Police Enforcement And The Struggles - 1593 Words

Police officers deal with many diverse people every day as part of their job. It is important that law enforcement reflects this diversity by hiring qualified officers of different gender, race, ethnicity, etc. Police officers that do not fit into the straight, white, male category often face difficulty in their job, from both society and their colleagues. The focus of this paper will be on women in law enforcement and the struggles they continue to face. In 1845, the New York City Police Department began to hire women. These women in the police department were called â€Å"matrons† (Felperin, 2015). In the dictionary, the word matron in relation to this topic, means a mature woman in an established social position; a woman in charge of the†¦show more content†¦In 1905, a female officer was hired in Portland, Oregon, and sworn to uphold the duties of a police officer. This female officer, however, did not work on patrol. The first women to patrol were assigned in 1968 , by the Indianapolis Police Department (Shusta, Levine, Wong, Olson, Harris, 2011). Throughout the history of law enforcement, women have been trying to fight the belief that they are not capable of performing law enforcement duties such as asserting their authority and using force when necessary. The requirements to become a police officer used to keep many women from entering law enforcement because of height, weight, and strength requirements. Many of these requirements were modified in the 1980s. The National Center for Women and Policing (NCWP) conducted a study, however, that suggested a significant number of women are still being eliminated due to the physical agility testing. Women account for only a small percentage of law enforcement officers and the increase in their numbers is slow (Shusta, Levine, Wong, Olson, Harris, 2011). Women have overcome many obstacles in law enforcement, however, they still encounter issues in their line of work including the attitudes from m ale coworkers as well as society. Sexual harassment is problem for women in law enforcement as well as gender discrimination. They may face unwanted sexual behavior in the form of touching, jokes, or be asked for a sexual favor in return for a

Professional Sports And The Civil Era - 945 Words

Professional sports were segregated in the United States, just like the rest of the country was during the 1940s, but between the cooperation of two men the color barrier was broken in professional sports. The unwritten rule of not allowing blacks to play professional baseball had been standing since the 1880s. No professional sport in America at the time had any participating African Americans, yet many African Americans were participating in the Olympics. Famous African American olympians, such as Jesse Owens and John Taylor, were highly celebrated for their accomplishments, yet no change was made within the professional sports world. Robinson was not the first attempt at breaking the color barrier in professional sports but Branch Rickey, the President and GM of the Dodgers, felt he was the one to complete the transformation. The African Americans in the United States were still playing baseball beyond college at this time, but in their own collection of leagues called the â€Å" Negro Major Leagues.† African Americans were able to play in some of the integrated colleges around the country but the integration ended there. They were allowed to play in Major League Baseball but it just did not happen, the MLB commissioner of the time Judge Landis said, â€Å"there was no rule on the books prohibiting a black man from joining a major league team. It was up to the owners to hire whom they pleased† (Golenbock). Judge Landis had no problem stating the fact that they were allowed to playShow MoreRelatedThe Problem Of Racism Is Not Specifically An American Problem1593 Words   |  7 Pages Racism in Sports Luke Hampton Truman State University 7/31/2016  The problem of racism is not specifically an American problem, though Americans have made it into an important political and social issue as they have tried to find a way to eliminate racism from their society. Racism occurs whenever there is a dominant racial group that uses its position to discriminate against a minority racial group on the basis of racial characteristics. Traditionally, discrimination has been seen as a creatureRead MoreThe Chicago Blackhawks, Washington Redskins, Cleveland1379 Words   |  6 PagesIndians, Kansas City Chiefs, and Atlanta Braves are all professional sport teams in America that use Native American culture to represent them through the means of tribe names, logos, and mascots. These teams have received a lot of media attention around the debate on if the representation of Native Americans is offensive or not. Controversy surrounding Native American mascots first came into the public eye during the 1960s Native American Civil Rights movement, where the use of these mascots was criticizedRead MoreThe Cold War Developed Between The Soviet Union And The United States847 Words   |  4 Pagesrivalry that permeated all aspects of the global landscape including sports competitions and mass media. By the 1970s, television viewing outstripped the motion picture market, but Hollywood continued to produce a wide array of cinema selections including military, spy, and sports genre films that promoted America’s need for a strong, masculine presence while idolizing the male physique. During the Cold War era, the USSR sports movement entered the international competition bringing communist partyRead MoreBaseball is the National Pastime1051 Words   |  5 PagesFor most sports fans there is nothing like opening day and a baseball field. In recent years I have over heard several people say Baseball is not the National Pastime or National Game any longer. When I query these people the typical response is Football is our new National pastime/game. Frank Deford (Nov 7, 2012) a writer for Sports Illustrated said, Baseball is what we used to be. Football is what we have become. I refuse to believe this based on my knowledge of both games. In this paperRead MoreAfrican Americans From The Civil Rights Era Essay1699 Words   |  7 Pagesmistreated, misinformed, misguided, misplaced, and misunderstood more than any other ethnic group that has set foot on these soils. 