Your SlideShare is downloading. ×
Games criminals-play-lesson-plan-1214924932006364-9
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Saving this for later?

Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime - even offline.

Text the download link to your phone

Standard text messaging rates apply

Games criminals-play-lesson-plan-1214924932006364-9

864
views

Published on


0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
864
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
27
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. GAMES CRIMINALS PLAY How You Can Profit By Knowing Them
  • 2. COURSE OBJECTIVES
    • TO IDENTIFY WHAT GAMES PRISONERS USE.
    • TO IDENTIFY WAYS TO RECOGNIZE WHAT GAMES THE PRISONERS ARE PLAYING
    • HOW TO EFFECTIVELY ELIMINATE THE GAME THE PRISONER ARE PLAYING.
  • 3. YOUR WORKING AT TCIP AND WHAT WOULD YOU DO IF?
    • AN INMATE OF THE OPPOSITE SEX SAID, “I THINK YOU’RE BEAUTIFUL”.
    • AN INMATE ASKED YOU FOR A CIGARETTE.
    • AN INMATE WANTS TO GIVE YOU A GIFT.
    • A FORMER SCHOOLMATE BECOMES A PRISONER ASSIGNED TO THE UNIT YOUR ASSIGNED TOO.
  • 4. LIFE QUESTIONS TO PONDER?
    • WHERE DID I COME FROM?
    • WHY AM I HERE?
    • WHO AM I?
    • WHERE AM I GOING IN LIFE?
    • HOW DO I GET THERE?
    • WHAT IS MY PURPOSE IN LIFE?
  • 5. THE COPS AND ROBBERS SYNDROME
    • CONVICTED FELONS WILL ALWAYS ACT TOWARD ANY AUTHORITY FIGURE WITH ANIMOSITY, HATRED AND DISTAIN .
  • 6. THE CONFLICT BETWEEN KEPT AND KEEPER
    • 1. PRISONS ARE TOTALITARIAN COMMUNITIES.
    • PRISONERS ARE HELD AGAINST THERE WILL AND ARE FORCED TO LIVE WITH THERE CONTROLLERS.
    • FREEDOM OF SPEECH ,CHOICE AND MOVEMENT ARE CONTROLLED UNDER THE THREAT OF DEATH-TRY TO ESCAPE AND OFFICER WILL SHOT.
  • 7. THE CONFLICT BETWEEN KEPT AND KEEPER CONT’D
    • 2. PRISONS ARE COMMUNITIES WHERE YOUR:
    • WHEN TO GO TO SLEEP.
    • WHEN TO WAKE UP.
    • WHAT TO WEAR.
    • WHEN & WHAT TO EAT.
    • WHAT ATTITUDE TO ASSUME.
    • WHAT IS ACCEPTABLE BEHAVIOR.
  • 8. THE CONFLICT BETWEEN KEPT AND KEEPER CONT’D
    • 3. ONCE IN PRISON THE INDIVIDUAL WILL LEARN CERTAIN BEHAVIORS AS FOLLOWS:
    • ACTING OUT.
    • REFUSING TO COOPERATE.
    • DEVISING METHODS OF MODIFYING THE KEEPER’S BEHAVIOR.
    • CIRCUMVENTING OR DISOBEYING RULES
    • DOING THINGS THEY WANT REGARDLESS OF PUNISHMENT, WHICH GIVES THEM STATUS AMONG THERE PEERS.
    • BECOME A “SNITCH” TO GET WHAT THEY NEED FROM THERE KEEPERS, THIS CHOICE PUTS THEM AT ODDS WITH THE CULTURE OF PRISON
  • 9. THE CONFLICT BETWEEN KEPT AND KEEPER CONT’D
    • 4. CORRECTIONAL STAFF MAIN RESPONSIBILITY ARE AS FOLLOWS:
    • THE MAIN OBJECTIVE OF CORRECTIONAL STAFF IS THE PROTECTION OF SOCIETY .
    • THE ENFORCEMENT OF RULES AND REGULATION OF FACILITY, ADMINISTER DISCIPLINE AND CONTROL BEHAVIOR OF POPULATION.
    • MOST NEW STAFF ARE TOLD “DON’T TRUST PRISONER”
    • THE STAFF WHO BECOME TO TOO FRIENDLY WITH PRISONERS ARE LABELED “PRISONER LOVERS” AND USUALLY SUFFER SOME NEGATIVE PEER PRESSURE FROM OTHER STAFF.
