...course is to practice and improve the writing skills you’ve acquired in your academic career to date. You will find, I believe, that having strong writing skills will be an invaluable asset to your future academic and professional careers. In the coming weeks you will complete various writing assignments, taking each of them through the stages of drafting, revising, and editing before handing them in for a grade. I will give you all assignments in writing posted to Blackboard; also I will post all reading material on Blackboard or we’ll retrieve materials through online sources; thus there are no texts to buy for this course. Requirements You will complete approximately four graded assignments over the course of this semester – comprised of the following: 1. Politics, government policy, and/or social and cultural issues. Some of you may be interested and engaged in these matters already – such matters as economic theory and policy, immigration, gun rights vs. sensible gun regulation, health care policy, veteran affairs and funding, equal pay for women, women’s access to abortion and contraception, the right wing’s current attempt to defund Planned Parenthood; the Tea Party vs. . . . ALL government at large; race issues (the Black Lives Matter movement and all that it entails, especially policing in minority communities and minority profiling); voter rights vs. draconian voter ID laws and eliminating early voting; drug policies; foreign policy (involvement/intervention...
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...fulfilling prophecy – you embrace what others label you Driving While Black Study (New Jersey)– study to see if blacks are pulled over or arrested more, to see if there is an official or de facto policy of targeting blacks * Determine the total % of black drivers, and the total % of black drivers stopped on the road * They also drove 5 mph above the speed limit and looked at the racial composition of people driving cars that drove past them * They violated traffic laws at approximately the same rate * 73% of drivers stopped and arrested were black, while only 14% of drivers on the road were black. * 35% of all who were stopped were black * Very small probability of this being a fluke * CONCLUSION: Blacks are several times more likely to be stopped than non-Blacks * Studies in Maryland yielded similar results for all minorities Howie Becker – the group creates rules and people that break those rules are labeled outsiders and deviants. Moral Entrepreneurs – people that make a career out of enforcing morality eg. Police Primary deviance – committing a deviant act before the rules are formed. You aren’t stigmatized as being deviant. Person who performs the act thinks he is normal. Eg. A one year old stealing candy and not knowing it is wrong Secondary deviance – deviant behavior that arises because of the label a person has. A child who is constantly told he is bad may grow up to do bad things. Marxian Critique of Criminal Justice – PP2 Conflict...
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...Chapter 7 Prevention of Sexual Harassment 7–1. Overview The prevention of sexual harassment is a commander’s responsibility. The EOA plays a pivotal role by assisting the commander with policy awareness, training, command climate assessments, complaints processing and overall advisory assistance concerning the prevention of sexual harassment. 7–2. Chain of command responsibilities Commanders and supervisors will— a. Ensure that assigned personnel (to include RC personnel under their jurisdiction) are familiar with the Army policy on sexual harassment. b. Publish and post written command policy statements for the prevention of sexual harassment. All statements will be consistent with Army policy. They will include the local command’s commitment to the Army’s policy against sexual harassment and will reaffirm that sexual harassment will not be tolerated. The statement will explain how and where to file complaints and will state that all complainants will be protected from acts or threats of reprisal. Each ACOM/ASCC/DRU, installation, separate unit, agency, and activity down to company, troop or battery level will publish a sexual harassment command policy statement. Units should coordinate these policy statements with the servicing staff judge advocate or legal advisor before publishing them. c. Continually assess and be aware of the climate of command regarding sexual harassment. Identify problems or potential problems. Take prompt, decisive action to investigate...
