Pathopyhsiology1 case senerio Essay Example | Topics and Well Written Essays - 250 words

Pathopyhsiology1 case senerio - Essay Example Hence, the nurse must try to convince Mrs. J about the severity of her (J’s) health status so as to end her smoking habit permanently and persuade her to take antihypertensive medications regularly. Cardiovascular conditions such as coronary artery disease, high or low BP, cardiomyopathy, and pulmonary hypertension can intensify heart failure. In order to intervene in the coronary artery disease, the nurse can ask the patient to mark his/her pain level on a 0-10 scale. In addition, the nurse may encourage coughing and deep breathing. Medication can be effective for low/high BP. In case of cardiomyopathy, the nurse should place the patient in a position that eases the patient’s respiratory efforts. The nurse must also record intake and output of fluids. For people with pulmonary hypertension, the nurse should provide supplemental oxygen and more diuretics. The nurse can collect necessary information from the patient in order to obtain details of the patient’s past habits. Finally, the nurse should continuously monitor the patient once a new drug is

A Quick Look at Castiglione and Cellini Life Essay Example for Free

A Quick Look at Castiglione and Cellini Life Essay Lawrence in his book Culture and Values A Survey of the Humanities, stated that Early sixteenth-century Renaissance culture was a study in contrasts. The period not only marked a time when some of the most refined artistic accomplishments were achieved, it was also a period of great social upheaval(332). In fact, there were many outstanding artists at that time, among them were Castiglione known for their philosophy of life and Cellini the first artist who really lived his own life. Castiglione was a well-rounded man with chivalry spirit as the author described He was a versatile man a person of profound leaning, equipped with physical and martial skills, and possessed of a noble and refined demeanor(332). The fact that he well-educated and aristocratic, he worked at the Urbino court from 1504 to 1506 and decided to write The Courtier that took him dozen years. According to the book he wrote, a true gentlemen should have brain and have adequate knowledge about history but the most important thing is do not rely in Christian. He also mentioned in his book about how to refined courtesy because when we redefined courtesy, we can clean the court. A cleaned court leads to a clean country. In addition, a well-rounded person according to Castiglione should do all thing sprezzatura means behavior in which every action is do not with effort and though about it. The influence of his book mainly impacted to the upper classes that taught what gentlemen should be. He imagined a courtiers world is a world very wealthy and aristocratic. Cellini was a talented Florentine goldsmith and sculptor whose life, frankly chronicled, was a seemingly never-ending panorama of violence, intrigue, quarrel, sexual excess, egotism, and political machination(333). He lived a period of religious, political, social and military. He was the first artist ever frankly tell about his personal life at this period. In contrast with Castiglione who wrote The Courtier, Cellinis life was very normal, he did whatever he want, he dared to love and do not care how public criticized him. In short, Cellini did not consider the most talented sculptors and nobody can deny his skill as a craftsman. An airy look of Castiglione and Cellini show us the contrast in humans way of life. In one hand, Castiglione was seemed to be perfect but in my point of view, his imaginary world was hard to be reach. In the other hand, I like Cellini who was a normal guy with his own talent. Life is short and maybe he knew it and he dated to do unusual thing despite of public opinion. Work cited:Lawrence Cunningham and John Reich, Culture and Values A Survey of the Humanities, Thomson Wadsworth, 2005.

Examining Factors Influencing Police Decision Making Criminology Essay

Examining Factors Influencing Police Decision Making Criminology Essay Police decision-making relies on a myriad of factors to include the individual officers characteristics, the environment the officer works in, the characteristics of the offender, the situation the officer finds themselves in, and the organization that influences them. In an attempt to control officer behavior and discretion, some police agencies have encouraged and/or mandated the increased hiring of minorities, women, and college educated officers. The belief is that officer characteristics such as race, sex, and education have an effect on police decision making and these characteristics will have a moderating influence on egregious behaviors such as excessive force, police shootings, and violations of civil rights. However, there is no compelling evidence to suggest that officer characteristics have such a strong influence to counter the other factors of situation, organization, and environment in decision-making. Since officer characteristics are a minor part of the complex fact ors influencing police behavior, there is no harm in promoting increased hiring of minorities, women, and college educated officers. These hiring policies do need to be seen as an attempt by the police agency to hire officers that share characteristics of the constituency that they serve. More study is needed to verify the influences of officer characteristics on police behavior and then, if the studies verify a connection, this research can substantiate the increased hiring practices of minorities, women, and college educated officers. INTRODUCTION There is a dearth of quasi-experimental and experimental designs into the factors that influence a police officers decision-making. Questions remain on how influential certain characteristics such as officer sex, race, age, education, and attitude can be on officer behavior. Of the existing studies that investigate the influences of officer characteristics, the results are mixed on how influential these characteristics are. However, there are numerous studies, while not experimental, that can help explain police behaviors through factors other than officer characteristics (National Research Council, 2004, pp. 34-35). By using these studies of other than officer characteristics, we can validate how strong or weak these factors are on officer behavior. More studies of officer characteristics on police behavior are needed in order to justify the sanctioned hiring of more females, minorities, and college educated officers in an attempt to control officer behavior. Some police administrat ors and policy makers think that officers with more education and a diverse background will make better decisions when interacting with the public and reduce the incidents of excessive force and violations of civil rights (Walker, 1998, p. 232) and this is the reason for implementing affirmative action hiring programs at some police agencies. Some factors put forth as possible behavioral influences on police officers have included citizen behaviors and attitudes, ecological influences, environmental