CJ 310 Law Enforcement Argumentative Paper

Community-oriented policing focuses on problem-solving. This assignment encourages students to identify policing
strategies for solving crime-related problems in their communities. Students must (i) identify a specific crime or
crime-related problem in the greater San Diego area, (ii) propose a specific police strategy to address the problem,
(iii) explain why the proposed strategy should be effective, and (iv) discuss any constitutional issues or community
relations issues that might result from the implementation of the proposed strategy.

COMPONENTS: The paper should include the following components:

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Title Page (5 points): The title page must contain: student’s names, course number and title, instructor’s name, date, and a meaningful title.

Introduction (5 points): The introduction should include your thesis and roadmap of argument.

Specific crime-related problem (15 points): Students must describe a specific crime or crime-related problem (e.g., graffiti/vandalism, drug use on college campuses, or used drug needles in playground areas) as well as a description of where the problem is occurring and who it is affecting. Students must provide a factual basis for the existence of the problem by referencing: (i) use of crime statistics for the San Diego area; (ii) newspaper articles or media reports describing multiple criminal incidents; AND/OR (iii) telephone or Zoom interviews with local law enforcement personnel, residents or representatives of community organizations. Due to the social distancing guidelines for the COVID-19 pandemic, students are discouraged from conducting in-person interviews.

Proposed policing strategy (15 points): Students must identify a specific policing strategy (e.g., directed patrols, zero tolerance policing, predictive policing, safety checks, strategic partnership with community organization) and explain how the strategy is designed to address the identified problem.

Explanation and Measurement of Effectiveness (30 points): Consistent with evidence-based policing, students must (i) identify research (i.e., peer-reviewed research articles or successful case studies) that support the likelihood of success of the proposed policing strategy, and (ii) describe how the effectiveness of the strategy will be measured and evaluated.

Constitutional/Community Relations Issues (10 points): Students must (i) anticipate any constitutional/community relations issues that might arise from implementation of the proposed strategy, and (ii) explain how those concerns will be addressed.

Conclusion (5 points): The conclusion should synthesize your arguments and offer your final thoughts.

Correct Grammar, Spelling and MLA Formatting (10 points): Use correct spelling, grammar and MLA formatting. Use an academic tone (e.g., avoid slang, passive voice, first person voice, and contractions).One point will be deducted for each error.

Works Cited Page (5 points): The works cited page must list every resource that you used to develop your
paper.A copy of the job posting or the grad school application requirements.This can be a screen shot, or a copy and paste of the text.
NOTE: This should not just be a link
Résumé or Curriculum Vitae (page length dependent upon form): Formatting should be consistent and purposeful. You should tailor your document to the job ad or grad school. There are no specific formatting requirements for this portion as formatting should be decided upon based on the position/program.
Statement of Purpose or Cover Letter (1-3 pages): Formatting should be driven by the type of document and the specifications of the job/program. Make sure to tailor this document to your specific audience.
Reflection Statement should discuss the writing process for this assignment.
What was it like to find and analyze a job/ grad school advertisement?
What difficulties did you encounter?
What writing strategies worked well for this assignment?
What will you do differently next time?
Did you realize you needed to prepare for a job/grad program in way you previously hadn’t thought about once you started looking at the requirements for the job/ program?

Tasty Products, a billion-dollar multinational company, has for more than 25 years has developed, produced, and distributed organic food products to major retailers (e.g., Whole Foods; Costco, Safeway) throughout the United States. These products are noted for their salutary effects, including stable blood glucose levels. Tasty Products has recently decided to launch a new line of products.

It will develop, produce, and distribute all-naturally flavored protein bars to its new and existing clients. This new line of all-naturally flavored protein bars will necessitate establishing a new division to develop, produce, market, and distribute the product. A new Executive Vice President will need to be selected to establish and lead the new division.

