| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "LAW ENFORCEMENT INTERVIEWING TECHNIQUES": |
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Law Enforcement Interviewing Techniques, 2004.
An examination of the methods by which the police elicit information from suspects.
2,445 words (approx. 9.8 pages), 11 sources, MLA, £ 51.95
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Abstract
This paper examines how criminal investigation relies heavily on evidence elicited directly, whether from cooperative eyewitnesses to a crime or from less (intentionally) cooperative suspects. It looks at how, according to veteran investigators, information provided by witnesses and perpetrators is responsible for more than three-quarters of successfully solved violent crimes, whereas independently-obtained, circumstantial evidence is instrumental in less than one-quarter. It discusses how techniques for interviewing witnesses and interrogating suspects remain one of the most inadequately addressed areas of formal police training, with many officers simply acquiring their skills informally on the job.
From the Paper
"Interviews with police investigators reveal the widespread belief among
police personnel that investigative skills are chiefly functions of innate ability and natural instincts, as opposed to any formal training (Fletcher, 1992). Anecdotal evidence suggests that, to some degree, this appears true in that many successful investigators have no formal training in interviewing or interrogation, while others remain relatively unsuccessful despite participation in seminars and other forms of training programs specifically designed to teach effective techniques of interviewing
witnesses and interrogating suspects."
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Hiring Interviewing Techniques, 2004.
This paper selects the best interviewing technique for hiring new positions in the case of the Ogman Corporation, a growing telecommunications company.
1,175 words (approx. 4.7 pages), 4 sources, MLA, £ 27.95
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Abstract
This paper explains that Ogman Corporation is now using unstructured or informal interviewing, wherein the interviewer asks the same open-ended, basic questions of each candidate, which leads to a broad evaluation being done with no set standard upon which to judge a candidate.The author points out that one of the techniques is stress interviewing, which is used to discover if a particular candidate will break under pressure; but stress interviewing has low validity and reliability, can give candidates a bad impression of the company, and could lead to legal problems. The paper recommends that Ogman Corporation adopt the panel interviewing technique to standardize its interviewing process because it includes all the benefits of a structured technique and has the benefits of reducing interviewer bias and allowing relevant employees to have input into the selection process.
Table of Contents
Introduction
Purpose
Scope
Assumptions
Limitations
Background on Ogman Corporation
Unstructured Interviewing
Structured Interviewing
Panel Interviewing
Stress Interviewing
Conclusions
From the Paper
"Panel interviewing is a variation on the structured interview. The only difference is the candidate is interviewed by a group of people at the same time instead of just one. This panel of interviewers can be made up of many different people but it usually includes the HR manager, the hiring manager and an employee with relevant technical skills to the position the candidate is applying for. The main reason for using a panel is to limit human bias and judgment errors that a single interviewer might have. This makes the final decision much more objective."
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Diversity and Law Enforcement, 2004.
This paper offers an interview with an African American college student regarding his perceptions as a minority.
678 words (approx. 2.7 pages), 2 sources, APA, £ 16.95
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Abstract
The paper provides an interview with an African American college student regarding his perceptions as a minority. The paper examines the implications for law enforcement.
From the Paper
"As a future police officer of the 21st Century, I will need to apply the values of my society to my work in the contemporary American criminal justice system. These values are based in the ethical concept that individual rights are as important as law and order. Diversity must also be factored into law enforcement. To gain a better understanding of these precepts I interviewed a fellow student at Western Illinois University, a ? year old African American working toward a degree as an education specialist."
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Interview Techniques for the Job Applicant, 1997.
Describes the steps & techniques required for a prospective job applicant in performing well in the interview process.
2,700 words (approx. 10.8 pages), 2 sources, £ 66.95
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From the Paper
" Interview Techniques for the Job applicant
Introduction
A successful interview is composed of many parts. In order for these parts to properly combine, the proper homework must be done (Bell, 1997). If, for example, the applicant wants to find a job in marketing, having a thorough knowledge of the marketing field would be of great use. Having the proper college education is very useful, but an education only serves as a stepping off point for success in the real world. An individual must take the skills that he or she has acquired and apply this knowledge towards a career path. This means understanding one's own strengths and weaknesses in terms of a chosen profession (Bell, 1997).
To carry the example further, a person interested in a career in marketing should be able to truthfully assess what he or she.."
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Interview Techniques, 1997.
Compares structured & unstructured interviews, advantages & disadvantages and interviewee rights.