factors, legal restraints, organizational factors, politics, and situational factors. While all are capable of influencing behavior, none answers the entire question of determining and predicting police behavior (National Research Council, 2004, pp. 214-216). One of the biggest obstacles in determining police behavior is overcoming ingrained conventional wisdom on police matters. There is too much attention placed on certain behaviors such as racial profiling, police shootings, use of force, and corruption without trying to understand the causes and definitions of such behaviors. These high-profile incidents receive quick fixes from politicians and police administrators without addressing the underlying causes. Theory based studies would be better used to explain and correct egregious displays of police behavior (Engel, 2002, pp. 269-270). There is a need for empirical based studies of police behavior in order to determine which factors, if any, influence the behavior of police officers, the use of discretion, and whether if police departments can control for these behaviors by emphasizing the hiring of women, minorities, and college educated officers (National Research Council, 2004, pp. 152-154). Based on the evidence so far, the influences on police behavior are too complex and varied to make a strong conclusion that certain policies such as hiring more minorities, women, and college educated officers can correct and/control individual police behavior. Although strong correlations exist between police behavior and situational, legal, organizational, and community factors, none represents a bellwether solution for influencing police behavior. With no conclusive evidence linking certain officer characteristics such as officer race, gender, and education to particular behaviors, policies emphasizing departmental solutions to behavioral issues should be maintained within certain contexts. Rather than being seen as a tool to influence officer behaviors and outcomes, these hiring practices should be seen as an attempt to correct previous discriminatory hiring practices, promote employee diversity, and as an endeavor to have a police agency reflect their constituency in order to bu ild trust and cooperation. Other factors such as police culture, situations, and police bureaucracy that have been shown to have more of an influence police behavior than officer characteristics should be given more focus in attempts to change officer behavior. DISCRETION AND POLICE BEHAVIOR The Importance of Discretion Tackling the issue of determining the basis of police behavior is not new but the complexity of the issue was realized from the beginning of such research as the American Bar Foundation Survey in the 1950s and its follow-on research by the Presidents Commission on Law Enforcement in 1967. Though these early studies spent considerable time in attempting to understand police discretion, they laid the groundwork for later studies on police behavior and raised several questions in the process (Walker, 1992, pp. 48-54). Questions such as the influence of officer characteristics and attitude on officer behavior are still not fully understood. These studies began with the emphasis on examining police behavior and public interaction with the belief that most officers performed their jobs according to the letter of the law. However, it was soon discovered in the course of these studies that the police exercised an enormous amount of discretion in applying the law (National Research Council, 2 004, pp. 22-23). The importance discretion has on police behavior cannot be overstated. A police officer, once out of training, operates with very little direct supervision and can be highly selective in demonstrating the power of the police. Even when answering service calls with ample evidence of a crime, there is no guarantee that the officer will take a formal action against a citizen. Almost every interaction an officer has with the public has a measure of discretion. Because of a lack of direct supervision, the actions of the officer cannot be constantly monitored to ensure adherence to the law and obedience of civil rights. On one hand, an officer decides to enforce the law and make the arrest. This action then comes under the review of the police department, courts, the media, and the public since arrest in the United States are a matter of the public record. On the other hand, an officer decides not to make an arrest by using discretion. The reasons for no arrest can vary from lack of eviden ce to the officers concern that her/his shift is almost over and does not want to stay late to book an arrest. Only the officer, the suspect, and perhaps some bystanders have knowledge of the non-arrest. Since none of these people occupy the officers chain of command or justice sub-system, this decision of non-arrest is not up for review except in rare circumstances (Goldstein, 1960, pp. 90-92). Goldstein (1960) noted that the use of police discretion in not making arrests are not reviewed except in cases where the police detained suspects in a crime and the suspect went on to commit further crimes and/or the non-arrest is seen as part of corruption. However, arrests and therefore the decisions to make that arrest are under review at every juncture of the criminal justice process, from booking through adjudication. Therefore, the burden of a good arrest and the discretion used to make the arrest is no longer on the officer put placed with the courts for review. Police officers use their discretion for a multitude of purposes, from being a crime fighter to doing their best to avoid as much work as possible. Allowing for the effects of being the subject of a study, officers still exhibit a wide range of behaviors depending on when, where, and with whom they choose to exercise their powers of detention, questioning, arrest, and force (Van Maanen, 1974, p. 122). Added to the everyday factors such as the situation in which the officer find himself or herself interacting with citizens, expectations of their agency and co-workers, and differences in location, the officer is also part of a public service organization. The police have competing mandates and responsibilities placed upon them by a fickle public and an even more fickle political system. These mandates and responsibilities are usually not clearly communicated or only communicated after an incident has taken place and the police response was not what the public expected of their agency. Discretion is used by police management to guide these expectations down to the beat officer and to adjust to a changing and mercurial political climate (National Research Council, 2004, p. 57). Studying Police Behavior and Discretion Discretion has been the focus of study since the 1950s and 1960s in an attempt to understand how officer decision making influences police behavior. More importantly, researchers were looking into how discretion factored into situations in which officers violated civil rights, arrest decisions, and racial discrimination (National Research Council, 2004, p. 64). While previous research focused on the police applying the law, it was thought