Professionaliseerumisest ja professionalismist on siinses voos mitmel korral juttu olnud (vt nt siit ja siit). Siinviidatu kandev eetos tugineb ikka valjemini kõlavast kriitikast politsei teadmiste-oskuste vastavusest sotsiaalse elu keerukusele. Tekst võiks huvi pakkuda kõikidele politseinikele, aga ka turvalisuse valdkonna poliitikakujundajatele ja haridusjuhtidele.
Continued emphasis on enhancing police legitimacy and improving police-community relations is also critical to maintaining the model of policing by consent. This is even more critical with recent calls to ‘Defund the Police’ in light of the George Floyd murder. To meet the requirements of this new operating environment, Policing Vision 2025 (NPCC 2016) outlined an image of the required workforce with which conﬁdent proﬁcient professionals are able to adapt, be autonomous and knowledgeable. Accordingly, the police need to become better professionals to suit these new working conditions.
Drawing mainly on the work of Noordegraaf (2016, 2020), it is argued that a diﬀerent analytical framework can provide a better understanding of how professions are being reconﬁgured through a process of restructuring, re-stratiﬁcation, and relocation and why when we apply this framework, it becomes clear that trait-based attempts to return the police to professionalism are likely to have limited success. Instead, there is a need to reconceptualise our understanding of professionalism to identify what factors are inﬂuencing and reshaping professional identities.
Moevoolude mõju politsei valikutele:
The introduction of New Public Management regimes aimed to support police cut down on their extraneous tasks and redirect their gaze to their primary mandate to control crime.
Politsei sisemise kultuuri ja disaini mõjudest:
He suggests attempts to standardise processes from the above have led to a vacuum in the inability of oﬃcers to eﬀectively use their discretion and autonomy even when operating across less visible space, like out on patrol. Bacon argues that there is a gap between supervisors and they require to deal with scrutiny processes meaning that the actual regulation of front-line practitioners some without the appropriate skills to deal (poor leadership, lack of knowledge and inappropriate decisions) with complex cases was missing.
Teadmised võivad viia vähemusse ehk Teiseks:
Norman and Williams (2016) argue university experience for individual police oﬃcers gave them a sense of personal achievement and the ability to be reﬂective, but on returning to the organisation, they felt inhibited and unable to put knowledge into practice.
Police work, like other public sector organisations, is increasingly connected and requires multi-professional responses. Most prominent demands for police services have increased signiﬁcantly in recent years (College of Policing 2015) and police work increasingly involves understanding new, diverse, and complex problems which they are expected to resolve (McCann and Granter 2019).
Teadmised on küll olulised, kuid …
Learning and development often takes a back seat to other operational priorities.
It is critical to embed reﬂection and learning needs at an organisational level, allowing the police service to become more self-reforming. Metcalf (2017:153) argues that police services need to shift from being a blame culture where mistakes and crises are acted upon defensively or reactively to embed an organisational learning approach that moves the police to be ‘an intelligent and adaptive network enabled by an engaged, conﬁdent and trusting workforce’.
… ja mõtlemiseks:
What this article has shown is that recent attempts to ‘re-professionalise’ the police in this way through the adoption of particular traits have led to continued debates between organisational and professional logics rather than creating an understanding of professionalism that moves beyond these dichotomies.
Martin, D. (2021). Understanding the reconstruction of police professionalism in the UK. Policing and Society, 1-16.