Your company, Wiz Consultants, has been retained to help Tasty Products’ Human Resources Director make the final selection from the candidates she has previously interviewed and narrowed to three (3) possibilities. She has prepared a detailed written profile for each candidate.

Tasty Products’ Human Resources Director has explained to you that she has been directed to find the best person to establish and run the new division. The Human Resources Director further explained that the protein bar industry consists of many well-established companies. Accordingly, the ideal candidate will need to learn quickly and handle many complex leadership and management tasks.

These complex management and leadership tasks include the following: developing innovative strategy, creating well-made products, effective product marketing, developing and managing the processes and procedures for employees to follow, and creating and articulating a clear vision for the new division. Strong leadership will be the key to the all-naturally flavored energy bars success.

The Executive VP will be the face of Tasty Products’ new brand to existing and prospective clients (e.g., Whole Foods, Safeway, Costco, and the like). The key to success with existing clients and prospective clients will be the ability to communicate to them, “What makes Tasty Products naturally flavored protein bars special.” The new Executive VP must be viewed as a person of integrity and an innovative problem solver.

The Executive VP must be seen by current employees and newly hired employees and their managers, who will all work in the new division, as a leader who understands and supports the culture, values, and traditions of Tasty Products. In a short period of time, Tasty Products’ leadership expects the new Executive VP to have met the leadership and management expectations discussed above and have the new division running efficiently and productively.

In summary, Tasty Products desires that the new Executive VP for the Energy Bars Division have the array of excellent management and leadership skills necessary to lead the new division.

Your specific role is to analyze the candidate profiles that follow and answer the specific questions (as identified below the last candidate profiles) the company’s management has asked you.

Candidate Profiles

T.J. Max

T.J. has spent the past 13 years working for Star Lite Foods, a mid-sized, $220 million in annual sales, vegetarian food distribution company, headquartered and operating its largest facility in Arizona. She started with the company working on the production line that selected the vegetables suitable for distribution throughout the western section of the United States. For the next 4 years, she worked in a variety of management jobs overseeing production.

T.J. then worked for 7 years as a Regional Manager in Idaho, responsible for increasing the production of vegetables on farms that Star Lite used as sources for vegetables needed for their own vegetable production. During her run as a Regional Manager, she was responsible for making visits to farms to help each farm in the Safe Lite network develop a business plan. The focus of these business plans was to help each farm develop a vision, mission, and general operations plan to help ensure production was stable.

T.J. credits her success in that role to her ability to get local farmers to work together instead of independently. She created a program, Community Communications, to keep farmers up to date on farm news affecting the region and encourage cooperative relationships. T.J.’s staff set up a blog and website and expanded social media channels to supplement her Community Communication initiative. These enhancements enabled the latest up-to-date sources of information for farming-related issues and encouraged the cooperative development of strategic goals and plans.

T.J. was promoted and has served for the past 3 years as Star Lite Foods Vice President of the New Product Design and Marketing Department. She proposed focusing on making quality products that can be sourced from local vendors. She stated that once established the company could initiate a move to being more environmentally and attentive to the well-being of consumers. T.J. has long advocated for natural products whenever possible and the need for more nutritious and healthy food lines. Management sees T.J. as clever and creative.

T.J. proudly stated that she likes to surround herself with good people. T.J. indicated she likes to delegate because she feels her team of workers needs the freedom to make decisions. She feels people produce more and like work better without strict guidance. She is hands-off. T.J. boasted that the team was instrumental in helping Star Lite obtain a double-digit increase in market share.

T.J. is well-liked by her employees. She communicates what is important and has a good sense of timing. They, at times, describe her as distant, but when they seek her judgment or she offers an opinion, they respect it. T.J. is very open to conversations with others and is known to be truthful and subtle. She often indicates she’d like to think about the issue or question before she answers, but she always follow-ups, even if it is a day or so later. T.J. likes people. T.J. will not tolerate employees that don’t work well with others, and she is very comfortable working with everyone.

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