Search results

This paper is drawn from a larger study investigating community perceptions of police legitimacy in the Monash Local Government Area (LGA), in the Australian state of Victoria. Monash had seen declining results in the official government survey in the indicators that assessed police legitimacy over the preceding decade. The purpose of this paper is to explore the perceptions of both migrant and non-migrant participants to understand the role of migrant status in influencing assessments of police legitimacy in Monash LGA.

Through six focus groups, 18 interviews and one e-mail response with 31 individuals, perceptions of Victoria Police among the communities of Monash were collated and analysed.

One of the key findings of the study was that ethnic diversity and/or migrant status of community members were a key factor raised in response to questions about community perceptions of the legitimacy of Victoria Police in Monash LGA. Demographic change had been significant in Monash LGA over the preceding decade, including increasing ethnic diversity in the population and a shift in migration patterns from predominantly European to migrants from East and South Asia. In this paper, the authors suggest that the migrant status of Monash residents was a key factor that both migrant and non-migrant participants thought influenced perceptions of the police. Accordingly, because migrants make up a significant cohort of Australia’s population, we afford due attention to this previously overlooked topic.

The practical implications of this paper are as follows: existing Victoria Police partnerships in the Monash community should be continued and expanded where possible; Victoria Police should also prioritise partnerships with large, new migrant communities, for example, Monash’s Chinese communities; orientation for new migrants to Victoria around the criminal justice system, including Victoria Police, would help new migrants be more aware of their rights and what to expect of law enforcement in their new host country; police should continue to increase representation of ethnic diversity in the force via recruitment of greater numbers of ethnically diverse police members.

Although there have been previous Australian studies on migrant status as a factor in perceptions of criminal justice (see Murphy and Cherney, 2011, 2012; Hong Chui and Kwok-Yin Cheng, 2014), the paper identifies a distinct narrative around migrants’ views of Victoria Police which the authors believe warrant further investigation using an example from a local context. Furthermore, most research in this field has been quantitative. The current study provides additional new insights through an in-depth qualitative approach.

The purpose of this paper is to identify key new dynamics in the talent pool; identify the role of opportunity in the development of organizational talent; distinguish between the effectiveness of image and leadership behaviors in the attraction and retention of key organizational talent; touch on the key talent management areas which are well managed by successful organizations: employer brand/employee of choice strategy, employee engagement, coaching, project and stretch opportunities, and redeployment/outplacement; and to reiterate the need for senior ownership of the talent strategy, without which most talent strategies are doomed to remain expensive means to an elusive end

The paper is an opinion paper, which draws broadly on a range of talent management experience, and it identifies key acid tests of talent strategy success

Reiterates the need for senior ownership of the talent strategy.

The paper identifies key acid tests of talent strategy success.

The paper sets out to examine effective, practical and holistic people strategies that address key skills retention, employee engagement, employee motivation and attendance gaps, with a view to positively impacting on organization costs, productivity and business performance. The paper also seeks to examine the value of assessment and feedback in talent engagement and retention, and to look at developing employees via experience‐based development initiatives.

The paper commences with an assessment of a matrix of the “hot buttons” or “predictors”, which need to be consciously managed – with significant potential returns, where managed well. The paper examines a holistic matrix of nine employee engagement predictors: process; role challenge; values; work‐life balance; information; stake/leverage/reward/recognition; management; work environment; and product. Reference is made to a case study in which this matrix formed the basis of the organization's people management strategy.

Workplace context is key. Take a holistic view of the key elements of the business most likely to impact team engagement, motivation, attendance and retention, link individual assessment directly to the key drivers of the business, and recognize that key talent is likely to thrive on experience‐based career leverage opportunities.

Provides practical guidance to senior HR professionals and business leaders for developing a successful strategy for key skills retention and employee engagement.

The purpose of this paper is to investigate the effect of encounters on police legitimacy and levels of trust in the police in the Monash Local Government Area in the state of Victoria, Australia. Monash was chosen as it had experienced declining results in the official National Survey of Community Satisfaction with Policing in relation to police legitimacy and trust.