  • 10. BRIDGING THE GAP BETWEEN STAFF & INMATES
    • STAFF POSITIVE OR NEGATIVE BEHAVIOR INFLUENCE HOW PRISONERS INTERACT WITH STAFF, AND INDICATE IF YOU ARE SOMEONE THAT IS RESPECTED OR SOMEONE WHO THEY CONSIDER A “MARK” FOR A GAME TO BE PLAYED ON.
  • 11. CORRECTIONAL EMPLOYEES BEHAVIOR
    • PRISONERS EXPECT THE FOLLOWING BEHAVIOR FROM STAFF AS FOLLOWS:
    • IF A PRISONER COMMITS A RULE VIOLATION AN EMPLOYEE REPORTS IT
    • THE PRISONER EXPECTS CONVICTION AND PUNISHMENT FOR THE RULES VIOLATION.
  • 12. CORRECTIONAL EMPLOYEES BEHAVIOR
    • IF THE CORRECTIONAL EMPLOYEE OVERLOOKS THE RULES VIOLATION AND ALLOWS THE BEHAVIOR, THE PRISONER WILL TAKE THIS ACT AS THE EMPLOYEE IS WEAK AND LOSE RESPECT FOR THE EMPLOYEE AND SET-UP THE EMPLOYEE AS A “MARK” FOR A GAME.
  • 13. TYPE OF CORRECTIONAL EMPLOYEES BEHAVIOR
    • NAIVETÉ: “EMPLOYEE HAVING OR DISPLAYING A SIMPLE OR TRUSTING NATURE. THIS TYPE OF BEHAVIOR IS NORMALLY DISPLAYED BY NEW EMPLOYEES OR EMPLOYEES WITH A LIBERAL VIEW OF THE WORLD.
    • FRIENDLINESS & OVER-FAMILIARIZATION: FRIENDLINESS BY STAFF IS VIEWED AS A WEAKNESS BY MOST PRISONERS. OVER-FAMILIARIZATION IS WHEN YOU SHARE TOO MUCH PERSONAL INFORMATION ABOUT YOUR LIFE AND ALLOW INMATES TO CALL YOU BY YOUR FIRST NAME.
  • 14. CORRECTIONAL EMPLOYEES BEHAVIOR CONT’D
    • PROFESSIONALISM:
    • BELIEVING IN ONESELF AND SHOWING SELF-CONFIDENCE.
    • BEING RELIABLE AND EMOTIONALLY STABLE.
    • ACCEPTS RESPONSIBILITY AND TAKES INDEPENDENCE ACTIONS.
    • CONTROLLING THE SITUATION INSTEAD OF THE SITUATION CONTROLLING THEM.
    • BEING FIRM BUT FAIR IN THERE ACTIONS.
  • 15. PROFESSIONALISM CONT’D:
    • 6. NOT SHOWING SELF-IMPORTANCE.
    • DISPLAYING GOOD MANNERS AND SPEECH.
    • BEING UNSELFISH AND NOT TOUCHY.
    • SEARCHING FOR TRUTH AND NOT SPREADING RUMORS OR GOSSIP.
    • NOT KEEPING GRUDGES.
  • 16.
    • 11. BEING NEAT IN APPEARANCE.
    • 12. BEING MINDFUL OF WHAT THEY SAY AND DO.
    • 13. BEING HUMBLE, SYMPATHETIC AND UNDERSTANDING OF OTHERS.
    • 14. ADAPTING TO CHANGE EASILY, MAINTAINING ENTHUSIASM, DISPELLING PREJUDICE AND SHOWING ALLEGIANCE TO OTHER EMPLOYEES.
    PROFESSIONALISM CONT’D:
  • 17. UNPROFESSIONAL BEHAVIOR
    • THESE ARE SOME EXAMPLES OF UNPROFESSIONAL BEHAVIOR:
    • LEAVING PART OF ONE’S JOB FOR THE OTHER PERSON TO COMPLETE.
    • DISCUSSING INAPPROPRIATE SUBJECTS WITH OR IN FRONT OF INMATES.
    • 13. PASSING THE BUCK.
    • 14. CHRONIC COMPLAINING.
  • 18. UNPROFESSIONAL BEHAVIOR CONT’D
    • LOSS OF PRIDE IN APPEARANCE.