that officers clearly applied the law fairly and non-discriminately when the law had been broken. However, follow-up studies revealed that discretion in how the officer applied the law was more important to decision making than once believed. Officers were shown to not make arrests even when the law was clearly broken and were making arrests for reasons other than law breaking i.e., citizen safety, disrespect, and case management (National Research Council, 2004, p. 70). Attempts to control discretion have been tried in different police agencies, often because of police shootings and other misapplications of deadly force. While most attempts to control or formalize discretion have met with mixed results, other such as in the aftermath of the Memphis police shootings have been successful in reducing police shootings and implementing other administrative controls (Fyfe, 1982, p. 72). The use of discretion carries with it a double-sided curse of being unavoidable in police work in a democratic political system. With no discretion, police officers would be heavy handed and legalistic but still exercising some type of preference, just with more subtlety and with obvious crimes being ignored and minor infractions being investigated. Attempts by police administrators to control discretion have failed (Aaronson et al., 1984, pp. 408-436) and even though it can encourage abuses, discretion carries with it the will of the people who are being policed. The Exercise of Police Arrest Power The actions of the police are based on the lawfulness and legitimacy of their actions in controlling the public. The public also has to recognize the legitimacy of the police and submit to these tenets in order to be policed. When there is conflict between the public and the police it is usually a result of the police not following the strictures set up under the law e.g., unlawful search and seizure, interrogations without Miranda warnings, and excessive force (National Research Council, 2004, pp. 5-6, 252). Various police agencies exercise discretion and arrest power in different ways based on the style of policing the agency utilizes. There are three styles of policing identified by Wilson (1968): the watchman, service, and legalistic. Discretion is used the most often under the watchman style since these types of agencies are primarily concerned with order maintenance. Officers using this style are most concerned with maintaining social control by suppressing illegal activities and disruptive behavior. Discretion is used along with arrest powers to persuade, threaten, and discourage potential lawbreakers (National Research Council, 2004, pp. 70-71). The legalistic police agency is the opposite of the watchman style with an emphasis on enforcing the law no matter how small the infraction may be. Legalistic agencies tend to have high arrest rates, issue more citations, and utilize the law to target and/or harass persons suspected of violating the law. The use of discretion is low for th ese types of departments since they tend to view infractions in more concrete terms and use arrest as a tool even for minor infractions. This type of full enforcement also constrains officer behavior and allows some amount of control over the officer by the agency. Police agencies that use a service style of policing are using both order maintenance and law enforcement while staying attuned to the desires of the community they serve. While less emphasis is placed on using arrest for even minor infractions, the service type of agency still uses arrest and discretion to enforce the laws that are important to the local community. Officer behavior is still controlled but not as much as under the legalistic style but also not given as much freedom as under the watchman style. However, discretion is still present in all three styles with varying degrees of arrest power implemented and/or encouraged by the agency in order to more closely adhere to the desired outcomes of the police agency. OFFICER CHARACTERISTICS Effects on Police Behavior It has been suggested that an officers psychological and attitudinal orientation influence the officers behavior when they interact with the public. This assumption deals with an officers traits, experiences, and attitudes (Terrill and Mastrofski, 2002, p. 218). One area that has drawn an increasing amount of attention from researchers is officer characteristics and the use of force. Research into the influences of officer education and experience has suggested that officer education and experience have a positive effect on the use of force in that officers with more experience and formal education are more likely to use alternate forms of citizen control. Officer education refers to formal education outside of police training and usually means some type of college or trade school education. Officer experience refers to the amount of years employed as a police officer. The research found that a more educated and experienced officer shows more restraint when applying force (Terrill an d Mastrofski, 2002, p. 244). Officer behavior can be explained by the situational factors officers find themselves in and by the attitude exhibited by the officer. However, the link between situational factors and officer behavior is stronger than the attitude link. While going against conventional wisdom, officer attitude has not been found to be a strong indicator of officer behavior and this holds true for the general population as well (Worden, 1989, p. 670). Situational and organizational factors have been found to be a more important source of officer decision making than attitudinal based factors (Worden, 1989, pp. 673-674). An officer is also heavily influenced by the legal factors involved when an officer encounters a citizen such as the citizens resistance to orders, officer and citizen safety, and evidence of a crime. Usually when an officer finds her or himself dealing with a situation that requires arrest or the use of force within a legal framework, they will behave accordingly rather than rely on officer attitude or other officer characteristics (Terrill and Mastrofski, 2002, pp. 233-235). The officers race has also been studied as a possible explanation for police behavior with the thinking that an officer of a minority background would interact with citizens of the same race differently and with greater understanding. Agencies have encouraged the hiring of more black officers with the expectation that black officers would improve relations between police and the black community and reduce the amount of bias held by officers against black citizens. However, before race or ethnicity can be examined as a possible source of behavior and a predictor of future behavior, other influential factors must be controlled for. These include length of the officers experience on the job, their level of education, characteristics of the suspect, and type of encounter in question. Studies such as Brown and Franks (2006) hold that officer race has an influence on arrest decisions and behavior but their study had to control for the above-mentioned factors. They found white officers were more likely to make