1,125 words (approx. 4.5 pages), 7 sources, £ 27.95
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From the Paper
"Introduction
Many managers believe that the traditional interview remains the best method for finding high-quality workers, despite techniques such as pre-employment psychological testing and other innovative processes available to recruiting personnel. When conducted properly, the interview can provide a good picture of the applicant. The employment interview may be used to judge an applicant's interpersonal reactions, communication skills and fitness for a particular job. This research examines two types of interview techniques, the structured and unstructured interview, including appropriateness and applicability in today's work environments.
Structured Interviews
The structured interview consists of prepared questions or situations given by an ..."
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Criminal Justice and ID Technology, 2008.
This paper discusses the evolution of identification technology in law enforcement.
2,551 words (approx. 10.2 pages), 9 sources, APA, £ 53.95
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Abstract
In this article, the writer notes that in barely a century and a half, law enforcement identification capabilities have evolved from rudimentary procedures for positively establishing the identity of criminal suspects to incredibly sophisticated methods of identification. The writer points out that modern law enforcement authorities have the benefit of age-old interview and interrogation techniques perfected long before the technological explosion of the late 20th century. The writer discusses that fingerprinting revolutionized police identification procedures at the turn of the 20th century, and computers, DNA science, and digital analysis expanded the identification tools available to law enforcement exponentially. Still, the writer maintains that after 150 years, the basic investigative approach to law enforcement identification procedures remains essentially unchanged, except for the tools themselves.
Outline:
Background and History
Line-ups and Mug-Shots
Interviews and Interrogation
Fingerprints
Blood Evidence
Psychological Profiling
DNA-Based Technology
Shared Computer Databases
Future Directions of Identification Technology
Conclusion
From the Paper
"The traditional methods of positively identifying subjects that developed in the earliest eras of policing relied heavily on the deductive reasoning skills of police investigators, on the availability of witnesses. In this regard, criminal investigations often hinged on the individual investigator's ability to canvass crime scenes, solicit cooperation from witnesses, and information from crime victims and known associates of subjects under investigation or criminal suspects. In turn, the potential value of eyewitness testimony has always been limited by the inaccuracy inherent in human memory.
"Criminal lineups were devised as a method of testing the accuracy of memory, and consisted, in general, of simply presenting a group of subjects containing only one actual criminal suspect to an eyewitness or victim of the crime, with instructions to the witness to identify the individual suspected of perpetrating the crime."
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Effective Interviewing, 2006.
This paper discusses the way a company should prepare for an interview, select potential candidates and execute an interviewing plan to avoid the pitfalls of the interviewing process.
2,715 words (approx. 10.9 pages), 4 sources, APA, £ 56.95
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Abstract
This paper explains that a proper interview is conducted with keen preparedness, astute listening, documenting how each applicant answered the interview questions and comparing those answers to select the proper candidate. The author points out that, while there are many questions that could be asked of potential employees, there are also many questions that should never be asked such as age, pregnancy, marital status, ethnicity, disability, religious affiliation, medical history and plans about a family. The paper stress that there are many methods that an interviewer can use to properly conduct an effective interview; therefore, the interviewer should not have a cut-and-dried method, which he or she uses for every interview scenario.
Table of Content
Preparation before the Interviewing Process
Making the Job Known
Be Familiar with the Job
Questions to Avoid
Questioning Techniques
Summaries of a Proper Interviewing
From the Paper
"Picking a location to conduct the interview is important. According to Wicklander and Zulowski, "the cold, hard feel of the room and the starkness of the surroundings are alienating to a degree that even a veteran interrogator (interviewer) can find uncomfortable." Jacobs concurs with this assertion in stating "Find an appropriate location for the interview. The most important thing is to conduct an interview where interruptions are minimized." A place that is comfortable for the interviewer and the applicant will go a long way in making the interview process more effective and produce better results in employee quality for the long run. It is also important to allow for time when scheduling interviews as well."
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Deadly Force and the Law Enforcement Agents, 2002.
This paper examines the use of deadly force by law enforcement agents and concludes that law enforcement?s recourse to deadly force where necessary should not be significantly reduced.
1,175 words (approx. 4.7 pages), 10 sources, MLA, £ 27.95
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Abstract
This paper evaluates both sides of the issue about the use of deadly force by law enforcement agents by using a formal logic format of two premises and a conclusion. This paper states that suing every cop who uses deadly force or disarming law enforcement altogether is not the answer to problems that attend the use of deadly force. The author concludes that there is compelling evidence that law enforcement organizations have been conscientious in recent years about developing an ethos of public protection and service and firearm safety. Annotated Bibliography.