    • MAKING EXCUSES
    • 7. ABUSE OF SICK LEAVE.
    • INAPPROPRIATE OR UNPROFESSIONAL CONDUCT.
    • EXCESSIVE DRINKING DURING OFF-DUTY HOURS.
    • SLOOPY SECURITY HABITS.
  • 19. DEFINITION OF INMATE ROLES IN GAME PLAYING:
    • OBSERVER: THIS ROLE IS TO OBSERVE FOR POTENTIAL VICTIMS IN THE SET-UP PROCESS.
    • CONTACTS: THIS ROLE SUPPLIES INFORMATION FOR THE SET-UP PROCESS. INMATE CLERKS ARE THE BEST CONTACTS FOR THIS ROLE.
    • RUNNERS: THIS ROLE ACTS THE MULE FOR THE SET-UP PROCESS.
    • TURNERS: THIS ROLE CONSISTS OF INMATES BEFRIENDING STAFF TO COERCE THEM INTO ENGAGING IN INFRACTIONS OF THE RULES.
  • 20. DEFINITION OF INMATE ROLES IN GAME PLAYING CONT’D:
    • POINTMAN: THIS ROLE ACTS AS A GUARD WHEN THE EMPLOYEE IS IN THE PROCESS OF GRANTING ILLEGAL FAVORS, VIOLATING FACILITY RULES OR BEING COMPROMISED OR HARMED.
    • TROUBLE SPOT: THIS ROLE IS CRITICAL IN THAT WHEN AN EMPLOYEE IS TURNED INTO A “MULE” THIS INMATE ACTS AS GO BETWEEN. THIS ROLE IS ONE OF THE MOST DANGEROUS FOR STAFF AND INMATE ALIKE.
  • 21. TYPES OF INMATE GAMES:
    • SET-UP (MAIN GAME)
    • THE SUPPORT SYSTEM
    • POOR-ME GAME
    • EMPATHY
    • SYMPATHY
    • CONFIDENTIALITY GAME
    • THE WE/THEY SYNDROME
    • PROTECTION GAME
  • 22. TYPES OF INMATE GAMES CONT’D:
    • ALLUSION TO SEX GAME
    • THE TOUCH SYSTEM
    • THE RUMOR CLINIC
    • THE SHOPPING LIST
    • THE LEVER
    • THE STING
  • 23. SET-UP GAME
    • THE OBSERVATION STEP:
    • BODY LANGUAGE OBSERVATION
    • LISTENING OBSERVATION:
    • PLACES OF GATHERING INFORMATION
    • VERBAL OBSERVATION:
    • INMATE CONVERSATION WITH PROPOSED VICTIM
    • INMATE SUGGESTION OF MINOR RULES VIOLATION
  • 24. SET-UP GAME CONT’D
    • ACTION OBSERVATION:
    • INMATE VIOLATES MINOR RULE
    • TEST THE EMPLOYEE ACTION TOWARD RULES VIOLATION
    • SELECTION OF VICTIM:
    • INTENTIONAL SELECTION:
    • EXCESSIVE FRIENDLINESS
    • NAÏVE AND TRUSTING NATURE OF EMPLOYEE
    • GULLIBILITY OR WEAKNESS
    • LACK OF EXPERIENCE
  • 25. SET-UP GAME CONT’D
    • 2. ACCIDENTAL SELECTION:
    • HIDDEN WEAKNESS
    • CHANGE OF JOB ASSIGNMENT OR FAMILY STATUS
    • 3 .PEGGING EMPLOYEE:
    • SOFT
    • HARD
    • MELLOW
    • 4. TESTING OF LIMITS/FISHING TEST:
    • TEST OF LIMITS
    • CONSTANT NUDGE OF RULES
    • FISH TESTING
    • ASKING FOR ILLEGAL THINGS
    • PERSISTENCE
  • 26. THE SUPPORT SYSTEM GAME
    • EGO UPLIFTING
    • OFFER TO HELP
    • SETTING LOYALTY STANDARDS
    • YOU’RE THE BEST
    • PLEDGE OF FAITH AND DEVOTION
    • STRENGTHENING OF FRIENDSHIP
    • RELIANCE ON INMATE TO MAKE JOB EASIER
    • DEVELOPING TRUST
    • THE INDISPENSABLE INMATE
    • LOSS OF EFFECTIVE CONTROL OF INMATES BEHAVIOR
  • 27. POOR –ME GAME
    • EMPATHY:
    • PROJECTING ONE’S PERSONALITY ONTO ONE ANOTHER
    • SHARING SIMILAR PROBLEMS
    • UNDERSTANDING
    • THE YOU/ME SYNDROME
    • PEGGING EMOTIONS
    • SPEAKING LEVELS OF IDENTIFICATION
    • SYMPATHY:
    • SAMENESS OF FEELINGS
    • VICTIM’S RESPONSE TO PITY
    • LEVEL OF COMPASSION
  • 28. CONFIDENTIALITY GAME
    • PLEA FOR HELP:
