Law Enforcement Khalid (2012) describes one incident in the ongoing conflict between American law enforcement and minority communities. Recently, the FBI hired an informant to pose as a Muslim in order to spy on the Iowan Muslim community in search of terrorist ties. The imposter went to mosque and forged ties with local Muslims. When the espionage was exposed, the Muslim community public expressed utter betrayal, according to Khalid (2012). In

This is known among police as "professional courtesy," and violating it has been known to result in the cited officer's commander's contacting the issuing officer's commander with an (informal) complaint, expected to be addressed by an (informal) lecture on the topic of professional courtesy. Occasionally, a "ticket war" will erupt between neighboring police departments, sparked, initially, by the issuance of summonses by officers from one department to off-duty officers from

By comparison, more proactive, crime-focused, or zero tolerance policing strategies make discretion more difficult to control administratively for several reasons. Specifically, proactive officers generally function more autonomously in choosing where to initiate police action; consequently, they are involved in much higher proportions of serious criminal matters, requiring many more spontaneous opportunities to exercise discretion. As a general rule, proactive police officers engaged in crime prevention-focused administrative strategies encounter more dangerous situations and

Stress and Suicide in Law Enforcement Populations The paper is an understanding of what stress could have on law enforcement officials. The factors which cause stress for law enforcement officials are varied ranging from personal life issues, the pressures of work, the public response towards police job, the entire criminal law system and the entire rules and procedures involved in the law system. If this stress is not alleviated then the

In this regard, Lott points out, "Between 70% and 80% of police departments explicitly use norming of physical standards in their hiring practices. However, most of the departments that use objective standards do not enforce these rules. Women who fail to meet the absolute standards during academy training are unlikely to be failed out of the program" (p. 276). This lack of consistency in how these standards are applied

Rather than continually telling people what to do, Theory Y managers believe that people actually want to work and do a good job and that "people will apply self-control and self-direction in the pursuit of organisational objectives, without external control or the threat of punishment" (Chapman 2013). The managers who have applied this philosophy to their leadership and show great trust and confidence in the ability of workers to