arrests than black officers were but that black officers were more likely to arrest black suspects. Other research found that while there were differences in the attitudes of minority and white officers, African American officers arrested African American suspects more often and were more likely to use force against minority suspects than white officers (XXX) An officers gender has also been identified as a possible source of officer behavior. However, there has been no significant evidence to suggest that male and female officers behave differently in the course of their jobs even though it has been suggested that female officers would be less aggressive and rely more on persuasion and verbal tactics during suspect confrontations (National Research Council, 2004, p. 151). The few studies that showed a difference in officer behaviors based on gender were directed toward community policing and order maintenance situations. Engel et al. (2000) founds that female officers focus more on problem solving when confronted with issues during their shifts (National Research Council, 2004, p. 151). Female officers, when operating under the auspices of community policing, have been found to have a more positive attitude towards citizens and the goals of the community policing programs than do male officers (Skogan and Hartnett, 1997, pp. 239-242). Ma strofski et al. (2000) concluded that female officers also were more likely to honor a citizens request to control other citizens within the context of community policing (p. 335). Other than attitudes, differences between female and male officer bahvior during the course of their duties has not been shown. Female officers seem to exhibit the same bahviors as male officers when confronted with different situations and different behaviors exhibited by citizens. Whether these citizen inteactions required restraint, issuance of citations, force, or arrest, the actions of the female officers was very similar to those of male officers (Walker, Despite some differences in attitudes, research findings confirm that there are only very slight differences in on-the-job behavior between the sexes. Studies of police officers in several agencies have revealed that female and male officers responded to similar calls for service and encountered similar proportions of problem citizens (e.g., citizens who are intoxicated, angry, violent, etc.). Only slight-and nonstatistically significant-differences existed in the proportion of arrest and citations issued by male and female officers (for review, see Walker). Findings regarding officers use of deadly force, however, have been somewhat mixed. Studies have shown that male officers are involved in deadly force incidents more often than female officers, but female officers who are partnered with a male officer reacted similarly to their male partners when responding to violent confrontations (Walker). In addition, a study of police officers in Indianapolis Police Department and St. Petersburg Police Department during 1996-1997 found that male officers are more likely than female officers to respond positively to citizens requests to control another citizen (Mastrofski et al., 2000). Going Against Type, Styles of Officer Behavior Being part of a heavily bureaucratized and politicized organization, the police officer has the opportunity to depend upon a certain type of behavior in order to make their work enjoyable. A police officer is supervised closely and operates independently at the same time, utilizing discretion and experience to either patrol aggressively or only answer service calls. The intricate factors that influence decision-making include organizational pressures, territory coverage, survival, street code, group dynamics, and coping skills. Since the nature of patrol work can change from moment to moment and can only be generally predicted over the course of a shift, the behavior an officer exhibits can quickly change from an aggressive legalistic style to a laid back, emergency response style over the course of a shift (Van Maanen, 1974, pp. 120-121). Outside factors have an influence on officer behavior as strongly as internalized attitudes and beliefs. Because the police agency is heavily influenced by outside forces such as the law, bureaucratic control, politics, and public complaints, sometimes the officers behavior is pre-determined by such constraints (Herbert, 1998, pp. 361-364). An officer also has to hold themselves to an organizational ideal of being competent, moral, and safe (for self and fellow officers). Even if an officer exhibits the attributes of a hard-charger or a desk jockey, they are still expected to meet the minimum expectations of the group i.e., assist when called upon, show solidarity with fellow officers, and be safe (Herbert, 1998, pp. 355-361). SITUATIONAL FACTORS OF POLICE BEHAVIOR The Probability of Arrest Factors other than officer characteristics have been shown to be a better predictor of officer behavior in terms of arrest. Citizen initiated arrests and preferences have a stronger influence on arrest decisions than the preferences of the officer, who sometimes would prefer to be more lenient and possess more evidence when making an arrest decision. Seriousness of the crime, whether the suspect is known and/or related to the officer, and the amount of disrespect given to the officer are also factors that take the arrest decision beyond officer characteristics (Black, 1971, pp. 1104-1110). Suspect demeanor also has been shown to be a strong indicator of the chances of being arrested. An officer, no matter their attitude or other characteristics, will not usually subject themselves to disrespect and abuse at the hands of a citizen. Although situation specific, interaction between police and citizens is influenced by the behavior displayed by both parties, and an escalation of perceived disrespect by one party against the other is met with resistance by the other. There is also disagreement among officers on what construes disrespect, which adds to the difficulty in using suspect demeanor as an officer behavior predictor (Klinger, 1994, pp. 489-491). However, the correlation in suspect demeanor and chance of arrest is still a strong indicator of officer behavior and prediction (Worden Shepard, 1996, pp. 99-103). Other situational factors such as the mental health of a suspect and citizen requests have a much stronger effect on officer behavior than officer characteristics. Even though there may be a correlation on an officers education level in respect to the officers predilection to arrest a mentally disordered suspect (Engel and Silver, 2001, p. 247), officers have not been shown to disproportionately arrest mentally disordered persons based on mental health (Engel and Silver, 2001, pp. 245-248). An officer is usually not inclined to grant a citizens request to arrest another unless there is evidence of a crime committed. This holds true regardless of the citizens race, wealth, or social affiliation. However, Mastrofski et al. (2000) found that male officers, officers of limited experience, and officers with a passion for community policing were more apt to