A qualitative case study comprising 18 interviews and six focus groups with community representatives from Monash is employed in the paper.

When procedural justice approaches are applied during encounters between the police and the public, encounters contribute to securing legitimacy for the police. Contact between the police and the public in everyday situations also enhances trust in the police, depending on the way the police conduct themselves during such interactions.

Findings from a qualitative case study are not able to be widely generalised but the conclusions are still useful for informing insights into processes impacting police legitimacy and trust.

Contributes to informing evidence-based police practice around the way police conduct themselves during community interactions; informs policy decisions around allocation of funding for law enforcement with more officers required to carry out community policing; emphasises the importance of prioritising partnerships with communities; demonstrates that positive police/community relations have wider social cohesion implications in a contemporary era of counter-terrorism priorities.

The majority of research in this field to date has been quantitative. A qualitative approach provides fresh insights into the mechanisms of police legitimacy, especially the role of encounters and procedural justice.

The purpose of this paper is to review the latest management developments across the globe and pinpoint practical implications from cutting‐edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Today's chief executives, marketers and R&D staff might be forgiven if they sometimes think they have stumbled into Alice's Wonderland by mistake and are having a worse time of it than she did, as they try to come to terms with the vagaries of those not‐easily‐satisfied or understood characters called “the customer”.

The paper provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to digest format.

Allan A. S. Rae has been appointed as the new chairman of CIBA‐Geigy (U.K.) Ltd., The Clayton Aniline Company Ltd., CIBA‐Geigy Chemicals Ltd. and Ilford Ltd. Mr Rae succeeds Lord Harvey of Prestbury who retired but continues as a Director of the parent company CIBA‐Geigy AG, Basle, and in the U.K. will act as consultant and adviser to Mr Rae.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

Water‐borne coatings Increasing use of water‐borne emulsion coatings for original equipment manufacturers (OEM) and product finishes is requiring greater efficiency in coalescing‐aid solvents, an Eastman Chemical Co. representative said at a recent Chicago Society for Coatings Technology meeting. Eastman's Ronald K. Litton said emulsions designed for OEM and industrial applications have higher glass transition temperatures than emulsions used in architectural paints. That requires higher levels of coalescing aid to achieve good film formation. As a result, coalescing‐aid efficiency with a given emulsion system is a key factor, both from environmental (lower‐volatile organic compound (VOC)) and economic standpoints. Several properties should be examined when a coalescing aid is selected for water‐borne emulsion industrial coatings. The formulator should consider the evaporation rate and solubility parameter of the coalescing aid, along with its distribution pattern in a specific emulsion system. Those properties are important in defining the efficiency of a coalescing aid in terms of its ability to lower the minimum film‐forming temperature (MFFT) of an emulsion system. The coalescing aids also must be hydrolytically stable to provide minimum loss of efficiency due to ageing, Litton said. He showed several charts designed to assist formulators in the selection of optimum coalescing aids for emulsion systems. At the same conference, James T.K. Woo of The Glidden Co. discussed the grafting of high‐molecular‐weight epoxy resins with styrene‐methacrylic acid monomers, producing a water‐reducible copolymer. Grafting takes place at the aliphatic carbons of the epoxy resin, according to carbon‐13 NMR spectroscopy. The study was a follow‐up to a paper presented 14 years ago. Woo said recent research indicates that five grafting “peaks” were identified on a 400 megacycle carbon‐13 nuclear magnetic resonance spectroscopy instrument. The paper provided several theoretical calculation on grafting. Three of the graft peaks resulted from grafting at the secondary methylene carbons ‐CH2‐ and two resulted from grafting at the tertiary carbon ‐CH‐. The ratio of grafting at ‐CH2‐ to ‐CH‐appears to be 2.7:1 — lower than the 4:1 ratio of protons present on the aliphatic carbons that are susceptible to hydrogen abstraction leading to grafting. That indicates that the tertiary hydrogen is somwhat more susceptible to grafting than the methylene hydrogens, he said.

Richard Williams has been appointed to the Board of Micaply International as Marketing Director. He has extensive experience of the European printed circuit industry with periods spent in the UK, Sweden and Germany.