Running head: PART TWO-CLIENT STATEMENT 1 PART TWO-CLIENT STATEMENT 2 Part Two-Client Statement Stephanie Rincon Professor: Erica Wansel  Interviewing & Interrogation: History & Techniques February 6, 2019 Part Two-Client Statement When it comes to identifying the risks assessment questionnaire, it is essential to use the Offenders Assessment System (OASys). The design of the risk assessment questionnaire is that it allows the assessment of Bob’s past, present, and future likelihood of committing crimes. References Aknin, L., Barrington-Leigh, C., Dunn, E., Helliwell, J., Burns, J., Biswas-Diener, R., & Norton, M. (2013). Prosocial spending and well-being: Cross-cultural evidence for a psychological universal. Journal of Personality and Social Psychology , 104(4),, 635. Alessandri, G., Vecchione, M., Eisenberg, N., & Laguna, M. (2015). On the factor structure of the Rosenberg (1965) General Self-Esteem Scale. Psychological Assessment, 27(2), 621. Andrews, D., Bonta, J., & Wormith, J. (2006). The recent past and near future of risk and/or need assessment. Crime & Delinquency, 52(1), 7-27. Howard, P., Francis, B., Soothill, K., & Humphreys, L. (2009). OGRS 3: The revised offender group reconviction scale. Jackson, R., & Hess, D. (2007). Evaluation for civil commitment of sex offenders: A survey of experts. Sexual Abuse: A Journal of Research and Treatment, 19(4), 425-448. Magidson, J., Roberts, B., Collado-Rodriguez, A., & Lejuez, C. (2014). Theory-driven intervention for changing personality: Expectancy value theory, behavioral activation, and conscientiousness. Developmental psychology, 50(5),, 1442. McCleskey, J. (2013). The dark side of leadership: Measurement, assessment, and intervention. Business Renaissance Quarterly, 8(2/3),, 35. Olver, M., Wong, S., Nicholaichuk, T., & Gordon, A. (2007). The validity and reliability of the Violence Risk Scale-Sexual Offender version: assessing sex offender risk and evaluating therapeutic change. Psychological assessment, 19(3), 318. Running head: WORKING AHEAD-BOB CASE SCENARIO 1 WORKING AHEAD-BOB CASE SCENARIO 6 Working Ahead-Bob Case Scenario Stephanie Rincon Professor: Erica Wansel  Interviewing & Interrogation: History & Techniques February 6, 2019 Working Ahead-Bob Case Scenario Part One: Planning Purpose of Specialized interview Bob has been having problems that are hidden regarding criminal activities. It becomes difficult for the management to identify them. With the concealed information, the managers find it challenging to identify the behavior of Bob when it comes to identifying the well-being of their employees. It is evident that Bob has been threatening others and acting strangely w.

1. Running head: PART TWO-CLIENT STATEMENT
1
PART TWO-CLIENT STATEMENT
2
Part Two-Client Statement
Stephanie Rincon
Professor: Erica Wansel
Interviewing & Interrogation: History & Techniques
February 6, 2019
Part Two-Client Statement
When it comes to identifying the risks assessment
questionnaire, it is essential to use the Offenders Assessment
System (OASys). The design of the risk assessment
questionnaire is that it allows the assessment of Bob’s past,
present, and future likelihood of committing crimes.
References
Aknin, L., Barrington-Leigh, C., Dunn, E., Helliwell, J., Burns,
J., Biswas-Diener, R., & Norton, M. (2013). Prosocial spending
and well-being: Cross-cultural evidence for a psychological
universal. Journal of Personality and Social Psychology ,
104(4),, 635.
Alessandri, G., Vecchione, M., Eisenberg, N., & Laguna, M.
(2015). On the factor structure of the Rosenberg (1965) General
Self-Esteem Scale. Psychological Assessment, 27(2), 621.
Andrews, D., Bonta, J., & Wormith, J. (2006). The recent past

2. and near future of risk and/or need assessment. Crime &
Delinquency, 52(1), 7-27.
Howard, P., Francis, B., Soothill, K., & Humphreys, L. (2009).
OGRS 3: The revised offender group reconviction scale.
Jackson, R., & Hess, D. (2007). Evaluation for civil
commitment of sex offenders: A survey of experts. Sexual
Abuse: A Journal of Research and Treatment, 19(4), 425-448.
Magidson, J., Roberts, B., Collado-Rodriguez, A., & Lejuez, C.
(2014). Theory-driven intervention for changing personality:
Expectancy value theory, behavioral activation, and
conscientiousness. Developmental psychology, 50(5),, 1442.
McCleskey, J. (2013). The dark side of leadership:
Measurement, assessment, and intervention. Business
Renaissance Quarterly, 8(2/3),, 35.
Olver, M., Wong, S., Nicholaichuk, T., & Gordon, A. (2007).
The validity and reliability of the Violence Risk Scale-Sexual
Offender version: assessing sex offender risk and evaluating
therapeutic change. Psychological assessment, 19(3), 318.
Running head: WORKING AHEAD-BOB CASE SCENARIO
1
WORKING AHEAD-BOB CASE SCENARIO
6
Working Ahead-Bob Case Scenario
Stephanie Rincon
Professor: Erica Wansel

