Questions
1. What is the ‘National Strategy For A Healthy Police Service’ and how does it impact on the workplace?
2. Outline the possible causes of stress and the impacts these can have on an individual and the organisation. How can these impacts be reduced?
3. How can your organisations attendance management be most effectively utlised?
The National Strategy for a Healthy Police Service was implemented on the 18th May 2007 with specific aims which are:-
• Promoting the case for good health and safety management, highlighting the business benefits, legal obligations and benefits for officer and police staff well being.
• Promoting effective safety management systems that include the visible leadership of Chief Officers and their Command teams.
• Communicating and sharing good ideas through the NPIA and various forces, to ensure the widespread application of benefits to/for all forces.
• Setting the standards that reflect best practice and making use of the experience and knowledge available throughout the service to ensure that there are the mechanisms in place to achieve agreed standards.
• Working in partnership with, and through, other agencies to improve health and safety.
• Supporting action plans and campaigns designed to build on past achievements.
• Providing information on, and informing all parties about, relevant standards, legislation and codes of practice, ensuring there is consultation on legislative changes that impact on the ability of the service to deliver this strategy.
In order to achieve this agreements and responsibilities were set between the various parties with vested interests which included The National Police Improvement Agency, in partnership with Chief Officers, ACPO, Police Authorities, H.M.I.C in partnership with HSE the Research, Development and Statistics Directorate and the Home Office. The underlying intention is from one borne by the Government Ministerial Task Force document ‘Managing sickness absence in the Public Sector’ (pub. Nov 2004) and is to be applied to all aspects of the Public Sector workforce and so far in the last 9 years, the Police service has been more successful than most of its public sector counterparts in reducing absence.
The aim therefore of this new strategy is to continue to seek reductions in absence through ill health or injury with the following targets being set:-
•Reduce the number of working days lost from work related injury and ill health, by 30% by 2010;
• Reduce the incidence rate of fatalities and major injuries by 10% by 2010;
• Reduce the incidence of work related ill health by 20% by 2010;
• Reduce the number of workdays lost due to work related ill health by 30% by 2010
The commitment to progress, exist in the changing environment. They seek opportunities for changes leading to improved police services.
Today, many health care organizations have been forced to reduce their workforce due to the downturn of the economy. Marshall and Broas (2009) state that whenever health care organizations conduct a reduction in force (RIF); there is the potential for legal risk. However, with proper planning and implementing, employers can minimize the risk of litigation (Marshall & Broas, 2009; Segal, 2001). Hence, before carrying out a 10% reduction in workforce, there are a number of steps that need to be taken to ensure it is successful.
For over a century police departments in the United States and across the world have been following Sir Robert Peel's twelve principals of policing. Almost nothing or very little has changed since these principals were first implemented in England's "Scotland Yard". Many of these principals are behind today's investigating and policing practices.
This era is where the shift from a centralized task force has gravitated to a decentralized task force, causing some friction from both the community and the officers that serve it. Police are told that they are needed to listen to the concerns for the community; however, law enforcement is still the primary goal. Police forces now have to defend the values for which the forces were built upon. The idea of problem solving has come into question with police discretion towards certain run-ins with the law. Williams and Murphy argue it is due to the lack of sensitivity from minorities and the concern on crime itself than the community. Kelling and Moore contradict Williams and Murphy, with Kelling/Moore suggesting the era is more about listening to concerns of the community and improving the citizen satisfaction. But both the article came to the conclusion of the silent underlying problems that are becoming more of a “quiet riot” with the police and the
Perceptions of what constitutes a qualified police officer have been crafted as a result of numerous television shows and movies. They are often portrayed as heroic, invincible, and possessors of brute strength. While some of these physical attributes are in fact expected and required of police officers, they are not the only ones and at times, may come secondary to alternative methods, such as the use of strong communication and critical thinking skills. Policing has changed immensely since the days of resolving issues with a night stick. There is a desire for today’s police officers to possess the educational capacity to develop and implement community policing initiatives. Additionally, there exists a desire to professionalize policing. This drive for professionalism has led to the desire for increased educational requirements (Brecci, 1994).
While the strain on the health care system is evidently a major issue, poor health of employees also has been proven to negatively affect the overall performance in the workplace. Alternatively, good health in the workplace has been proven to reduce absenteeism, reduce the costs of disability and dru...