honor a request for arrest. Suspect Characteristics It has long been pre-supposed by the advocates of conventional wisdom that certain characteristics of the suspects that are immediately discernable such as age, race, sex, and social class had an influence on the officers decision to make an arrest or some other formal action. (EXPAND) ORGANIZATIONAL FACTORS ON OFFICER BEHAVIOR The Influences of the Organization The influence of organizational factors on officer behavior is dependent upon the type of organization the officer is working in. Smith (1984) identified bureaucratic and professional agencies with four sub-categories identified by the level of bureaucracy and professionalism within the agency. High professionalism and high bureaucracy is legalistic, high professionalism with low bureaucracy is service, low professionalism with high bureaucracy is militaristic, and low professionalism with low bureaucracy is fraternal. Therefore, the behavior of the officer can be reasonably predicted based on the type of agency and that agencys definition of legal control (Smith, 1984, pp. 33-35). Organizational influences on officer behavior can also be seen when using expectancy theory. The organization, in this case police agency or department, instills certain expectations from its officers in regards to arrests, traffic stops, citations issued, etc. In the example used by Mastrofski et al. (1994) in their study of Pennsylvania police officers, DUI enforcement was the studied expectancy. Mastrofski et al. (1994) found that when the officers operated under the expectations of their agencies, they usually complied whether the expectations were for high or minimal enforcement. The characteristics of the individual officers did not play a significant role except for a small number of rate busters who bucked the system and made significantly more arrests for DUI (Mastrofski et al., 1994, pp. 142-145). Organizational factors have been shown to have the ability to change officer behavior when there has been directed action against identified behavior, usually in response to police abuses or scandal. An example of this occurred when the Memphis police department made a concerted effort to reduce the amount of police shootings since the rate of deadly shootings in Memphis was disproportionate when compared to other, larger cities (Fyfe, 1982, pp. 712-717). The reasons for shooting given by the Memphis officers were not in agreement with reasons given by the comparison city of New York since Memphis officers showed a predilection to using deadly force for property crime offenses (Fyfe, 1982, pp. 715-716) while New York officers did not. The Memphis police addressed this issue by instituting a more stringent deadly force policy and officer survival training in an attempt to reduce the shootings incidents. An organizations influence on officer behavior can also be seen in the supervisory styles of police mid-level management. Engel (2001) identified different supervisory styles among police sergeants and lieutenants identified as traditional, innovative, supportive, and active (pp. 347-350). While each style has a direct influence on the officers they are supervising, it is also interesting to note the attitudes of the supervisors themselves when the distribution is included for sex, race, rank, age, experience, and education. Engel (2001) found that half of the traditional supervisors were female, this may be attributed to their use of rules, and regulations to keep officers in line and under control since female supervisors may have an issue with perceived power by subordinates (pp. 350-351). COMMUNITY FACTORS ON POLICE BEHAVIOR Patrolling the Neighborhood The area in which a police officer patrols has an effect on their behavior. This depends on the social, economic, and attitudinal makeup of the local residents of the neighborhood in question. There are also other environmental factors influencing police behavior. These include community interaction, past history of policing the neighborhood, the local politics, and the dominant area culture (National Research Council, 2004, pp. 155-156). The influence of the neighborhood is strong on potential police behavior dependent upon the type of neighborhood that is served by the police. Smith (1986) found that police behave differently in higher status neighborhoods than they do in lower status neighborhoods. For example, the police are more prone to stop and question a suspicious person in a higher status neighborhood than in lower status, less racially heterogeneous neighborhoods (pp. 338-339). Neighborhood conditions also affect police behavior. Klinger (1997) found that officers come to view deviant behaviors as normal if they are exposed to the behavior in neighborhoods that are economically disadvantaged. Rather than acting as service providers in these types of neighborhoods, officers quickly learn to prioritize the crimes in terms of urgency and the need to respond (pp. 298-300). Crank (1990) also found differences in officer behaviors in terms of motivation to arrest in rural and urban areas. Not only are there differences between police behaviors within a municipal area, there are also differences in behavior between rural and urban police with the rural police officer being more prone to make arrests for discretionary offenses (pp. 185-187). DISCUSSION Police agencies, the public, policy makers, and politicians have long had the desire to recruit and employ officers whose behavior is beyond reproach. An officer who made the correct decision in every instance without regard to a suspects race, sex, economic status, or mental health would be highly regarded and emulated. When the officer was confronted with situations that required the application of force and/or restraint, they would do so correctly and with the proper legal justifications. It is thought that the use of officer discretion would also be properly applied and controlled by the first line supervisors and directed by the agencies themselves based on community need. Agencies believe they could partially meet these goals if they emphasize the hiring of women, minorities, and college educated officers. However, due the complexity of police work and the multitude of influences such as situational, organizational, and environmental factors, shaping officer behaviors would be very difficult indeed. As was shown in numerous studies above, these other influences besides officer characteristics, often have a stronger influence over officer behavior than the officers own attitude, race, sex, and/or education. CONCLUSION The emphasis on hiring more minorities, women, and college-educated officers should continue because these programs are causing no harm and they are a reflection on the desires of the community that is being policed. No study has shown a negative effect of having more minorities, women, and college-educated officers on a particular police force. However, no study has shown a significant difference in police behaviors based on sex or race so more research is needed in an attempt to understand a connection between officer behavior and officer characteristics.

