POLICE HUMAN DEVELOPMENT
Year:2010 | Volume:6 | Issue:26|Papers Count:7

Consumption pattern adjustment means optimized usage of resources and human resources are the most important resources in organizations. Any movement and adjustment in this resource which result in productivity and effectiveness of organization can be considered a movement towards consumption pattern adjustment. So to adjust consumption or in another word to promote effectiveness and to increase efficiency the police has chosen different and specific targets and accordingly has formed its initiatives to attain the most results. Meanwhile considering the effects that police behaviors and deeds have on performance efficiency and police missions the personnel ethics and behaviors have attracted the attention of police organization. Therefore a standard framework for ethical behavior in form of basic and multi dimensional codification of police personnel ethics were suggested to improve personnel ethical behavior which in case it is implemented correctly it will increase efficiency of performance and productivity in organization. One of the criteria of correct implementation of such standards is the role of organization itself. Namely the organization can make these criteria functional in personnel behaviors and deeds by providing backgrounds and necessary capabilities and by continuation of training, research and consultation.

One of the issues that has preoccupied the mind of mankind through ages is the question of security. But establishment of security in society and preparation of required backgrounds for establishment of security and order in society are conditional upon loyalty of individual to law. Furthermore the family is the base and foundation of society to the extent that the safety of society and family are interrelated. Different factors contributed to deviation of youth including ignorance, unawareness, weak belief and faith, lack of control over self, non- management of self, weak determination and existence of unsuitable model which of course can be handled in family by using different strategies such as gradual training, introduction of suitable model, exercise and habit building, emotional persuasion, continuation of happiness. Therefore it is necessary to all especially parents to take part in establishment of security in society. In this article different methods for information of parents, transparency of responsibilities, motivation of social and moral conscious, fight against manifestations of unsafely were suggested and introduced which give proof to direct relation between promotion of security and promotion of culture in family and this task can not be fulfilled only through awareness.

As police forces work in stressful conditions, this article is intended to study, appraise and deal with stress resources, repercussions, and stress adjusters among police forces. Both individual and organizational factors can produce stress for police forces but different researches have shown that organizational factors more than personal factors contribute to stress in police work. Stress can have different behavioral, psychological and physical repercussions which are not the same due to different organizational and individual characteristics. police forces are not the same in confrontation and appraisal of stress. Confrontation of police forces with stressful conditions has a unique characteristic. Police forces at the beginning and during the primary appraisal experience a lot of challenges in the situation, but in continuation or in a secondary appraisal they consider the situation resolvable. Police forces in primary appraisal are totally under the influence of situation but they are not so in secondary appraisal, in fact in secondary appraisal they show some sort of stability in confrontation with different stressful situations. Furthermore the police forces who are older appraise the situation positively and more resolvable than younger police forces. police forces due to the nature of their work used confrontation style which is different from ordinary people.

Management methods, styles and performances are extensively interrelated with organizational culture. Management decisions flow only through organizational culture. If the decisions are not proportionate and concolorous to organizational culture backgrounds, undoubtedly it will have very little chance of execution and the aims of decision will not be conceptualized. In this research it is attempted to study the role of cultural values in acceptance and effectiveness of processes and human resource management initiatives. The results of this study indicate that the cultural values have influence over each five aspects, namely human resource management main tasks which include absorption, selection, training, appraisal and performance management, salary and allowance payment systems processes. Cultural values through job specifications desirability, absorption resource selection, absorbers effectiveness and the amount of present and future absorption in organization will have influence over absorption process and through job specifications and ideal applicants specifications. applicants choices and applicants responses to selection process will have influence over selection process and through training requirements and training methods will have influence over training process and through creation of performance criteria, methods used for measurement of employees performance and acceptance and feedback efficacy of performance will have influence over performance management and through salary and allowance payment systems will have influence over salary and allowance systems.

The organizations in which the confidence are prevailed among their personnel attain higher accomplishments in proportionate to organizations in which such characteristics are not prevailed. Intra and inter confidence among organizations directly related to establishment of new network of relationships which are necessary for execution of organization initiatives. Very few researches have investigated the role which the length of time and the intensity of conflicts have on organizational repercussions. In this research the role of conflicts and communications in employees’ confidence in work environment are investigated. The results of this research indicate that functional conflicts positively and procedural and relational conflicts reversely are interrelated with our conception of confidence. Functional conflicts are interrelated reversely with conflicts intensity and conflicts length. Conflicts length positively and conflicts intensity reversely are interrelated with confidence. The results of this research also indicate that the intensity and the length of conflicts make adjustments between different types of conflicts (functional, relational and procedural) and confidence. Communications Freedom make adjustments to effects of conflicts on confidence. The communications freedom also make adjustments between the relation of intensity and length of conflicts and confidence.

Job satisfaction indicates the individual sense and satisfaction of the job which are influenced by individual characteristics such as values, attitudes and their trends and also the characteristics related to work environment. Job satisfaction is the most effective factor in personnel job satisfaction and organization productivity. Job satisfaction has also influence over individual satisfaction sense of life. In this research it is attempted to investigate organizational and individual factors which determine police job satisfaction. The following factors of education, age, gender, length of service, rank of police are individual factors of forces job satisfaction as well as autonomy, job diversity, the importance of the job itself, the need to accept the responsibility during the work, appreciation expressed by manager, the required expertise and knowledge for doing the job are among organizational factors which determine the police job satisfaction. Meanwhile the organizational factors are more important than demography characteristics in determination of job satisfaction and superior or managers should focus on work environment as the main tools to increase job satisfaction and incentives among forces.

Purpose – The purpose of this paper is to address the changing organization and culture of the Dutch police over the last decade. Design/methodology/approach – Drawing on personal observation, desk research and a survey among the police and administrative elite in The Netherlands, the paper describes, analyzes and reflects upon developments which are out of tune with the Dutch tradition. Findings – From the 1960s onwards, The Netherlands was famous for her pragmatic, decentralized and friendly style of community policing. The slogan “the police are your best friend” summarizes the “essence” or the “soul” of Dutch policing. Increasingly, however, the typically tolerant, friendly and social policing style has come under pressure. The system of relatively independent regional police departments has been fiercely criticized because of the lack of effectiveness and efficiency in solving crime, safety and security challenges. National government now wants a much bigger say in setting its police programs and priorities. Moreover, as elite government officials stipulate, the police must be more “tough” on crime and terrorism. This attitude has led to centralization, penalization and, at the local level, responsibilization, which signifies that a variety of private, (often profit-seeking) policing agencies and companies are made responsible for public order maintenance. Such changes are leading toward a “state-centered” police model at some distance from citizens, a development that is seen as contrary to the social soul of Dutch policing. Originality/value – The paper offers an analysis into the changing “soul” of Dutch policings.