One of the challenges the Canadian justice system faces is lack of personnel, specifically police officers. The baby boomers are approaching retirement and there experience and sheer numbers will be missed. According to Macleod (2009) half of the senior police officers will be eligible to retire within 5 years. Considering the shrinking labour pool this will make it difficult to replace these officers all at once. Macleod (2009) further states that without doubling or tripling the hiring rate of officers, the police will have to start cutting back some duties they currently perform. Normally 2000 new officers are hired across Canada every year; however by 2012 in order to replace the baby boomers, 5000-6000 will need to be hired. This might be more difficult than it sounds, considering most youth do not seem that interested in policing according to a recent survey of 1521 youths aged 16-27, that found only four percent would think about becoming officers (Macleod, 2009).
...T., Reiner, R. (2012) ‘Policing the Police’ in The Official Handbook of Criminology. Ed. By Maguire, M., Morgan, R., Reiner, R. Oxford: Oxford University Press, 806- 838
Third, problem-oriented policing entails a greater and closer involvement by the public in police work. Communities must be consulted to ensure that police are addressing the...
As of the 16th October 2015, a new investigation was conducted into allegations that corruption within the Metropolitan Police shielded killers. Due to this investigation taking place, this illustrates that Recommendation 1 from The Macpherson Report had not been implemented, this Recommendation stating that ‘a Ministerial Priority be established for all Police Services: "To increase trust and confidence in policing amongst minority ethnic communities".’ This investigation into allegations that the Metropolitan Police shield killers illustrates that there have been little changes in the police force to help increase the publics’ (particularly those of an ethic minority) trust and confidence in policing, due to the potential corruption of the police force, and their lack of reliability to bring justice to those who deserve
These articles elaborated on the various aspect of what a police officer has to do on a day to day basis. The question is how would we be able to live day to day life without these officers ? Social media (Mass Media), the society on a whole gives negative feedback towards officers, which provides a negative energy. Often times these officers become scared to do their job correctly.
We, as people in the workforce, are depended on to follow through with work commitments. A healthy employee is able to do more and feel well enough to enjoy it. We strive to do our best but how can we when we have low morale at the office. Healthy employees directly impact the bottom-line of all companies, from the sole proprietorship to the large corporation (1996). Keeping health-care costs low, boosting morale, increasing productivity, and reducing the absent rate is a payoff that every good business owner should recognize. When a small business is trying to become larger, having employees who are healthy and stress free is important. Losing a member of an already small number due to being ill is not the way to succeed. Working in an environment that is happy and productive is the perfect place to work, regardless of what the job is.
The New Zealand Police is the lead agency responsible for helping the community to decrease or reduce crime, corruption and improve the responsibility of safety and protection in New Zealand. There is a need to make changes to the police culture in order to improve the performance of their organisation. However there are three fundamental errors that need to be addressed which will be discussed in this essay. Firstly, there is a lack of an established sense of urgency which has the potential to jeopardize the future of the organization. Secondly is, not creating a powerful enough guiding coalition which means there is a lack of communication which resulted in an absence of leadership and teamwork from frontline staff to national headquarters. Finally, an undercommunicating the vision by a factor of ten that organisation leader needs to communicate visions and strategies. These three errors are relevant as they are pivotal in the implementation of a managing change programme. Recommendations are also provided to improve on how the New Zealand Police can be enhanced within a management perspective.
Public safety covers a wide variety of people and organizations, but carries one common theme and that is, the public’s safety. This course has broadened my knowledge on the many roles that make the public safety sector go around and the role the public plays in it as well. My thoughts before the course were close minded and to the point. I quickly realized that policing is not as cut and dry as I once portrayed it to be. Society is always changing and adapting, and it is the job of the those in public safety to adapt and change with it. The mindset that I grew up with, in rural Saskatchewan, was the police are good people and you will only need to deal with them if you break the law or see someone break the law. My answers in the module 1 survey reflected my upbringing. My first thought for
...such as stress management and organizational change. At the Blackpool Fylde and Wyre NSH Trust Foundation Hospital, the company created a stress management program that successfully decreased the amount of stress at the hospital allowing for better work conditions and less absenteeism occurring.