Problem-Oriented Policing Essay - 882 Words

In the last three decades, several concepts have been advanced to organize efforts to improve policing. Among them have been team policing, neighborhood policing, community policing, zero-tolerance policing and problem-oriented policing. Herman Goldstein was the first to propose problem-oriented policing in 1979. Problem-oriented policing is a policing strategy that involves the identification and analysis of specific crime and disorder problems, in order to develop effective response strategies in conjunction with ongoing assessment. The emphasis in problem-oriented policing is on directing attention to the broad range of problems the community expects the police to handle–the problems that constitute the business of the police and on†¦show more content†¦Many policing agencies have found this approach to be helpful. Agencies that were involved noted that specific community concerns had been addressed, overall reductions in crime had occurred, or community members had become less fearful as a result of the police interventions. Relevant problems will normally surface as issues brought to the attention of the police. Due to these apparent successes, the problem-focused approach has been used to address a diverse array of problems such as gangs, drugs, school crime and the management of police call for service in urban, suburban and even rural communities. The exploration of possible responses to a problem is handled by police officers. Once a problem is identified, officers are expected to work closely with the community members to develop a solution, which can include a wide range of alternatives to arrest. These may focus on the offender, the community, the environment, outside agencies, or the need for some kind of mediation. Problem-oriented policing grew out of twenty years of research into police practices, and differs from traditional policing strategies in many significant ways. For example, problem-oriented policing enables police agencies to be more effective. Currently, police agencies commit most of their time to responding to calls for service. Problem-oriented policing offers a more effective strategy by addressing theShow MoreRelatedProblem Oriented Policing815 Words   |  3 PagesIntroduction Problem oriented policing, hot spot policing, and directed patrols are three popular systems in which law enforcement have adopted over the past years to develop a more productive style of policing practices. Researchers have spent money and valuable time looking at these practices to see if they are effective. Hot spot policing, directed patrols, and problem oriented policing are effective methods in reducing all forms of crime. There are important factors to look at in this researchRead MoreProblem-Oriented Policing962 Words   |  4 PagesAbstract Problem-oriented policing has been the cause of changes in police departments all across the nation. Is this style of policing really effective and a continued help to departments? This paper will examine problem-oriented policing and shed some light into the present activities of police departments and how they have changed because of problem-oriented policing. Problem-Oriented Policing and its Past, Present, and Future Implications Problem oriented Policing, according to the AustralianRead MoreProblem Oriented Policing And Community- Orientated Policing1040 Words   |  5 Pagesstarted SARA Model, Problem-Oriented Policing and Community- Oriented Policing. These are methods that will be use throughout the law enforcement filed. And know the key components and how to use them will beneficial to you as you progress in your file of chose with the law enforcement filed. S.A.RA Model meaning Scanning, Analysis, Response and Assessment; the purpose of the SARA it help community policing agencies to identify and solve repeat crime and community problems. The step are startingRead MoreThe Problem Oriented Policing Model1597 Words   |  7 Pageswho was first to establish a MET in London, that too 17 divisions. Since 1829 many different policing models have been developed in the 19th/20thC such as preventative policing and zero tolerance policing for many reasons such as; changes in the demand for police and changes in the patterns of crime. The two models that will be examined in this essay are Intelligence-Led policing and Problem-Oriented policing. Both these models are different from each other as they use different methods and techniquesRead MoreProblem Oriented Policing Essay1028 Words   |  5 PagesProblem Oriented Policing Problem-oriented policing presents an alternative approach to policing that has gained attention in recent years among many police agencies. Problem-oriented policing grew out of twenty years of research into police practices, and differs from traditional policing strategies in four significant ways.  · First, problem-oriented policing enables police agencies to be more effective. Currently, police agencies commit most of their time to responding to calls for serviceRead MoreThe Problem Oriented Policing ( Pop )875 Words   |  4 Pagesreported and communities participate in safety programs. In order to ensure safety in the community, the community members share the responsibility of law and order. Problem Oriented Policing (POP) is the modern proactive take on community-oriented policing. Police activities are focused on specific long-standing community problems and devising a plan of enforcement and intervention with the assistance of community-based support((Goodman, 2009) C. Thesis statement: This paper will discuss a theoryRead MoreEssay on Community Policing and Problem-Oriented Policing1408 Words   |  6 PagesAlthough many may find community policing and problem-oriented policing to fall in the same category, there is (surprisingly) a difference between the two. For one, community policing has many definitions. For some, it means instituting foot and bicycle patrols and doing acts pertaining to the ideal bond between police officers and their community. While for others it means maintaining order and cleaning up neighborhoods in desperate need of repair (Dunham Alpert, 2005). However, an idyllicRead MoreProblem-Oriented Policing and Its Importance Essay1078 Words   |  5 PagesPROBLEM-ORIENTED POLICING 3 Problem-Oriented Policing and Its Importance Problem-oriented policing (POP) has been around for decades. POP can be defined as a way to improve policing by analyzing and acting on the most serious problems concerning the community. Research articles from various peer reviewed journals were examined to obtain an understandingRead MorePolice Agencies Implement Community Policing, And Problem Oriented Policing Essay1357 Words   |  6 Pagespolice agencies implement community policing, and problem oriented policing? and if so do they work? In this paper, this paper will examine the two different styles of policing in a contemporary society. Community policing where the main emphasis is that the police and the community work together on issues, and problem-oriented policing where the police try and understand specific issues within the community. It will also examine several examples of different policing agencies in Canada, and what theyRead MoreImplementing Problem- Oriented Policing : Sara Model1434 Words   |  6 Pagesas a problem solving methods that is used and practice by the problem oriented policing. SARA analytical process can be used as a beneficial, but is not the only way to approach problem solving. When you implement problem- oriented policing is it great to use the SARA model. The SARA model has four stages which include Scanning, Analysis, Response, and Assessment. Even though policing have many advantages by using the SARA model, it is important to use the SARA model correctly otherwise problem solving

Week 6 U Decide Essay examples - 2218 Words

------------------------------------------------- Top of Form Grade Details | | | | 1. | Question: | Teddys Supplies CEO has asked you to advise him on the facts of the case and your opinion of their potential liability. He wants to settle the case. Write a memo to him that states your view of whether the company is exposed to liability on all issues you feel are in play. Include in your memo any laws that apply and any precedent cases either for or against Teddys case that impact liability. Include in the memo your suggested offer of settlement to Virginia. Back up your offer using your analysis of the case against Teddys. | | Your Answer: | Dear Mr. Moore, After reviewing this case, I can state that Teddy’s†¦show more content†¦Name an appellate court case in which an employer was found liable for either quid pro quo or hostile environment sexual harassment. Describe the facts of the case and the decision the court came to in the case. Include the citation to the case and a link to it online. Would the case apply to Pollar ds case? Why or why not? Would you want to use this case in Teddys favor or Pollard’s favor? (10 points)b. Explain which form of sexual harassment you suspect the NJ Human Rights commission found Virginia had been a victim of and why you feel that is the case. Provide law or a case to support your position. If you feel Pollard was not a victim of harassment in this case, explain why you feel that way, and provide law or a case to support your position. (10 points)c. Explain what defenses to sexual harassment Teddys had in this case. (Include the name and citation of at least two federal or state sexual harassment cases that provide precedent support to