What is a treatment plan for behaviors related to autism ?
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**To prepare:** – Review the program evaluation media resources in this week’s Learning Resources. – Consider the usefulness of program evaluations for positive social change. **Post** an introduction in which you answer each of the following questions: – What is your degree/program of study? What i…
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Order on TutorsGallery →**To prepare:**
– Review the program evaluation media resources in this week’s Learning Resources.
– Consider the usefulness of program evaluations for positive social change.
**Post** an introduction in which you answer each of the following questions:
– What is your degree/program of study? What is your professional area of interest within psychology?
– How might this course relate to your professional goals?
– Do you have any experience and/or familiarity with any of the following activities?
If so, please describe your role(s)/responsibilities for each:
– Program/project design or development
– Program/project implementation, application
– Evaluation activities within a program evaluation
– Preparing grants or other formal proposals for funding
– Supervising a program evaluation
– Serving on a team for a program evaluation project
– Writing a program evaluation proposal and/or grant application
– If you are currently affiliated (directly or indirectly) with a program or project **that you would like to use for your term assignment** (i.e., to develop a proposal for an evaluation of some component of that program/project), please describe the program/project.
– ## WK4ASSIGNMENT.docx – ## WeekFour-RUBIC.pdf **## WK4ASSIGNMENT.docx** **Week Four – Signature Assignment** **(PLO 1,4,11). CLO 1,2,3) (Competencies IE2, IE3,IE5,IE6,H1, C1,C4)** **External Environmental Assessment:** This is an assessment of the external environment affecting a healthcare organi…
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Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →– ## WK4ASSIGNMENT.docx
– ## WeekFour-RUBIC.pdf
**## WK4ASSIGNMENT.docx**
**Week Four – Signature Assignment**
**(PLO 1,4,11). CLO 1,2,3) (Competencies IE2, IE3,IE5,IE6,H1, C1,C4)**
**External Environmental Assessment:**
This is an assessment of the external environment affecting a healthcare organization selected by the student.
**Purpose**: To develop skills for understanding the environmental relationships between various health organizations and their stakeholders and prepare a report on the external environmental factors that affect a healthcare organization's delivery of care and marketing.
Select a health care provider organization, preferably a hospital or physician group practice. Conduct an external environmental assessment for the organization. Be sure the assessment covers the business, demographic, ethnocultural, political, and regulatory issues. Include a diagram showing the environmental forces you have identified and the interrelationships among them and with the organization.
When you have completed the assessment, make a note of at least five apparent threats that are facing the organization as well as at least five opportunities. Write a
**3 to 5 page paper and discuss the following: With multiple references and in text citations.**
· What sources of data did you use and why?
· What are the business, demographic, ethnocultural, political, and regulatory issues.
· Type of strategic planning tools to understand and analyze the data.
· What actions would you recommend?
**## WeekFour-RUBIC.pdf**
Week Four Signature Assignment – External
Environmental Analysis (PLO 1,4,11). CLO 1,2,3)
(Competencies IE2,IE3,IE5,IE6,H1, C1,C4)
Course: HCA624 Healthcare Planning & Marketin
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
1 of 7 8/23/25, 8:38 AM
[https://nationalu.brightspace.com/d2l/home/115471](https://nationalu.brightspace.com/d2l/home/115471)
[https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471](https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471)
[https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471](https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471)
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
1
Env
iro
nm
ent
al
ana
lysi
s
incl
ude
s 5
opp
ort
uni
ties
and
5
thr
eat
s.
Dat
a
sou
rce
s
are
list
ed
PL
O 4
C4
L1
/ 100100 points
Analysis of the
external
environmental
assessment
including listing
of five apparent
threats at least
five
opportunities.
90 points
Partial analysis
of an external
environmental
assessment for
the organization
and includes: –
five apparent
threats at least
five
opportunities.
80 points
Partial or no
analysis of an
environmental
analysis or
listing of
results of the
analysis
70 points
Attempt at
conducting an
analysis of
the
organization
does not
include an
environmental
analysis or
assessment.
60 points
No attempt at
Conducting
an external
environmental
assessment
for the
organization
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
2 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
(De
vel
ope
d)
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
3 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
2:
Rel
eva
nt
sta
keh
old
ers
are
ide
ntif
ied
and
ide
as
are
pre
sen
ted
in a
logi
cal
fas
hio
n.
PL
O 1
IE5,
IE6
L1
De
vel
ope
/ 5050 points
Relevant
stakeholders are
identified, and
Ideas are
logically aligned
and presented in
a logical way,
leading the
reader to
reasonable
conclusions.
45 points
Relevant
stakeholders are
identified but
ideas are not
presented in a
logical way for
the reader to
reach reasonable
conclusions.
40 points
Few or no
relevant
stakeholders
are identified
and they are
not presented
in a logical
manner.
35 points
No relevant
stakeholders
are not
identified.
Ideas are not
aligned
logically to
connect
stakeholder
and
organizational
needs
30 points
There are no
stakeholders
identified,
and ideas are
not logically
presented or
inadequately
developed.
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
4 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
d
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
5 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
3:
Ass
ess
es
the
imp
act
of
the
situ
atio
n
on
aff
ect
ed
indi
vid
ual
s
wit
h a
dia
gra
m
and
rec
om
me
nde
d
acti
ons
/ 2525 points
A diagram
showing the
environmental
forces and the
interrelationships
among them and
with the
organization is
included.
22 points
A diagram
showing the
environmental
forces, however
the
interrelationships
among them and
with the
organization is
not aligned.
20 points
A diagram
showing the
environmental
forces is
included, but
there is no
mention of
the
relationship
between
them.
17 points
An
environmental
analysis is
included, but
there is no
discussion
offered.
15 points
No
environmental
analysis or a
diagram is
included in
paper.
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
6 of 7 8/23/25, 8:38 AM
Total / 200
Overall Score
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
PL
O
1
H1
C1
IE3
Criteria Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Criterion
4 Sources
and APA
format
PLO11 IE2
/ 2525 points
Incorporates
at least five
(5) sources
excluding the
textbook.
Accurately
applies APA
7th ed.
guidelines for
all
22 points
Incorporates
less than five
(5) scholarly
sources and
other non-
peer-
reviewed
sources.
20 points
Incorporates
less than
three (3)
scholarly
sources and
other non-
peer-
reviewed
sources.
Multiple
errors in
applying
APA 7th ed.
17 points
Incorporates
less than
three (3)
scholarly
sources.
Multiple
errors in
applying
APA 7th ed.
guidelines for
all
15 points
Does not
meet sources
or APA
guidelines
requirements.
Excellent
200 points
minimum
Developed
180 points
minimum
Needs
Improvement
160 points
minimum
Significantly
Underdeveloped
140 points minimum
Non-
performance
120 points
minimum
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
7 of 7 8/23/25, 8:38 AM
**## WeekFour-RUBIC.pdf**
Week Four Signature Assignment – External
Environmental Analysis (PLO 1,4,11). CLO 1,2,3)
(Competencies IE2,IE3,IE5,IE6,H1, C1,C4)
Course: HCA624 Healthcare Planning & Marketin
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
1 of 7 8/23/25, 8:38 AM
[https://nationalu.brightspace.com/d2l/home/115471](https://nationalu.brightspace.com/d2l/home/115471)
[https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471](https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471)
[https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471](https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471)
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
1
Env
iro
nm
ent
al
ana
lysi
s
incl
ude
s 5
opp
ort
uni
ties
and
5
thr
eat
s.
Dat
a
sou
rce
s
are
list
ed
PL
O 4
C4
L1
/ 100100 points
Analysis of the
external
environmental
assessment
including listing
of five apparent
threats at least
five
opportunities.
90 points
Partial analysis
of an external
environmental
assessment for
the organization
and includes: –
five apparent
threats at least
five
opportunities.
80 points
Partial or no
analysis of an
environmental
analysis or
listing of
results of the
analysis
70 points
Attempt at
conducting an
analysis of
the
organization
does not
include an
environmental
analysis or
assessment.
60 points
No attempt at
Conducting
an external
environmental
assessment
for the
organization
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
2 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
(De
vel
ope
d)
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
3 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
2:
Rel
eva
nt
sta
keh
old
ers
are
ide
ntif
ied
and
ide
as
are
pre
sen
ted
in a
logi
cal
fas
hio
n.
PL
O 1
IE5,
IE6
L1
De
vel
ope
/ 5050 points
Relevant
stakeholders are
identified, and
Ideas are
logically aligned
and presented in
a logical way,
leading the
reader to
reasonable
conclusions.
45 points
Relevant
stakeholders are
identified but
ideas are not
presented in a
logical way for
the reader to
reach reasonable
conclusions.
40 points
Few or no
relevant
stakeholders
are identified
and they are
not presented
in a logical
manner.
35 points
No relevant
stakeholders
are not
identified.
Ideas are not
aligned
logically to
connect
stakeholder
and
organizational
needs
30 points
There are no
stakeholders
identified,
and ideas are
not logically
presented or
inadequately
developed.
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
4 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
d
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
5 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
3:
Ass
ess
es
the
imp
act
of
the
situ
atio
n
on
aff
ect
ed
indi
vid
ual
s
wit
h a
dia
gra
m
and
rec
om
me
nde
d
acti
ons
/ 2525 points
A diagram
showing the
environmental
forces and the
interrelationships
among them and
with the
organization is
included.
22 points
A diagram
showing the
environmental
forces, however
the
interrelationships
among them and
with the
organization is
not aligned.
20 points
A diagram
showing the
environmental
forces is
included, but
there is no
mention of
the
relationship
between
them.
17 points
An
environmental
analysis is
included, but
there is no
discussion
offered.
15 points
No
environmental
analysis or a
diagram is
included in
paper.
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
6 of 7 8/23/25, 8:38 AM
Total / 200
Overall Score
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
PL
O
1
H1
C1
IE3
Criteria Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Criterion
4 Sources
and APA
format
PLO11 IE2
/ 2525 points
Incorporates
at least five
(5) sources
excluding the
textbook.
Accurately
applies APA
7th ed.
guidelines for
all
22 points
Incorporates
less than five
(5) scholarly
sources and
other non-
peer-
reviewed
sources.
20 points
Incorporates
less than
three (3)
scholarly
sources and
other non-
peer-
reviewed
sources.
Multiple
errors in
applying
APA 7th ed.
17 points
Incorporates
less than
three (3)
scholarly
sources.
Multiple
errors in
applying
APA 7th ed.
guidelines for
all
15 points
Does not
meet sources
or APA
guidelines
requirements.
Excellent
200 points
minimum
Developed
180 points
minimum
Needs
Improvement
160 points
minimum
Significantly
Underdeveloped
140 points minimum
Non-
performance
120 points
minimum
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
7 of 7 8/23/25, 8:38 AM
**## WK4ASSIGNMENT.docx**
**Week Four – Signature Assignment**
**(PLO 1,4,11). CLO 1,2,3) (Competencies IE2, IE3,IE5,IE6,H1, C1,C4)**
**External Environmental Assessment:**
This is an assessment of the external environment affecting a healthcare organization selected by the student.
**Purpose**: To develop skills for understanding the environmental relationships between various health organizations and their stakeholders and prepare a report on the external environmental factors that affect a healthcare organization's delivery of care and marketing.
Select a health care provider organization, preferably a hospital or physician group practice. Conduct an external environmental assessment for the organization. Be sure the assessment covers the business, demographic, ethnocultural, political, and regulatory issues. Include a diagram showing the environmental forces you have identified and the interrelationships among them and with the organization.
When you have completed the assessment, make a note of at least five apparent threats that are facing the organization as well as at least five opportunities. Write a
**3 to 5 page paper and discuss the following: With multiple references and in text citations.**
· What sources of data did you use and why?
· What are the business, demographic, ethnocultural, political, and regulatory issues.
· Type of strategic planning tools to understand and analyze the data.
· What actions would you recommend?
**## WeekFour-RUBIC.pdf**
Week Four Signature Assignment – External
Environmental Analysis (PLO 1,4,11). CLO 1,2,3)
(Competencies IE2,IE3,IE5,IE6,H1, C1,C4)
Course: HCA624 Healthcare Planning & Marketin
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
1 of 7 8/23/25, 8:38 AM
[https://nationalu.brightspace.com/d2l/home/115471](https://nationalu.brightspace.com/d2l/home/115471)
[https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471](https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471)
[https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471](https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471)
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
1
Env
iro
nm
ent
al
ana
lysi
s
incl
ude
s 5
opp
ort
uni
ties
and
5
thr
eat
s.
Dat
a
sou
rce
s
are
list
ed
PL
O 4
C4
L1
/ 100100 points
Analysis of the
external
environmental
assessment
including listing
of five apparent
threats at least
five
opportunities.
90 points
Partial analysis
of an external
environmental
assessment for
the organization
and includes: –
five apparent
threats at least
five
opportunities.
80 points
Partial or no
analysis of an
environmental
analysis or
listing of
results of the
analysis
70 points
Attempt at
conducting an
analysis of
the
organization
does not
include an
environmental
analysis or
assessment.