From the Paper
"Such attitudes and trends help explain why police personnel are increasingly at risk. Police are put in the position of continually second-guessing themselves in the matter of use of deadly force. This means that law-enforcement effectiveness can suffer, which can further erode public safety and make respect for the law an irrelevant social proposition."
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Law Enforcement, 2008.
This paper discusses the importance of a well-defined classification system within the field of law enforcement.
986 words (approx. 3.9 pages), 1 source, APA, £ 24.95
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Abstract
In this article, the writer notes that classifications serve many purposes for different agencies and organizations and fields, including law enforcement. Classification is a tool that, when used correctly, can help agencies devote time to critical matters efficiently. Classification provides agencies the ability to assign cases or problems to specific classes and people that provide expert advice and direction within those fields. The writer points out that this is an important consideration, especially with regard to the fields of law and law enforcement. The writer maintains that without a well-defined classification system within the field of law enforcement, too many cases might be overlooked or lumped into inappropriate categories, resulting in improper investigation or lack of follow up. The writer concludes that because there is so much potential for proper and efficient law enforcement when categories and sub-categories are specialized, it is critical that law enforcement agencies consider and review their classification system regularly.
Outline:
Classification Overview
Classification in Law Enforcement
Purposes of Classes & Sub-Classes in Law Enforcement
Reasons for Classification in Law Enforcement
Classification by System
From the Paper
"The role of the researcher in a law enforcement sub-category of social services may serve as a lecturer, offering information to organizations or companies about fields of interest in social work. The role of the head of the department may include supervising the work of field experts and monitoring progress, as well as assigning cases to specific experts in the social work sub-category of the classification of Social Work under law enforcement. Professional staff may also serve in the social work classification field under direction of one of the researchers or the head of the law enforcement agency; the role of this staff member may be administrative. This suggests an administrative officer working under the social work classification in law enforcement will help the department manage family law cases, including reports of abuse or recommendations regarding incarceration of related family or other information."
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Fertilization Techniques, 2007.
This paper examines the most common infertility techniques that are available today.
2,252 words (approx. 9.0 pages), 18 sources, MLA, £ 48.95
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Abstract
In this paper, the writer discusses that there are a number of methods that have been developed with varying degrees of success to help women who have difficulty becoming pregnant. The writer points out that these include some of the most contemporary technologies, such as in vitro fertilization (IVF), intra-cytoplasmic sperm injection (ICSI), and various other procedures. In essence, the writer explains that assisted fertilization refers to technologies and techniques that can be used to enhance sperm-egg interaction. This paper outlines some of the most prevalent and contemporary of the infertility techniques in use today. The writer concludes that the suggestion is that reproductive cloning will advance, in a similar fashion to the acceptance of techniques like IVF, and that new techniques will be developed to improve upon existing methods of infertility assistance.
Outline:
Introduction
In Vitro Fertilization (IVF)
Intra-cytoplasmic Sperm Injection (ICSI)
GIFT: Gametic Intra-fallopian Transfer
Other Techniques
New Techniques and Reproductive Cloning
From the Paper
"There are a number of advantages to this procedure, including the fact the embryo can be fertilized inside the oviduct in its natural environment. The process also takes only about an hour and can also be performed on an outpatient basis."
"There are a number of variations to both GIFT and in vitro fertilization that are important to note. These include blastocyst transfer, or the transfer of a more mature embryo; as well as the use of donor eggs from another woman and the use of a surrogate mother and the transfer of frozen embryos."
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Implementing Lean Manufacturing Techniques, 2003.
Discusses the difficulties of implementing lean manufacturing techniques and the need for top management support if a company is to be successful in the implementation of the techniques.
1,451 words (approx. 5.8 pages), 3 sources, MLA, £ 33.95
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Abstract
This paper looks at the increasing pressure on companies to produce more with fewer human resources. It looks at approaches to lean management techniques and the most successful process of implementation. The paper considers time and activity studies, both traditional methods and computer-based methods, and how, if done properly, they can be used effectively in the implementation of the lean manufacturing techniques.
From the Paper
"Companies today are expected to compete globally, meet higher standards, and increase profits, but often with fewer people and fewer resources. Striving to meet these seemingly impossible goals, organizations began to develop lean manufacturing techniques. To improve employee productivity, time and activity studies are conducted. There are traditional methods of gathering time information which is through the use of stopwatches and personal observations. However, technology has brought about new computer-based programs too. Whatever the way that a company may decide to conduct the studies, they first need to understand the benefits that motion and time studies can bring to their organization. After the time studies occur, the company should be able to successfully put into practice the results that the studies show."
