Officers excessive use of force.

 

Write paper based explaining how you would prevent the Maggie Thomas situation, she is a women in Atlanta who was approached by police and was brutally injured due to the officers excessive use of force. what reform would a person put into place for officers. what training may prevent this situation from happening again. Overall the basis of the paper is how you would prevent this from happening to anyone else. Explain how and why it should be changed Please include a works cited page with about 6 sources.

 

 

Sample Solution

Officers’ excessive use of force

Excessive force refers to force in excess of what a police officer reasonably believes is necessary. A police officer may be held liable for using excessive force in an arrest, an investigatory stop, or other seizures. A police officer may also be liable for not preventing another police officer from using excessive force. The case of Maggie Thomas is an example of how police officers use excessive force. On May 1, 2018, Maggie Thomas was punched in the face, body slammed, and tased multiple times by an Atlanta police officer in Zone 6 in front of her four-year old child. She was contacted by police for a simple speeding ticket. Law enforcement is an important societal function and its effectiveness is hampered when tensions exist between the policy department and the public it serves. Police departments across the nation are currently reforming their policies to reduce excessive use of force by reforming their training to focus on de-escalation tactics.

inally, the HRM is responsible in managing implementation of change. Change may be in terms of process, organizational structure, systems and culture among others. Changes are the inevitable twists that affect the normal and known paths through which an organization operates. Some of the aforementioned twists arise internally from the organization’s need to achieve new status. Others are externally experienced due to the shifts in the business environment. The issues aforementioned under the discussion are achieved through the functions of the HRM office. Functions of HRM Generally, HRM management can be subdivided into three interlinked phases. The practice functions include recruiting qualified human resources, managing the employees in the working environment as well as preparing and enforcing exit of the employees from the organization. The process of recruiting employees arises from the organization’s need to properly position itself in the economy. Ideally, recruitment should follow an order closest to; vacancy advertisement, selection of potential candidates, interviewing and contracting the successful candidate(s). Once in the organization, new employees are inducted and trained. It is during work performance that issues such as motivation, compensation development, disciplinary actions, performance appraisals, career planning / development, counseling, talent management, safety management and staff communication are conducted (Gold & Bratton, 2001). The employees continuously offer their service to the organization under the existing HRM measures until they exit. Exit may result from retrenchment, obsolescence, retiring, resignation or termination of employment. The HRM at this phase has a responsibility to counsel and prepare the exiting emplo

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