College Essay -- essays research papers

Essay 3 College will be a major change for me; in all likelihood, it will probably be the most significant transformation I will experience. It will be a time of growth and learning. In order to adapt to these many changes I hope to mature both emotionally and spiritually. In doing so, I will influence those around me and the community as a whole. I anticipate that my life experiences will prove to be valuable to me and to those I come into contact with.   Ã‚  Ã‚  Ã‚  Ã‚  I have had many challenges to overcome thusfar. I’ve had problems with family members, with girls, with friends, but most significantly, problems with myself. I have made the wrong decisions and I have had trouble realizing what is important to me. I now know what steps I need to take in order to become a better person and to stay on the path that I have chosen. I hope to continue this pattern of emotional maturation by accomplishing my goal of academic excellence while attending Gonzaga. I have already promised myself and God that I will not participate in any activity that will lead me astray morally or academically. I am confident that the experience of living on my own will be an education in itself. My father recently retired from the military so I have moved many times. I am very good at meeting all of the challenges that entails. But it is through my work with mentally challenged adults that I have realized the importance of being happy with yourself .   Ã‚  Ã‚  Ã‚  Ã‚  Throug...

Relationships between Indians and English at Jamestown Essay

Before the English founded Jamestown in 1607, the Pamunkey Americans who lived in the Chesapeake Bay area were aware of the other culture overseas (Kupperman, 1). The Americans had watched the establishment and eventual abandonment of the Roanoke settlement some twenty years before Jamestown and gained knowledge of English society (1). European ships frequented the bay for trade. A Pamunkey man, who the Spaniards took back to Spain and baptized as Don Luà ­s de Velasco, returned to his homeland in 1571 and further informed the Pamunkeys (1). Though the English would become dominant, the Native Americans might have been the more erudite of the two cultures to clash. Europeans sent reports home from America and told of complex native civilizations and formidable tribes (Kupperman, 1). In time, the English came to assume that Americans were â€Å"accomplished people living in highly developed societies† and to rely their crops and supplies when needed (1). If one successful population could thrive on that land, then another could surely overtake it ultimately (2). The Pamunkeys had their own sights for a newly established Jamestown (Kupperman, 1). They understood the typical European behaviors and manipulated them to exert control (1). With over thirty tribes under Pamunkey leader Powhatan’s command, the natives kept the mostly inept English apprehensive and directed the trading of goods (1). The colonists traded for and exported furs and gold to Europe (1). For the Americans, metal tools, copper ornaments, glass beads and other Europeans products benefited them greatly in exchange (1). The Pamunkeys and their allies had power over the trade westward inland, therefore expanding their influence (2). True to form, the English settlers were incompetent with coping in the New World and became dependant to the natives for support (Kupperman, 2). As the two sides learnt more of each other as they mingled, mutual relationships formed (2). The English wasn’t completely destitute, however, and recuperated under Captain John Smith’s leadership (2). The Americans and the English became relatively amicable, but after Smith left the colony, the  relations deteriorated and conflicts rebounded (2). Meanwhile, retrogression in Europe drove more desperate people to seek life elsewhere, even in a foreign land. Despite that the battle-mottled situation in Jamestown, the English colony grew stronger, invested successfully in tobacco exportation, and ceased to count on Native Americans for help (Kupperman, 2). Instead of being exploited, the balance of power shifted and became more advantageous for the English. This has been: Examination of Relationships found in Indians and English Meet on the James by Karen Kupperman, www.iath.virginia.edu/vcdh/jamestown/essays/kupperman_essay.html

My Work Experience

The first day of work experience, typically, I felt quite petrified to be honest. The Idea of working with people I've never met before and the humungous amount of mistakes I could make all added to the fear of getting killed on the way there! The story started when I realised I had to find a work experience placement two years ago in September, and I wanted to work in a hospital. Unfortunately I was considered too young, as you had to be sixteen to work in a hospital, and with my dreams crushed, I decided that I'll never find a placement. I did eventually get over it and tried to apply to a pharmacy six months later. Again I was told that all the places had been filled. At this point, I decided to ask Ms. Patel for help. Being as lazy as I was, I â€Å"couldn't be bothered†, until a few weeks in July when my tutor pressed me. I went in the afternoon, and looked at the list for pharmacies that I could work at. Thinking I was one of the luckiest kids alive, I noticed there were two! Then I realised that both were gone, and I was going to end up driving a ice cream van for the rest of my life. After explaining my problem to her, Ms. Patel suggested working at CHAS, as a previous student had enjoyed it immensely! Instead of using my common sense and asking what CHAS was, I automatically said â€Å"YES†! I woke up on the first morning excited and yet nervous at the same time. I didn't know how any of this would go. Would I be able to go a whole week without messing up or setting fire to the place? That day I woke up at around six thirty, and left the house at eight. Once I got to the station I was shocked that my train ticket was five pound. After muttering a few inaudible words, I got onto the train and went to Edgware road station. When I got out of the station, and took few news papers, I headed towards the office. Before I went in though, I just had to use some breath spray. As I walked down the steps of the entrance and stood outside the door, I noticed the door had two unmarked buttons, and a speaker system. I just stood there thinking, â€Å"Oh umm, now what um†¦ eenie meenie mynie, mo? â€Å", and just as I pressed a button a voice said â€Å"Hello? â€Å". Now this part, I'm quite ashamed of