Ethical Issues of Undercover Police

Ethical Issues of Undercover Police Abstract When an officer goes on an undercover assignment, it is more psychological for the officer than anything else. Undercover assignments can cause havoc on the officers marriage, family relationships and even on his self. When officers go deep undercover for long periods of time, it sometimes can cause them to go rogue and become on the other side of the law. There are certain rules and regulations that officers have to follow while undercover, this paper will discuss these rules and regulations of being undercover as well as reviewing all the ethical dilemmas the two undercover officers faced while on assignment. Also, how a new supervisor could prevent that type of behavior with future undercover officers will also be discussed in this paper. It is so essential for someone that goes on undercover, to not get lost while on assignment. The focus is essential; they cannot lose focus. It may be exciting for some but some; it could lead them on a road of continuous unethical decision makin g. Introduction On many occasions, undercover officers are forced to be away from their family and friends for long periods of time. It can reek havoc on that family relationship because some officer’s attitudes change as well as their absence from the home. If they have children, it makes it that much worse. It is necessary for officers who go undercover always to follow the rules and regulations to avoid falling on the other side of the law and going rogue. If the officer does not follow the rules and regulations exactly, it is easy for them to get caught up in illegal activities. Undercover officers face ethical dilemmas all the time; it is up to them to make the right decision over the wrong one. If the officer makes the wrong decision, it can not only put them and the rest of the team’s lives in danger, but it could also cost them their career and land them potentially behind bars with the same criminals they put behind those same bars. Rules and Regulations of Undercover Assignments There are not many rules that are known to the public for the simple reason of not allowing the public to weed out those who are undercover. However, there is a two-drink maximum rule in place where officers are only allowed to consume two alcoholic drinks per night while undercover. However, while permitting specific illegal behavior on behalf of the police who are undercover, the public will lose trust in the police for the simple fact the police were allowed to legally break the law when if the people of the community did the same thing, they would be arrested and charged with no questions asked. Having public trust and moral authority is essential for the police in a democratic society (Joh, 2009). It is allowing the officers to be free of following the basic rule of law principles that are set in place. Every state has their own set of undercover rules and regulations, and they may differ from state to state. However, for the state of Oregan, the covert operations are explained in detail of what is and is not allowed while conducting an undercover investigation (0640.95 Undercover Safety and Operation Procedures | 0600 Field Operations | The City of Portland, Oregon, 2018). Officers who work undercover could work the assignment alone or with two or more team members. The most crucial thing for an officer to remember is never to have any clothing or items that are visible to the naked eyes that would reveal theyre true identity. So this would include, their badge, uniform, holster, anything that would be recognized as a police uniform (0640.95 Undercover Safety and Operation Procedures, 2018). In Portland, there are a few different rules that must be followed by the officers going undercover. A few of those rules include: The officer cannot consume any controlled substances. If a situation arises that the officer is being forced to use, they should refuse. However, if the suspect pushes more, the officer should take their self out of the situation and terminate the assignment. Another rule is for the officer always to be armed no matter where they are at (0640.95 Undercover Safety and Operation Procedures, 2018). Also, officers should not drink alcohol when on assignment, however, if the situation arises that they must they should refrain from drinking in excess. Nevertheless, if alcohol was consumed then the officer should report it immediately and cannot participate in any police activity until the effects of the alcohol have worn off (0640.95 Undercover Safety and Operation Procedures, 2018). The Ethical Dilemma’s Officers Face In the scenario, both officers made numerous unethical decisions that could have cost them both their career or even their life. When the officer’s get caught by their superiors of committing police misconduct, and they see no punishment for their actions, then it leaves the officer to continue their behavior and sometimes even escalate their behavior. For example, the more experienced officer, Tony, consumed many drinks, bought cigarettes and even played pool on the contingency funds. He also has purchased Marijuana with the same funds. Tony’s informant even gets paid fifty dollars from the funds needed for the investigation. However, when Tony sees’s the informant, he not only kisses her but also grabs her behind and makes an offensive statement to her. This is not necessary to keep his cover. He sounds like a jerk especially since he does not like to work as a team. He prefers to work alone. Even though Tony logged the expenses into the book does not mean all that he logged was accurate. When he paid the informant the fifty dollars, the receipt was not witnessed by Johnny until the next day. He was asked to witness the receipt of the transaction between Tony and his informant, but he lied because he was not there