3. Interviewing & Interrogation: History & Techniques
February 6, 2019
Working Ahead-Bob Case Scenario
Part One: Planning
Purpose of Specialized interview
Bob has been having problems that are hidden regarding
criminal activities. It becomes difficult for the management to
identify them. With the concealed information, the managers
find it challenging to identify the behavior of Bob when it
comes to identifying the well-being of their employees. It is
evident that Bob has been threatening others and acting
strangely when it comes to his relationship with colleagues.
Despite the above, it has become difficult to come up with
evidence that links him to crimes. This is devastating for the
professional organization. It is through a specialized interview
that it becomes possible to comprehend Bob’s behavioral traits.
It is through a specialized interview that the management
acquires information on the uncooperative nature of Bob’s
behavior. This also touches on evaluating his performance and
its relationship to the development of the organization.
Additionally, it may be used as a framework through which Bob
may defend his dignity in court for the allegations made against
him. The specialized interview acts as one session with the
organization’s stakeholders and law enforcement agencies to
defend himself and to give main reasons regarding his behavior
(Rey-Casserly & Koocher, 2012). It is a valuable tool to
evaluate organizational culture and its interactions with the
employees.
Assessment in the Case of Bob and Evaluating the Truthfulness

4. of Response
The first step in the assessment includes the identification of
relevant environment to enable interaction with Bob. This
enables Bob to have an easy way of communicating his behavior
and answering the involved questions. An open
environment/office are critical environments to enable the
collection of data and to ensure the evaluation of the situation
that affects Bob. The second step includes communicating with
Bob the main reason for the occurrence of the interview and the
assessment. It becomes crucial to inform him about his roles in
the assessment and the expectations associated with his
participation.
The above situation creates an open mind as per his
participation and the activities involved (Stuart, 2016). The step
ensures Bob understands the processes, activities, and
procedures of the assessment beforehand. It eliminates anxiety.
The preparation of the technique and activities involved serves
as the third step. Bob should undergo easy and flexible
activities for him to provide the assessment with the desired
information. The step brings about evidence together to identify
the reasons for the behavior of Bob.
The Stakeholders for the Assessment Review
The situation involves several stakeholders and issues that
ensure proper assessment of Bob. The first stakeholder includes
the manager. The manager receives an email regarding Bob and
his threats to his colleagues. The manager may communicate
about his perception regarding Bob, even without involving the
emails. The law enforcement officers become the second
stakeholders who confirm the commitment of the crimes through

5. evaluating his criminal record. The police assists in the
development of evidence regarding crimes committed in the
past. The judicial system identifies the reasons for the arrest
and conviction of Bob during his absence from work.
The above factor confirms whether Bob went through the
counseling process and community service or not. It is essential
to engage colleagues to comprehend his behavioral traits. The
employees accusing him of threats should also communicate
their perception and confirm their allegations.
Communication about Bob’s Evaluation
Bob should know that the evaluation focuses on identifying the
truth about the allegations made against him. This is to identify
workplace performance and role in enabling him to become
friends with other colleagues. The evaluation identifies the
relationship he has with colleagues. This looks into
relationships and their impacts on the professional environment
(Stuart, 2016). The other communication to Bob comprises of
making him understand that the evaluation focuses on
identifying his psychological well-being. The army service
reports show a personality disorder that leads to his termination.
The above factor is essential for him to note that he has a
mental disorder. It prepares him for treatment. Bob should have
the reassurance of not being fired for him to provide the desired
information.
Disadvantages and Advantages of Telephone Interview
A telephone interview goes beyond geographic limitation.
People do not need to be in the same environment for them to
communicate about issues surrounding the interview. They have

6. a cost-effective status. It is affordable to make calls regarding
interviews as compared to making travel arrangements to meet
with participants. Traveling means accommodation, food, and
transportation which are expensive. Telephone interviews save
time in comparison to traveling from one place to another
(Rowley, 2012). The disadvantages include telephone interviews
possessing limitations from controlling what the participant
says and the activities needed for the situation. The participant
may also fail to understand the context of the questions if not
explained to adequately. The above factor may influence the
interview not to answer questions correctly.
Assessment Instruments
They comprise questionnaires and interviews regarding different
issues facing Bob.
Methods used to deal with Bob’s defensive Posture
Bob needs the reassurance of him not being fired. Bob needs to
be told about him receiving counseling assistance. It is also
important to reassure him of not going through arrests when he
tells the truth and when it is confirmed that he is innocent.
References
Inabinett, J., & Ballaro, J. (2014). Developing An Organization
By Predicting Employee Retention By Matching Corporate
Culture With Employee's Values: A Correlation Study.
Organization Development Journal, 32(1), 5-12.
Rey-Casserly, C., & Koocher, G. (2012). Ethical issues in
psychological assessment. Handbook of psychology:
Assessment psychology, 295-330.
Rowley, J. (2012). Conducting Research Interviews .

7. Management Research Reviews, (35 3/4), 261-270.
Stuart, M. B. (2016, July 11th). The future of the Affordable
Care Act: Reassessment and revision. Brookings.