ahead of them, and proposing methods of trust building with Asian communities may not pan out because Asians already have a preexisting bias against law enforcement (Choe, 2012). Both sides must have trust in one another; agree to conduct peaceful dialogues and mediation in order to solve various issues.
Culturally competent police officers
When officers fail to comprehend a specific culture and their linguistics, critical information could easily be misinterpreted, or it could also fall into the fine lines of racial profiling (Newburn, 2011). Police officers must be trained in skills that could help them deal with various incidents in Asian communities. Patrol officers who are assigned to a predominately Asian district will encounter various …show more content…
law enforcement organizations. By promoting highly qualified Asian-Americans into upper command rank and file, there will be “increased opportunities to have an impact on the policies and procedures of their departments and have input in the decision making process within their departments and their communities” (Dempsey & Frost, 2015, p. 215). Asian-American officers in upper command ranks could also serve as role models for interested Asian applicants who want to pursue a career in law …show more content…
The concept of BHAG is to deploy long term goals and turning it into results (Haberfeld, 2013). The three characteristics of BHAG are as follows: (1) long term; (2) clear and concise; and (3) must connect with core values of the organization (Haberfeld, 2013). Collins and Porras explain the three characteristics of BHAG, and believed it must be accomplished in order to achieve long term progress, change, improvement and innovation. The BHAG concept could be applied in today’s law enforcement organizations, and it could also be implemented as a strategic recruitment model to attract qualified Asian-American applicants. In similarities to the BHAG concept, a law enforcement agency that aims to recruit qualified Asian-American officers must develop a strategic police recruitment model that is long term, clear, concise, and connects with the Asian
Culturally competent police officers
When officers fail to comprehend a specific culture and their linguistics, critical information could easily be misinterpreted, or it could also fall into the fine lines of racial profiling (Newburn, 2011). Police officers must be trained in skills that could help them deal with various incidents in Asian communities. Patrol officers who are assigned to a predominately Asian district will encounter various …show more content…
law enforcement organizations. By promoting highly qualified Asian-Americans into upper command rank and file, there will be “increased opportunities to have an impact on the policies and procedures of their departments and have input in the decision making process within their departments and their communities” (Dempsey & Frost, 2015, p. 215). Asian-American officers in upper command ranks could also serve as role models for interested Asian applicants who want to pursue a career in law …show more content…
The concept of BHAG is to deploy long term goals and turning it into results (Haberfeld, 2013). The three characteristics of BHAG are as follows: (1) long term; (2) clear and concise; and (3) must connect with core values of the organization (Haberfeld, 2013). Collins and Porras explain the three characteristics of BHAG, and believed it must be accomplished in order to achieve long term progress, change, improvement and innovation. The BHAG concept could be applied in today’s law enforcement organizations, and it could also be implemented as a strategic recruitment model to attract qualified Asian-American applicants. In similarities to the BHAG concept, a law enforcement agency that aims to recruit qualified Asian-American officers must develop a strategic police recruitment model that is long term, clear, concise, and connects with the Asian