60 points
No attempt at
Conducting
an external
environmental
assessment
for the
organization
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
2 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
(De
vel
ope
d)
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
3 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
2:
Rel
eva
nt
sta
keh
old
ers
are
ide
ntif
ied
and
ide
as
are
pre
sen
ted
in a
logi
cal
fas
hio
n.
PL
O 1
IE5,
IE6
L1
De
vel
ope
/ 5050 points
Relevant
stakeholders are
identified, and
Ideas are
logically aligned
and presented in
a logical way,
leading the
reader to
reasonable
conclusions.
45 points
Relevant
stakeholders are
identified but
ideas are not
presented in a
logical way for
the reader to
reach reasonable
conclusions.
40 points
Few or no
relevant
stakeholders
are identified
and they are
not presented
in a logical
manner.
35 points
No relevant
stakeholders
are not
identified.
Ideas are not
aligned
logically to
connect
stakeholder
and
organizational
needs
30 points
There are no
stakeholders
identified,
and ideas are
not logically
presented or
inadequately
developed.
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
4 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
d
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
5 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
3:
Ass
ess
es
the
imp
act
of
the
situ
atio
n
on
aff
ect
ed
indi
vid
ual
s
wit
h a
dia
gra
m
and
rec
om
me
nde
d
acti
ons
/ 2525 points
A diagram
showing the
environmental
forces and the
interrelationships
among them and
with the
organization is
included.
22 points
A diagram
showing the
environmental
forces, however
the
interrelationships
among them and
with the
organization is
not aligned.
20 points
A diagram
showing the
environmental
forces is
included, but
there is no
mention of
the
relationship
between
them.
17 points
An
environmental
analysis is
included, but
there is no
discussion
offered.
15 points
No
environmental
analysis or a
diagram is
included in
paper.
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
6 of 7 8/23/25, 8:38 AM
Total / 200
Overall Score
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
PL
O
1
H1
C1
IE3
Criteria Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Criterion
4 Sources
and APA
format
PLO11 IE2
/ 2525 points
Incorporates
at least five
(5) sources
excluding the
textbook.
Accurately
applies APA
7th ed.
guidelines for
all
22 points
Incorporates
less than five
(5) scholarly
sources and
other non-
peer-
reviewed
sources.
20 points
Incorporates
less than
three (3)
scholarly
sources and
other non-
peer-
reviewed
sources.
Multiple
errors in
applying
APA 7th ed.
17 points
Incorporates
less than
three (3)
scholarly
sources.
Multiple
errors in
applying
APA 7th ed.
guidelines for
all
15 points
Does not
meet sources
or APA
guidelines
requirements.
Excellent
200 points
minimum
Developed
180 points
minimum
Needs
Improvement
160 points
minimum
Significantly
Underdeveloped
140 points minimum
Non-
performance
120 points
minimum
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
7 of 7 8/23/25, 8:38 AM
**## WK4ASSIGNMENT.docx**
**Week Four – Signature Assignment**
**(PLO 1,4,11). CLO 1,2,3) (Competencies IE2, IE3,IE5,IE6,H1, C1,C4)**
**External Environmental Assessment:**
This is an assessment of the external environment affecting a healthcare organization selected by the student.
**Purpose**: To develop skills for understanding the environmental relationships between various health organizations and their stakeholders and prepare a report on the external environmental factors that affect a healthcare organization's delivery of care and marketing.
Select a health care provider organization, preferably a hospital or physician group practice. Conduct an external environmental assessment for the organization. Be sure the assessment covers the business, demographic, ethnocultural, political, and regulatory issues. Include a diagram showing the environmental forces you have identified and the interrelationships among them and with the organization.
When you have completed the assessment, make a note of at least five apparent threats that are facing the organization as well as at least five opportunities. Write a
**3 to 5 page paper and discuss the following: With multiple references and in text citations.**
· What sources of data did you use and why?
· What are the business, demographic, ethnocultural, political, and regulatory issues.
· Type of strategic planning tools to understand and analyze the data.
· What actions would you recommend?
**## WeekFour-RUBIC.pdf**
Week Four Signature Assignment – External
Environmental Analysis (PLO 1,4,11). CLO 1,2,3)
(Competencies IE2,IE3,IE5,IE6,H1, C1,C4)
Course: HCA624 Healthcare Planning & Marketin
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
1 of 7 8/23/25, 8:38 AM
[https://nationalu.brightspace.com/d2l/home/115471](https://nationalu.brightspace.com/d2l/home/115471)
[https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471](https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471)
[https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471](https://nationalu.brightspace.com/d2l/lms/dropbox/user/folders_list.d2l?ou=115471)
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
1
Env
iro
nm
ent
al
ana
lysi
s
incl
ude
s 5
opp
ort
uni
ties
and
5
thr
eat
s.
Dat
a
sou
rce
s
are
list
ed
PL
O 4
C4
L1
/ 100100 points
Analysis of the
external
environmental
assessment
including listing
of five apparent
threats at least
five
opportunities.
90 points
Partial analysis
of an external
environmental
assessment for
the organization
and includes: –
five apparent
threats at least
five
opportunities.
80 points
Partial or no
analysis of an
environmental
analysis or
listing of
results of the
analysis
70 points
Attempt at
conducting an
analysis of
the
organization
does not
include an
environmental
analysis or
assessment.
60 points
No attempt at
Conducting
an external
environmental
assessment
for the
organization
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
2 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
(De
vel
ope
d)
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
3 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
2:
Rel
eva
nt
sta
keh
old
ers
are
ide
ntif
ied
and
ide
as
are
pre
sen
ted
in a
logi
cal
fas
hio
n.
PL
O 1
IE5,
IE6
L1
De
vel
ope
/ 5050 points
Relevant
stakeholders are
identified, and
Ideas are
logically aligned
and presented in
a logical way,
leading the
reader to
reasonable
conclusions.
45 points
Relevant
stakeholders are
identified but
ideas are not
presented in a
logical way for
the reader to
reach reasonable
conclusions.
40 points
Few or no
relevant
stakeholders
are identified
and they are
not presented
in a logical
manner.
35 points
No relevant
stakeholders
are not
identified.
Ideas are not
aligned
logically to
connect
stakeholder
and
organizational
needs
30 points
There are no
stakeholders
identified,
and ideas are
not logically
presented or
inadequately
developed.
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
4 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
d
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
5 of 7 8/23/25, 8:38 AM
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Crit
eri
on
3:
Ass
ess
es
the
imp
act
of
the
situ
atio
n
on
aff
ect
ed
indi
vid
ual
s
wit
h a
dia
gra
m
and
rec
om
me
nde
d
acti
ons
/ 2525 points
A diagram
showing the
environmental
forces and the
interrelationships
among them and
with the
organization is
included.
22 points
A diagram
showing the
environmental
forces, however
the
interrelationships
among them and
with the
organization is
not aligned.
20 points
A diagram
showing the
environmental
forces is
included, but
there is no
mention of
the
relationship
between
them.
17 points
An
environmental
analysis is
included, but
there is no
discussion
offered.
15 points
No
environmental
analysis or a
diagram is
included in
paper.
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
6 of 7 8/23/25, 8:38 AM
Total / 200
Overall Score
Crite
ria
Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
PL
O
1
H1
C1
IE3
Criteria Excellent Developed
Needs
Improvement
Significantly
Underdevelop
ed
Non-
Performance
Criterion
Score
Criterion
4 Sources
and APA
format
PLO11 IE2
/ 2525 points
Incorporates
at least five
(5) sources
excluding the
textbook.
Accurately
applies APA
7th ed.
guidelines for
all
22 points
Incorporates
less than five
(5) scholarly
sources and
other non-
peer-
reviewed
sources.
20 points
Incorporates
less than
three (3)
scholarly
sources and
other non-
peer-
reviewed
sources.
Multiple
errors in
applying
APA 7th ed.
17 points
Incorporates
less than
three (3)
scholarly
sources.
Multiple
errors in
applying
APA 7th ed.
guidelines for
all
15 points
Does not
meet sources
or APA
guidelines
requirements.
Excellent
200 points
minimum
Developed
180 points
minimum
Needs
Improvement
160 points
minimum
Significantly
Underdeveloped
140 points minimum
Non-
performance
120 points
minimum
Week Four – Signature Assignment (PLO 1,4,11). CLO 1,2,3) (Compete… https://nationalu.brightspace.com/d2l/lms/dropbox/user/folder_submit_fi…
7 of 7 8/23/25, 8:38 AM
– 1
– 2
1. Please assist with this assignment – ## Instructions.docx **## Instructions.docx** This assessment target ELOs: 400-SMC-1011.1.2 (F101: Strategic Change) 400-SMC-1011.1.3 (F102: Global Force Management, Sourcing, and Synchronization 400-SMC-1011.1.4 (F103: Developing Army Organizational capabilit…
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →1. Please assist with this assignment
– ## Instructions.docx
**## Instructions.docx**
This assessment target ELOs:
400-SMC-1011.1.2 (F101: Strategic Change)
400-SMC-1011.1.3 (F102: Global Force Management, Sourcing, and Synchronization
400-SMC-1011.1.4 (F103: Developing Army Organizational capability)
400-SMC-1011.1.5 (F104: Planning, Programming, Budgeting, and Execution (PPBE) Process and The Total Army Analysis (TAA))
400-SMC-1011.1.6 (F105 – Developing Materiel Capability
400-SMC-1011.1.9 (F108: Force Management White Paper)
400-SMC-1011.1.10 (F109): The Staff Study
In keeping with SGM-A Policy, we are committed to the practice and protection of academic integrity. Cheating in any form represents a fraud, compromises authentic learning and, if plagiarism, it is a theft. If we detect cheating, it will result in zero points for the assignment and additional administrative processing per SGM-A Policy Memorandum No. 17, Academic Integrity.
Instructions:
You will write a no less than 750-word to no greater than 1250-word (not including the cover and reference pages) paper thoroughly discussing two of the following six focused-areas presented during this series (You pick the two). To meet the standard a minimum of one reference (evidence) must be effectively used for your response.
FA – 1: Explain Phase 1 and Phase 2 of the Total Army Analysis. In your explanation, answer the following two questions. What is the product of these two phases and what is the importance of that product? Provide concrete examples to support your explanation. (F103)
Use document
· U.S. Army War College. (2025). 2023-2027
_How the Army runs: A senior leader reference handbook._ Chapter 4 (Paragraphs 4-5 through 4-13) (8 pages) and Chapter 6 (paragraphs 6-1 through 6-21) (13 pages)
FA – 2: Explain the connection between the Joint Capabilities Integration and Development System (JCIDS) and the Defense Acquisition System (DAS) in terms of materiel development (F105).
FA – 3: Explain how the National Security Strategy (NSS) and the National Defense Strategy (NDS) affect Force Management. Provide concrete and relevant examples to support your explanation. (F102)
FA – 4: Explain the organizational roles of the Army Commands (ACOMs) in Force Management and how they help the Army to modernize, organize, and generate change to establish and field mission-ready forces for the Combatant Commands (COCOMs). Support your response with concrete, relevant examples. (F103)
FA – 5: Explain and provide an example of how the white paper process could shape the future force. (F108)
Use document
· TRADOC Pam 71-20-3 (2011), The U.S. Army Training and Doctrine Command Concept Development Guide, Appx E (CONOPS and White Papers, para. E-1 and E-2), (1 page).
· TRADOC Regulation 71-20 (2013), Concept Development, Capabilities Determination, and Capabilities Integration, Chapter 3, (5 pages)
FA – 6: Explain how a staff study helps the staff identify the problem while following a logical sequence to produce a justifiable solution for the commander. Support your analysis with examples or scenarios. (F109)
In academic writing, format is as important as content. The format allows you to organize your findings in a logical sequence while promoting clarity. The required format for your writing assignment is the American Psychological (APA) style, Seventh Edition. APA citations are expected a minimum of 1 reference is required, an abstract is not. Per each response and IAW APA guidelines, you must properly cite and reference borrowed material, and paraphrase accordingly to avoid plagiarism. See below for example on how to structure your assignment.
Structure of Paper
(This is the mandatory format you will follow)
Title Page – Standard SMC format.
Body of the Paper – Standard APA 7 format for the body of the paper. The response should present a well-organized answer based on research, facts, logic and your ideas about the selected focused-area topics. Part of this assessment requires critical and creative thinking to weave the two selected focused-areas in a single, cohesive paper. This means you will have an introduction which ends with your thesis statement, appropriate level headings, and a conclusion. This body of the paper should flow from point to point with clear transitions between points. The conventions of good academic writing apply – spelling, grammar, logic, reasoning, and use of evidence to support your position. Review the assignment instructions, Purdue OWL, and the assessment rubric as you start and before submitting this assessment.
References Page – You must use proper citations and references to identify borrowed material and avoid plagiarism. To meet the standard a minimum of one reference (evidence) must be effectively used for each response. The only source for APA that you will use is located at http://owl.english.purdue.edu/owl/resource/560/01/.
Expectations
Your writing should focus on more than just the facts. How well you demonstrate your knowledge of the facts and your understanding of those facts in a greater context will help determine your grade (i.e., how these facts affect a period of history, how the introduction of this organism into the ecosystem affects the environments, how this sequence of events led to the development of …) Your writing should be well written and prepared. We will look for specific elements when reading your assignment. Refer to the instructions above and the grading rubric for details.
