GAMES CRIMINALS PLAY How You Can Profit By Knowing Them
COURSE OBJECTIVES <ul><li>TO IDENTIFY WHAT GAMES PRISONERS USE. </li></ul><ul><li>TO IDENTIFY WAYS TO RECOGNIZE WHAT GAMES...
YOUR WORKING AT TCIP AND WHAT WOULD YOU DO IF? <ul><li>AN INMATE OF THE OPPOSITE SEX SAID, “I THINK YOU’RE BEAUTIFUL”. </l...
LIFE QUESTIONS TO PONDER? <ul><li>WHERE DID I COME FROM? </li></ul><ul><li>WHY AM I HERE? </li></ul><ul><li>WHO AM I? </li...
THE COPS AND ROBBERS SYNDROME <ul><li>CONVICTED FELONS WILL ALWAYS ACT TOWARD ANY AUTHORITY FIGURE WITH ANIMOSITY, HATRED ...
THE CONFLICT BETWEEN KEPT AND KEEPER <ul><li>1.  PRISONS ARE TOTALITARIAN COMMUNITIES. </li></ul><ul><li>PRISONERS ARE HEL...
THE CONFLICT BETWEEN KEPT AND KEEPER CONT’D <ul><li>2.  PRISONS ARE COMMUNITIES WHERE YOUR: </li></ul><ul><li>WHEN TO GO T...
THE CONFLICT BETWEEN KEPT AND KEEPER CONT’D <ul><li>3.  ONCE IN PRISON THE INDIVIDUAL WILL LEARN CERTAIN BEHAVIORS AS FOLL...
THE CONFLICT BETWEEN KEPT AND KEEPER CONT’D <ul><li>4.  CORRECTIONAL   STAFF MAIN RESPONSIBILITY ARE AS FOLLOWS: </li></ul...
BRIDGING THE GAP BETWEEN STAFF & INMATES <ul><li>STAFF POSITIVE OR NEGATIVE BEHAVIOR INFLUENCE HOW PRISONERS INTERACT WITH...
CORRECTIONAL EMPLOYEES BEHAVIOR <ul><li>PRISONERS EXPECT THE FOLLOWING BEHAVIOR FROM STAFF AS FOLLOWS: </li></ul><ul><li>I...
CORRECTIONAL EMPLOYEES BEHAVIOR <ul><li>IF THE CORRECTIONAL EMPLOYEE OVERLOOKS THE RULES VIOLATION AND ALLOWS THE BEHAVIOR...
TYPE OF CORRECTIONAL EMPLOYEES BEHAVIOR <ul><li>NAIVETÉ: “EMPLOYEE HAVING OR DISPLAYING A SIMPLE OR TRUSTING NATURE. THIS ...
CORRECTIONAL EMPLOYEES BEHAVIOR CONT’D <ul><li>PROFESSIONALISM: </li></ul><ul><li>BELIEVING IN ONESELF AND SHOWING SELF-CO...
PROFESSIONALISM CONT’D: <ul><li>6.  NOT SHOWING SELF-IMPORTANCE. </li></ul><ul><li>DISPLAYING GOOD MANNERS AND SPEECH. </l...
<ul><li>11. BEING NEAT IN APPEARANCE. </li></ul><ul><li>12. BEING MINDFUL OF WHAT THEY SAY AND DO. </li></ul><ul><li>13. B...
UNPROFESSIONAL BEHAVIOR <ul><li>THESE ARE SOME EXAMPLES OF UNPROFESSIONAL BEHAVIOR: </li></ul><ul><li>LEAVING PART OF ONE’...
UNPROFESSIONAL BEHAVIOR CONT’D <ul><li>LOSS OF PRIDE IN APPEARANCE. </li></ul><ul><li>MAKING EXCUSES </li></ul><ul><li>7. ...
DEFINITION OF INMATE ROLES IN GAME PLAYING: <ul><li>OBSERVER:  THIS ROLE IS TO OBSERVE FOR POTENTIAL VICTIMS IN THE SET-UP...
DEFINITION OF INMATE ROLES IN GAME PLAYING CONT’D: <ul><li>POINTMAN:  THIS ROLE ACTS AS A GUARD WHEN THE EMPLOYEE IS IN TH...
TYPES OF INMATE GAMES: <ul><li>SET-UP (MAIN GAME) </li></ul><ul><li>THE SUPPORT SYSTEM </li></ul><ul><li>POOR-ME GAME </li...
