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Police Work (police + work)
Selected Abstracts"Visible Signs of a City Out of Control": Community Policing in New York CityCULTURAL ANTHROPOLOGY, Issue 2 2004Benjamin Chesluk ABSTRACT Institutions of police,community dialogue in New York City assume that communities possess an intuitive and legally sound sense of order and disorder, on which the police can rely for information and support. However, staged dialogues between police and community groups can produce complicated situations of conflict and tension. While the police work to interpellate a friendly, coherent, and controlled community subject, city residents use the police's ideological language of order to offer a critique of the police themselves and of the sweeping neoliberal economic restructuring of the city around them. [source] What citizens think about the police: assessing actual and wished-for frequency of police activities in one's neighbourhoodJOURNAL OF COMMUNITY & APPLIED SOCIAL PSYCHOLOGY, Issue 3 2005Satu Salmi Abstract The aim of the study was to find out what were citizens' assessments of actual and wished-for frequencies of 12 police activities in two typical Finnish neighbourhoods. Data were collected from 3271 adults and 986 young people with a mail questionnaire. Actual and wished-for frequencies were separately analysed using Homals. Both analyses produced a dimension indicating the assessed (actual or wished-for) frequency of police work, disregarding the content of the 12 police activities. In addition, each analysis produced a dimension describing the tendency to give a ,don't-know' answer. The latter two non-substantive dimensions were interpreted as indicating that the general level of knowledge of police activities was not high among the citizens. When comparing the frequency assessments of ongoing police activities and the wishes concerning these activities, it was found that citizens wished the police to increase all cited activities, particularly foot patrolling, helping and supporting victims and giving crime prevention advice. Citizens appeared to be responsive to the activities related to community policing and preventive police work. All four dimensions were related with background characteristics of respondents (age, gender, city and living conditions), but these relations were not strong. Copyright © 2005 John Wiley & Sons, Ltd. [source] The psychological contract and the transition from full to part-time police workJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 1 2006Penny Dick The cognitive-perceptual conceptualisation of the psychological contract has dominated research in this field. In this paper, it is argued that locating the psychological contract at the level of the individual-organisational relationship can offer rich insights into psychological contract dynamics. Using qualitative interview data from a research study exploring how managers and part-timers deal with the transition from full to part-time police work in the UK, it is argued that a multi-perspective conceptualisation of the sources of the psychological contract is critical for understanding processes that lead to non-mutuality of understandings. Specifically, it is argued that the institutional and organisational context, embedded in the actions of third parties and in management practices, can undermine the extent to which the manager and the employee can reach agreement about mutual obligations. The theoretical and policy implications of this position are developed. Copyright © 2006 John Wiley & Sons, Ltd. [source] Occupational colour vision requirements for police officersOPHTHALMIC AND PHYSIOLOGICAL OPTICS, Issue 6 2008Jennifer Birch Abstract Inclusion of public service professions in the UK Disability Discrimination Act in 2004 prompted a review of occupational colour vision requirements for police officers. Changes in the regulations which existed prior to 2003 were proposed. The aim of this study was to obtain the views of serving police officers in Northern Ireland on the importance of good colour discrimination in everyday police work and on the recruitment regulations for patrol constables introduced in 2003 in mainland UK. These views were obtained by means of a questionnaire and informal discussions. More than 65% of police officers who responded to the questionnaire considered that good colour vision was very important for effective policing. Fewer than 2% considered that colour vision was unimportant. Experienced police officers agreed that the employment of colour-deficient patrol constables, as permitted in the new regulations, would lead to reduced efficiency and organisational difficulties at the local level. A number of everyday activities were described which showed the need for accurate colour discrimination. The change in recruitment policy and the lack of clarity in the new regulations show inadequate appreciation of the needs of the occupation, of different types of colour vision anomalies and of the diagnostic function of colour vision tests. Failure to provide guidance on appropriate colour vision tests, examination procedures and counselling services is likely to result in inconsistent employment policies in different police forces. It is recommended that the colour vision standard in place prior to 2003 is reinstated at the recruitment stage. The Ishihara test should be used for screening, and colour-deficient applicants further examined with the Farnsworth D15 test as a replacement for the City University Test 2nd edition. [source] Recruitment, selection and promotion of visible-minority and aboriginal police officers in selected Canadian police servicesCANADIAN PUBLIC ADMINISTRATION/ADMINISTRATION PUBLIQUE DU CANADA, Issue 1 2000Harish C. Jain As many commissions and inquiries on race relations issues in policing have reported, this lack of representation may be a factor that is hindering the effectiveness of police work in major urban centres across Canada. Hence, many commentators have called for increased representation of visible minorities and aboriginal people in the police services through effective recruitment, selection and promotion strategies. In this article, through the use of both quantitative and qualitative research methodologies, the authors identify and assess the various staffing and promotional policies and practices of thirteen police services across Canada. Results suggest that there has been some progress in the representation of visible minorities and aboriginal people in policing over the fifteen-year period of this study. However there is still room for considerable improvement in the policies, practices and culture of police services if they are to become more representative of the diversity of the communities they serve. Sommaire: La composition démographique des corps de police canadiens dans les grandes villes ne reflète généralement pas la diversité des communautés desservies, particulièrement en ce qui concerne la représentation des minorités visibles et des Autochtones. Tel que signalé par de nombreuses commissions et enquêtes sur les questions de relations inter-raciales se rapportant à la police, ce manque de représentation est peut-être un facteur qui nuit à l'efficacité du travail de la police dans les grands centres urbains du Canada. De nombreux observateurs ont donc préconisé une plus forte représentation des minorités visibles et des Autochtones au sein des corps de police grâce à de bonnes stratégies de recrutement, de sélection et de promotion. En suivant une méthodologie de recherche à la fois quantitative et qualitative, nous identifions et évaluons dans cet article les diverses politiques et pratiques de dotation et de promotion de treize corps policiers à travers le Canada. D'après les résultats, la représentation des minorités visibles et des Autochtones dans les corps de police aurait connu un certain progrès au cows des quinze années étudiées. Cependant, il reste encore du chemin à faire en ce qui concerne les politiques, les pratiques et la culture des corps de police pour mieux représenter la diversité des communautés qu'ils desservent. [source] | ||||||||||