your defense statement.) (10 points)d. What is disparate treatment and why do you think the Human Rights commission found it had occurred? Do you agree with this decision? (10 points) | | Your Answer: | a) Quid Pro Quo (This for That) harassment occurs when an employee is offered job benefits such as promotion, pay raise, etc. in return for sexual favors and could face unfavorable outcomes if they refused. Hostile environment harassment occurs when an employee is harassed in an unwelcoming / sexual conductive way thatShow MoreRelatedModule One Quiz Essay684 Words   |  3 PagesWisely, you decide to look at their work to see if you can spot the source of confusion. Matt 6 – 4(3 – 5)2 + 30 à · 5 6 – 4(–2)2 + 30 à · 5 6 – 4(4) + 30 à · 5 6 – 16 + 30 à · 5 −10 + 30 à · 5 20 à · 5 4 Karen 6 – 4(3 – 5)2 + 30 à · 5 6 – 4(–2)2 + 30 à · 5 6 – 4(−4) + 30 à · 5 6 + 16 + 30 à · 5 6 + 16 + 6 22 + 6 28 Explain to Matt and Karen who, if either, is correct, and identify errors that you find. Provide the correct manner to fix those solutions, and identify the correct answer. Use complete sentences. 6–4(3–5)2+30à ·5Read MoreMath 221 Homework Week 7 - Latest1541 Words   |  7 PagesMath 221 Homework Week 7 - LATEST IF You Want To Purcahse A+ Work then Click The Link Below For Instant Down Load http://www.acehomework.net/wp-admin/post.php?post=3168action=edit IF You Face Any Problem Then E Mail Us At JOHNMATE1122@GMAIL.COM 1. Math 221 Homework Week 7 - LATEST 2. 3. 4. Use the given statement to represent a claim. Write it’s complement and state which is Ho and which is Ha. u 635 Find the complement of the claim. u 635 2. A null and alternative hypothesisRead MoreA Short Note On Diabetes And Adolescent Adolescents1577 Words   |  7 Pagespatient that his physical would not be approved at this time. The pediatrician recognized that the patients’ blood pressure was abnormal. Together they decided that the patient would get his blood pressure checked every day next week and to come back to the office in one week to go over the results and hopefully get his evaluation signed. Questions 1. What is considered a normal blood pressure reading for an adolescent? 2. Define white coat hypertension? II. Case Discussion The JNC 7 Committee definesRead MoreCharacteristics Of A Successful Entrepreneur1003 Words   |  5 Pagesdisappointed when things do not work the way they expected. (Boone et. Al, 2016 pg 163) Creativity is required because entrepreneurs has always get to come with creative solutions to the problems. Entrepreneurs should think the unthinkable in order to came u with new ideas of goods or services. The should be innovative people, people who are able to think outside the box . (Zwilling, 2012) Entrepreneurs have to have tolerance for ambiguity because they need to be patient when it comes to uncertainties.Read MoreStudy Abroad At Hanyang University1590 Words   |  7 Pagesof North Texas at Denton to Hanyang University in Seoul (Seoul Campus). Therefore, the information from this blog might vary! 1. Knowing you want to go!~ (Aug.-Sept.) - This step is the hardest! It will also linger for soooo long!~ (I am three weeks away from stepping on that plane and I still have my doubts) Especially if you have never been outside for so long.... and ALONE! (To top it off, I ve never been on a plane before!) But this is a totally okay feeling because it s the unknown! IRead MoreComplications Of Formulas And Soldations In A Business982 Words   |  4 Pagesyou changed only the number for example in row 6 in column F you type =SUM (B6:E6) if you find it’s a lot to enter you simple click on the total u got for row 5 in column F the square box will appear then u point to the right corner of the square hold and drag down this will automatically total each day for you without entering each formula. †¢ The formula or function you use to calculate the total expenses in column B through F in row 13 for the week is =SUM (B5:B12) then hit the enter key on yourRead MoreThe New Users of Facebook Essay1464 Words   |  6 PagesPerhaps non-profit groups are realizing Facebook will increase the amount of people they can reach. Facebook is growing every day. Jessi Hempel (2009), stated that Facebook said it was â€Å"growing at the astounding rate of about five million new users a week† (p. 1). With such a high growth rate non-profit groups could potentially reach five million new people a day. This would not be feasible without the use of Facebook. If non-profit groups continue to use Facebook as a means to diversify their socialRead MoreEssay About Burj Khalifa1180 Words   |  5 Pagescountry [ Tower Khalifa terms The following set of facts and figures about the tallest tower in the world: Tower consists of about 200 floors, the upper floors will be occupied by human activity will be concentrated in the tower up to 160 storeys. [6] [7] Will stay and work in the tower about 12 thousand people, in a kind of vertical city [7]. 