when the transaction occurred so he can not say for sure where that fifty dollars went. Over the past three years, Johnny has many accomplishments but also has had to face the consequences relating to a traffic accident while using an undercover car, being late as well as using inappropriate language and turning his reports in late. Noticeably, the more Johnny is around Tony, the more he is becoming just like him. He is disregarding his job, his family and other outside commitments. They both ditch work and go to the bar and drink until their shift ends. So now they are driving home intoxicated. Johnny has become just like Tony in regards to not being a team player. Tony has negatively influenced Johnny. Instead of showing him the right way to do things, he showed him the way he does things. However, by doing this, Johnny is now lying to his wife about his whereabouts as well as drinking excessively on the job which entails driving intoxicated. Coming in all hours of the night when he was not working or way after his shift ended. This is not the type of behavior of an o fficer, whether uniformed or undercover, should act. Johnny even using his unmarked car for pleasure without asking or notifying his superior. Preventing the Same Behavior in the Future When a new supervisor comes into the department, they should have an idea of how they want their unit ran. No matter how long any of the officers have been there, it is the supervisor’s job to make sure things are running efficiently as well as avoiding any misconduct from their officers (Dwyer, 2008). There is a set of code of ethics that is separate from the formalized rules and regulations. The supervisor should take the code of ethics and print them on a card for each officer. A small card they can carry around with them at all times, in their wallet or pocket. Every time they put they hand in their pocket; they will feel the card and glance at it. The problem with many departments, is some of the officer’s do not give the code of ethics a second thought (Dwyer, 2008). When these code of ethics have been violated by an officer, the consequence should be enforced and not pushed under the rug. The example should be made of these officers because then the newer officer s will get the idea that the supervisor nor the department is something to take lightly. By the police department being able to control their officers behavior as they see fit is essential when trying to accomplish the agency’s service goals and mission. Having the courts back the departments is also necessary. Rarely, officers who have made attempts to persuade the courts to make the departments relax the dictates has been deterred (Dwyer, 2008).   It is so important to have a department that has stability, and once the balance is shaken, the officer who is trying to go against it should be handled right then and there. There should not be a chance after chance because all that tell the officers is that its okay do not do it again, in which they do (Dwyer, 2008). Conclusion Every officer, whether in uniform or undercover, should have a code of ethics they follow. Most people are raised up with morals, and some carry those morals as they grow up, but some forget those morals after they leave home. Not only should a person have their own set of ethics to follow but also they should follow their department’s code of ethics. If more officers were reprimanded for violating any of the code of ethics set by their department, then maybe there would be less misconduct within the criminal justice system. There is no officer better than the other. Being on the police force means having a team of officers, not a solo officer who feels they can take on the world by their self. When the officers have that mentality, they sometimes end up on the other side of the law. References 0640.95 Undercover Safety and Operation Procedures | 0600 Field Operations | The City of Portland, Oregon. (2018). Retrieved from https://www.portlandoregon.gov/police/article/529154 Dwyer, T. (2008). Codes of ethics and officer discipline. Retrieved from https://www.policeone.com/legal/articles/1743985-Codes-of-ethics-and-officer-discipline/ Joh, E. (2009). Breaking the Law to Enforce it: Undercover Police Participation in Crime.  Stanford Law Review,  62.

Reaction paper to malampaya fund

When I'm reading articles, facts, and history about this, I was surprised with 137. 8 billion pesos estimated fund collected annually with this project. In reality with this capital, we can build another oil industry and various projects to manipulate this asset which primarily based on research that Philippines are rich in natural resources. When we overcome this proper usage, manipulation, development and strengthening the force of our country that we may be not able to bully by other states and get this place which are capable to make our country powerful than them.If this so, Philippines have the capabilities to pace with other countries also focuses on producing oil and other natural resources found in their area. But what happen? It goes to the pockets of the corrupt government officials instead it is for the development of the country. But there's nothing new about it. What was the road were taking in? Is this the track that they promised with their sweet words? Or if will und erstand this at present, promises are really made to be broken.We lack of ability of manipulation of the things that we really owned. When I'm writing this reaction paper, I feel so bad not only to those public officials but also to those who have the right to suffrage, still we choose who are popular, good-looking without dedication and accountability. As a public administration student, starting now I will think what's good for the country than filling my own pocket coming from the taxes earned through hard work of every citizen. Our country needs us.