what I did, I panicked! â€Å"Hi! I'm†¦Ã¢â‚¬ ¦.. the um†¦. err†¦.. work experience kid? † like I was a plumber or something. Just then, the door buzzed open and I walked in. I don't actually remember the first person I saw, but I remember that it was Theresa who introduced me to everyone else. I was too busy wetting myself to memorize any of the names. Then she introduced me to Barry, who was the CEO, which was when I had to say something. I said a meek hello and was told that the person who was going to â€Å"look after me†, which I translated to â€Å"would boss me around† would be there in about an hour, though I still had no idea who it was since neither Barry nor Theresa had given me any other information. I was confused, until I turned around and realised I was an hour early. The day hadn't even started and I had already made my first mistake. I was then seated at a desk, and told to get settled. I guess I could count myself lucky that my supervisor, Brano, was early that day, and since I had started getting a little more confident during the last forty minutes of silence, I said â€Å"You must be Mr. Brano†. Later I learned Brano was his nickname. After being re-seated, I went into an interview room, and I was told all about the office and finally it struck home that I was spending two weeks at a solicitor's office. The first thing I did after being settled was to familiarise myself with everything they did at Chas and learn all about things like programmes, clients and other things offices use. It was such a rush in the morning, and I found myself loving every minute of it. The boring part was when didn't have anything to do. I literally had to ask for more work, while I assumed that my friends had were buried in work up to their necks. As Brano was quite busy, and was getting sick of me pestering him for more work, he told me to start a â€Å"Diary of Work Experience†. Personally I hated the Idea, as I find writing my thoughts and feelings down has got to be the strangest way to make yourself emotionally stable, or maybe I was just really lazy, but I decided that it would give me something to do during the next two weeks when they didn't need the help of an under qualified child. As assumed, I did end up having quite a lot of time on my hands. While I was working on this, I kept noticing that my â€Å"colleagues† kept answering the phone. That may sound like a weird thing to say, but you tend to let anything distract you when you're bored. I suddenly had a strange desire to answer the phone, so I decided to ask Brano. I got a reply e-mail saying â€Å"wait until the afternoon, and then I'll tell you what to say†. It turns out that all you had to do was to say â€Å"CHAS Central London, How may I help you? † like I was a marketing assistant. The day finally came to an end, and after saying a brief goodbye to Brano, and Arefa, who turned out to be the receptionist, I left the office. Even though I was tired, I felt great. I loved working, which is really strange. I decided it was much better than being stuck in school doing maths. The next day I went to work right on time, and the train ticket still cost me five pound! I came to work, and started doing some normal receptionist work. This is where the work started to get interesting. After a few hours of helping Arefa with her work, I was introduced to a programme called â€Å"Casetrack†. It was basically software which allowed the Case-workers, or solicitors, to keep records of each client they deal with. Brano then showed me how to input information, and keep records. Turned out that CHAS had over 12,000 cases, how stressful! No wonder they were always busy. After another day of repetitive work, I still hadn't lost my keenness and still wanted to do more work. Day three in my story, and for the afternoon I was bored out of my mind as there was nothing to do except my diary. The only useful thing I did that day was learn how to use the photocopying machine, little did I know that would prove extremely useful. Just as I thought the day would be really dull Barry informed me that I would start to help a colleague of mine who was leaving called Julie. That afternoon, I decided I was the luckiest person in the world as I got to use the shredder. Looking back on it now, it seems strange I could have an obsession with a machine that does nothing but rip paper. After shredding a ton of documents, Julie asked me to photocopy over five hundred pages work of book, after I ended up doing over-time, I realised I have a major problem saying â€Å"no†. Finally I got to go home, and on the train I had an epiphany, I loved doing overtime! Day four, was when the long repetitive chain of office work started, and I also started to help other people with the reports, and take phone messages, help Arefa with typical administrative work and other boring jobs. I must admit I loved doing these typically boring things, mainly because it was a completely new experience for me. During the afternoon, I decided to converse with my colleagues, and I realised that I should have started to converse the day I got there, and it doesn't help to keep to yourself quiet in the workplace. During the next few days, I saw two colleagues leave, and two new colleagues join. I must say I found the people there one of the most important aspects of work experience. I also discovered a market right behind the office, the only bad thing was the boredom and the repetitive work. The highlight at the end of the week was the money. I got paid for all my travel expenses, which came to a very high twenty-five pound, imagine how much gum I could buy with that! The next week seemed to have a routine to it, I got up later and came to work fifteen minutes later each day to save the company money, as I felt guilty for charging them twenty-five pound a week. I got on the tube, came to the office, and got on with my work. It was a boring routine, but there were new and exciting experiences each day for me, and one personal highlight was seeing a London bus with the lyrics of â€Å"Amarillo† on the side, like a karaoke machine. The other thing I noticed was that I was doing so much overtime. It was amazing. I was actually willingly doing extra work, and I hate extra work. I suppose the thing that made me want to stay was that after four where most people worked slowly and spent more time â€Å"chatting†, rather than ignoring everything around them and working too hard! I suppose that after a hard day's work, a nice chat with your colleagues really doesn't hurt! The final day was actually extremely relaxed, which was a massive contrast from