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Interviewing Strategy, 2004.
This paper discusses an interviewing strategy for a company that has had a high turnover rate, which may have been caused by improper interviewing of potential employees.
1,230 words (approx. 4.9 pages), 1 source, MLA, £ 28.95
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Abstract
The paper explains that, possibly, the high turnover rate is due to too much leading within the context of the applicant interview in which managers accidentally lead applicants to answer one way or another. The author points out another possible bias in an applicant interview situation is that the manager might automatically make inferences about a candidate?s situation and jump to conclusions based on these inferences, which can harm an applicants chances for further consideration; therefore, it is recommended that two individuals be present in order to record information and first impressions about an applicant's responses. The paper relates that rarely does a manager engage an employee in questioning related to their long-term goals with the potential employer, such as ?Tell me why you left your last employer and how long you were with them??
From the Paper
"There are many different types of interviews that can be conducted within an organization. The type of interview strategy proposed for CWH is an intense and open ended employment interview. The interview process in and of itself should be an intensive communication transaction ?designed to obtain or share predetermined information? in this case information about a candidates skills, qualifications and abilities. In an employment interview the interviewee should attempt to gather knowledge about the strengths and weaknesses of the organization and the person being interviewed attempts to share only their most popular qualities with the interviewer."
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Qualitative Interviewing, 2004.
A survey of issues surrounding qualitative interviewing as a method in policy evaluation.
1,856 words (approx. 7.4 pages), 19 sources, MLA, £ 41.95
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Abstract
This paper describes qualitative interviewing as a research method. The paper presents major issues raised by various authors, researchers and practitioners on the use of qualitative interviewing as a method in policy evaluation. The paper examines whether qualitative interviewing is ideal for policy evaluation.
Outline
Overview
The Qualitative Interview Method
Scientific Inquiry and Qualitative Interviewing
Validity and Reliability in Qualitative Interviewing
Conclusion
From the Paper
"On account of the above, features of qualitative interviews differ from the survey interviews usually used in quantitative research. A qualitative interview is a one-on-one conversation between the researcher and the interviewee about a specific topic (Rubin and Rubin, p. 4). Unlike surveys, the questions in a qualitative interview are not standardized, even if a researcher conducts multiple interviews on the same topic. The qualitative interviewer uses open-ended, unstructured or semi-structured questions to elicit in-depth, detailed information from the interviewee. The interviewer has the flexibility to pursue unanticipated lines of inquiry."
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Law Enforcement, 2004.
An analysis of how technology is currently affecting law enforcement communications and records.
2,020 words (approx. 8.1 pages), 4 sources, MLA, £ 43.95
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Abstract
This paper aims to show how law enforcement has been both positively and, at times, adversely affected by technology. The paper contends that, since small departments are underfunded and under-manned, they miss out on technological breakthroughs as law enforcement advances technologically. The paper assesses that both big and small law enforcement departments continue to be pressured into implementing newer techniques and technologies to fight crime. With those pressures come the demands of upgrading equipment, but it also creates a need for better educated and well-trained human resource aspects.
From the Paper
"A typical police department in America has become an extremely busy place. In most cases, just the basic 911 traffic is overwhelming. In the City of Richmond for example, there were over one million 911 calls in the year 2001. ?This division received 907,000 E-911 calls and 366,000 wireless 911 calls during 2001 and dispatched 347,584 police calls for service and 26,282 fire calls for service.? (Division of Emergency Communications, 2004) Obviously, in a case of this many emergency calls, technology is the only way a small department can handle this type of volume. ?Its Computer Added Dispatch System (CADS) operates at more than 30 million instructions per second providing seamless and timely delivery of public safety services to the citizens.? (Division of Emergency Communications, 2004) The city of Richmond?s police have dedicated the resources of a division to meet their responsibility to uphold public safety and also to administer non-public safety radio communications. The division has also been implemented as the city's Emergency 911 call center. The division operates 24/7 and requires a staff of over forty communications officers and supervisors. ?The Division of Emergency Communications dispatches calls for the Police Department, Fire Department, Emergency Medical Services, and Public Works.? (Division of Emergency Communications, 2004) Technological advances allow the division to accept and process any 911 call and also to field other non-emergency type calls. The advances in communication provide the entire community with a communications link that incorporates citizens, public safety field personnel and other city services."
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