Your F-AWA should be:
FOCUSED: Your F-AWA should address all parts of the topic-area without many random ideas, which have little or nothing to do with the topic. Students often think that adding random facts or ideas will help improve their grade because they know them. The opposite is true – adding random, unrelated ideas or facts usually result in the reduction of points from your grade.
STRUCTURED: You know what you want to write, but your ability to communicate that knowledge to your instructor depends on how well you structure your F-AWA. Take the time to make a rough outline of what you want to write and in what order you want to present it. Stream of consciousness writing (putting things on paper as you think of them) will result in a mediocre grade at best.
DOCUMENTED: Your F-AWA must go beyond a simple statement of act. The instructor is looking for the correct content, yes, but more importantly, for your understanding of the content. So, always include relevant facts, figures, examples, and tests (the phosphate test showed a ph. of …), etc. With the writing assignment, how well you document your content will often make the difference between an A and B grade.
WELL-PRESENTED: Students who do not use the accepted rules of English are often thought to be less competent or knowledgeable than those who do. If you have all the elements of a well- prepared written assignment, your use of language, sentence structure, or spelling will make it easy to understand what you are trying to say, your grade will demonstrate how well you communicate in writing. Make sure you use good sentence structure, grammar, and spelling.
**## Instructions.docx**
This assessment target ELOs:
400-SMC-1011.1.2 (F101: Strategic Change)
400-SMC-1011.1.3 (F102: Global Force Management, Sourcing, and Synchronization
400-SMC-1011.1.4 (F103: Developing Army Organizational capability)
400-SMC-1011.1.5 (F104: Planning, Programming, Budgeting, and Execution (PPBE) Process and The Total Army Analysis (TAA))
400-SMC-1011.1.6 (F105 – Developing Materiel Capability
400-SMC-1011.1.9 (F108: Force Management White Paper)
400-SMC-1011.1.10 (F109): The Staff Study
In keeping with SGM-A Policy, we are committed to the practice and protection of academic integrity. Cheating in any form represents a fraud, compromises authentic learning and, if plagiarism, it is a theft. If we detect cheating, it will result in zero points for the assignment and additional administrative processing per SGM-A Policy Memorandum No. 17, Academic Integrity.
Instructions:
You will write a no less than 750-word to no greater than 1250-word (not including the cover and reference pages) paper thoroughly discussing two of the following six focused-areas presented during this series (You pick the two). To meet the standard a minimum of one reference (evidence) must be effectively used for your response.
FA – 1: Explain Phase 1 and Phase 2 of the Total Army Analysis. In your explanation, answer the following two questions. What is the product of these two phases and what is the importance of that product? Provide concrete examples to support your explanation. (F103)
Use document
· U.S. Army War College. (2025). 2023-2027
_How the Army runs: A senior leader reference handbook._ Chapter 4 (Paragraphs 4-5 through 4-13) (8 pages) and Chapter 6 (paragraphs 6-1 through 6-21) (13 pages)
FA – 2: Explain the connection between the Joint Capabilities Integration and Development System (JCIDS) and the Defense Acquisition System (DAS) in terms of materiel development (F105).
FA – 3: Explain how the National Security Strategy (NSS) and the National Defense Strategy (NDS) affect Force Management. Provide concrete and relevant examples to support your explanation. (F102)
FA – 4: Explain the organizational roles of the Army Commands (ACOMs) in Force Management and how they help the Army to modernize, organize, and generate change to establish and field mission-ready forces for the Combatant Commands (COCOMs). Support your response with concrete, relevant examples. (F103)
FA – 5: Explain and provide an example of how the white paper process could shape the future force. (F108)
Use document
· TRADOC Pam 71-20-3 (2011), The U.S. Army Training and Doctrine Command Concept Development Guide, Appx E (CONOPS and White Papers, para. E-1 and E-2), (1 page).
· TRADOC Regulation 71-20 (2013), Concept Development, Capabilities Determination, and Capabilities Integration, Chapter 3, (5 pages)
FA – 6: Explain how a staff study helps the staff identify the problem while following a logical sequence to produce a justifiable solution for the commander. Support your analysis with examples or scenarios. (F109)
In academic writing, format is as important as content. The format allows you to organize your findings in a logical sequence while promoting clarity. The required format for your writing assignment is the American Psychological (APA) style, Seventh Edition. APA citations are expected a minimum of 1 reference is required, an abstract is not. Per each response and IAW APA guidelines, you must properly cite and reference borrowed material, and paraphrase accordingly to avoid plagiarism. See below for example on how to structure your assignment.
Structure of Paper
(This is the mandatory format you will follow)
Title Page – Standard SMC format.
Body of the Paper – Standard APA 7 format for the body of the paper. The response should present a well-organized answer based on research, facts, logic and your ideas about the selected focused-area topics. Part of this assessment requires critical and creative thinking to weave the two selected focused-areas in a single, cohesive paper. This means you will have an introduction which ends with your thesis statement, appropriate level headings, and a conclusion. This body of the paper should flow from point to point with clear transitions between points. The conventions of good academic writing apply – spelling, grammar, logic, reasoning, and use of evidence to support your position. Review the assignment instructions, Purdue OWL, and the assessment rubric as you start and before submitting this assessment.
References Page – You must use proper citations and references to identify borrowed material and avoid plagiarism. To meet the standard a minimum of one reference (evidence) must be effectively used for each response. The only source for APA that you will use is located at http://owl.english.purdue.edu/owl/resource/560/01/.
Expectations
Your writing should focus on more than just the facts. How well you demonstrate your knowledge of the facts and your understanding of those facts in a greater context will help determine your grade (i.e., how these facts affect a period of history, how the introduction of this organism into the ecosystem affects the environments, how this sequence of events led to the development of …) Your writing should be well written and prepared. We will look for specific elements when reading your assignment. Refer to the instructions above and the grading rubric for details.
Your F-AWA should be:
FOCUSED: Your F-AWA should address all parts of the topic-area without many random ideas, which have little or nothing to do with the topic. Students often think that adding random facts or ideas will help improve their grade because they know them. The opposite is true – adding random, unrelated ideas or facts usually result in the reduction of points from your grade.
STRUCTURED: You know what you want to write, but your ability to communicate that knowledge to your instructor depends on how well you structure your F-AWA. Take the time to make a rough outline of what you want to write and in what order you want to present it. Stream of consciousness writing (putting things on paper as you think of them) will result in a mediocre grade at best.
DOCUMENTED: Your F-AWA must go beyond a simple statement of act. The instructor is looking for the correct content, yes, but more importantly, for your understanding of the content. So, always include relevant facts, figures, examples, and tests (the phosphate test showed a ph. of …), etc. With the writing assignment, how well you document your content will often make the difference between an A and B grade.
WELL-PRESENTED: Students who do not use the accepted rules of English are often thought to be less competent or knowledgeable than those who do. If you have all the elements of a well- prepared written assignment, your use of language, sentence structure, or spelling will make it easy to understand what you are trying to say, your grade will demonstrate how well you communicate in writing. Make sure you use good sentence structure, grammar, and spelling.
– ## EXERCISEASSIGNMENTINSTRUCTIONS.docx – ## THOUGHTS_ON_SERVANT-LEADERSHIP.pdf – EBSCO-FullText-08_23_2025.pdf – How_Directors_or_Service_Coord.pdf **## EXERCISEASSIGNMENTINSTRUCTIONS.docx** Write a 900-word paper, in APA format that discusses three 3 of the six 6 levels of Bloom’s Taxonom…
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →– ## EXERCISEASSIGNMENTINSTRUCTIONS.docx
– ## THOUGHTS_ON_SERVANT-LEADERSHIP.pdf
– EBSCO-FullText-08_23_2025.pdf
– How_Directors_or_Service_Coord.pdf
**## EXERCISEASSIGNMENTINSTRUCTIONS.docx**
Write a 900-word paper, in APA format that discusses three 3 of the six 6 levels of Bloom’s Taxonomy as it relates to Servant Leadership. As an example, does the article demonstrate drawing connections among ideas? This would correspond to the analyze level. Prepare a standard APA reference page.
Prepare an annotated bibliography with three (3) required unique
scholarly sources. The bibliography will be structured as follows: APA formatted reference
(minimum 250 words for each Annotated Bibliography entry) followed by summary of key
points, evaluation of the quality of the publication, evaluation of the quality of the author(s),
where this fits into the assignment, and the library database in which you found the article.
• Title Page
• Abstract
• Narrative
• References
• Annotated Bibliography
Use and cite the material in the attachment.
**## THOUGHTS_ON_SERVANT-LEADERSHIP.pdf**
15
THOUGHTS ON SERVANT-LEADERSHIP IN THE
MODERN ERA
—COMPILED BY LARRY C. SPEARS
“Servant-leadership is now part of the vocabulary of enlightened
leadership. Bob Greenleaf, along with other notables such as
McGregor, Drucker, and Follett, has created a new thought-world of
leadership that contains such virtues as growth, responsibility and
love.”
Warren Bennis, author of On Leadership
“I truly believe that servant-leadership has never been more
applicable to the world of leadership than it is today.”
Ken Blanchard, author of The Heart of Leadership
“We are each indebted to Greenleaf for bringing spirit and values
into the workplace. His ideas will have enduring value for every
generation of leaders.”
Peter Block, author of Stewardship
“Serve the people well. And the rest will take care of itself.”
Cheryl Bachelder, author of Dare to Serve
The International Journal of Servant-Leadership, 2023, vol, 17, issue 1, 15-20
16
“Our Servant Leadership School focuses on walking with those
seeking to deepen their spiritual practices as they serve those on the
margins. Through the gift of spirituality as leadership, we continue to
walk this road together.”
Cheryl Broetje, Broetje Family Trust
“Anyone can be a servant-leader. Any one of us can take initiative; it
doesn’t require that we be appointed a leader; but it does require that
we operate from moral authority. The spirit of servant-leadership is
the spirit of moral authority.”
Stephen R. Covey, author of The 7 Habits of Highly Effective
People
“The first responsibility of a leader is to define reality. The last is to
say thank you. In between, the leader is a servant.”
Max DePree, author of Leadership is an Art
“Servant-leadership represents an ideal form of leading, by
empowering and serving others.”
Satinder K. Dhiman, editor-in-chief, The Palgrave Handbook of
Servant-Leadership
“Greenleaf upheld the idea that the essence of servant-leadership
flows beneath the inherent potential of the human community and
can be genuinely approached by people of all faiths and leaders of all
creeds.”
Shann Ray Ferch, author of Forgiveness and Power in the Age of
Atrocity
17
“The servant-leader is servant first. Becoming a servant-leader
begins with the natural feeling that one wants to serve, to serve first.”
Robert K. Greenleaf, author of The Servant as Leader
“With its deeper resonances in our spiritual traditions, Greenleaf
reminds us that the essence of leadership is service, and therefore the
welfare of people. Anchored in this way, we can distinguish between
the tools of influence, persuasion, and power from the orienting
values defining leadership to which these tools are applied.”
Ronald Heifetz, author of Leadership Without Easy Answers
“The most difficult step, Greenleaf has written, that any developing
servant-leader must take, is to begin the personal journey toward
wholeness and self-discovery.”
Joseph Jaworski, author of Synchronicity
“Everybody can be great, because everybody can serve. You only
need a heart full of grace, a soul generated by love.”
Rev. Dr. Martin Luther King, Jr., minister and civil rights activist
“Robert K. Greenleaf’s work has struck a resonant chord in the
minds and hearts of scholars and practitioners alike. His message
lives through others, the true legacy of a servant-leader.”
James Kouzes, co-author of The Leadership Challenge
“Freedom is not a state; it is an act. It is not some enchanted garden
perched high on a distant plateau where we can finally sit down and
rest. Freedom is the continuous action we all must take, and each
generation must do its part to create an even more fair, more just
society.”
18
Rep. John Lewis, civil rights pioneer and U.S. Representative from
Georgia
“I stand here before you, not as a prophet, but as a humble servant of
you, the people.”
Nelson Mandela, former president of South Africa
“Robert Greenleaf takes us beyond cynicism and cheap tricks and
simplified techniques into the heart of the matter, into the spiritual
lives of those who lead.”
Parker Palmer, author of The Courage to Teach
“Servant-leadership is more than a concept. As far as I’m concerned,
it is a fact. I would simply define it by saying that any great leader,
by which I also mean an ethical leader of any group, will see herself
or himself primarily as a servant of that group and will act
accordingly.”
M. Scott Peck, author of The Road Less Traveled
“No one in the past 30 years has had a more profound impact on
thinking about leadership than Robert Greenleaf. If we sought an
objective measure of the quality of leadership available to society,
there would be none better than the number of people reading and
studying his writings.”
Peter M. Senge, author of The Fifth Discipline
“Servant-leadership, in its ethic of love, care and service to the least
privileged, is a potential antidote to patriarchal binds.”
Jiying Song, co-author/co-editor of Servant-Leadership, Feminism,
and Gender Well-Being
19
“Servant-leadership offers hope and wisdom for a new era in human
development, and for the creation of better, more caring institutions.”