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The Stress Encountered by a Police Officers Free Essays

There has been a lot of research on the negative effects of stress on people in general. I am sure you know that police work is one of the top rated professions for job stress next to air traffic controllers and dentists. A good way to start this presentation, I think, is to give a good working definition of police stress. We will write a custom essay sample on The Stress Encountered by a Police Officers or any similar topic only for you Order Now Here it is: The feeling and desire along with the ensuing bodily effects, experienced by a person who has a strong and true longing to choke the living crap out of someone who desperately deserves it, but you can’t. Now, while this may sound funny there is a real element of truth to it. An element of truth that says an awful lot about police work. And that is the part of the definition â€Å"†¦Ã¢â‚¬ ¦but you can’t†. Police work, by it’s very nature, calls for an incredible amount of restraint. Continual restraint and draining restraint. It is stressful. The demands on police officers to show even greater restraint have been increasing over the years, and so has the effects of stress on police work. With the recent attention that police suicide has received in the media there have been a number of reviews on it. Between 1934 and 1960 police suicide rates were half that of the general population. Between 1980 to the present, suicide rates in some departments almost doubled. What is the difference? You can’t choke them anymore! Street justice is all but gone. Everyone has video cameras. The media gets off on putting down cops. Politicians continue to throw new laws and restrictions for police officers that further tie their hands, and you can’t choke anyone with your hands tied! So you start to feel that you’re choking yourself. Lets take a quick overview of police work and look at the research of what the biggest stressors are:  · Killing someone in the line of duty.  · Having your partner killed in the line of duty.  · Lack of support by the department/bosses.  · Shift work and disruption of family time/family rituals.  · The daily grind of dealing with the stupidity of the public. Interestingly, physical danger is ranked low on the list of stressors by police officers. One of the worst effects of stress on police officers is of course suicide. We are becoming too familiar with police suicide, especially with the attention the media has given New York City. Twice as many police officers die by their own hand as do in the line of duty. (New York Times, 1994) A study of 2376 Buffalo NY police officers found that, compared to the white male population police officers, there were higher mortality rates for cancer, suicide, and heart disease. The suggested reason: Higher stress levels. Every study done points to the higher levels of stress police officers face, but what form does that stress take? With suicide there seem to be four factors: 1. Divorce. 2. Alcohol, not alcoholism. That was one of the early theories. But in actuality it was the use of alcohol right before the act to â€Å"get up the nerve†. 3. Depression. 4. A failure to get help. (Most officers who commit suicide have no history of having sought counseling). All four factors are symptoms that can come from an officer’s stress levels. Police suicide is more directly related to relationship problems than to job stress. Of the last 14 suicides among the police officers in New York City, 12, or 86%, had to do with divorce or relationship breakup. Suicide is often an impulsive act, and the handgun at the officer’s side is guaranteed to be lethal in the hands of an experienced shooter. UB professor, John M. Violanti, Ph.D thinks the biggest reason for the high rate of police suicide is because officers think they have nowhere to go for confidential help when personal problems or job stress overwhelms them. â€Å"Police officers are more hesitant than the average citizen to get help for emotional problems. Because of their role, they mistrust many things, and they especially mistrust mental health professionals,† Violanti said. â€Å"Departments should include some sort of suicide awareness training in their stress management program.† Police officers going through a divorce are 5 times more likely to commit suicide than that of an officer in a stable marriage. Relationship problems however, are highly related to job stress. If we consider that officers have an important relationship with their department, we can examine the effect of that relationship gone bad. Officers who get in serious trouble on the job, suspended or facing termination, are 7 times more likely to commit suicide. (Apparently cops like their jobs better than their wives). So we see that stress has an enormous effect on police officers lives, especially their home lives. Studies have called police work a â€Å"high risk lifestyle†. Not high risk in terms of the physical dangers of the job, but a high risk in terms of developing attitudinal problems, behavioral problems, and intimacy and relationship problems. So you learn something about the effects of police work. You learn if you ask the average cop â€Å"Hey, what’s been the scariest experience during your police career?