95 km distance you can see the top of the tower. 124 No. floor balcony where you are top of the tower, Tower Khalifa, the highest observation deck openRead MoreEssay About Burj Khalifa1180 Words   |  5 Pages [ Tower Khalifa terms The following set of facts and figures about the tallest tower in the world: Tower consists of about 200 floors, the upper floors will be occupied by human activity will be concentrated in the tower up to 160 storeys. [6] [7] Will stay and work in the tower about 12 thousand people, in a kind of vertical city [7]. 95 km distance you can see the top of the tower. 124 No. floor balcony where you are top of the tower, Tower Khalifa, the highest observation deckRead MoreRhetorical Analysis Of Brother Dean865 Words   |  4 Pagesand raped weeks before she won a pageant . He was protesting the release of the film because he claims that she could have prevented all of the cruel things that happened to her by remaining in her Orthodox Jewish lifestyle.   Ã‚  Ã‚  Ã‚   He uses the appeal logos in his preaching because he takes out quotes from the bible. He attempts to use reason by using the bible as evidence and tries to prove that the things he is saying are reasonable. He has a sign up that says immodesty= sexual assault Gal 6:8, a passage

Diversity management free essay sample

Diversity is crucial and inevitable for any service organisations to create opportunities for more innovative ideas. Diversity involves individuals from different ethnic background, culture, age, gender, status and personality characteristics to communicate and share values. To promote and implement diversity, managers should have an effective recruitment strategy. Although diversity creates opportunities, it can create contemporary issues. The issues on diversity are rather complex. This is due to the changing nature of social trends organisations need to adapt. For example, there has been an increase of women entering in the workforce by 40 per cent since August 1961 [ABS, 2013. ] and an increase of employment in part-time and casuals since 1979. The percentage of full-time employees fell from 42 per cent to 39 per cent, while part-time increased from 25 per cent to 36 per cent [Lawson, 2007. ]. There are other several trends which influence the nature of diversity in the service industry. These include the recognition of Australia characteristics as more of a multicultural country. The country is also known as an aging population and is skewed towards white-collar services. An increase of technology development creates more of a diverse country through networking. This suggests that social attitudes, cultural trends and values can often change. For example, Qantas had the difficulty of maintaining the company’s consistency in terms of performance due to the changing nature of diversity. Work-life balanced positions are more in demand. Thus Qantas has responded in employing more casual and part-time employees. This change has driven Qantas to reduce costs and improved its international competitiveness. There has also been an increase in participation of women in the workforce. Qantas has the total 42 per cent of women in which only 23 per cent of women occupy senior roles [Broadbridge, D. (2013: 68)]. Thus Qantas had implemented family practices to maintain women within the airline. This reinforces that, there is a need of ongoing diversity management to gain a productive diversity. Hence organisations are able to gain a sustainable competitive advantage. Managing diversity is defined as â€Å"the challenge of meeting the needs of a culturally diverse workforce and of sensitizing workers and managers to differences associated with gender, race, age and nationality in attempt to maximise the potential productivity of all employees† [Ellis and Sonnenfield (1994: 82)]. Tesco, a UK customer focused retailer has identified the essential of diversity management. To reach its maximum potential goals, Tesco has established a clear mission statement – â€Å"we make what matters better, together† [Tesco PLC, 2013]. The retailer’s mission statement promotes productive diversity. Tesco has recognised the importance of inclusion to ensure high employee satisfaction. The strong communication between managers and employees encourages each employee to maximise their own potential productivity against the organisation values and its benchmark. The industry further provides flexibility to all employees where â€Å"everyone is welcome† to motivate employees to become further productive. Therefore as a result, Tesco has gained significant benefits. These benefits include an increase of diverse knowledge and skills towards customer services, innovative opportunities, positive reputation of the organisation and an increase of service productivity. Thus it reinforces the importance of effective diversity management to gain a sustainable competitive advantage. A financial company, Westpac has also incorporated diversity management strategies to ensure the company achieve its vision – â€Å"To be one of the world’s great companies, helping our customers, communities and people to prosper and grow† [Westpac Group Ltd, 2013.]