Larry C. Spears, Servant-Leadership Scholar, Gonzaga University
“Real leaders are not blinded by the trappings of power but recognize
their role as servant.”
Archbishop Desmond Tutu, human rights activist and theologian
“I believe that Greenleaf knew so much when he said the criterion of
successful servant-leadership is that those we serve are healthier and
wiser and freer and more autonomous, and perhaps they even loved
our leadership so much that they also want to serve others.”
Margaret Wheatley, author of Leadership and the New Science
“Those being served must grow and evolve as persons, and those
least privileged in society should benefit.”
Lea Williams, author of Servants of the People
“Despite all the buzz about modern leadership techniques, no one
knows better than Greenleaf what really matters.”
Working Woman magazine
“I think servant-leadership is the heart of what could be a whole
overarching, all-embracing new philosophy of organizations, and
particularly business, a philosophy that could help us do what has to
be done, which is to reinvent capitalism.”
Danah Zohar, author of Spiritual Capital
20
\_\_\________
Larry C. Spears is president and CEO of the Spears Center for
Servant-Leadership (www.spearscenter.org), Indianapolis, and he
serves as Servant-Leadership Scholar for the School of Leadership
Studies at Gonzaga University, Spokane. He is a writer-editor-
teacher and contributing author to forty books on servant-leadership,
including the critically acclaimed Insights on Leadership (1996),
Fortuitous Encounters (2013, with Paul Davis); and, with Shann
Ferch, The Spirit of Servant-Leadership (2011) and Conversations on
Servant-Leadership (2015). He also served as editor on all five books
of writings by Robert K. Greenleaf; and, since 2005 he has served as
editor or co-editor of nine servant-leadership anthologies. Larry
serves as senior advisory editor of The International Journal of
Servant-Leadership. From 1990-2007, Larry served as president and
CEO, and also as Senior Fellow and President Emeritus, of The
Robert K. Greenleaf Center for Servant-Leadership.
Among other honors, Larry has received the “Outstanding
Leadership Award” from Chapman University in California (2002);
the “Dare to Lead” Award from the International Leadership
Network (2004); the Community Leadership Award from DePauw
University in Greencastle, Indiana (2008); a special recognition from
the Greenleaf Centre-United Kingdom (2015); and, as the inaugural
inductee into Gonzaga University’s School of Leadership Studies’
Hall of Honor (2018).
In 2004, Larry was interviewed by NBC reporter Stone Phillips
for a segment on servant-leadership that appeared on NBC’s
DATELINE news program, which was seen by ten million viewers.
Reproduced with permission of copyright owner.
Further reproduction prohibited without permission.
**EBSCO-FullText-08_23_2025.pdf**
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**How_Directors_or_Service_Coord.pdf**
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**## EXERCISEASSIGNMENTINSTRUCTIONS.docx**
Write a 900-word paper, in APA format that discusses three 3 of the six 6 levels of Bloom’s Taxonomy as it relates to Servant Leadership. As an example, does the article demonstrate drawing connections among ideas? This would correspond to the analyze level. Prepare a standard APA reference page.
Prepare an annotated bibliography with three (3) required unique
scholarly sources. The bibliography will be structured as follows: APA formatted reference
(minimum 250 words for each Annotated Bibliography entry) followed by summary of key
points, evaluation of the quality of the publication, evaluation of the quality of the author(s),
where this fits into the assignment, and the library database in which you found the article.
• Title Page
• Abstract
• Narrative
• References
• Annotated Bibliography
Use and cite the material in the attachment.
**## THOUGHTS_ON_SERVANT-LEADERSHIP.pdf**
15
THOUGHTS ON SERVANT-LEADERSHIP IN THE
MODERN ERA
—COMPILED BY LARRY C. SPEARS
“Servant-leadership is now part of the vocabulary of enlightened
leadership. Bob Greenleaf, along with other notables such as
McGregor, Drucker, and Follett, has created a new thought-world of
leadership that contains such virtues as growth, responsibility and
love.”
Warren Bennis, author of On Leadership
“I truly believe that servant-leadership has never been more
applicable to the world of leadership than it is today.”
Ken Blanchard, author of The Heart of Leadership
“We are each indebted to Greenleaf for bringing spirit and values
into the workplace. His ideas will have enduring value for every
generation of leaders.”
Peter Block, author of Stewardship
“Serve the people well. And the rest will take care of itself.”
Cheryl Bachelder, author of Dare to Serve
The International Journal of Servant-Leadership, 2023, vol, 17, issue 1, 15-20
16
“Our Servant Leadership School focuses on walking with those
seeking to deepen their spiritual practices as they serve those on the
margins. Through the gift of spirituality as leadership, we continue to
walk this road together.”
Cheryl Broetje, Broetje Family Trust
“Anyone can be a servant-leader. Any one of us can take initiative; it
doesn’t require that we be appointed a leader; but it does require that
we operate from moral authority. The spirit of servant-leadership is
the spirit of moral authority.”
Stephen R. Covey, author of The 7 Habits of Highly Effective
People
“The first responsibility of a leader is to define reality. The last is to
say thank you. In between, the leader is a servant.”
Max DePree, author of Leadership is an Art
“Servant-leadership represents an ideal form of leading, by
empowering and serving others.”
Satinder K. Dhiman, editor-in-chief, The Palgrave Handbook of
Servant-Leadership
“Greenleaf upheld the idea that the essence of servant-leadership
flows beneath the inherent potential of the human community and
can be genuinely approached by people of all faiths and leaders of all
creeds.”
Shann Ray Ferch, author of Forgiveness and Power in the Age of
Atrocity
17
“The servant-leader is servant first. Becoming a servant-leader
begins with the natural feeling that one wants to serve, to serve first.”
Robert K. Greenleaf, author of The Servant as Leader
“With its deeper resonances in our spiritual traditions, Greenleaf
reminds us that the essence of leadership is service, and therefore the
welfare of people. Anchored in this way, we can distinguish between
the tools of influence, persuasion, and power from the orienting
values defining leadership to which these tools are applied.”
Ronald Heifetz, author of Leadership Without Easy Answers
“The most difficult step, Greenleaf has written, that any developing
servant-leader must take, is to begin the personal journey toward
wholeness and self-discovery.”
Joseph Jaworski, author of Synchronicity
“Everybody can be great, because everybody can serve. You only
need a heart full of grace, a soul generated by love.”
Rev. Dr. Martin Luther King, Jr., minister and civil rights activist
“Robert K. Greenleaf’s work has struck a resonant chord in the
minds and hearts of scholars and practitioners alike. His message
lives through others, the true legacy of a servant-leader.”
James Kouzes, co-author of The Leadership Challenge
“Freedom is not a state; it is an act. It is not some enchanted garden
perched high on a distant plateau where we can finally sit down and
rest. Freedom is the continuous action we all must take, and each
generation must do its part to create an even more fair, more just
society.”
18
Rep. John Lewis, civil rights pioneer and U.S. Representative from
Georgia
“I stand here before you, not as a prophet, but as a humble servant of
you, the people.”
Nelson Mandela, former president of South Africa
“Robert Greenleaf takes us beyond cynicism and cheap tricks and
simplified techniques into the heart of the matter, into the spiritual
lives of those who lead.”
Parker Palmer, author of The Courage to Teach
“Servant-leadership is more than a concept. As far as I’m concerned,
it is a fact. I would simply define it by saying that any great leader,
by which I also mean an ethical leader of any group, will see herself
or himself primarily as a servant of that group and will act
accordingly.”
M. Scott Peck, author of The Road Less Traveled
“No one in the past 30 years has had a more profound impact on
thinking about leadership than Robert Greenleaf. If we sought an
objective measure of the quality of leadership available to society,
there would be none better than the number of people reading and
studying his writings.”
Peter M. Senge, author of The Fifth Discipline
“Servant-leadership, in its ethic of love, care and service to the least
privileged, is a potential antidote to patriarchal binds.”
Jiying Song, co-author/co-editor of Servant-Leadership, Feminism,
and Gender Well-Being
19
“Servant-leadership offers hope and wisdom for a new era in human
development, and for the creation of better, more caring institutions.”
Larry C. Spears, Servant-Leadership Scholar, Gonzaga University
“Real leaders are not blinded by the trappings of power but recognize
their role as servant.”
Archbishop Desmond Tutu, human rights activist and theologian
“I believe that Greenleaf knew so much when he said the criterion of
successful servant-leadership is that those we serve are healthier and
wiser and freer and more autonomous, and perhaps they even loved
our leadership so much that they also want to serve others.”
Margaret Wheatley, author of Leadership and the New Science
“Those being served must grow and evolve as persons, and those
least privileged in society should benefit.”
Lea Williams, author of Servants of the People
“Despite all the buzz about modern leadership techniques, no one
knows better than Greenleaf what really matters.”
Working Woman magazine
“I think servant-leadership is the heart of what could be a whole
overarching, all-embracing new philosophy of organizations, and
particularly business, a philosophy that could help us do what has to
be done, which is to reinvent capitalism.”
Danah Zohar, author of Spiritual Capital
20
\_\_\________
Larry C. Spears is president and CEO of the Spears Center for
Servant-Leadership (www.spearscenter.org), Indianapolis, and he
serves as Servant-Leadership Scholar for the School of Leadership
Studies at Gonzaga University, Spokane. He is a writer-editor-
teacher and contributing author to forty books on servant-leadership,
including the critically acclaimed Insights on Leadership (1996),
Fortuitous Encounters (2013, with Paul Davis); and, with Shann
Ferch, The Spirit of Servant-Leadership (2011) and Conversations on
Servant-Leadership (2015). He also served as editor on all five books
of writings by Robert K. Greenleaf; and, since 2005 he has served as
editor or co-editor of nine servant-leadership anthologies. Larry
serves as senior advisory editor of The International Journal of
Servant-Leadership. From 1990-2007, Larry served as president and
CEO, and also as Senior Fellow and President Emeritus, of The
Robert K. Greenleaf Center for Servant-Leadership.
Among other honors, Larry has received the “Outstanding
Leadership Award” from Chapman University in California (2002);
the “Dare to Lead” Award from the International Leadership
Network (2004); the Community Leadership Award from DePauw
University in Greencastle, Indiana (2008); a special recognition from
the Greenleaf Centre-United Kingdom (2015); and, as the inaugural
inductee into Gonzaga University’s School of Leadership Studies’
Hall of Honor (2018).
In 2004, Larry was interviewed by NBC reporter Stone Phillips
for a segment on servant-leadership that appeared on NBC’s
DATELINE news program, which was seen by ten million viewers.
Reproduced with permission of copyright owner.
Further reproduction prohibited without permission.
**EBSCO-FullText-08_23_2025.pdf**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ebsco-fulltext-08-23-2025-pdf)
**How_Directors_or_Service_Coord.pdf**
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**## EXERCISEASSIGNMENTINSTRUCTIONS.docx**
Write a 900-word paper, in APA format that discusses three 3 of the six 6 levels of Bloom’s Taxonomy as it relates to Servant Leadership. As an example, does the article demonstrate drawing connections among ideas? This would correspond to the analyze level. Prepare a standard APA reference page.
Prepare an annotated bibliography with three (3) required unique
scholarly sources. The bibliography will be structured as follows: APA formatted reference
(minimum 250 words for each Annotated Bibliography entry) followed by summary of key
points, evaluation of the quality of the publication, evaluation of the quality of the author(s),
where this fits into the assignment, and the library database in which you found the article.
• Title Page
• Abstract
• Narrative
• References
• Annotated Bibliography
Use and cite the material in the attachment.
**## THOUGHTS_ON_SERVANT-LEADERSHIP.pdf**
15
THOUGHTS ON SERVANT-LEADERSHIP IN THE
MODERN ERA
—COMPILED BY LARRY C. SPEARS
“Servant-leadership is now part of the vocabulary of enlightened
leadership. Bob Greenleaf, along with other notables such as
McGregor, Drucker, and Follett, has created a new thought-world of
leadership that contains such virtues as growth, responsibility and
love.”
Warren Bennis, author of On Leadership
“I truly believe that servant-leadership has never been more
applicable to the world of leadership than it is today.”
Ken Blanchard, author of The Heart of Leadership
“We are each indebted to Greenleaf for bringing spirit and values
into the workplace. His ideas will have enduring value for every
generation of leaders.”
Peter Block, author of Stewardship
“Serve the people well. And the rest will take care of itself.”
Cheryl Bachelder, author of Dare to Serve
The International Journal of Servant-Leadership, 2023, vol, 17, issue 1, 15-20
16
“Our Servant Leadership School focuses on walking with those
seeking to deepen their spiritual practices as they serve those on the
margins. Through the gift of spirituality as leadership, we continue to
walk this road together.”
Cheryl Broetje, Broetje Family Trust
“Anyone can be a servant-leader. Any one of us can take initiative; it
doesn’t require that we be appointed a leader; but it does require that
we operate from moral authority. The spirit of servant-leadership is
the spirit of moral authority.”
Stephen R. Covey, author of The 7 Habits of Highly Effective
People
“The first responsibility of a leader is to define reality. The last is to
say thank you. In between, the leader is a servant.”
Max DePree, author of Leadership is an Art
“Servant-leadership represents an ideal form of leading, by
empowering and serving others.”