Brief Article Teaches You the Ins and Outs of Term Paper Writing and What You Should Do Today

Brief Article Teaches You the Ins and Outs of Term Paper Writing and What You Should Do Today Term Paper Writing - Overview Essays are normally not very long, therefore it's no real surprise that teachers would assign a great deal of them to write. Students lead busy lives and frequently forget about a coming deadline. They spend a lot of time, money and other things in getting their degree. All around the world, they are not only tested on course work and assignments but also on time management. Rumors, Deception and Term Paper Writing One of the absolute most difficult characteristics of writing a book are figuring out whom you would like your characters to be. Writing a term paper demands a writer who's equipped to prevent common errors like punctuation, spelling, etc.. Likewise some narrative papers have single word topics that are critical in creating a title as the writer will be at their very own freedom to formulate a title depending on the crucial word. 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Employee Empowerment And Participative Work Redesign Programs Business Essay - Free Essay Example

Sample details Pages: 8 Words: 2435 Downloads: 5 Date added: 2017/06/26 Category Management Essay Type Analytical essay Did you like this example? INTRODUCTION TO EMPLOYEE EMPOWERMENT AND PARTICIPATIVE WORK REDESIGN PROGRAMS Employee empowerment and participative work redesign programs have been a part of the recurring discussions by authors in the recent years. The two phrases have been called as twin and have been deployed as worthy innovations and as necessary features to enhance movements including Total Quality Management and Business process re-engineering (Beirne themes M., 2006). Empowerment is considered to be an important ingredient in high performance organisations today. Don’t waste time! Our writers will create an original "Employee Empowerment And Participative Work Redesign Programs Business Essay" essay for you Create order The meaning and definition of the word EMPOWERMENT can be interpreted in various ways by different people. As cited in Michelle.K et al (2000), Parker and Price (1994) define empowerment in an organizational context as the belief that one has control over decision making, Conger and Kanungo (1988) define empowerment as increased feelings of self-efficacy, Thomas and Velthouse (1990) and Spreitzer (1995) expand the definition to include the meaning of the work, self-efficacy or competence, self determination or choice about actions, and impact on work outcomes, Kieffer (1984) define empowerment as long-term adult learning and development with the goal of increasing participatory competence, i.e. the ability to play an active role in shaping ones environment. Thus including all the above definitions, empowerment can be defined as A developmental process that promotes an active approach to problem solving, increased political understanding, and an increased ability to exercise control. For the British government and European Union members, the main consideration was given to a humanist element that included fairness and consensus, which focused on economic empowerment; absorbing the building up of economy, community and citizens. (Commission of the European Union, 1998 and Department of Trade and Industry, 1999), (cited in Beirne, M. 2006 p2). To cope up with the ever increasing pressure of globalisation and demand for higher efficiency, a lot many organizations have decided to apply the strategy of restructuring. As cited in Isaiah O.et al, from past many decades most of the work on job design and redesign has been based on the studies of Hackman and Oldham (1976, 1980). As per them the motivational potential in a job is dependent on a number of tasks dimensions such as task variety, autonomy, identity, significance feedback and skills variety. It is generally assumed that a job that has higher value of above mentioned attributes has a higher motivating potent ial than a job that is not. In the present era Employee Empowerment and Participative Work Redesign Programs are becoming very popular as they not only ensure job satisfaction and job security at the workplace, but also foster power in people to carry any type of task and cope up with any kind of challenge with confidence IMPORTANCE OF EMPLOYEE EMPOWERMENT AND PARTICIPATIVE WORK REDESIGN PROGRAMS Employee empowerment and Participative work redesign programs forms the basis for every organisation today ,as it allows and help the organisation to achieve its objectives and help in transfusing reflective learning in the employees and gear them up to contribute their best towards the progress of the organisation. In the past century, workers were disempowered under Taylorism and Fordism as they followed the approach of disconnecting the doing and thinking aspects of work. Both Taylor and Ford utilised their ideas in the restructuring of American steel plant and ultimately led to increased productivity and output and also had been able to distribute goods to a large population. Though there were some good aspects associated with Fordism and Taylorism but dehumanising impact on employees was the main source and area of concern. Workers were being affected by the monotony of work, health issues due to cumbersome tasks and by the lack of job satisfaction. Ford himself discovered the power of empowerment along with various other organisations, as employees were dissatisfied with