† They will answer â€Å"My first marriage!† The national divorce rate is 50%. All research shows police suffer a substantially higher divorce rate with estimates ranging from 60 to 75%. One of the casualties of police work is often the marriage. Although law enforcement officers deal with stressful situations in the normal course of their duties, excessive stress on individual officers may cause them not to carry out their responsibilities. In order to keep law enforcement organizations at 100%, administrators must be able to identify the causes of dysfunctional stress on individual officers. Much of the articles we find today on the causes of law enforcement stress, focus primarily on the factors that are personal to the individual officer. However, other researchers suggest that an officer’s ability to live with this stress is hindered by the structure and operation of the organization within which he or she works. â€Å"Police stress† is considered by many to be an important societal problem (Cullen, et al., 1985), and police work is thought of as stressful (Kelling and Pate, 1975). Law enforcement officers must be aware of the dangers of psychological stress. Stress is the result of â€Å"demands placed on the system† and need not be harmful unless it is â€Å"mismanaged† or â€Å"present in large quantities.† However, some analysts say that occupational and life stress can cause mental and even physical problems. For example, one study of 2,300 officers in twenty-nine different police departments reported that thirty-six percent of the officers had serious marital problems, twenty-three percent had serious alcohol problems, twenty percent had serious problems with their children, and ten percent had drug problems. (Kendrix, 1989) Yet, police were well below the average in seeking [medical and] mental treatment. The â€Å"macho† image of a police officer may well keep a police officer from seeking such treatment. Law enforcement officers have significantly higher rates of health problems, premature deaths, suicides and general hospital admissions than other occupations (Richard and Fell, 1975). Law enforcement stress has been categorized into three sections. These are: 1) stress that is internal to the law enforcement system; 2) stress that is in the law enforcement job itself; and 3) stress that is external to law enforcement. Stress internal to the job may be found when police and correctional officers find themselves with conflicting roles. Police spend much of their time in activities not directly related to law enforcement functions, while correction officers are placed in both the role of providing â€Å"custody [and] treatment.† Law enforcement officers can develop personal conflicts by being placed in the position of having to choose between one or more contradictory goals. Such contradictions include the loyalty to fellow officers and honesty within the department. Post Traumatic Stress is a type of stress encountered at incidents that are, or perceived as, capable of causing serious injury or death. The person encountering the stress does not have to be the one whose life is threatened. This stress can also occur to witnesses. By it’s nature, Post Traumatic Stress is one of the worst types of stress a person can encounter. It is stress of a nature that is threatening to a person’s survival. The psychological and physical reactions of our mind and body to Post Traumatic Stress are at the extremes. Examples of life threatening traumas that can cause Post Traumatic Stress, in their general order of severity, include: natural disasters, serious accidents, serious accidents where a person is at fault, intentional life threatening violence by another person, life threatening trauma caused by betrayal by a trusted individual, and life threatening trauma caused by betrayal by someone you depend on for survival. Police officers, by the nature of their jobs, can be exposed to more stress and trauma in one day than many people will experience in a considerable period of time, maybe even their entire life. Some police officers thrive on stress. They seek out incidents that most people would not care to encounter in their lifetime. Many people seek out a job in police work for this challenge and the personal rewards it provides. Overcoming stress of great magnitude can provide great personal rewards, but these jobs can and do ruin many lives. Dr. George Everly, a noted researcher on emergency services stress, estimates that at any given time15-32% of all emergency responders will be dealing with a reaction to Post Traumatic Stress, and there is a 30-64% chance that they will have a reaction to it during their lifetime. For law enforcement working in urban areas, 20-30% of the officers will develop a reaction to Post Trauma Stress during their lifetimes. These figures are higher than the percentages for the general population (1-3%), urban adolescents (9-15%), and, surprisingly, Vietnam Veterans (15-20%). For a variety of reasons, some of which are not known, many police officers work through Post Traumatic Stress and its affects. The impact of Post Traumatic Stress on