Satinder K. Dhiman, editor-in-chief, The Palgrave Handbook of
Servant-Leadership
“Greenleaf upheld the idea that the essence of servant-leadership
flows beneath the inherent potential of the human community and
can be genuinely approached by people of all faiths and leaders of all
creeds.”
Shann Ray Ferch, author of Forgiveness and Power in the Age of
Atrocity
17
“The servant-leader is servant first. Becoming a servant-leader
begins with the natural feeling that one wants to serve, to serve first.”
Robert K. Greenleaf, author of The Servant as Leader
“With its deeper resonances in our spiritual traditions, Greenleaf
reminds us that the essence of leadership is service, and therefore the
welfare of people. Anchored in this way, we can distinguish between
the tools of influence, persuasion, and power from the orienting
values defining leadership to which these tools are applied.”
Ronald Heifetz, author of Leadership Without Easy Answers
“The most difficult step, Greenleaf has written, that any developing
servant-leader must take, is to begin the personal journey toward
wholeness and self-discovery.”
Joseph Jaworski, author of Synchronicity
“Everybody can be great, because everybody can serve. You only
need a heart full of grace, a soul generated by love.”
Rev. Dr. Martin Luther King, Jr., minister and civil rights activist
“Robert K. Greenleaf’s work has struck a resonant chord in the
minds and hearts of scholars and practitioners alike. His message
lives through others, the true legacy of a servant-leader.”
James Kouzes, co-author of The Leadership Challenge
“Freedom is not a state; it is an act. It is not some enchanted garden
perched high on a distant plateau where we can finally sit down and
rest. Freedom is the continuous action we all must take, and each
generation must do its part to create an even more fair, more just
society.”
18
Rep. John Lewis, civil rights pioneer and U.S. Representative from
Georgia
“I stand here before you, not as a prophet, but as a humble servant of
you, the people.”
Nelson Mandela, former president of South Africa
“Robert Greenleaf takes us beyond cynicism and cheap tricks and
simplified techniques into the heart of the matter, into the spiritual
lives of those who lead.”
Parker Palmer, author of The Courage to Teach
“Servant-leadership is more than a concept. As far as I’m concerned,
it is a fact. I would simply define it by saying that any great leader,
by which I also mean an ethical leader of any group, will see herself
or himself primarily as a servant of that group and will act
accordingly.”
M. Scott Peck, author of The Road Less Traveled
“No one in the past 30 years has had a more profound impact on
thinking about leadership than Robert Greenleaf. If we sought an
objective measure of the quality of leadership available to society,
there would be none better than the number of people reading and
studying his writings.”
Peter M. Senge, author of The Fifth Discipline
“Servant-leadership, in its ethic of love, care and service to the least
privileged, is a potential antidote to patriarchal binds.”
Jiying Song, co-author/co-editor of Servant-Leadership, Feminism,
and Gender Well-Being
19
“Servant-leadership offers hope and wisdom for a new era in human
development, and for the creation of better, more caring institutions.”
Larry C. Spears, Servant-Leadership Scholar, Gonzaga University
“Real leaders are not blinded by the trappings of power but recognize
their role as servant.”
Archbishop Desmond Tutu, human rights activist and theologian
“I believe that Greenleaf knew so much when he said the criterion of
successful servant-leadership is that those we serve are healthier and
wiser and freer and more autonomous, and perhaps they even loved
our leadership so much that they also want to serve others.”
Margaret Wheatley, author of Leadership and the New Science
“Those being served must grow and evolve as persons, and those
least privileged in society should benefit.”
Lea Williams, author of Servants of the People
“Despite all the buzz about modern leadership techniques, no one
knows better than Greenleaf what really matters.”
Working Woman magazine
“I think servant-leadership is the heart of what could be a whole
overarching, all-embracing new philosophy of organizations, and
particularly business, a philosophy that could help us do what has to
be done, which is to reinvent capitalism.”
Danah Zohar, author of Spiritual Capital
20
\_\_\________
Larry C. Spears is president and CEO of the Spears Center for
Servant-Leadership (www.spearscenter.org), Indianapolis, and he
serves as Servant-Leadership Scholar for the School of Leadership
Studies at Gonzaga University, Spokane. He is a writer-editor-
teacher and contributing author to forty books on servant-leadership,
including the critically acclaimed Insights on Leadership (1996),
Fortuitous Encounters (2013, with Paul Davis); and, with Shann
Ferch, The Spirit of Servant-Leadership (2011) and Conversations on
Servant-Leadership (2015). He also served as editor on all five books
of writings by Robert K. Greenleaf; and, since 2005 he has served as
editor or co-editor of nine servant-leadership anthologies. Larry
serves as senior advisory editor of The International Journal of
Servant-Leadership. From 1990-2007, Larry served as president and
CEO, and also as Senior Fellow and President Emeritus, of The
Robert K. Greenleaf Center for Servant-Leadership.
Among other honors, Larry has received the “Outstanding
Leadership Award” from Chapman University in California (2002);
the “Dare to Lead” Award from the International Leadership
Network (2004); the Community Leadership Award from DePauw
University in Greencastle, Indiana (2008); a special recognition from
the Greenleaf Centre-United Kingdom (2015); and, as the inaugural
inductee into Gonzaga University’s School of Leadership Studies’
Hall of Honor (2018).
In 2004, Larry was interviewed by NBC reporter Stone Phillips
for a segment on servant-leadership that appeared on NBC’s
DATELINE news program, which was seen by ten million viewers.
Reproduced with permission of copyright owner.
Further reproduction prohibited without permission.
**EBSCO-FullText-08_23_2025.pdf**
This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ebsco-fulltext-08-23-2025-pdf)
**How_Directors_or_Service_Coord.pdf**
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– 1
– 2
– 3
– 4
#### **Application of Educational Theory and Research** – Apply broad knowledge of educational theory and research to positively impact educational settings. – Apply an understanding of diversity and equity in education to foster inclusive school environments and apply ethical behavior, standards, a…
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →#### **Application of Educational Theory and Research**
– Apply broad knowledge of educational theory and research to positively impact educational settings.
– Apply an understanding of diversity and equity in education to foster inclusive school environments and apply ethical behavior, standards, and decision-making.
– Collaborate with educational stakeholders to promote a vision and mission that supports the success of students, school employees, and educational stakeholders.
In this assignment, you will identify a specific Problem of Practice found in today’s education settings. The settings could include K-12, alternative/adult education, or Higher Education settings. You will need to
– Identify 3-4 scholarly sources that support that this is a current and relevant problem in education.
– Introduce the problem and support with evidence from scholarly sources.
You will also identify key stakeholders in the educational setting that are impacted by addressing the problem of practice (students, teachers, administrators, family, community members, etc.)
– Describe their roles, interests, and influence on the educational setting.
– Explain how addressing this problem of practice impacts their roles.
– Evaluate how addressing this problem of practice would impact the overall vision and mission of the organization
Bennett, S. (2014). _The Elements of Résumé Style: Essential Rules for Writing Résumés and Cover Letters That Work_. New York: AMACOM. Chapter 4: Sell Your Skills and Experience – Always with the Reader in Mind (p. 23–56) and Chapter 6: Cover Letters (p. 65–72)
How to write powerful and memorable HR resumes: 7 rules to guide you through showcasing your talents and accomplishments. (2021). _HRNews._ Available in the Trident Online Library.
Oliver, P. (2012). _Succeeding with Your Literature Review: A Handbook for Students_. Maidenhead: McGraw-Hill Education. Chapter 1: The Nature and Purpose of a Literature Review (p. 4–21) and Chapter 3: Doing a Literature Review (p. 39–57)
**Journal Article**
Roberts, C. (2008). Developing future leaders: The role of reflection in the classroom. _Journal of Leadership Education, 7_(1), 116–130.
– ## articlepoliceinstructions.docx – ## 2023IsitTimetoEndPoliceUnions_WhyPoliceUnionsareHurtingMoreThanTheyAreHelping-JURIST-Commentary-LegalNewsCommentary-12.pdf **## articlepoliceinstructions.docx** Article review must be: 1. At least two pages not including reference page. 2. Very clear and u…
Immediate access to the full model answer, formatted citations, and rubric breakdown.
Have this question answered from scratch according to your specific instructions and deadline.
Order on TutorsGallery →– ## articlepoliceinstructions.docx
– ## 2023IsitTimetoEndPoliceUnions_WhyPoliceUnionsareHurtingMoreThanTheyAreHelping-JURIST-Commentary-LegalNewsCommentary-12.pdf
**## articlepoliceinstructions.docx**
Article review must be:
1. At least two pages not including reference page.
2. Very clear and understandable summary
3. All scholarly (peer reviewed articles or law reviews) that clearly support or refutes the conclusion. APA
**## 2023IsitTimetoEndPoliceUnions_WhyPoliceUnionsareHurtingMoreThanTheyAreHelping-JURIST-Commentary-LegalNewsCommentary-12.pdf**
12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 1/8
Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping
Huma Zia and Morris Jenkins and Tammy Thurman
JUNE 15, 2020 08:48:24 PM
Edited by: Brianna Bell | U. Pittsburgh School of Law, US
JURIST Guest Columnists Huma Zia, Morris Jenkins and Tammy Thurman of Lewis University in Romeoville, Illinois discuss
reimagining police unions…
The COVID-19 pandemic, the death of George Floyd by the Minneapolis police, and the subsequent protests have brought racial
inequalities to the forefront of public square discussion. As faculty of color in the fields of criminal justice and legal studies, we
cover diversity issues in all of our classes, especially with students who will be future law enforcement officers. As faculty of color
from different backgrounds, we not only teach about the issues of systemic racism but live it in both our professional and
personal lives. This essay highlights some of the issues that we see and in our humble opinions some proposed solutions to the
problem of Black community relations with law enforcement.
As the protests over the death of George Floyd marched through our cities, towns, and communities, we once again mourned
the blight that is racism and how it has left a permanent stain on our country. Racism permeates all aspects of society and must
be confronted and expunged. Issues surrounding criminal justice, or the lack of justice, specifically for minorities, are rampant.
In addition to issues of racial disparity in criminal justice, the conversation has turned to the coercive nature of policing and
police abusing their power, particularly with minorities.
Generally, policing is an inherently coercive environment. The US Supreme Court has acknowledged the coercive nature of
interrogations and Terry stops– a major component of policing. No other profession, with the exception of our legislature, has
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12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 2/8
defined restrictions placed on it by the Bill of Rights of the United States Constitution. The Fourth Amendment warns the
government from conducting “unreasonable searches and seizures.” The mere fact the founding fathers placed restrictions on
the practice of searching and seizing individuals clearly delineates the potential for abuse by police, which is who acts as an
extension of the government.
Now, the conversation has turned to an entity within policing that may be contributing to an abusive, and regressive police
department. Professors Fisk and Richardson of UCI argue that the contractual, substantive, and procedural protections that
come with union membership, coupled with a complicated disciplinary process serves to discourage supervisors from
disciplining rank and file officers engaged in misconduct. Consequently, supervisors’ inclination to avoid confrontations with
police unions and the red tape involved with sanctioning officers’ misconduct has contributed to the types of outcomes seen in
recent abuse of force cases. Katherine J. Bies writes: “In 2015, one thousand people were killed in officer-involved shootings.
Although African-American men only make up six percent of the population, they made up forty percent of those killed.” In
2015, 40% is an appallingly high statistic, in fact, even one officer-related death can be argued as being too high.
Currently, in 2020, five years later, we have seen how the grand juries refused to indict police officers on the deaths of Eric
Garner in New York City, New York and Michael Brown in Ferguson, Missouri. We have watched how a judge acquitted an
officer of Freddie Gray’s death in Baltimore, Maryland and we are now seeing masses march to see justice in the deaths of
George Floyd, and Breonna Taylor. What we have rarely seen in such police shooting, are statements by police unions calling
for reform of police practices, firing of bad police officers or advocating for laws which will either publicize police officer’s
transgressions committed in their line of duty or laws that will automatically dismiss police officers for their transgressions and
abuse of authority. (It must be noted that many police chiefs of various cities, municipalities, and towns have officially made
statements against the death of George Floyd. Though individual police chiefs have made statements condemning the death of
George Floyd, we have yet to see the same outpouring of statements, made by Police Unions.)
Traditionally, what we have seen are police unions who protect bad cops, and in doing so implicitly and explicitly encourage the
abuse and transgressions against the most vulnerable of our population. “The unions, at least in New York City, outright just
protect, protect, protect the cops,” retired NYPD commander Corey Pegues wrote in his memoir, Once a Cop. Currently, “[I]n
Chicago…. [t]he new president of the police union, John Catanzara, was the subject of 50 misconduct complaints, according to
the Citizens Police Data Project, 10 of them sustained, and is believed to be the first FOP president to serve while stripped of his
police powers.” In protecting the bad cops, unions reinforce the proverbial code of silence among all officers, threatening those
who try to call out bad behavior. This code of silence not only perpetuates the violence but doing nothing encourages it until we
are left with another senseless killing or altercation and even poorer perception of the police.
