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Review the case scenario you worked on in M1 Assignment 3. (ATTACHED)
Tasks:
You can expect Bob to be uncooperative. Taking this into consideration, prepare a 6- to 8-page report that addresses the following questions:
How will you plan to listen and lead during the interview and confession process?
How will you challenge the uncooperative, untruthful, or unwilling employee?
How will you interpret the verbal and physical behavior of Bob?
What will you do to reduce Bob’s resistance?
All written assignments and responses should follow APA rules for attributing sources.
Assignment 2 Grading Criteria
Maximum Points
Determined how you plan to listen and lead during the interview and confession process.
56
Explained how you will challenge the uncooperative, untruthful, or unwilling employee.
48
Explained how you will interpret the verbal and physical behavior of Bob.
36
Determined the ways you would adopt to reduce resistance.
36
Wrote in a clear, concise, and organized manner; demonstrated ethical scholarship in accurate representation and attribution of sources; and displayed accurate spelling, grammar, and punctuation.
24
Total:
200
Running head: RA WORKING AHEAD 1
RA WORKING AHEAD 8
RA Working Ahead
Sherry L. Crowe
Dr. Christopher Cronin
Interviewing & Interrogation: History & Techniques
FP6906
January 22, 2017
PART 1: PLANNING
Purpose of Specialized Interview
There are several purposes of the specialized interview that can be used on Bob. The first one is to obtain information from Bob to prepare him positively in the work place. The second purpose is to identify professional strengths and weaknesses that he may have. The third purpose is to obtain necessary interviewing background with Bob to obtain visibility. The fourth purpose is meant to conduct the interview to obtain critical feedback from Bob on job search goals. The fifth purpose is meant to build confidence and trust between Bob and the interviewer to reduce anxiety about being interviewed. The sixth purpose is to explore his career and clarify his career goals. The final purpose of the specialized interview is to assess the whole scope of the threat on Bob’s case.
Planning the Assessment
In the process of planning the assessment, I would have to consider Bob’s rights with confidentiality, legal and civil rights. I would focus on his behavior and his way of thinking as indicators of any signs towards a threat. This would be done to avoid profiling and basing his assumptions on his characteristic of being socio-psychological. One important factor to focus on is the alleged threats and strange actions by Bob that a manager received an anonymous e-mail about. I would have to gather all his employment records and archival information to obtain any psycho-social stressors that he may have had or has. Psycho-social stressors can stem from issues with his family, financial issues, records from the police, and mental health or social records. Another factor in planning the assessment would be to review some of the incidents reported on Bob earlier and materials acting as indicators showing patterns of threat behaviors. The final part of the assessment would be to pay close attention to his potential motives, capacities and intentions with regards to threat related behaviors and how he copes during stressful situations.
Whom to Interview and Why
The individuals that I would interview would be the manager that received the anonymous e-mail. The reason is because he was the one that received that e-mail. I would see if he or she could possibly know more. Another individual that I would interview would be Bob’s department head because they are the ones that work more closely with him and would or should notice things about Bob. Bob would be the important individual to interview since he is the one that is under scrutiny through the company. I would also want to talk to his co-workers at the company to get an idea of his behavior at the workplace and what they think of Bob too.
Some other practices that can be used during the interview with Bob is to investigate and assess the risks or threats posed under undefined circumstances by Bob. I would also acquire all resources and necessary consultations for a comprehensive interview.
Nature and Purpose of Evaluation and Potential Consequences
I would inform Bob that the nature and purpose of the evaluation is to identify the risks facing the company, an analysis of threats, and the risks noted that have emerged as him being the key suspect. I would also inform him that after identifying the threat that was allegedly caused by him to the company that there is an alternative of finding measures and controls of managing the situation.
Some of the potential consequences of the evaluation is that the company may face service unavailability if Bob is arraigned in court. The absence of an employee leads to a reduced service production or at some point a no service provision. The company may also endure a loss in the market and loss in profit margin if Bob is punished by the courts.
As an employee of the company his actions can lead to decrease in competitiveness with other companies since he might create a fret feeling with the other employees lives.
Advantages and Disadvantages of a Telephone Interview
Advantages:
They are more cost and time effective, can be completed quickly, reach a wide geographic area, can cull weaker candidates earlier on, and can assess the candidates telephone manner.
Disadvantages:
They could be interrupted by many factors like other calls (call waiting), a bad signal, and/or background noise. “You are not able to see a person’s body language. You may have to reschedule the interview outside of their working hours. The final thing is that it is difficult to build as much rapport via the telephone” (Hughes, 2015).