the first Friday, and though I had a mountain of work, I managed to get it done by the afternoon. For the rest of the day, I finished my diary, and though I did tried, I couldn't find anything more to do. Since everyone else decided to go out, I got stuck babysitting the office. After I got back from my lunch break, which was at three, I was given a card and twenty pound as a gift. I knew I couldn't take it, but they insisted, and after protesting, and being told to â€Å"stop being silly† I decided that it would be best if I just took the money. By five, it was time to leave CHAS forever, which was quite depressing. As soon as one of the colleagues I had worked with got on the train and left me at Baker Street station, the realisation hit me that I'd never see CHAS again. After getting home, I sat on the sofa and thought about how great my two weeks of work experience had been, about the people I had met, and about what it had taught me. I had learned so many new manual skills, and how to use different kinds of machinery. However, the most important thing I learned was how to behave at work, and about how the world of work is really different from the sheltered world that is school. My Work Experience Firstly I am going to explain what is work experience? Work experience is our opportunity to spend a period of time outside the classroom, learning about a particular job or area of work. During our placement, we'll be able to find out what skills employers look for when they're hiring someone to fill a job vacancy. We will also get the chance to develop our self-confidence and communication skills. This will help us to work better with other people in further or higher education, as well as in our future career. When I were first told about work experience I thought to my self ‘great no school for two weeks' I was looking forward to looking around places and trying to figure out what and where I wanted to do my work experience. I've always been good at doing things with computers. For my work experience placement, I was confused and could not decide on what to do. I was interested in doing everything from office work to computers, but I finally managed to find myself a placement in retail at T. K Maxx, Uxbridge. My hours were 10am-5pm, Monday to Friday. It is about 45 minutes drive to the place however a bus does travel from near my house To get this placement, I personally went in, and asked if they would take me in. When I first went there I met Mark, whom I talked to, for it. After that all the official letters and forms were completed. I was over joyed; as this was the first shop I went to and got the placement. All my worries of getting the placement were over. The T. K Maxx that I normally frequent is a funny sort of place. First of all, the entrance is tucked away in between two shops and is hardly noticeable. Second of all you have to go down a huge elevator down deep into the inner of the earth to get to the goodies inside. Lastly, it is, like most T. K Maxx stores, almost white inside. For a start, T. K Maxx promises brand name clothes at sky-high prices. It's true that I've found my fair share of deal. I found a nice pair of K SWISS trainers and they often sell cartoon socks for i4 a pair, compared to the i2 you would pay for the same socks in Claire's Accessories or somewhere similar. They are usually selling a plethora of brand name jeans at very sky-high prices, too, so they are second to none when it comes to value for money. Most T. K Maxx stores are fairly expensive, with departments catering for women, men, kids and usually even home furnishings, toys, bags, purses etc. on sale. However, my one main complaint with T. K Maxx is its aim to be honest messy. Clothes tend to be arranged by size on racks, but you really have to break in through them to find what you're looking for. Also, often they'll only have one item in a particular style on sale. The shoe section is probably the worst when it comes to mess. Both shoes in a pair are displayed on the racks and the theory is that you take the shoes, try them on, and take them up to the cashier if you want them, return them to the racks if you don't. Unfortunately, the certain happen. People try shoes on, decide they don't like them and leave them on the floor, so you usually find yourself stepping over huge piles of shoes to look at the racks yourself. Don't get me wrong, I understand that this can happen and it's not easy to keep the place clean, but I've never seen staff picking up the shoes. Although it is a tedious task, making sure we pick up any shoes dropped on the floor and returning them to their shelf or place in the stock room is one of the top priorities. What's more, toy boxes tend to be bashed, ornaments tend to be damaged and clothes can often be marked. The T. K Maxx Company started in America, and has now almost 2000 shops in the USA and Canada. They've only been in the UK for about 10 years but have 150 shops here already. The staffs in T. K Maxx aren't the type to walk around trying to butter you up into buying, which is nice as I like to browse on my own, but they aren't the most helpful either, in my experience. I've only had to ask for assistance twice, but both times it took my ages to find a member of staff and when I did they were unclear and unhelpful. However, from my experience, the basement staffs are very friendly and chatty and they are free by free I meant to say working slowly, chatting a lot it is because they don't have CCTV operating in basement. I suppose that in a store as large as T. K Maxx, especially when it has a rather messy layout and displays are all over the place, it would be hard for them to keep on top of things and know exactly what's on sale, so it's not exactly their fault that they're a bit unclear, but I think this is an issue the company should address. I often find that a lot of the clothes on sale in T. K Maxx are rather unpleasant, and some of the nicer stuff is still quite expensive and you're not making a great saving, but they do always seem to have sale racks out, and you can sometimes come across a real deal through these. All in all, T. K Maxx is a good store to browse in if you have the time, and you might just find a good deal here. However, it is definitely not the kind of place you could go into if you were in a hurry and wanted to pick up a jacket, top, trousers etc. quickly and then zoom out as you really do have to be prepared to list. It's definitely worth a look, though, so if you ever go across one and have time to spare, pop in and see what you can spend your hard earned cash on.