Historically, the idea of police unions was proposed shortly after World War I, during the time when the concept of unionization
was gathering steam. Ironically, when the American Federation of Labor issued charters to police unions in thirty cities, many
police chiefs condemned the move, arguing that unionism was incompatible with policing. Due to continually low wages,
increased working hours and regulations, it was not until the mid-1960s that elected officials realized that police officers were
ready to strike and take a more military stance on policing if they were not allowed to unionize – thus the birth of police unions.
Simply put, unions, through the collective bargaining model, are meant as a mechanism to ensure employees’ fair
compensation, working conditions, and benefits. Thanks to such aggressive collective bargaining, police officers are among the
best-paid civil servants, have extraordinary control over their working conditions, and have defined working conditions in the
broadest possible terms. All this would not be a concern until we recognize that that police unions have gone one step further
and have made it extremely difficult to investigate misconduct claims and terminate officers who break the rules.
Moreover, as police unions flourished, the message of police accountability and integrity became blurred under the politicization
and albeit power that union officials wielded. Generally, police unions are slow in advocating for mandating officers use body
cameras and advocating for “bad” officers to be removed. In 2016, Campaign Zero conducted a comprehensive study of
collective bargaining by big-city police unions and found that agreements routinely guarantee that officers aren’t interrogated
immediately after use-of-force incidents and often ensure that disciplinary records are purged after three to five years.
A few days after prosecutors in Minneapolis charged an officer with murder in the death of George Floyd, the president of the
city’s police union denounced political leaders, accusing them of selling out his members and firing four officers without due
process. According to the New York Times:
[https://billofrightsinstitute.org/founding-documents/bill-of-rights/](https://billofrightsinstitute.org/founding-documents/bill-of-rights/)
[https://www.law.cornell.edu/constitution/fourth_amendment](https://www.law.cornell.edu/constitution/fourth_amendment)
[http://www.gwlr.org/wp-content/uploads/2017/07/85-Geo.-Wash.-L.-Rev.-712.pdf](http://www.gwlr.org/wp-content/uploads/2017/07/85-Geo.-Wash.-L.-Rev.-712.pdf)
[https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf](https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf)
[https://www.nytimes.com/2019/07/16/nyregion/eric-garner-case-death-daniel-pantaleo.html](https://www.nytimes.com/2019/07/16/nyregion/eric-garner-case-death-daniel-pantaleo.html)
[https://www.theguardian.com/us-news/2014/nov/24/ferguson-police-darren-wilson-michael-brown-no-charges](https://www.theguardian.com/us-news/2014/nov/24/ferguson-police-darren-wilson-michael-brown-no-charges)
[https://www.baltimoresun.com/news/crime/bs-md-ci-miller-pretrial-motions-20160727-story.html](https://www.baltimoresun.com/news/crime/bs-md-ci-miller-pretrial-motions-20160727-story.html)
[https://www.nytimes.com/2020/05/31/us/george-floyd-investigation.html](https://www.nytimes.com/2020/05/31/us/george-floyd-investigation.html)
[https://www.nytimes.com/article/breonna-taylor-police.html](https://www.nytimes.com/article/breonna-taylor-police.html)
[https://www.simonandschuster.com/books/Once-a-Cop/Corey-Pegues/9781501110504](https://www.simonandschuster.com/books/Once-a-Cop/Corey-Pegues/9781501110504)
[https://www.chicagotribune.com/columns/eric-zorn/ct-column-chicago-fraternal-order-police-catanzara-zorn-20200513-bu2xwx2lzjfkhgzbtg2ixtrqz4-story.html](https://www.chicagotribune.com/columns/eric-zorn/ct-column-chicago-fraternal-order-police-catanzara-zorn-20200513-bu2xwx2lzjfkhgzbtg2ixtrqz4-story.html)
[https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=115536](https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=115536)
[https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf](https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf)
[https://www.joincampaignzero.org/reports](https://www.joincampaignzero.org/reports)
[https://www.nytimes.com/2020/06/06/us/police-unions-minneapolis-kroll.html](https://www.nytimes.com/2020/06/06/us/police-unions-minneapolis-kroll.html)
12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 3/8
[T]he president of the city’s police union denounced political leaders, accusing them of selling out his members and
firing four officers without due process. “It is despicable behavior,” the union president, Lt. Bob Kroll, wrote in a letter
to union members. He also referred to protesters as a “terrorist movement.”
At this time, it certainly appears that the “despicable behavior” is police unions repeatedly supporting officers that engage in
misconduct, and at times unlawful behavior, and failing to hold their members accountable when they betray the trust of the
very people they are sworn to serve. The police oath embraced by the International Association of Chiefs of Police states in part,
“[o]n my honor, I will never betray my badge, my integrity, my character or the public trust.” The public trust has been broken
and the integrity of police officers and police departments is constantly being questioned. It is now time for police officers to
police themselves, without the handicap of a union.
Due to recent events of police abuse of power and excessive force that has resulted in the death of American citizens, the nation
has been forced to grapple with questions about the purpose, function, and utility of contemporary policing. Police unions can
contribute to this conversation by offering solutions that help bridge the divide or continue to drive a wedge between officers
and communities of color by refusing to acknowledge that the status quo in policing is failing. The Fraternal Order of Police (FOP)
is the world’s largest organization of sworn law enforcement officers and according to its mission statement purports, in part,
to cultivate a spirit of fraternalism and mutual helpfulness among our members and the people we serve. A potential solution to
promoting mutual helpfulness and improving relationships between law enforcement and the Black community, in particular,
might lie in police unions: (1) recognizing how some of the ways they “advocate” for rank and file members (e.g. discouraging
civilian oversight and public access to disciplinary records) actually diminish citizen trust and confidence and (2) realizing that
due to the nature and prevalence of officer/citizen interaction, citizen trust and confidence is inextricably linked to officers’
working conditions. Therefore, when unions operate in ways that diminish citizen trust and confidence they simultaneously,
perhaps unknowingly, worsen aspects of officers’ work environment which is in direct contradiction with the stated mission to
support and improve working conditions.
It is time for police unions to discard the “us vs. them” mentality, encourage their members to truly embrace the role of the
public servant, and reimagine police advocacy in ways that include partnering with communities of color so that the best interest
of officers and citizens can be served.
Huma Zia is an assistant professor and program director of Paralegal Studies at Lewis University. She was a former Assistant
Attorney General, with the Illinois Attorney General’s Office in the Civil and Criminal Appeals Bureau. Currently working on
research involving police accountability, community policing, and clemency petitions.
Morris Jenkins is a professor of criminal justice. Jenkins has taught criminal justice for over thirty years at various institutions of
higher education. Born and raised in Detroit Michigan, the civil disobedience and the Detroit rebellion of 1967, incidentally
started by police abuse, are focal points in both Jenkins’ personal and academic lives. He has a law degree from Stetson
University College of Law and a Ph.D. in Public Policy from Northeastern University.
Tammy Thurman is currently an associate professor and the undergraduate program director in the Justice, Law and Public
Safety Studies Department (JLPSS) at Lewis University in Romeoville, IL. She teaches courses in criminal law, the court system
and juvenile justice. She holds advanced degrees in Social Work and Law, is a Licensed Social Worker (LSW) and a member of the
Illinois Bar. Professor Thurman has worked in the Child Welfare and Public Interest Law fields and studies and lectures on issues
related to female juvenile delinquency and incarceration.
Suggested citation: Huma Zia, Morris Jenkins and Tammy Thurman, Is it Time to End Police Unions? Why Police Unions are
Hurting More Than They Are Helping, JURIST – Academic Commentary, June 15, 2020,
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions.
This article was prepared for publication by Brianna Bell, a JURIST Staff Editor. Please direct any questions or comments to her at commentary@jurist.org.
[https://www.theiacp.org/resources/the-oath-of-honor](https://www.theiacp.org/resources/the-oath-of-honor)
[https://www.fop.net/CmsPage.aspx?id=18](https://www.fop.net/CmsPage.aspx?id=18)
[https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/huma-zia/](https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/huma-zia/)
[https://www.lewisu.edu/experts/wordpress/index.php/dr-morris-jenkins/](https://www.lewisu.edu/experts/wordpress/index.php/dr-morris-jenkins/)
[https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/tammy-thurman/](https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/tammy-thurman/)
[https://www.jurist.org/jurist_search.php?q=Brianna+Bell](https://www.jurist.org/jurist_search.php?q=Brianna+Bell)
[mailto:commentary@jurist.org](mailto:commentary@jurist.org)
**## 2023IsitTimetoEndPoliceUnions_WhyPoliceUnionsareHurtingMoreThanTheyAreHelping-JURIST-Commentary-LegalNewsCommentary-12.pdf**
12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 1/8
Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping
Huma Zia and Morris Jenkins and Tammy Thurman
JUNE 15, 2020 08:48:24 PM
Edited by: Brianna Bell | U. Pittsburgh School of Law, US
JURIST Guest Columnists Huma Zia, Morris Jenkins and Tammy Thurman of Lewis University in Romeoville, Illinois discuss
reimagining police unions…
The COVID-19 pandemic, the death of George Floyd by the Minneapolis police, and the subsequent protests have brought racial
inequalities to the forefront of public square discussion. As faculty of color in the fields of criminal justice and legal studies, we
cover diversity issues in all of our classes, especially with students who will be future law enforcement officers. As faculty of color
from different backgrounds, we not only teach about the issues of systemic racism but live it in both our professional and
personal lives. This essay highlights some of the issues that we see and in our humble opinions some proposed solutions to the
problem of Black community relations with law enforcement.
As the protests over the death of George Floyd marched through our cities, towns, and communities, we once again mourned
the blight that is racism and how it has left a permanent stain on our country. Racism permeates all aspects of society and must
be confronted and expunged. Issues surrounding criminal justice, or the lack of justice, specifically for minorities, are rampant.
In addition to issues of racial disparity in criminal justice, the conversation has turned to the coercive nature of policing and
police abusing their power, particularly with minorities.
Generally, policing is an inherently coercive environment. The US Supreme Court has acknowledged the coercive nature of
interrogations and Terry stops– a major component of policing. No other profession, with the exception of our legislature, has
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[https://supreme.justia.com/cases/federal/us/392/1/](https://supreme.justia.com/cases/federal/us/392/1/)
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12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 2/8
defined restrictions placed on it by the Bill of Rights of the United States Constitution. The Fourth Amendment warns the
government from conducting “unreasonable searches and seizures.” The mere fact the founding fathers placed restrictions on
the practice of searching and seizing individuals clearly delineates the potential for abuse by police, which is who acts as an
extension of the government.
Now, the conversation has turned to an entity within policing that may be contributing to an abusive, and regressive police
department. Professors Fisk and Richardson of UCI argue that the contractual, substantive, and procedural protections that
come with union membership, coupled with a complicated disciplinary process serves to discourage supervisors from
disciplining rank and file officers engaged in misconduct. Consequently, supervisors’ inclination to avoid confrontations with
police unions and the red tape involved with sanctioning officers’ misconduct has contributed to the types of outcomes seen in
recent abuse of force cases. Katherine J. Bies writes: “In 2015, one thousand people were killed in officer-involved shootings.
Although African-American men only make up six percent of the population, they made up forty percent of those killed.” In
2015, 40% is an appallingly high statistic, in fact, even one officer-related death can be argued as being too high.
Currently, in 2020, five years later, we have seen how the grand juries refused to indict police officers on the deaths of Eric
Garner in New York City, New York and Michael Brown in Ferguson, Missouri. We have watched how a judge acquitted an
officer of Freddie Gray’s death in Baltimore, Maryland and we are now seeing masses march to see justice in the deaths of
George Floyd, and Breonna Taylor. What we have rarely seen in such police shooting, are statements by police unions calling
for reform of police practices, firing of bad police officers or advocating for laws which will either publicize police officer’s
transgressions committed in their line of duty or laws that will automatically dismiss police officers for their transgressions and
abuse of authority. (It must be noted that many police chiefs of various cities, municipalities, and towns have officially made
statements against the death of George Floyd. Though individual police chiefs have made statements condemning the death of
George Floyd, we have yet to see the same outpouring of statements, made by Police Unions.)
Traditionally, what we have seen are police unions who protect bad cops, and in doing so implicitly and explicitly encourage the
abuse and transgressions against the most vulnerable of our population. “The unions, at least in New York City, outright just
protect, protect, protect the cops,” retired NYPD commander Corey Pegues wrote in his memoir, Once a Cop. Currently, “[I]n
Chicago…. [t]he new president of the police union, John Catanzara, was the subject of 50 misconduct complaints, according to
the Citizens Police Data Project, 10 of them sustained, and is believed to be the first FOP president to serve while stripped of his
police powers.” In protecting the bad cops, unions reinforce the proverbial code of silence among all officers, threatening those
who try to call out bad behavior. This code of silence not only perpetuates the violence but doing nothing encourages it until we
are left with another senseless killing or altercation and even poorer perception of the police.
Historically, the idea of police unions was proposed shortly after World War I, during the time when the concept of unionization
was gathering steam. Ironically, when the American Federation of Labor issued charters to police unions in thirty cities, many
police chiefs condemned the move, arguing that unionism was incompatible with policing. Due to continually low wages,
increased working hours and regulations, it was not until the mid-1960s that elected officials realized that police officers were
ready to strike and take a more military stance on policing if they were not allowed to unionize – thus the birth of police unions.