. Westpac has established The Westpac Group Diversity Council and diversity policy to ensure their objectives have been achieved. The policy outlines that managers should have continuous review and discussions in addressing with any emerging diversity-related organisational issues. This provides the organisation a constant strategic and effective diversity management evaluation. It also outlines engagement strategies such as effective communication to increase its productive diversity. Hence ensures the company reaches its vision. Westpac Ltd, 2013.  has clearly identified within its industry that, 43% of employees (36% men and 48% women) work flexibly, over 12% employees have disability, 61% employees are women are and 32% of employees were born outside of Australia and New Zealand. These statistics suggests Westpac have provided an inclusion of all recruited employees to promote a diverse service culture. As result, Westpac has gained positive response in managing diversity. The finance company has received recognition as one of the world’s most ethical companies [Ethisphere Institute, 2013.]; top ten employer for LGBTI (Lesbian Gay Bisexual Transgender and Intersex) inclusion [Australian Workplace Equality Index Awards, 2013. ]; won the Gender Equity in workforce [AHRI Diversity awards, 2013. ]; won the Employer of Choice for Women Award [Workplace Gender Equality Agency, 2013. ] and has been ranked 10th in the Global 100 list of the world’s sustainable corporations. Therefore it emphasises the need of diversity management in service industry to maintain a sustainable competitive advantage. Diversity can provide organisations great benefits, but it is also the cause of contemporary issues and conflicts when organisations need employees to think in the same direction. For example, according to Sunday Morning Herald, in 2002, TPG had a discrimination-related issue – a Muslim employee had asked the organisation to have a five minute break for his prayer was rejected. The issue was brought to the Australian Industrial Relations Commission. As a result, TPG had failed to recognise its need of incorporating diversity with its culture values. Thus there was a need in changing its work ethnic values. Conflict can arise due to the differences of stakeholder’s values and miscommunication. Hence it is difficult to measure fairness and equality between the different cultures and social and ethical values. For example social etiquette is vital in a diverse service industry. The term â€Å"respect† can be interpreted in different perspectives. This is due to language barriers and different cultural aspects. It is also difficult to recruit a diverse workforce that is able to parallel with the organisational culture values. For example, most recruitment is based on skills, personal traits, experience and qualifications that are fitted to the organisation’s value. Conflicts are also inevitable, thus, managers should implement conflict resolution strategies to decrease the amount of conflicts. Conflict resolutions include identifying the issue, negotiating, mediating, grievance procedures and involvement of courts and tribunals. Thus, these strategies are a vital tool for service industries to promote productive diversity. Identifying the issue is the first step when a conflict arises. Managers who recognises the cause of the conflict are able to prevent further complex disputes. To avoid misunderstandings, managers should use active listening skills. This includes mirroring, paraphrasing, summarising, clarifying questions and providing the speaker motivational response. Negotiating is a bargaining process between two or more parties seeking to discover a common ground and reach an agreement to settle a matter of mutual concern or resolve a conflict [Chapman, S. 2011. ]. Mediation is the process of using a third party to settle a dispute [Samson, D.  and Draft, R. 2012. ]. Both solutions provide an ongoing communication between stakeholders to reach a â€Å"win-win† situation. Grievance procedures are used in certain conflict situations which must be handled in procedure. This method provides clear instructions on resolving a dispute. Courts and tribunals are a third individual mechanism that enforces a solution based