Police officers come in daily contact with a variety of individuals, and occasionally being caught up in a language barrier. With this being said, unintended problems can arise, such as: Language barriers limit police officers from performing their duties well if they cannot communicate within a diverse population. Language barriers can prevent individuals from reporting a crime or describing a suspect involved in a crime. Another challenge could be that a diverse population might not be able to speak and/or understand the police officers language, and this could leave a community feeling isolated and distrustful.
When police officers are not familiar with the language, dialect, or word terms spoken by their community, it not only makes it a challenge for investigating crimes, but even more of a challenge for deciding if a crime has even occurred (Shah, 2007). When it comes to cultural norms within a diverse population constant monitoring of changing organizational culture is necessary for top productively. There is much success in building trusting relationships with diverse communities, challenges still remain.
For example, lack of trust is one of the greatest obstacles faced by police officers and has a direct impact on the ability to address neighborhood issues of crime, disorder, and terrorism prevention (Wasserman, 2010). Police officers are often unsure how to start dialog with a diverse population that they are not familiar with. It is known that law enforcements management are better at reaching out to diverse communities for establishing relationships, but many executives feel that it is necessary for their police officers to develop effective relationships at the neighborhood level.
Being the police may not have been as friendly towards them and/or may have been known to treat their people badly, the diverse population might have developed a deep seated fear of the police (Wasserman, 2010). As for the acceptance into the community, the need for proper relationships between the police and the community, presents a need for better police human relations, public relations, and community relations. The police and community need each other to help communities to be as lively and safe as possible, and to be a two-way partnership (Dempsey, 2010).
Propose Solutions to These Challenges One solution to the language challenge would be to hire and train more police officers to speak multiple languages. A second solution to the language challenge would be better teamwork, for example, various members of the police department meeting with various members of the diverse population and both sides equally communicating, not arguing, in order to accomplish a better understanding and respect for one another (Shah, 2007).
A solution to the cultural norms challenge would be to make sure that blending center personnel understand the communities they serve in order to create studies that are valuable to police officers while protecting the privacy, civil rights, and civil liberties of each and every individual of the diverse population. Blending center personnel must make sure that they do not accidentally create reports based on stereotypes, assumptions, or incorrect information, particularly since such products can cause damage to any relationship within the diverse population community (Wasserman, 2010).
Men and women, whites and non-whites, or middle-class and working class people are all different, but much less different than they are the same. A solution for the acceptance into the community challenge would be a better appreciation and acceptance of both commonalities and differences in order to have an effective working relationship. The police have the responsibility and obligation to better educate the public about the many causes of crime and the lack of ability for the police to act alone and on their own in order to control crime.
In order to improve human relations police officers must treat others with respect and dignity, and try to encourage action aimed at solving community problems (Dempsey, 2010). Persuasive Influence of Culture, Race, and Ethnicity in the Workplace Most workplaces in the United States, including police departments have been above all employed and managed by whites. Whites have successfully challenged some hiring’s and promotions on the ground of reverse discrimination.
For example, where White and Hispanic firefighters brought a reverse discrimination suit against the city of New Haven in the case of Ricci v. DeStefano, when efforts to shield one ethnic group lead to discrimination against another ethnic group. Officers who usually worked in primarily white male workforces must learn to work with ever-increasing numbers of women, gay men and lesbians, blacks, Hispanics, Asians, and others within our diverse society. Officers need to have better knowledge of conflict resolution techniques in order to reduce racial and ethnic problems (Barnes, 2010).