Simply put, unions, through the collective bargaining model, are meant as a mechanism to ensure employees’ fair
compensation, working conditions, and benefits. Thanks to such aggressive collective bargaining, police officers are among the
best-paid civil servants, have extraordinary control over their working conditions, and have defined working conditions in the
broadest possible terms. All this would not be a concern until we recognize that that police unions have gone one step further
and have made it extremely difficult to investigate misconduct claims and terminate officers who break the rules.
Moreover, as police unions flourished, the message of police accountability and integrity became blurred under the politicization
and albeit power that union officials wielded. Generally, police unions are slow in advocating for mandating officers use body
cameras and advocating for “bad” officers to be removed. In 2016, Campaign Zero conducted a comprehensive study of
collective bargaining by big-city police unions and found that agreements routinely guarantee that officers aren’t interrogated
immediately after use-of-force incidents and often ensure that disciplinary records are purged after three to five years.
A few days after prosecutors in Minneapolis charged an officer with murder in the death of George Floyd, the president of the
city’s police union denounced political leaders, accusing them of selling out his members and firing four officers without due
process. According to the New York Times:
[https://billofrightsinstitute.org/founding-documents/bill-of-rights/](https://billofrightsinstitute.org/founding-documents/bill-of-rights/)
[https://www.law.cornell.edu/constitution/fourth_amendment](https://www.law.cornell.edu/constitution/fourth_amendment)
[http://www.gwlr.org/wp-content/uploads/2017/07/85-Geo.-Wash.-L.-Rev.-712.pdf](http://www.gwlr.org/wp-content/uploads/2017/07/85-Geo.-Wash.-L.-Rev.-712.pdf)
[https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf](https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf)
[https://www.nytimes.com/2019/07/16/nyregion/eric-garner-case-death-daniel-pantaleo.html](https://www.nytimes.com/2019/07/16/nyregion/eric-garner-case-death-daniel-pantaleo.html)
[https://www.theguardian.com/us-news/2014/nov/24/ferguson-police-darren-wilson-michael-brown-no-charges](https://www.theguardian.com/us-news/2014/nov/24/ferguson-police-darren-wilson-michael-brown-no-charges)
[https://www.baltimoresun.com/news/crime/bs-md-ci-miller-pretrial-motions-20160727-story.html](https://www.baltimoresun.com/news/crime/bs-md-ci-miller-pretrial-motions-20160727-story.html)
[https://www.nytimes.com/2020/05/31/us/george-floyd-investigation.html](https://www.nytimes.com/2020/05/31/us/george-floyd-investigation.html)
[https://www.nytimes.com/article/breonna-taylor-police.html](https://www.nytimes.com/article/breonna-taylor-police.html)
[https://www.simonandschuster.com/books/Once-a-Cop/Corey-Pegues/9781501110504](https://www.simonandschuster.com/books/Once-a-Cop/Corey-Pegues/9781501110504)
[https://www.chicagotribune.com/columns/eric-zorn/ct-column-chicago-fraternal-order-police-catanzara-zorn-20200513-bu2xwx2lzjfkhgzbtg2ixtrqz4-story.html](https://www.chicagotribune.com/columns/eric-zorn/ct-column-chicago-fraternal-order-police-catanzara-zorn-20200513-bu2xwx2lzjfkhgzbtg2ixtrqz4-story.html)
[https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=115536](https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=115536)
[https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf](https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf)
[https://www.joincampaignzero.org/reports](https://www.joincampaignzero.org/reports)
[https://www.nytimes.com/2020/06/06/us/police-unions-minneapolis-kroll.html](https://www.nytimes.com/2020/06/06/us/police-unions-minneapolis-kroll.html)
12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 3/8
[T]he president of the city’s police union denounced political leaders, accusing them of selling out his members and
firing four officers without due process. “It is despicable behavior,” the union president, Lt. Bob Kroll, wrote in a letter
to union members. He also referred to protesters as a “terrorist movement.”
At this time, it certainly appears that the “despicable behavior” is police unions repeatedly supporting officers that engage in
misconduct, and at times unlawful behavior, and failing to hold their members accountable when they betray the trust of the
very people they are sworn to serve. The police oath embraced by the International Association of Chiefs of Police states in part,
“[o]n my honor, I will never betray my badge, my integrity, my character or the public trust.” The public trust has been broken
and the integrity of police officers and police departments is constantly being questioned. It is now time for police officers to
police themselves, without the handicap of a union.
Due to recent events of police abuse of power and excessive force that has resulted in the death of American citizens, the nation
has been forced to grapple with questions about the purpose, function, and utility of contemporary policing. Police unions can
contribute to this conversation by offering solutions that help bridge the divide or continue to drive a wedge between officers
and communities of color by refusing to acknowledge that the status quo in policing is failing. The Fraternal Order of Police (FOP)
is the world’s largest organization of sworn law enforcement officers and according to its mission statement purports, in part,
to cultivate a spirit of fraternalism and mutual helpfulness among our members and the people we serve. A potential solution to
promoting mutual helpfulness and improving relationships between law enforcement and the Black community, in particular,
might lie in police unions: (1) recognizing how some of the ways they “advocate” for rank and file members (e.g. discouraging
civilian oversight and public access to disciplinary records) actually diminish citizen trust and confidence and (2) realizing that
due to the nature and prevalence of officer/citizen interaction, citizen trust and confidence is inextricably linked to officers’
working conditions. Therefore, when unions operate in ways that diminish citizen trust and confidence they simultaneously,
perhaps unknowingly, worsen aspects of officers’ work environment which is in direct contradiction with the stated mission to
support and improve working conditions.
It is time for police unions to discard the “us vs. them” mentality, encourage their members to truly embrace the role of the
public servant, and reimagine police advocacy in ways that include partnering with communities of color so that the best interest
of officers and citizens can be served.
Huma Zia is an assistant professor and program director of Paralegal Studies at Lewis University. She was a former Assistant
Attorney General, with the Illinois Attorney General’s Office in the Civil and Criminal Appeals Bureau. Currently working on
research involving police accountability, community policing, and clemency petitions.
Morris Jenkins is a professor of criminal justice. Jenkins has taught criminal justice for over thirty years at various institutions of
higher education. Born and raised in Detroit Michigan, the civil disobedience and the Detroit rebellion of 1967, incidentally
started by police abuse, are focal points in both Jenkins’ personal and academic lives. He has a law degree from Stetson
University College of Law and a Ph.D. in Public Policy from Northeastern University.
Tammy Thurman is currently an associate professor and the undergraduate program director in the Justice, Law and Public
Safety Studies Department (JLPSS) at Lewis University in Romeoville, IL. She teaches courses in criminal law, the court system
and juvenile justice. She holds advanced degrees in Social Work and Law, is a Licensed Social Worker (LSW) and a member of the
Illinois Bar. Professor Thurman has worked in the Child Welfare and Public Interest Law fields and studies and lectures on issues
related to female juvenile delinquency and incarceration.
Suggested citation: Huma Zia, Morris Jenkins and Tammy Thurman, Is it Time to End Police Unions? Why Police Unions are
Hurting More Than They Are Helping, JURIST – Academic Commentary, June 15, 2020,
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions.
This article was prepared for publication by Brianna Bell, a JURIST Staff Editor. Please direct any questions or comments to her at commentary@jurist.org.
[https://www.theiacp.org/resources/the-oath-of-honor](https://www.theiacp.org/resources/the-oath-of-honor)
[https://www.fop.net/CmsPage.aspx?id=18](https://www.fop.net/CmsPage.aspx?id=18)
[https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/huma-zia/](https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/huma-zia/)
[https://www.lewisu.edu/experts/wordpress/index.php/dr-morris-jenkins/](https://www.lewisu.edu/experts/wordpress/index.php/dr-morris-jenkins/)
[https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/tammy-thurman/](https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/tammy-thurman/)
[https://www.jurist.org/jurist_search.php?q=Brianna+Bell](https://www.jurist.org/jurist_search.php?q=Brianna+Bell)
[mailto:commentary@jurist.org](mailto:commentary@jurist.org)
**## articlepoliceinstructions.docx**
Article review must be:
1. At least two pages not including reference page.
2. Very clear and understandable summary
3. All scholarly (peer reviewed articles or law reviews) that clearly support or refutes the conclusion. APA
**## 2023IsitTimetoEndPoliceUnions_WhyPoliceUnionsareHurtingMoreThanTheyAreHelping-JURIST-Commentary-LegalNewsCommentary-12.pdf**
12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 1/8
Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping
Huma Zia and Morris Jenkins and Tammy Thurman
JUNE 15, 2020 08:48:24 PM
Edited by: Brianna Bell | U. Pittsburgh School of Law, US
JURIST Guest Columnists Huma Zia, Morris Jenkins and Tammy Thurman of Lewis University in Romeoville, Illinois discuss
reimagining police unions…
The COVID-19 pandemic, the death of George Floyd by the Minneapolis police, and the subsequent protests have brought racial
inequalities to the forefront of public square discussion. As faculty of color in the fields of criminal justice and legal studies, we
cover diversity issues in all of our classes, especially with students who will be future law enforcement officers. As faculty of color
from different backgrounds, we not only teach about the issues of systemic racism but live it in both our professional and
personal lives. This essay highlights some of the issues that we see and in our humble opinions some proposed solutions to the
problem of Black community relations with law enforcement.
As the protests over the death of George Floyd marched through our cities, towns, and communities, we once again mourned
the blight that is racism and how it has left a permanent stain on our country. Racism permeates all aspects of society and must
be confronted and expunged. Issues surrounding criminal justice, or the lack of justice, specifically for minorities, are rampant.
In addition to issues of racial disparity in criminal justice, the conversation has turned to the coercive nature of policing and
police abusing their power, particularly with minorities.
Generally, policing is an inherently coercive environment. The US Supreme Court has acknowledged the coercive nature of
interrogations and Terry stops– a major component of policing. No other profession, with the exception of our legislature, has
igorovsyannykov / Pixabay
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[https://www.jurist.org/commentary/tag/author-huma-zia-and-morris-jenkins-and-tammy-thurman](https://www.jurist.org/commentary/tag/author-huma-zia-and-morris-jenkins-and-tammy-thurman)
[https://www.jurist.org/commentary/author/bbell](https://www.jurist.org/commentary/author/bbell)
[https://supreme.justia.com/cases/federal/us/451/477/](https://supreme.justia.com/cases/federal/us/451/477/)
[https://supreme.justia.com/cases/federal/us/392/1/](https://supreme.justia.com/cases/federal/us/392/1/)
[https://pixabay.com/users/igorovsyannykov/](https://pixabay.com/users/igorovsyannykov/)
[https://www.jurist.org/](https://www.jurist.org/)
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12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 2/8
defined restrictions placed on it by the Bill of Rights of the United States Constitution. The Fourth Amendment warns the
government from conducting “unreasonable searches and seizures.” The mere fact the founding fathers placed restrictions on
the practice of searching and seizing individuals clearly delineates the potential for abuse by police, which is who acts as an
extension of the government.
Now, the conversation has turned to an entity within policing that may be contributing to an abusive, and regressive police
department. Professors Fisk and Richardson of UCI argue that the contractual, substantive, and procedural protections that
come with union membership, coupled with a complicated disciplinary process serves to discourage supervisors from
disciplining rank and file officers engaged in misconduct. Consequently, supervisors’ inclination to avoid confrontations with
police unions and the red tape involved with sanctioning officers’ misconduct has contributed to the types of outcomes seen in
recent abuse of force cases. Katherine J. Bies writes: “In 2015, one thousand people were killed in officer-involved shootings.
Although African-American men only make up six percent of the population, they made up forty percent of those killed.” In
2015, 40% is an appallingly high statistic, in fact, even one officer-related death can be argued as being too high.
Currently, in 2020, five years later, we have seen how the grand juries refused to indict police officers on the deaths of Eric
Garner in New York City, New York and Michael Brown in Ferguson, Missouri. We have watched how a judge acquitted an
officer of Freddie Gray’s death in Baltimore, Maryland and we are now seeing masses march to see justice in the deaths of
George Floyd, and Breonna Taylor. What we have rarely seen in such police shooting, are statements by police unions calling
for reform of police practices, firing of bad police officers or advocating for laws which will either publicize police officer’s
transgressions committed in their line of duty or laws that will automatically dismiss police officers for their transgressions and
abuse of authority. (It must be noted that many police chiefs of various cities, municipalities, and towns have officially made
statements against the death of George Floyd. Though individual police chiefs have made statements condemning the death of
George Floyd, we have yet to see the same outpouring of statements, made by Police Unions.)
Traditionally, what we have seen are police unions who protect bad cops, and in doing so implicitly and explicitly encourage the
abuse and transgressions against the most vulnerable of our population. “The unions, at least in New York City, outright just
protect, protect, protect the cops,” retired NYPD commander Corey Pegues wrote in his memoir, Once a Cop. Currently, “[I]n
Chicago…. [t]he new president of the police union, John Catanzara, was the subject of 50 misconduct complaints, according to
the Citizens Police Data Project, 10 of them sustained, and is believed to be the first FOP president to serve while stripped of his
police powers.” In protecting the bad cops, unions reinforce the proverbial code of silence among all officers, threatening those
who try to call out bad behavior. This code of silence not only perpetuates the violence but doing nothing encourages it until we
are left with another senseless killing or altercation and even poorer perception of the police.