on the conflict circumstance. Although it is used effectively to end a dispute, it could be argued that, this mechanism would be the causes of organisations to have further internal disputes. This is due to the negative publicity. In 2011, Qantas had a dispute in terms of different values between CEO and the union and employees. It could also be argued, that this conflict is due to poor management. The issue was based on providing employees a sense of job security, due to the â€Å"cultural shift† of outsourcing parts of its operation to Asia. The lack of flexibility and ineffective communication due to the top-down management hierarchy were also the causes of conflict. As result, the dispute had become internationally known and major costs were involved. Qantas human resource managers should have clearly communicated its vision to provide a sense of employee’s job security. Integrating diversity in the workplace is not only to create opportunities but it is to abide legal ethics. The legislation enforced in Australia to ensure equality employment is Equal Employment Opportunity Act 1987 (Cth). The Equal Employment Opportunity (EEO) outlines that all employees have equal access to the opportunities that are available, including promotion possibilities, overtime availability and leave entitlements [Chapman, S. 2011]. Thus, it could be argued, that, the legislation promotes diversity. Organisations which fail to abide the legal systems would be subjected to hefty fines and gain a negative industry reputation. For example, in 2003, the phone company, TPG had discriminated a female pregnant employee under the EEO. The company did not offer a suitable part-time position after her maternity leave. As a result of this issue, TPG had to cover $75,000 of damage [Sunday Morning Herald, 2003. ]. This suggests poor productive diversity. It is recommended, that TPG should evaluate its diversity management and its culture values. This case study also suggests the need to reform the legislation where women with pregnancy are included to avoid further conflicts. Thus, the Equal Employment Opportunity Amendment Act 2012 (Cth) legislation further reinforced and depicts issues on conflicts based upon discrimination, harassment and racism. Westpac and Qantas have obligated to promote EEO within the workforce. Westpac has effectively promoted EEO and its values to employees. The establishment of the diversity council group had lead Westpac to manage its diversity effectively. Through continuous evaluation, Westpac has created high staff morale. Thus the company is able to maintain its low staff turnover and absenteeism. Qantas has established a Diversity Statement to ensure the airline industry is obligated to the EEO. The EEO provides Qantas to promote diversity through leadership, talent and development programs, flexible work arrangements and recruitment and selection processes [Qantas Airways Ltd, 2013. ]. This management approach supports Qantas objectives, delivers competitive advantage and benefits to customers. In conclusion service industries that effectively implement diversity management allows organisations to achieve its maximum potential goal. Hence it is an essential strategy for managers maintain a sustainable competitive advantage through productive diversity. It is also an opportunity for organisations to embrace diversity to become more innovative. Although productive diversity allows positive recognition response like Westpac, it can also be the cause of contemporary issues. Unable to identify contemporary issues will lead to conflicts. Conflicts are inevitable. Therefore, there is a need for conflict resolution mechanism to maintain ethical practices in the workforce. Further disputes can create a disadvantage. For example, Qantas should have positive reinforcement if there is a need for change of work practices. The lack of job security has lead unions and employees to go on strike. As result, major financial costs were involved and negative publicity. The establishment of the Equal Employment Opportunity Act 1987 (Cth) is enforced for all organisations to abide. The legislation ensures equity and fair ethical practices in the workforce. Failure to abide the legislation results in disadvantage outcomes. This could include negative publicity, increase of costs and decrease staff morale which leads to high staff turnover and low productive diversity. Overall the importance of incorporating diversity management, conflict resolution and equal employment opportunity determines the effectiveness in achieving organisations objectives. It is strongly recommended that, service industries should continuously evaluate its effectiveness of diversity management and conflict resolution to ensure an increase of productive diversity.