Suchergebnisse

African American municipal police officers have been historically underrepresented and often face a double marginalization, arguably due to fellow officer and public perceptions. This study represents a first-step criminological cultivation analysis of the quantity and quality of African American municipal police officer depictions in the core cop film genre (1971–2011). Utilizing the unified film population identification methodology, 112 films were identified and examined to determine the overarching messages conveyed through the genre. Findings revealed that White officers were depicted in the lead or joint leading role in 89% ( n = 100) and African Americans in 19% ( n = 21) of films. However, White officers were predominantly depicted in a serious light unless sharing the lead with a minority, while African American officers were predominantly depicted in a comedic light. Further, the issue of double marginalization was rarely depicted. The potential implications of these portrayals on officer recruitment, retention, and perceived law enforcement legitimacy are discussed and second-step criminological cultivation studies to determine if a cultivation effect exists are proposed.

Today, it is estimated there are over 200,000 volunteers in police work throughout the United States. Although the need for such volunteers has never been greater, there is a lack of published materials regarding the nature of volunteer police work and how qualified citizens may augment police services. American Volunteer Police: Mobilizing for Security provides a selective overview of the history, organizations, operations, and legal aspects of volunteer police in various U.S. states and territories.Designed to help police leaders adopt or modify their own volunteer programs, the book:Highlig

An Audit of Police Oversight in Africa is a comprehensive audit of police oversight in every country on the African continent. The audit provides insight into the diversity of police oversight in Africa and the challenges it faces. Through this publication APCOF also seeks to highlight the importance of policing oversight in its ongoing efforts to promote reform or transform police agencies into organisations that are effective and efficient but also respectful of peoples' and human rights. APCOF is a network of African policing practitioners drawn from state and non-state institutions. It is active in promoting police reform through civilian oversight over policing. It believes that the broad values behind establishment of civilian oversight is to assist in restoring public confidence; develop a culture of human rights, integrity and transparency within the police; and promote good working relationship between the police and the community. It achieves its goal through raising awareness, sharing information on police oversight and providing technical assistance to civil, society, police, and new and emerging oversight bodies in Africa.

A history of service -- African Americans during the Revolution -- African Americans bearing arms -- Fighting for freedom -- Henry O. Flipper and other West Point graduates -- Continued exclusion and segregation -- The first African American Commander in Chief

Do minority voters respond to co-racial or co-ethnic candidates? That is does the increased chance of substantive representation translate into increased participation? Here, we focus on this question among African American voters. While much of the empirical literature on this question has produced conflicting answers, recent studies suggest that minority candidates can significantly increase minority turnout. We argue that past work on this topic does not adequately account for the fact that minority voters in places with minority candidates may systematically differ in their level of participation than minority voters in places without minority candidates. In this study we address the weaknesses of previous research designs and offer a new design that exploits the redistricting process to gain additional leverage over this question. We find little evidence that African American voter turnout increases when voters are moved to African American candidates. We find some evidence that white voters, however, tend to vote at lower rates when they are represented by African American candidates.

Intro -- Acknowledgements -- Contents -- Introduction -- 1 - African Americans and African migrants:Mutual attraction and repulsion -- 2 - Historical memory as a factor in interactions between African Americans and sub-Saharan African migrants -- 3 - Images of cultures, and interactions between African Americans and sub-Saharan African migrants -- Conclusion -- Photographic Essay -- References -- Index.

Widespread attention to, and mobilization against, police killings of unarmed African Americans shatter any lingering myths of a post-racial America. We argue that the entrenched racial divide in the lived experiences and perceptions of whites and African Americans is mediated by emotions. Continuing research about the perceptions of and emotions attached to political events by people of different races, we draw on an embedded experiment. We contend that stories about police killings will elicit distinct emotions from whites and African Americans. The experiment varies the race of a victim of a police-involved shooting as well as whether the victim was suspected of criminality. We find that the majority of respondents express disappointment without regard to condition and that African Americans are more likely than whites to express anger as an emotional response. We see in-group/out-group psychological tendencies, with whites who read about a white victim (regardless of criminality) more likely to recommend criminal charges for the officer versus those who received a black victim. The findings highlight how identity moderates the connection between emotions and politics while also contributing to our understanding of race relations today.

American Africans in Ghana: Black Expatriates and the Civil Rights Era.

Background In order for the South African Police Service to fulfil its mandate of creating a safe and secure environment, various human, financial, and technological resources are required. Hence, the availability of adequately trained human resources is considered critical in ensuring that the South African Police Service is able to fulfil its roles and responsibilities. Without the efforts, knowledge, capabilities, and committed behaviour of its police officers, the organisation would not be able to achieve its objectives and deliver on its mandated duties. However, recent data published by the South African Police Service revealed an increase in employee turnover, particularly at senior levels within the organisation and among highly skilled/specialist staff. Due to the stringent requirements of law-enforcement positions, the recruitment and selection of police officers is a lengthy, costly and often complex process. This is even more applicable to those in senior and highly skilled and/or specialist positions. It is, therefore, of paramount importance that an effective retention strategy is put in place to curb voluntary employee turnover and thus ensure the retention of scarce skills within the police force. Aim of the Study Being able to retain and engage police officers, a scarce resource, is vital for the South African Police Service in ensuring that it is able to fulfil its legislated mandate. Therefore, the aim of the present study was to identify the push and pull factors and/or the reasons that are most commonly related to voluntary turnover among the employees of the organisation. Identification of these factors would make it possible to present recommendations and/or to propose strategies, policies and practices that could be implemented to increase the retention of skilled senior staff. Method A descriptive research design was utilised. To address the research question, copies of archived exit-interview questionnaires were obtained from the South African Police Service. When an employee tenders his/her resignation, an exit interview is conducted by a trained interviewer (typically a social worker, psychologist or chaplain). During this meeting, an exit-interview questionnaire is completed and archived. This questionnaire consists of both closed-ended and open-ended semi-structured questions. A sample of exit-interview questionnaires (n=91) that comprised questionnaires from employees who held the rank of Sergeant, Warrant Officer or Captain and who had voluntarily resigned from the Western Cape South African Police Service during the 2016/17 fiscal year was obtained. Both qualitative and quantitative data obtained from the exit-interview questionnaires were analysed. Findings The findings suggested that overall, the South African Police Service was considered a good employer. The most prevalent reason for employee turnover was found to be related to the perceived safety of individuals and the risk to employees' lives in carrying out their duties. The reasons given for resigning from the organisation were divided into two categories, namely individual factors (i.e., related to the person) and organisational factors (i.e., related to the organisation). Individual factor variables provided by respondents as reasons to leave included health, relocation, further studies, family time, rest, long service, and age. Organisational factors included better career opportunities; business opportunities; unfair treatment; lack of recognition, promotion or advancement opportunities; undesirable working hours; and issues with leadership/management. Recommendations Based on the findings, it is recommended that an effective retention strategy is implemented within the South African Police Service that includes career development, health and wellness, reward and recognition, work-life balance, and leadership. This recommended retention strategy should value transparency and empowerment and should aim to create a workplace that is conducive to good working conditions through enhancing team cohesion; creating opportunities for learning; and improving service delivery, the quality of work life, and work-life balance.