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...The First Eagle – Analysis Adaptations An interesting aspect of Hillerman's fictions is the multi-ethnic, multi-cultural contexts in which they are set with their particular historical imperatives and consequences. The "Big Res" itself although sparsely populated by the standards of large urban enclaves is nevertheless home to a wide mix of Native American tribal entities including Navajo, Apache, Hopi, Ute, Zuni as well as Anglos and Hispanics of various national origins. Add to this cultural diversity such social elements as the disparity of power and wealth between the communities, and the opportunities for friction and conflict are significant. Therefore, a possible focus for discussions of this novel could be to examine the ways in which Hillerman ignores, acknowledges, utilizes, or highlights particular elements of the cultural and economic contexts in the service of his plot, characterization, and themes. Characters Hillerman populates the novel with a rich cast of characters whom he reveals through their speech, their actions, and their thoughts. He also describes their physical appearance so that readers form specific and distinguishing images of them. Jim Chee is portrayed as a "traditional" Navajo who has studied to become a hatathali, a traditional singer who can conduct traditional curing rituals; he is also a universityeducated (University of Arizona) lawman as is his former supervisor, now retired, Joe Leaphorn (Arizona State University). The relationship...
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...Criminology & Criminal Justice © 2006 SAGE Publications (London, Thousand Oaks & New Delhi) and the British Society of Criminology. www.sagepublications.com ISSN 1748–8958; Vol: 6(1): 39–62 DOI: 10.1177/1748895806060666 A desistance paradigm for offender management FERGUS McNEILL Universities of Glasgow and Strathclyde, UK Abstract In an influential article published in the British Journal of Social Work in 1979, Anthony Bottoms and Bill McWilliams proposed the adoption of a ‘non-treatment paradigm’ for probation practice. Their argument rested on a careful and considered analysis not only of empirical evidence about the ineffectiveness of rehabilitative treatment but also of theoretical, moral and philosophical questions about such interventions. By 1994, emerging evidence about the potential effectiveness of some intervention programmes was sufficient to lead Peter Raynor and Maurice Vanstone to suggest significant revisions to the ‘non-treatment paradigm’. In this article, it is argued that a different but equally relevant form of empirical evidence—that derived from desistance studies—suggests a need to re-evaluate these earlier paradigms for probation practice. This reevaluation is also required by the way that such studies enable us to understand and theorize both desistance itself and the role that penal professionals might play in supporting it. Ultimately, these empirical and theoretical insights drive us back to the complex interfaces between technical and moral...
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...LEADERSHIP STYLE, A CORRELATIONAL STUDY IN LEADERSHIP STYLE AND USE-OF-FORCE BEHAVIOR OF POLICE OFFICERS by Tommy Sickels Copyright June, 2015 A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctorate in Educational Leadership University of Phoenix The Dissertation Committee for Tommy Sickels certifies that this may be the approved version of the following dissertation: The Dissertation Committee for Tommy Sickels certifies approval of the following dissertation: A CORRELLATlONAL STUDY IN LEADERSHIP STYLE AND USE-OF-FORCE BEHAVIOR OF POLICE OFFICERS Commiittee: Orlando Ramos, PhD, Chair Peggy Coplin, DPA, Committee Member Jack Phan, PhD, Committee Member ,,__.____ _ ,,__.____ _ Jeremy Moreland, PhD Dean, School of Advanced Studies University of Phoenix ABSTRACT Leadership style and police officer use-of-force are two important functions of law enforcement. What could be more important in a law enforcement agency than to have these two variables coexisting in an organization in a harmonious manner? By investigating whether a relationship exists between these two variables an answer to this question could emerge. In law enforcement today, the cost associated with excessive use-of-force civil law-suits against police officers and their departments can be staggering. Exposing police officers to a specific leadership style may influence the dynamics in the use-of-force behavior during...
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... Makes administrative changes (throughout). This rapid action revision, dated 22 October 2014-o Updates purpose (para 1-1). o Updates responsibilities for the ready and resilient campaign (paras 1-4a-d). o Directs readers to the Army Publishing Directorate’s “notes” page on AR 60020 for additional guidance on the Army Sexual Harassment/Assault Response and Prevention Program (para 1-4e(6)). o Clarifies the groups of personnel who must be informed of the Army’s accommodation of religious practices policies (para 1-4f). o Adds the categories “senior field grade officers,” “senior field grade warrant officers,” ”field grade warrant officers,” “company grade warrant officers,” “enlisted noncommissioned officers,” and “junior enlisted Soldiers” (table 1-1). o Adds policy that the senior commander is normally, but not always, the senior general officer at an installation (para 2-5b(4)(a)). o Adds policy for command responsibility for the Total Army Sponsorship Program (paras 2-5b(4)(a)16 and 2-5b(4)(c)8). o Clarifies policy on how Army command, Army service component command, and direct reporting unit commanders may request a permanent change of senior commander (para 2-5b(4)(g)1). o Clarifies policy for Army commanders in the grade of lieutenant general or above assuming command of Army installations as an exception to policy (para 2-5c(1)). o Clarifies policy regarding...