their lives is short-lived (if they suffer from it at all). In the Diagnostical and Statistical Manual of Mental Disorders (DSM-IV), this is defined as Acute Stress Disorder. It lasts more than two days, but no longer than 4 weeks. There are those, however, that will not be able to cope with the Post Traumatic Stress they have encountered. They may have handled many traumatic incidents without a problem, until one happens that breaks through their ability to cope. These officers will develop what is known as Post Traumatic Stress Disorder (PTSD), which is Acute Stress Disorder that lasts more than 4 weeks. In their book on â€Å"Emergency Services Stress†, Dr. Jeff Mitchell and Dr. Grady Bray estimate that without proper Post Trauma Stress training, response, and follow-up, roughly 4% of all emergency workers will develop Post Traumatic Stress Disorder. These figures do not include those who will develop a reaction to accumulative stress, which can have affects similar to, and additive to, Post Traumatic Stress. They also do not include police officers who grew up in an urban environment and are Vietnam Veterans, of which there are more than a few. These figures also do not separate out those working patrol or traffic duties from those working specialty assignments (narcotics, vice, metro teams) from those working investigative or â€Å"inside† jobs. Uniformed assignments and certain specialty assignments place officers in positions that they will be more likely to encounter traumatic stress. How to cite The Stress Encountered by a Police Officers, Essay examples

Human Resource Selection Nelson Education -Myassignmenthelp.Com

Question: Discuss About The Human Resource Selection Nelson Education? Answer: Introducation From the preliminary linkage map, it could be understood that the external environment including the political, social, economic factors were considered for developing an useful corporate strategy. The internal environment consisted of the culture and workplace conditions at Starbucks, which could allow the individuals working at Starbucks to work as an unit and plan for the implementation of strategies. Based on the implementation of the business unit strategy, the planning for human resources management helped in understanding the needs and preferences of the employees. The business unit strategy was implemented to create appropriate job interface and design that were further supported by the laws, rules and regulations of the employment practices. By planning the human resources management properly, it has created ease to manage the staffing process and the performances of the workers are measured as well. Understanding the strengths and weaknesses of the employees has facilitated the training sessions provided to them for enhancing their skills, knowledge and experience (Gatewood, Field Barrick, 2015). The compensation and other that should be provided to the employees were evaluated, which was made possible by integrating the HR information system with the HR planning and employment laws. The linkage framework also has helped Starbucks to manage the HR system aligned with the business goals and objectives, which has maintained a high performance working system and resulted in both HR effectiveness and enhanced business performance as well (Buller McEvoy, 2012). HR functions contributing to the organisational growth and development To manage and implement the strategies properly, Starbucks has developed a top management team by engaging all the employees together. The linkage map was utilized for developing and implementing the business unit strategy through management of corporate strategies and by assessing the external and internal environmental factors too (Becker, Huselid Ulrich, 2001). Another HR function includes the cooperation and involvement during the development of effective programs for providing training and developmental opportunities to the employees. Performance appraisal is an essential aspect of the HR planning, which has helped in managing the job profiles, designs and even implements employment laws to ensure maintaining good workplace conditions and proper benefits provided to the employees (Alfes et al., 2013). The HR planning combined the employment laws and HR information system to manage the staging process and even provided rewards to them for keeping them motivated and encouraged to perform to their potential for enhancing the business performance. The labor relations were managed through proper HR planning to maintain good relationship between the employer and employees of Starbucks too. The strengths and weaknesses of the employees were understood, based on which, necessary training programs were introduced to make them sharpen their skills, knowledge and expertise (Jiang et al., 2012). Other than these benefits, the various HR departments at Starbucks functioned properly, which kept the employees satisfied and at the same time, allowed the company to meet the strategic and financial goals and objectives with ease and efficiency. All these HR drivers have helped in better alignment of HR strategies with the organizational goals and objectives and even engaged the employees, which made them work together, as an unit (Gatewood, Field Barrick, 2015). References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Becker, B., Huselid, M. A., Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Gatewood, R., Feild, H. S., Barrick, M. (2015).Human resource selection. Nelson Education. Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance.Human Resource Management Review,22(2), 73-85.