    • I NEED YOU
    • I’M A FAILURE/I LACK CONFIDENCE
    • YOU’RE THE ONLY ONE WHO CAN HELP
    • CONFIDENTIALITY:
    • KEEP IT JUST BETWEEN US
    • ONLY SHARE CONFIDENCE WITH THEM
  • 29. THE WE/THEY SYNDROME
    • SEPARATE VICTIM FROM STAFF:
    • THEY DON’T UNDERSTAND YOU, BUT WE DO
    • THERE WRONG ABOUT YOU
    • THEY’RE TREATING YOU LIKE THEY TREAT US
    • STAFF SPLITTING
    • I’M O.K., YOUR O.K.- THEY’RE NOT O.K.
    • SIMILAR BACKGROUNDS:
    • ETHNIC
    • NEIGHBORHOOD
    • CIRCUMSTANCES SIMILAR
  • 30. PROTECTION GAME
    • MINOR OFFERS FOR PROTECTION:
    • FRIENDLINESS AND TRUST OFFERED
    • I’LL TAKE THE HEAT FOR YOU
    • I WON’T LET THIS HAPPEN TO YOU
    • SERIOUS OFFER OF PROTECTION
    • USE OF FEAR
    • STAGING AN EVENT
    • A GRATEFUL VICTIM
  • 31. ALLUSION TO SEX GAME
    • IF VICTIM ID FEMALE:
    • THE INTENT/THE URGE
    • ALLUSIONS “NICE GUY IMAGE”
    • EMPLOYEE RESPONSE
    • NO COMMENT
    • CONFINEES ARE LIKE THAT
    • TELL ME MORE
    • I’VE HAD ENOUGH
    • FACILITY PROCEDURE
    • EFFECTS OF RUMORS
    • IF VICTIM IS MALE:
    • COERCION
    • USED AS LEVER
    • JOB SECURITY THREAT
  • 32. THE TOUCH SYSTEM
    • IF VICTIM IS FEMALE: CAUTION
    • FLICKING OR BUMPING UP AGAINST
    • PAT ON THE BACK
    • PROLONGATION
    • THE ACCIDENT
    • IF VICTIM IS MALE: FORM BOND
    • FRIENDLY NUDGE
    • SLAP ON THE BACK
  • 33. THE RUMOR CLINIC
    • PULLING STAFF AWAY FROM VICTIM:
    • PLANTING THE SEED OF MISTRUST AGAINST STAFF
    • USING STREET PSYCHOLOGIST TACTICS TO GET CLOSE TO VICTIM
    • CHANGING PEER ATTITUDES TOWARD VICTIM
    • THE RESULTS OF RUMORS:
    • EMPLOYEE ISOLATION
    • REJECTION OF VICTIM BY OTHER STAFF
    • HAVING INMATES AS ONLY FRIENDS AT THE FACILITY
  • 34. TURNOUT GAMES: THE SHOPPING LIST
    • THIS IS THE FINAL STAGE TO ALL THE GAMES MENTIONED IN THE COURSE:
    • CONTRABAND OR FAVOR DEMANDED DELIVERED TO FACILITY:
    • COERCION IS USED
    • SALES PITCH/”ON-TIME ONLY PLOY”
    • DRUGS, ALCOHOL, MONEY, SEX IS DEMANDED
    • EMPLOYEE REACTION
    • DISBELIEF
    • TIME FOR DECISION TO DO IT OR NOT
    • INMATE EXPOSURE
    • RISK DISCIPLINARY ACTION
    • NO TURNING BACK/DESPERATION SETS IN
  • 35. THE LEVER:
    • CREATION OF THE LEVER:
    • THE LEVER IS CREATED WHEN ANYTHING IS OBTAINED DURING THE SET-UP PROCESS
    • EMPLOYEE COULD BE “AWARE”/ UNAWARE OF THE LEVER
    • THE LEVER IS GENERATED OUT OF “FRIENDSHIP”
    • USAGES OF THE LEVER
    • PSYCHOLOGICAL THREATS
    • INMATES RISKS INCREASE WHEN USING THE LEVER AT THIS POINT IN GAME
    • EMPLOYEE REACTION TO LEVER THREAT
    • ACCEPTANCE/REFUSAL
    • PERSONALITY CHANGE IS DETECTED
    • IT ONLY A MATTER OF TIME A DECISION IS MADE ABOUT LEVER THREAT
  • 36. THE STING
    • FORCE IS APPLIED TO “MARK”
    • PHYSICAL THREAT
    • BATTLE OF THE MINDS
    • PHYSICAL HARM COMES TO “MARK” IS SERVICES OR GOOD IS NOT PROVIDED AT THE STAGE OF THE GAME
    • POWER POSITION
    • INMATE SHOWS HIS CONTROL OVER OTHERS
    • VICTIM HAS LOSS OF AUTONOMY AND A SENSE OF FEAR IS FELT BY VICTIM FROM INMATES INVOLVED.