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...College Credit Through Advanced Standing Produced by the Office of Academic Services This manual is accurate as of the date of publication. As new information becomes available, it will be posted to the online version, available through the Academic Services web site, www.nvcc.edu/aboutnova/directories--offices/administrative-offices/academic/index.html. Revised June 2012 Table of Contents INTRODUCTION ........................................................................................................... 3 PURPOSE .................................................................................................................................3 TYPES OF ADVANCED STANDING ...................................................................................................3 GENERAL PROCEDURES ...............................................................................................................4 EVALUATION RESPONSIBILITIES .....................................................................................................5 SECTION 1—CREDITS FROM POST-SECONDARY INSTITUTIONS ........................................ 7 GENERAL CONDITIONS ................................................................................................................7 GENERAL EDUCATION TRANSFER CREDIT FOR STUDENTS WITH PREVIOUS DEGREES ..................................9 EVALUATION OF INTERNATIONAL TRANSCRIPTS .....................................................................
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...U.S. Department of Justice Federal Bureau of Investigation 2012 The Strategic Information and Operations Center at FBI Headquarters is the 24/7 command post that monitors FBI operations and law enforcement activities around the globe. An FBI agent examines a potentially contaminated letter during a white powder training exercise. 2012 The FBI Story I A Message from FBI Director Robert S. Mueller, III For the FBI and its partners, 2012 was a year that reminded us once again of the seriousness of the security threats facing our nation. During the year, extremists plotted to attack—unsuccessfully, thanks to the work of our Joint Terrorism Task Forces—the U.S. Capitol, the New York Federal Reserve Bank, and other landmarks on U.S. soil. Tragically, on the 11th anniversary of 9/11, a hateful attack in Benghazi took the lives of the U.S. Ambassador to Libya and three other Americans. In the cyber realm, a rising tide of hackers took electronic aim at global cyber infrastructure, causing untold damages. High-dollar white-collar crimes of all kinds also continued to siphon significant sums from the pocketbooks of consumers. And in Newtown, Connecticut, 20 young children and six adults lost their lives in one of the worst mass shootings in American history, ending a year of violence that saw similar tragedies around the country. Working with its colleagues around the globe, the FBI is committed to taking a leadership role in protecting the nation. As you can see from...
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............................................................... 7 FES FACTORS......................................................................................................................................... 7 EVALUATING A POSITION USING FES ................................................................................................ 9 FES EVALUATION STATEMENT.......................................................................................................... 13 FACTOR LEVEL RELATIONSHIPS ...................................................................................................... 14 CHAPTER 3, POSITION DESCRIPTIONS................................................................................................. 18 NARRATIVE POSITION DESCRIPTIONS............................................................................................. 19 FES POSITION...
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...Introduction “Police history” predates the evolution of the “police” as a permanent occupational group within a bureaucratic institution, providing the primary state response to crime and disorder. That was primarily a development of the 19th century and a reaction to the rapid social change of the industrial revolution and rapid urbanization. Prior to 1800, governments maintained order by a variety of means, local and national. One of the key historical debates concerns the effectiveness of these approaches and the degree of continuity between the premodern and modern police models. Around 1800 a small number of distinctively different types of police institution emerged. The French, under Napoleon, instituted the Gendarmerie, a state military police model. It evolved from the “Marechaussee,” which had had a dual military and civil function since the 16th century. The model was exported across Europe by Napoleon. The British developed two models. The first, set up to answer similar challenges to the Gendarmerie in France, was the Royal Irish Constabulary model. It was close to the state military model, but distinctively styled as part of the civil power of the state and subordinated to the Magistracy. The Irish model was subsequently exported to Britain’s colonies and became the basis of forces such as the Indian Police Service. The Metropolitan Police was consciously created as a local force with a uniform that was deliberately different from the military and a mission that...