Assessment Instruments
One assessment instrument that I would use would be the “Personality Assessment Inventory (PAI),” which is a self-report 344-item personality test that assesses an individual’s psychopathology and personality. By using this assessment, I would get a better understanding on Bob’s personality. Another assessment that I would use on Bob is the “Historical Clinical Risk Management-20V3” since it is “a comprehensive set of professional guidelines for the assessment and management of violent risk” (Douglas et al, 2013). One last assessment that I may use is the “Employee Risk Assessment (ERA-20),” because this one is “designed specifically to evaluate an individual worker’s risk for engaging in violence in the workplace” (Bloom et al, 2017).
Evaluating Truthfulness
One way to evaluate if Bob is being truthful is by looking for behavioral cues. Another way is by way of verbal and nonverbal leakage. “In examining such important nonverbal behaviors as gestures, voice, and verbal style, officers first must focus on the facial expressions of emotion, especially those known as micro- and subtle expressions, because these both are involuntary and have demonstrated association with deception” (Matsumoto et al, 2011).
Methods to use to deal with Bob’s Defensive Posture in Interview
One method is to build trust or rapport with Bob to make him feel at ease. Always keep in mind that you would have to figure out whether an individual is offended or uncomfortable to determine why they are taking that defensive posture in the first place. In this scenario, Bob takes the defensive posture because he may feel like he is being accused right off hand. Another reason may be because he feels threatened. Another method to use then would be to understand why he would feel this way. By asking the same question but wording it differently is another method that can be used. One last method is by distancing the nearby authority to help Bob understand the benefits of being honest while cooperating and letting him know the result to save time and effort.
PART II: CLIENT STATEMENT
Here are a few questions that could be asked in a Risk or Threat Assessment Questionnaire:
“Is the subject troubling or troubled? Has the individual exhibited this behavior in the past or is it new? In the case of an employee, does the organization wish to terminate or keep the subject? As a first assessment, does the individual resemble an emotional threatener (less likely to act) or an unemotional one (more prone to strike)” (Albrecht, 2010)?
Risk or threat assessments are used by psychologists to consider a spectrum of threats like natural, criminal, accidental, and/or terrorist threats for a given location and facility.
Risk assessment should be used by psychologists in examining supporting information evaluating the likelihood of each threat occurrence (Renfroe et al, 2016).
Psychologists can use various instruments in conducting a threat or risk assessment. Before using any type of assessment instrument, it is better to know and review the kinds of instruments present for usage and realizing the fundamental assessment principles thus considered as the chief cornerstones of a good assessment (Types of Assessment Instrument, n.d.).
One use of instruments used in a risk or threat assessment by psychologists is the use of question papers which is taken under conditions that are controllable. The use of question papers for a threat assessment acts as a confidential purpose and they are used in sampling knowledge and skills in the individual (Miller, 2014).
References
Albrecht, S., D.B.A. (2010, February 01). Threat Assessment Teams: Workplace and School Violence Prevention. Retrieved January 31, 2018, from https://leb.fbi.gov/articles/featured-articles/threat-assessment-teams-workplace-and-school-violence-prevention
Bloom, H., MD, Webster, C. D., PhD, & Eisen, R. S., MSW. (2017). ERA-20. Retrieved January 31, 2018, from http://www.workplace.calm.to/products_services/books_guides/workplace-violence-and-behaviour/era-20/
Douglas, K. S., Hart, S. D., Webster, C. D., & Belfrage, H. (2013). HCR-20V3: Assessing risk of violence – User guide. Burnaby, Canada: Mental Health, Law, and Policy Institute, Simon Fraser University.
G. Warren, E. Schertler, and P. Bull, “Detecting Deception from Emotional and Unemotional Cues,” Journal of Nonverbal Behavior 33 (2009): 59-69.
Hughes, A. (2015, September 22). The 6 Different Types of Interview (And Their Pros and Cons). Retrieved January 31, 2018, from https://www.coburgbanks.co.uk/blog/assessing-applicants/6-different-types-of-interview/
Matsumoto, D., PhD, Hwang, H. S., PhD, Skinner, L., J.D., & Frank, M., PhD. (2011, June 01). Evaluating Truthfulness and Detecting Deception. Retrieved January 31, 2018, from https://leb.fbi.gov/articles/featured-articles/evaluating-truthfulness-and-detecting-deception
Miller, A. (2014). Threat Assessment in Action. PsycEXTRA Dataset, 45(2), 37. doi:10.1037/e501432014-006
M.G. Frank and P. Ekman, “The Ability to Detect Deceit Generalizes Across Different Types of High-Stake Lies,” Journal of Personality and Social Psychology 72 (1997): 1429-1439
Renfroe, N. A., PSP, & Smith, J. L., PSP. (2016, August 08). Threat / Vulnerability Assessments and Risk Analysis. Retrieved January 31, 2018, from https://wbdg.org/resources/threat-vulnerability-assessments-and-risk-analysis
Types of Assessment Instrument. (n.d.). Retrieved January 31, 2018, from https://www.sqaacademy.org.uk/mod/book/view.php?id=10651&chapterid=5489