  • 37. STATISTICAL DATA OF STAFF/ INMATE GAME PLAYING
    • TABLE 1 ( 133 EMPLOYEES/112 INMATES)
    • WHITE MALE 24.5%
    • BLACK MALE 19.5%
    • HISPANIC MALE 15.0%
    • WHITE FEMALE 13.5%
    • BLACK FEMALE 12.5%
    • HISPANIC FEMALE 13.0%
    • OTHER MALE 2.0%
    • OTHER FEMALE 0.0%
  • 38. LENGTH OF EMPLOYEE SERVICE INVOLVED IN STAFF/INMATE GAME PLAYING
    • TABLE 2
    • LENGTH OF SERVICE OF EMPLOYEE INVOLVED:
    • 1- 11 MNT. 67%
    • 1-3 YRS. 23%
    • 3-8 YRS. 6%
    • 8-16 YRS. 4%
  • 39. TYPE OF CONTRABAND BROUGHT IN THROUGH STAFF/INMATE GAME PLAYING
    • TABLE 3
    • PERCENT IN GROUPS
    • 59% MARIJUANA/PILLS
    • 17% ALCOHOL
    • 6% MONEY
    • 1% HOMOSEXUAL ACTS(MALE)
    • 17% SEXUAL FAVOR(FEMALE)
    • 87 EMPLOYEE WHERE TERMINATED IN CASE STUDY
    • 65% OF THE GROUP
  • 40. TYPES OF OUTCOMES FOR STAFF/INMATE GAME PLAYING
    • DISPOSITION OF STAFF
    • 65% WERE EXPELLED OR RESIGNED UNDER PRESSURE
    • 18% WERE SUSPENDED
    • 8% RECEIVED NO DISCIPLINARY ACTION DUE TO LACK OF EVIDENCE
    • 8% REPORTED THEMSELVES AND NO ACTION WAS TAKEN AGAINST THEM
    • DISPOSITION OF INMATES
    • 64% RECEIVED NO DISCIPLINARY ACTION BECAUSE THEY HELP IN THE INVESTIGATION OF STAFF
    • 12% RECEIVED 10 DAYS ISOLATION: SUSPENDED
    • 16% RECEIVED 10 DAYS ISOLATION
    • 8% WERE TRANSFERRED
  • 41. CONCLUSION AND FINAL THOUGHTS
    • IN THIS COURSE WE HAVE VIEWED MANY TYPES OF GAMES AND MANIPULATION INMATES WILL TRY TO USE TO GET YOU BRING THEM THERE NEED AND WANTS.
    • YOUR GOAL IS TO TRY TO FIGHT THIS TYPE OF BEHAVIOR WITH GOOD COMMON SENSE AND A DESIRE TO ALWAYS DO THE RIGHT THINGS REGARDLESS.
    • ALWAYS TELL SOMEONE CLOSE TO YOU, IF YOU EVER FEEL YOUR LEANING TO MUCH TO THE SIDE OF THE INMATE. THIS TYPE OF THINKING WILL ALWAYS LEAVE YOURSELF OPEN TO A “MARK”
    • ANY COMMENTS OF QUESTION FROM THE CLASS.