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...Race Discrimination Chapter Outline * Opening Scenarios * Statutory Basis * Surprised? * Background * General Considerations * Recognizing Race Discrimination * Racial Harassment * A Word about Color * The Reconstruction Civil Rights Acts * 42 U.S.C. Section 1981 * 42 U.S.C. Section 1983 * 42 U.S.C. Section 1985 * Management Tips * Summary * Chapter-End Questions Opening Scenarios SCENARIO 1 An employer has a “no-beard” policy, which applies across the board to all employees. A black employee tells the employer he cannot shave without getting severe facial bumps from ingrown hairs. The employer replies that the policy is without exception and the employee must comply. The employee refuses and is later terminated. The employee brings suit under Title VII on the basis of race discrimination. Does he win? Why? Why not? SCENARIO 2 Two truck driver employees are found to have stolen goods from the cargo they were carrying. The black employee is retained and reprimanded. The white employee is terminated. The white employee sues the employer for race discrimination under Title VII. Who wins and why? SCENARIO 3 A black female employee is terminated during a downsizing at her place of employment. The decision was made to terminate the two worst employees, and she was one of them. The employer had not told the employee of her poor performance nor given her any negative feedback during evaluations...
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...WOMEN AND LEADERSHIP: THE STATE OF PLAY Deborah L. Rhode and Barbara Kellerman July, 2006 c Some four decades ago, Betty Friedan helped launch the contemporary women’s movement with her publication of The Feminine Mystique. The book famously identified a “problem that has no name”: American women’s confinement to a separate and unequal domestic sphere. One factor contributing to women’s unequal status was their absence from leadership positions. Another aspect of the problem was the lack of cultural consensus that this absence was itself part of the problem, and a matter of social concern. Over the last several decades, we have named that leadership problem and created a cottage industry to address it. Women’s underrepresentation in positions of power generates an increasing array of committees, commissions, consultants, centers, conferences, and commentary such as the essays that follow. Yet while we have made considerable progress in understanding the problem, we remain a dispiriting distance from solving it. I. The Underrepresentation of Women in Leadership Roles The facts are frustratingly familiar. Despite almost a half-century of equal opportunity legislation, women’s opportunities for leadership are anything but equal. To be sure, the situation has improved significantly over this period, particularly if leadership is broadly defined to include informal as well as formal exercises of authority.[i] By that definition, the percentage of women...
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...|Term |Definition | |4/5ths rule: |Rule stating that discrimination generally is considered to occur if the selection rate for a protected group | | |is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the group’s | | |representation in the relevant labor market | |401(k) plan: |An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account | |Absolute |Measuring an employee’s performance against some established standards | |standards | | |Accept errors |Accepting candidates who would later prove to be poor performers | |Action |A training technique by which management trainees are allowed to work full time analyzing and solving problems| |learning |in other departments | |Active |The performance of job-related tasks and duties by trainees during training | |practice: | ...
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...|Term |Definition | |4/5ths rule: |Rule stating that discrimination generally is considered to occur if the selection rate for a protected group | | |is less than 80% (4/5ths) of the selection rate for the majority group or less than 80% of the group’s | | |representation in the relevant labor market | |401(k) plan: |An agreement in which a percentage of an employee’s pay is withheld and invested in a tax deferred account | |Absolute |Measuring an employee’s performance against some established standards | |standards | | |Accept errors |Accepting candidates who would later prove to be poor performers | |Action |A training technique by which management trainees are allowed to work full time analyzing and solving problems| |learning |in other departments | |Active |The performance of job-related tasks and duties by trainees during training | |practice: | ...
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