their jobs and were forced to go in search of other alternatives. This lead to the softening of the regime and various incentives and bonuses were offered to retain employees and in Fords case salary hikes and socialisation programmes to induce a sense of commitment towards his company were conducted for the immigrant workers (Beirne, 2006). Many organisations today still follow the authoritarian management styles as were followed decades ago by Taylor and Ford. This part of essay is in reference to my personal experience of working in an Information Technology firm. I joined the firm some three years back with a lot of expectation in mind in regards to job satisfaction, opportunity to learn and enhance my skills. With the passage of time I started to realise that the people within my department were afraid of our Group project manager and as soon as he was seen around people woul d pretend to be working on some important task which in actual was not the case. The atmosphere there was always full of fear and tension. Also during the times of recession a couple of years back employees were forced to take over tasks forcefully, they were transferred to the location away from their homes and were forced to abide by policies that were of no use within the company. Due to fear of losing their jobs employees became puppets of the higher management and had to agree on everything they were asked to do. All these factors finally resulted in high iteration rate within the company as employee were dissatisfied with the quality of work and always feared job insecurity .Thus the employer eventually had to roll back all the unnecessary policies, had to pay high incentives to the employees and considered promoting their employees to retain them within the organisation. Many organisational changes were done to foster in employees satisfaction from their jobs. A lot many o rganisations have benefitted themselves by empowering its employees and launching various motivational programmes. One of the live examples of the same is the BMW Mini plant in Oxford. The company claims to have saved about 10.5 million pounds in two years. The employees within the firm were asked to generate ideas for improvement and a target for the same was given to all its employees. If the target was achieved successfully then the employees were rewarded with the various bonuses. Empowering employees to generate ideas for companys improvement indirectly encourages the employees to work at its best for the success of the organisation. www.ethicalcorp.com Second example of employee empowerment is the company named Toshiba that started an innovation programme in year 2001 to increase its performance and in return saved nearly  £3 billion worldwide and over  £10 million in the UK. There were a couple of challenges faced by the management initially as it was difficult to m otivate employees to generate ideas. Also a number of innovative projects in the company had been a result of bringing together employees from across the departments in the organisation. www.ethicalcorp.com Recalling the case study shown in class, on Wedge wood organisation, the company suffered major losses due to ineffective management, employees had no say in the organisation and also the employees were not satisfied with their jobs. The employer in order to bring change within the company decided to spend millions of pounds on buying robot machines that were not efficient and had teething problems , neglecting his employees. The company should have gone with the criteria of empowering its employee, and through participative work redesign programmes it could have saved the company from wasting millions of pounds on the useless robot machines and also would have fostered in its employee satisfaction towards their job. MAIN CHALLENGES OF MANAGING INNOVATION AT WORK Innovation forms the basis for any organization who wants to survive in todays restless environment. Organisations today should always strive to renew the process they offer and deliver to their stakeholders. Benefits of innovation include targeting the best customers, holding large market share, increased shareholder return and high employee satisfaction and morale. The word innovation originated from Latin word innovare which means to make something new. The most comprehensive definition was given by U.K. department of trade and industry who see it as the successful exploitation of new ideas. An employer may face a lot many challenges while managing innovation at work. The main challenges that can be faced by an employer are as below: What is the need to change? : Organizations always face a big question of why do we need to innovate. The reason for the same is just to stay within the market for a long term and it may involve configuration of the products, processes or m arkets all over again. In each case it involves learning and unlearning and it requires strategic direction to focus this process. Also the organizations have to focus on the core area of process, where change is needed. What is it that needs to be changed: Every firm needs to realize the areas that require changes? Even after the firms have recognized the need for continuous innovation they may face a number of challenges in setting up a required innovation agenda. After an innovation agenda is selected still there are a lot many challenges faced in order to ensure continuous improvement in order to succeed. Continuous Learning: Continuous learning is necessary for every single organization as it helps