave! This year, it appears that you're even more dependent on me, so I know that my leave request will be turned down again. I won't let the squad down, sir, but to be honest with you I'm not interested in working as hard as I did last year.” C. Low Valance A: NO, there is no indication of low Valence in this situation. Valence is the attractiveness which an individual places on a particular reward outcome. In this scenario, how would you identify the individual behavior, performance outcome, and reward outcome? Once you have correctly done this, you will be in a better position to correctly determine which of the three components --Expectancy, Instrumentality or Valence is low. Try again, PLEASE TRY AGAIN NEXT TEST CONTENTS PAGE END

17. Chapter #16 Practical Exercise Part 2 INSTRUCTIONS: In this part of the practical exercise you will be given a short case study with which to practice the lesson goal. You will need pencil and paper for this part. After reading the case, you will need to apply the lesson goal. Use the tool bar at the bottom of the pages to scroll back to the case study as needed. With your pencil and paper write down the: Areas of Interest The Analyze step The Explain step, And the Select step Good luck. Remember, you get out of this what you put into it, so give it a good effort. It is important to understand how to apply the lesson goal to an actual case. READ THE CASE STUDY CONTENTS PAGE END

18. The Expectancy Theory of Motivation Chapter #16 Part #2 Question #1 You are a brand new sergeant, eager to get going and do a great job. Things start out smoothly and seem to be going well with all the members of your new squad except one officer. Lately, Officer Haynes seems very lethargic towards preparing for the upcoming evaluation. The rating period is not for another month but you are concerned that if Officer Haynes doesn't shape up he will have a difficult time on the evaluation. You decide it is time to sit down and have a talk with him before it is too late and things get out of hand. Even Officer Haynes knows that passing the evaluations is key to his future assignments and promotability. You asked Officer Haynes about his lack of enthusiasm in preparing for the upcoming evaluation and he had this to say: “Well sir, the way things are going I'm probably going to do poorly on the evaluation. I can do everything just fine but I just can't keep the new domestic violence procedure straight. I know if I make one more mistake I will fail the evaluation. I really want to do good grade too.” With this last comment you dismiss Haynes and realize you had better get to work quickly if you're going to help him. A. O. I.s CONTENTS PAGE END

19. The Expectancy Theory of Motivation Chapter #16 Part #2 Question #1 Write down a list of your AREAS OF INTEREST. When you are finished. Left click on A.O.I.s. READ THE CASE STUDY A. O. I.s CONTENTS PAGE END

20. The Expectancy Theory of Motivation Chapter #16 Part #2 Question #1 • The following is a short list of AOI's. • Officer Haynes seems very apathetic towards preparing for the upcoming evaluation. • Officer Haynes says there is no way he will do well because he cannot keep the new Domestic Violence procedure straight. • 3. Officer Haynes seems convinced that if he makes one more • &mistake he will do poorly on his evaluation. • LEFT CLICK ON ANALYZE WHEN YOU ARE READY TO MOVE TO THE NEXT STEP. READ THE CASE STUDY ANALYZE CONTENTS PAGE END

21. The Expectancy Theory of Motivation Chapter #16 Part #2 Question #1 Using the course guide, write down an ANALYZE step. When you are finished. Left click on ANALYZE. READ THE CASE STUDY ANALYZE CONTENTS PAGE END

22. The Expectancy Theory of Motivation Chapter #16 Part #2 Question #1 The individual behavior (IB) is to follow the new DV procedure. The performance outcome (PO) is to do well on the evaluation. The reward outcome (RO) is to get a good future assignment or promotion. The expectancy link between IB and PO (if I try it, can I do it) is low. The instrumentality link between PO and RO (if I do it, will I get it) is high. And the valence (if I get it, do I want it) is high. LEFT CLICK ON EXPLAIN WHEN YOU ARE READY TO MOVE TO THE NEXT STEP. READ THE CASE STUDY EXPLAIN CONTENTS PAGE END

23. The Expectancy Theory of Motivation Chapter #16 Part #2 Question #1 Write down an EXPLAIN step based on the lesson goal in the course guide. When you are finished. Left click on EXPLAIN. READ THE CASE STUDY EXPLAIN CONTENTS PAGE END

24. The Expectancy Theory of Motivation Chapter #16 Part #2 Question #1 Officer Haynes’ low Expectancy of doing well on the evaluation causes a drop in motivation and explains his apathy toward preparing for the upcoming event. This is AOI 1. It also explains his recent comments that there is no way he will to well on the evaluation. This is AOI 2. LEFT CLICK ON SELECT WHEN YOU ARE READY TO MOVE TO THE NEXT STEP. READ THE CASE STUDY SELECT CONTENTS PAGE END

25. The Expectancy Theory of Motivation Chapter #16 Part #2 Question #1 Write down the correct SELECT step for this case. When you are finished. Left click on SELECT. READ THE CASE STUDY SELECT CONTENTS PAGE END

26. The Expectancy Theory of Motivation Chapter #16 Part #2 Question #1 The correct select step in this case is to raise Officer Haynes' Expectancy. YOU HAVE NOW COMPLETED CHAPTER #16. END

27. Welcome to the END of the Practice Exam for Chapter #16. If you wish to discontinue your work until another time, simply hit the Escape Key on your keyboard then end the Program. If you wish to continue, click on the CONTENTS PAGE at the bottom right of your screen and pick another chapter to work on. CONTENTS PAGE