TYPES OF INMATE GAMES CONT’D: <ul><li>ALLUSION TO SEX GAME </li></ul><ul><li>THE TOUCH SYSTEM </li></ul><ul><li>THE RUMOR ...
SET-UP GAME <ul><li>THE OBSERVATION STEP: </li></ul><ul><li>BODY LANGUAGE OBSERVATION </li></ul><ul><li>LISTENING OBSERVAT...
SET-UP GAME CONT’D <ul><li>ACTION OBSERVATION: </li></ul><ul><li>INMATE VIOLATES MINOR RULE </li></ul><ul><li>TEST THE EMP...
SET-UP GAME CONT’D <ul><li>2. ACCIDENTAL SELECTION: </li></ul><ul><li>HIDDEN WEAKNESS </li></ul><ul><li>CHANGE OF JOB ASSI...
THE SUPPORT SYSTEM GAME <ul><li>EGO UPLIFTING </li></ul><ul><li>OFFER TO HELP </li></ul><ul><li>SETTING LOYALTY STANDARDS ...
POOR –ME GAME <ul><li>EMPATHY: </li></ul><ul><li>PROJECTING ONE’S PERSONALITY ONTO ONE ANOTHER </li></ul><ul><li>SHARING S...
CONFIDENTIALITY GAME <ul><li>PLEA FOR HELP: </li></ul><ul><li>I NEED YOU </li></ul><ul><li>I’M A FAILURE/I LACK CONFIDENCE...
THE WE/THEY SYNDROME <ul><li>SEPARATE VICTIM FROM STAFF: </li></ul><ul><li>THEY DON’T UNDERSTAND YOU, BUT WE DO </li></ul>...
PROTECTION GAME <ul><li>MINOR OFFERS FOR PROTECTION: </li></ul><ul><li>FRIENDLINESS AND TRUST OFFERED </li></ul><ul><li>I’...
ALLUSION TO SEX GAME <ul><li>IF VICTIM ID FEMALE: </li></ul><ul><li>THE INTENT/THE URGE </li></ul><ul><li>ALLUSIONS “NICE ...
THE TOUCH SYSTEM <ul><li>IF VICTIM IS FEMALE: CAUTION </li></ul><ul><li>FLICKING OR BUMPING UP AGAINST </li></ul><ul><li>P...
THE RUMOR CLINIC <ul><li>PULLING STAFF AWAY FROM VICTIM: </li></ul><ul><li>PLANTING THE SEED OF MISTRUST AGAINST STAFF </l...
TURNOUT GAMES: THE SHOPPING LIST <ul><li>THIS IS THE FINAL STAGE TO ALL THE GAMES MENTIONED IN THE COURSE: </li></ul><ul><...
THE LEVER: <ul><li>CREATION OF THE LEVER: </li></ul><ul><li>THE LEVER IS CREATED WHEN ANYTHING IS OBTAINED DURING THE SET-...
THE STING <ul><li>FORCE IS APPLIED TO “MARK” </li></ul><ul><li>PHYSICAL THREAT </li></ul><ul><li>BATTLE OF THE MINDS  </li...
STATISTICAL DATA OF STAFF/ INMATE GAME PLAYING <ul><li>TABLE 1 ( 133 EMPLOYEES/112 INMATES) </li></ul><ul><li>WHITE MALE 2...
LENGTH OF EMPLOYEE SERVICE INVOLVED IN STAFF/INMATE GAME PLAYING <ul><li>TABLE 2 </li></ul><ul><li>LENGTH OF SERVICE OF EM...
TYPE OF CONTRABAND BROUGHT IN THROUGH STAFF/INMATE GAME PLAYING <ul><li>TABLE 3 </li></ul><ul><li>PERCENT IN GROUPS </li><...
TYPES OF OUTCOMES FOR STAFF/INMATE GAME PLAYING <ul><li>DISPOSITION OF STAFF </li></ul><ul><li>65% WERE EXPELLED OR RESIGN...
CONCLUSION AND FINAL THOUGHTS <ul><li>IN THIS COURSE WE HAVE VIEWED MANY TYPES OF GAMES AND MANIPULATION INMATES WILL TRY ...
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Games criminals-play-lesson-plan-1214924932006364-9

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

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