them in their development and for this a good practice model is very much required. In the good practice, it is easier to know how an organization can create a series of new products and services. A few features that belongs to a good practice model includes team working, learn ing and improving continuously, requirement of project management structures and a need of well built structure for continuous flow of processes. Irrespective of the various issues that we find while innovating processes it will always be a subject of change over period of time. www.indianmba.com Communication: Communication holds a major challenge when the innovation within the organization is to be considered. An employer has to make sure that there occurs exhaustive knowledge exchange between all the divisions and departments associated with bringing in the change in order to successfully accomplish the tasks. In case the flow of information between the various units and departments, on the needs to change, is not clear it may prove hazardous to the organization. Thus innovation requires proper channel of communication so as to get feedback and approval of all the employees before going ahead and making a change. One fine example that defines the real meaning and importa nce of term innovation was Danish Company named LEGO which is most famous brands in the world when it comes to making childrens toys. Initially company only focused on creating simple wooden toys but the main turning point for the company was in 1940 when it started making plastic toys that had parts that could be set apart and re-assembled. The design was not initially successful but soon with the help of Godtfred Kirk Christiansen and his discussions with the USA buyers an idea of an architectural innovation popped up which demanded a product platform on which many different designs could have been build. The design took some time to be accepted but by 1958 it became a reality. A series of product, process and market innovations of adding wheels, figures, targeting new market segments helped the company to evolve in the market. By 1968 LEGO toy system opened its theme park as well and it started to attract over 600,000 visitors in its first year itself. The company grew exceptiona lly well only by bringing on the basic changes to its design. Thus innovation within an organization can help an organization to reach acme of heights. The main challenge that can be faced by any organization while making any innovative change is to determine the after affects of the change and would then help the organization flourish as is expected from such a change. www.managing-innovation.com Another case that determines the importance of innovation at work is to be detailed now. Henry Ford started producing cars somewhere back in 1903 and faced success only when the Model T was launched. The main contribution which he made was to change the approach of manufacturing and marketing of cars i.e. the new changes that could have been brought to the already existing cars in the market. Henry, involved rethinking the design of the car and his aim here was to develop the Model T in such a way that it could be purchased by a large section market. He designed and standardised t he whole car along with the constituent elements. He even aimed at targeting a large market in competition to the already existing brands in the market from other companies. Ford and his team of engineers even rethought the overall production operations and it was based on a number of innovations which reduced the need for skilled labour, mechanised much of the assembly process, integrated preparation and manufacturing operations for both components and finished product and systematised the entire process. By following all the changes they were able to generate high volumes of cars thereby increasing productivity and generating high revenues to the company. www.managing-innovation.com Considering the case study on nursing empowerment as discussed in class, the main aim of this the case study was to improve the health care of the patients. For this reason the concept of primary nursing was brought into consideration which aimed at allocating nurses to the fixed number of patien ts so that they can give utmost attention to the health of patients they have been allocated to. Primary nurses were supported by a team to cope up with the work consisting of assistant nurses and ward coordinators. The project faced a number of challenges where in the ward coordinators did not pass on the value information to the nurses taking care of the patients ultimately not allowing them to have full control of their duties. Also the supervisors moved the patients and nurses from one ward to another that disrupted the functioning of the project. Nurses lost their patients due to such a scenario and also lost all the power to talk their heart out in case of any problem. Consultants also faced a lot of issues dealing with the scenarios as they had to go about making rounds of the wards dealing with different nurses and their patients. The above project could have successfully worked had there been a couple of changes been made to functioning of the system. Managing a system requ ire a great deal of efforts and innovating changes take a lot of effort as with changes may arise a lot of factors such as job dissatisfaction, politics within the company, frustrations , unwillingness to work and monotony at work place. GUIDANCE TO SENIOR MANAGERS IN OVERCOMING DIFFICULTIES AND PROMOTING EMPOWERMENT