Seeing Blue: Police Reform, Occupational Culture, and Cognitive Burn-In

Sklansky, David Alan

doi:10.1016/s1521-6136(07)08001-3

Cited by 63 publications

(63 citation statements)

References 54 publications

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“…And perhaps even more important is the question whether the goals or mission statements of business organizations, which are connected to specific underlying values, are compatible with public law enforcement. The private sector is said to focus solely on efficiency, profit maximization, and narrowly drawn performance goals due to their clientdriven mandate (Sklansky, 2007), while the police are believed to go beyond these limited values and address the general public interest. The expanding cooperation between the private security sector and the police could, according to Sklansky (2007), however, lead to a growing feeling of affinity between the two sectors, and could thus facilitate a transfer of norms in either direction, in which he believes it to be more likely that police forces will copy the strategies, rhetoric, and self-conception of the security sector.…”

Section: Public and Private Policingmentioning

confidence: 99%

“…Despite the preference of a large group of guards towards crime fighting -the 'police wannabe' (Micucci, 1998;Button, 2007b;Rigakos, 2002) -private security firms have a client-driven mandate (Sklansky, 2007). Due to a highly competitive market, the client who hires private guards has a major impact on the way the job is done.…”

Section: Group Loyalty and Social Isolationmentioning

confidence: 99%

“…This gender and race mix obviously has an impact on cultural aspects in police organizations (for example the fading of the traditional, masculine crime fighter image). Sklansky (2007) (Herbert, 1998: 350). In this sense, police culture consists of schemas, incomplete (and sometimes even contradictory) rules, and models of good and bad conduct, which are filtered and selectively applied in a particular context (Shearing and Ericson, 1991;Reiner, 2000).…”

Section: Individual Officer Characteristicsmentioning

confidence: 99%

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Occupational Culture in Policing Reviewed: A Comparison of Values in the Public and Private Police

Loyens

2009

International Journal of Public Administration

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Recent years have seen an increasing privatization of the security sector, leading to an intermingling of private and public policing and a possible 'value-shift' for the overall security policy. Systematic comparative research between police and private security values is, however, still lacking. This article intends to help filling this void by giving an overview of literature on values and occupational culture in both sectors. We conclude that culture is mostly approached in a one-sided, stereotypical and negative way. Our recommendation is to integrate the occupational culture research in the broader academic tradition that focuses on organizational culture and climate.

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Section: Public and Private Policingmentioning

confidence: 99%

Section: Group Loyalty and Social Isolationmentioning

confidence: 99%

Section: Individual Officer Characteristicsmentioning

confidence: 99%

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Occupational Culture in Policing Reviewed: A Comparison of Values in the Public and Private Police

Loyens

2009

International Journal of Public Administration

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“…Even if the debate on police culture is ongoing (Sklansky 2007;Loftus 2010;Cockcroft 2013), a permanent degree of variation or "hybridity" within and between police organizations is agreed upon. At the same time, especially when it comes to demanding situations, the work of policing is essentially still a matter of dealing efficiently and authoritatively with danger inherent to police work (Loftus 2010).…”

Section: Innovation: the European Journal Of Social Science Researchmentioning

confidence: 99%

Shifting repertoires: understanding cultural plurality in policing

Hendriks

Hulst

2016

Innovation: The European Journal of Social Science Research

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“…The first factor is the frequency of opportunities to perform trained tasks on the job (Brinkerhoff & Montessino, 1995;Gaudine & Saks, 2004;Lim & Morris, 2006). The opportunity to perform a trained task will, in turn, be impacted by organisational factors (Etzioni, 1961;Ford, Quinones, Sego, & Sorra, 1992;Simon, 1964), work context factors (Chan, 1997;Chan, Devery & Doran, 2003;Ford et al, 1992;Huczynski & Lewis, 1980;Sklansky, 2007) and individual characteristic factors (Baldwin & Ford, 1988;Bandura, 1982;Chan, 1997;Noe, 1986). The second workplace-related factor that impacts on transfer and application is the degree of supervision, coaching and performance feedback that occurs (Brinkerhoff & Montesino, 1995;Broad & Newstrom, 1992;Burke & Baldwin, 1999;Clarke, 2002).…”

Section: Workplace-related Factorsmentioning

confidence: 99%

Skill acquisition, transfer and application: a study of investigative interviewing training in the Queensland Police Service

Mount¹

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The ability of a police officer to elicit case-relevant information from a witness, victim or suspect of a crime is a fundamental component of policing capability. The police officer must be able to elicit accurate, complete and timely information from the individual in a manner that is effective, efficient and legally compliant. The officer must also be able to adapt their elicitation techniques to suit the circumstances of the encounter -whether it is a roadside field interview with a witness to a vehicle accident or a formal investigative interview of a homicide suspect. The interpersonal and communication skills required to effectively undertake the elicitation task, I propose, comprise both 'hard' procedural and 'soft' cognitive components. Neither hard nor soft interviewing skills are typically innate and the police officer must be formally trained in their uses. Once acquired in the training environment, the skills must then be transferred effectively and applied regularly in a workplace setting. At each junction in the acquisition-transfer-application pathway a variety of factors will either enable or inhibit the journey and, ultimately, impact on the effectiveness of the investigative interview that is conducted in the workplace. Using the Queensland Police Service (QPS) as a case study, my research expands upon existing knowledge associated with the skill acquisition-transfer-application pathway. The research also addresses research gaps associated with training delivery and workplace utilisation of both hard and soft investigative interviewing skills.My findings suggest that there is an imbalance of emphasis on hard skills in investigative interviewing training with soft skills relegated to a cursory status. My findings also indicate that QPS Level 1 (Foundation) investigative interviewing training is not satisfying the skill demands of the most common interviewing scenarios for uniformed officers -the Field Interview. My findings suggest that the acquisition-transfer-application pathway for QPS Level 2 (Complex Investigations) is, with some adjustments, more likely to lead to effective investigative interviews. My research has implications for both the design and delivery of investigative interviewing training and the future development and management of this key component of policing capability.iii Declaration by authorThis thesis is composed of my original work, and contains no material previously published or written by another person except where due reference has been made in the text. I have clearly stated the contribution by others to jointly-authored works that I have included in my thesis.

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Seeing Blue: Police Reform, Occupational Culture, and Cognitive Burn-In

Cited by 63 publications

References 54 publications

Occupational Culture in Policing Reviewed: A Comparison of Values in the Public and Private Police

Occupational Culture in Policing Reviewed: A Comparison of Values in the Public and Private Police

Shifting repertoires: understanding cultural plurality in policing

Skill acquisition, transfer and application: a study of investigative interviewing training in the Queensland Police Service

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