Stress is an officer 's top most nemesis. Too much stress and it affects your health and by extension your wealth. This document seeks to explain the ways that stress can be managed among the law enforcement officers. Stress can be a major hindrance to the officers’ effectiveness of duty. During a call, it generates automatic physiological and psychological reactions that reduce one’s effectiveness.
A police personality is based upon the belief that police officers possess different characteristics from the public. For instance, police officers are faced with danger and authority on a daily basis. Therefore, the police are always suspicious, on the lookout, and they do not trust anyone. The police are subject to isolation, solidarity and cohesion. There are many officers that are able to balance the job and their personal lives, while some abuse their power.
The aforementioned phenomena results in material social and economic costs to both employers and individuals. Serious risks include psychological harm and physical injuries, increased stress levels and an overall significant impact to the safety and well-being of the individual. Workplace bullying is the situation whereby an employee is treated with negative acts for a long period of time by his peers, supervisors or bosses. Usually the employee is unable to defend or retaliate due to the recognition of a formal or informal power imbalance. These advices will help employees in successfully dealing with or in managing bullying.
Sexual Harassment in the Workplace Sexual harassment in the workplace is an issue that affects many due to the high rise in reported and unreported cases. Both men and women across the U.S and worldwide are being affected directly and indirectly. Certain measures are needed to prevent sexual harassment from arising in the workplace, and it is only through an effective education that this will be achieved. According to the National Women 's Law Center (2000), “Harassment can poison the work atmosphere and negatively impact other workers who are not themselves harassed. In fact, decreased work group productivity was the largest single cost to the government in its survey of harassment.” The purpose of this paper is to describe an example of
3. Ethics & Values a. Ethics and Professionalism Introduction The challenges of living in today’s society seem greater than ever before. We are bombarded with information through the media, exposed to customer dissatisfaction that we want but cannot achieve, expected to change our attitudes to a wide range of events, be supportive friends, be active and healthy and also good students and continue to please our older relatives by demonstrating that we still adhere to the traditional values of our society. At work, as police officers, your lives will be very challenging.
Research suggests that there are contributing factors that may increase the possibility that certain people may be at a higher risk for compassion fatigue because of personal trauma, or professionals who have poor self-care practices, and people with lack of job satisfaction. In addition, it is important to know the difference between burnout and compassion fatigue because they share similar symptoms and often overlap. “Some research indicates that job burnout and compassion fatigue (i.e., secondary trauma) are separate contributors to psychological distress. Burnout is not limited to those who work with the traumatized and tends to occur over a prolonged period of time” (Harr & Moore, 2011,
The FTO programs are highly stressful because the stress of police work, along with a constant evaluation by training officers can be a lot to handle (143). The flexibility of police officers allows them to be able to handle different situations at a moment's notice. The FTO Training is key to developing the best quality police officers and weeding out those that can’t make the cut. When we don’t focus on effective training, we run the risk putting people in danger. According to Doug Wyllie, “The quality of a police department is directly correlated to the quality of its FTO program (Wyllie, 2017).
Staff retention is also better in teams where stress is better managed (Anthony et al, 2005). Work stress reflects poor compatibility between the individual and the situations that one may face in the vicinity of the work. The stress occurs in situations where the employee perceives that his capacity to face work requirements represents a significant burden on him (Anderson R. 2003). The physical changes (rapid heartbeat, high blood pressure) and psychological changes (stress and anxiety) of an individual is the process of creating or willing to adapt compressor environmental variables (Bummer K. & B.H. Newberry,
Martinez-Pons (1997) continues to explain that the ability to relate behaviors and challenges of emotional intelligence on workplace implementation is a really big benefit in constructing an outstanding team. One of the most usual factors that leads to retention problems is communication flaws that create disconnection and doubt. A leader lacking in emotional intelligence is not able to effectively measure the needs, wants and expectations of those they lead. Leaders who react from their emotions without sorting them can create mistrust amongst their staff and can utterly put their working relationships on the line. Reacting with irregular emotions can be detrimental to overall culture, attitudes and positive feelings toward the company and the duty.
These stressors impact negatively upon interpersonal relationships with colleagues and students. Some suggestions are made for improving the structural and especially the organizational coping resources available to social work lecturers in order to assist them to develop more effective responses to stress. Mokowska (1995) attempted to identify psychosocial determinants of stress and wellbeing in occupationally active women. The significance of the work related stressors was evidently greater than that of the stressors associated with the family function, although the relationship between family functioning, stress and well –being was also significant. Sahu and Misra (1995) attempted to find out the relationship between life stress and burn out.