Historically, the idea of police unions was proposed shortly after World War I, during the time when the concept of unionization
was gathering steam. Ironically, when the American Federation of Labor issued charters to police unions in thirty cities, many
police chiefs condemned the move, arguing that unionism was incompatible with policing. Due to continually low wages,
increased working hours and regulations, it was not until the mid-1960s that elected officials realized that police officers were
ready to strike and take a more military stance on policing if they were not allowed to unionize – thus the birth of police unions.
Simply put, unions, through the collective bargaining model, are meant as a mechanism to ensure employees’ fair
compensation, working conditions, and benefits. Thanks to such aggressive collective bargaining, police officers are among the
best-paid civil servants, have extraordinary control over their working conditions, and have defined working conditions in the
broadest possible terms. All this would not be a concern until we recognize that that police unions have gone one step further
and have made it extremely difficult to investigate misconduct claims and terminate officers who break the rules.
Moreover, as police unions flourished, the message of police accountability and integrity became blurred under the politicization
and albeit power that union officials wielded. Generally, police unions are slow in advocating for mandating officers use body
cameras and advocating for “bad” officers to be removed. In 2016, Campaign Zero conducted a comprehensive study of
collective bargaining by big-city police unions and found that agreements routinely guarantee that officers aren’t interrogated
immediately after use-of-force incidents and often ensure that disciplinary records are purged after three to five years.
A few days after prosecutors in Minneapolis charged an officer with murder in the death of George Floyd, the president of the
city’s police union denounced political leaders, accusing them of selling out his members and firing four officers without due
process. According to the New York Times:
[https://billofrightsinstitute.org/founding-documents/bill-of-rights/](https://billofrightsinstitute.org/founding-documents/bill-of-rights/)
[https://www.law.cornell.edu/constitution/fourth_amendment](https://www.law.cornell.edu/constitution/fourth_amendment)
[http://www.gwlr.org/wp-content/uploads/2017/07/85-Geo.-Wash.-L.-Rev.-712.pdf](http://www.gwlr.org/wp-content/uploads/2017/07/85-Geo.-Wash.-L.-Rev.-712.pdf)
[https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf](https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf)
[https://www.nytimes.com/2019/07/16/nyregion/eric-garner-case-death-daniel-pantaleo.html](https://www.nytimes.com/2019/07/16/nyregion/eric-garner-case-death-daniel-pantaleo.html)
[https://www.theguardian.com/us-news/2014/nov/24/ferguson-police-darren-wilson-michael-brown-no-charges](https://www.theguardian.com/us-news/2014/nov/24/ferguson-police-darren-wilson-michael-brown-no-charges)
[https://www.baltimoresun.com/news/crime/bs-md-ci-miller-pretrial-motions-20160727-story.html](https://www.baltimoresun.com/news/crime/bs-md-ci-miller-pretrial-motions-20160727-story.html)
[https://www.nytimes.com/2020/05/31/us/george-floyd-investigation.html](https://www.nytimes.com/2020/05/31/us/george-floyd-investigation.html)
[https://www.nytimes.com/article/breonna-taylor-police.html](https://www.nytimes.com/article/breonna-taylor-police.html)
[https://www.simonandschuster.com/books/Once-a-Cop/Corey-Pegues/9781501110504](https://www.simonandschuster.com/books/Once-a-Cop/Corey-Pegues/9781501110504)
[https://www.chicagotribune.com/columns/eric-zorn/ct-column-chicago-fraternal-order-police-catanzara-zorn-20200513-bu2xwx2lzjfkhgzbtg2ixtrqz4-story.html](https://www.chicagotribune.com/columns/eric-zorn/ct-column-chicago-fraternal-order-police-catanzara-zorn-20200513-bu2xwx2lzjfkhgzbtg2ixtrqz4-story.html)
[https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=115536](https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=115536)
[https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf](https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf)
[https://www.joincampaignzero.org/reports](https://www.joincampaignzero.org/reports)
[https://www.nytimes.com/2020/06/06/us/police-unions-minneapolis-kroll.html](https://www.nytimes.com/2020/06/06/us/police-unions-minneapolis-kroll.html)
12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 3/8
[T]he president of the city’s police union denounced political leaders, accusing them of selling out his members and
firing four officers without due process. “It is despicable behavior,” the union president, Lt. Bob Kroll, wrote in a letter
to union members. He also referred to protesters as a “terrorist movement.”
At this time, it certainly appears that the “despicable behavior” is police unions repeatedly supporting officers that engage in
misconduct, and at times unlawful behavior, and failing to hold their members accountable when they betray the trust of the
very people they are sworn to serve. The police oath embraced by the International Association of Chiefs of Police states in part,
“[o]n my honor, I will never betray my badge, my integrity, my character or the public trust.” The public trust has been broken
and the integrity of police officers and police departments is constantly being questioned. It is now time for police officers to
police themselves, without the handicap of a union.
Due to recent events of police abuse of power and excessive force that has resulted in the death of American citizens, the nation
has been forced to grapple with questions about the purpose, function, and utility of contemporary policing. Police unions can
contribute to this conversation by offering solutions that help bridge the divide or continue to drive a wedge between officers
and communities of color by refusing to acknowledge that the status quo in policing is failing. The Fraternal Order of Police (FOP)
is the world’s largest organization of sworn law enforcement officers and according to its mission statement purports, in part,
to cultivate a spirit of fraternalism and mutual helpfulness among our members and the people we serve. A potential solution to
promoting mutual helpfulness and improving relationships between law enforcement and the Black community, in particular,
might lie in police unions: (1) recognizing how some of the ways they “advocate” for rank and file members (e.g. discouraging
civilian oversight and public access to disciplinary records) actually diminish citizen trust and confidence and (2) realizing that
due to the nature and prevalence of officer/citizen interaction, citizen trust and confidence is inextricably linked to officers’
working conditions. Therefore, when unions operate in ways that diminish citizen trust and confidence they simultaneously,
perhaps unknowingly, worsen aspects of officers’ work environment which is in direct contradiction with the stated mission to
support and improve working conditions.
It is time for police unions to discard the “us vs. them” mentality, encourage their members to truly embrace the role of the
public servant, and reimagine police advocacy in ways that include partnering with communities of color so that the best interest
of officers and citizens can be served.
Huma Zia is an assistant professor and program director of Paralegal Studies at Lewis University. She was a former Assistant
Attorney General, with the Illinois Attorney General’s Office in the Civil and Criminal Appeals Bureau. Currently working on
research involving police accountability, community policing, and clemency petitions.
Morris Jenkins is a professor of criminal justice. Jenkins has taught criminal justice for over thirty years at various institutions of
higher education. Born and raised in Detroit Michigan, the civil disobedience and the Detroit rebellion of 1967, incidentally
started by police abuse, are focal points in both Jenkins’ personal and academic lives. He has a law degree from Stetson
University College of Law and a Ph.D. in Public Policy from Northeastern University.
Tammy Thurman is currently an associate professor and the undergraduate program director in the Justice, Law and Public
Safety Studies Department (JLPSS) at Lewis University in Romeoville, IL. She teaches courses in criminal law, the court system
and juvenile justice. She holds advanced degrees in Social Work and Law, is a Licensed Social Worker (LSW) and a member of the
Illinois Bar. Professor Thurman has worked in the Child Welfare and Public Interest Law fields and studies and lectures on issues
related to female juvenile delinquency and incarceration.
Suggested citation: Huma Zia, Morris Jenkins and Tammy Thurman, Is it Time to End Police Unions? Why Police Unions are
Hurting More Than They Are Helping, JURIST – Academic Commentary, June 15, 2020,
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions.
This article was prepared for publication by Brianna Bell, a JURIST Staff Editor. Please direct any questions or comments to her at commentary@jurist.org.
[https://www.theiacp.org/resources/the-oath-of-honor](https://www.theiacp.org/resources/the-oath-of-honor)
[https://www.fop.net/CmsPage.aspx?id=18](https://www.fop.net/CmsPage.aspx?id=18)
[https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/huma-zia/](https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/huma-zia/)
[https://www.lewisu.edu/experts/wordpress/index.php/dr-morris-jenkins/](https://www.lewisu.edu/experts/wordpress/index.php/dr-morris-jenkins/)
[https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/tammy-thurman/](https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/tammy-thurman/)
[https://www.jurist.org/jurist_search.php?q=Brianna+Bell](https://www.jurist.org/jurist_search.php?q=Brianna+Bell)
[mailto:commentary@jurist.org](mailto:commentary@jurist.org)
**## articlepoliceinstructions.docx**
Article review must be:
1. At least two pages not including reference page.
2. Very clear and understandable summary
3. All scholarly (peer reviewed articles or law reviews) that clearly support or refutes the conclusion. APA
**## 2023IsitTimetoEndPoliceUnions_WhyPoliceUnionsareHurtingMoreThanTheyAreHelping-JURIST-Commentary-LegalNewsCommentary-12.pdf**
12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 1/8
Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping
Huma Zia and Morris Jenkins and Tammy Thurman
JUNE 15, 2020 08:48:24 PM
Edited by: Brianna Bell | U. Pittsburgh School of Law, US
JURIST Guest Columnists Huma Zia, Morris Jenkins and Tammy Thurman of Lewis University in Romeoville, Illinois discuss
reimagining police unions…
The COVID-19 pandemic, the death of George Floyd by the Minneapolis police, and the subsequent protests have brought racial
inequalities to the forefront of public square discussion. As faculty of color in the fields of criminal justice and legal studies, we
cover diversity issues in all of our classes, especially with students who will be future law enforcement officers. As faculty of color
from different backgrounds, we not only teach about the issues of systemic racism but live it in both our professional and
personal lives. This essay highlights some of the issues that we see and in our humble opinions some proposed solutions to the
problem of Black community relations with law enforcement.
As the protests over the death of George Floyd marched through our cities, towns, and communities, we once again mourned
the blight that is racism and how it has left a permanent stain on our country. Racism permeates all aspects of society and must
be confronted and expunged. Issues surrounding criminal justice, or the lack of justice, specifically for minorities, are rampant.
In addition to issues of racial disparity in criminal justice, the conversation has turned to the coercive nature of policing and
police abusing their power, particularly with minorities.
Generally, policing is an inherently coercive environment. The US Supreme Court has acknowledged the coercive nature of
interrogations and Terry stops– a major component of policing. No other profession, with the exception of our legislature, has
igorovsyannykov / Pixabay
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[https://www.jurist.org/commentary/tag/author-huma-zia-and-morris-jenkins-and-tammy-thurman](https://www.jurist.org/commentary/tag/author-huma-zia-and-morris-jenkins-and-tammy-thurman)
[https://www.jurist.org/commentary/author/bbell](https://www.jurist.org/commentary/author/bbell)
[https://supreme.justia.com/cases/federal/us/451/477/](https://supreme.justia.com/cases/federal/us/451/477/)
[https://supreme.justia.com/cases/federal/us/392/1/](https://supreme.justia.com/cases/federal/us/392/1/)
[https://pixabay.com/users/igorovsyannykov/](https://pixabay.com/users/igorovsyannykov/)
[https://www.jurist.org/](https://www.jurist.org/)
[https://www.jurist.org/support-jurist/donate-now/](https://www.jurist.org/support-jurist/donate-now/)
12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 2/8
defined restrictions placed on it by the Bill of Rights of the United States Constitution. The Fourth Amendment warns the
government from conducting “unreasonable searches and seizures.” The mere fact the founding fathers placed restrictions on
the practice of searching and seizing individuals clearly delineates the potential for abuse by police, which is who acts as an
extension of the government.
Now, the conversation has turned to an entity within policing that may be contributing to an abusive, and regressive police
department. Professors Fisk and Richardson of UCI argue that the contractual, substantive, and procedural protections that
come with union membership, coupled with a complicated disciplinary process serves to discourage supervisors from
disciplining rank and file officers engaged in misconduct. Consequently, supervisors’ inclination to avoid confrontations with
police unions and the red tape involved with sanctioning officers’ misconduct has contributed to the types of outcomes seen in
recent abuse of force cases. Katherine J. Bies writes: “In 2015, one thousand people were killed in officer-involved shootings.
Although African-American men only make up six percent of the population, they made up forty percent of those killed.” In
2015, 40% is an appallingly high statistic, in fact, even one officer-related death can be argued as being too high.
Currently, in 2020, five years later, we have seen how the grand juries refused to indict police officers on the deaths of Eric
Garner in New York City, New York and Michael Brown in Ferguson, Missouri. We have watched how a judge acquitted an
officer of Freddie Gray’s death in Baltimore, Maryland and we are now seeing masses march to see justice in the deaths of
George Floyd, and Breonna Taylor. What we have rarely seen in such police shooting, are statements by police unions calling
for reform of police practices, firing of bad police officers or advocating for laws which will either publicize police officer’s
transgressions committed in their line of duty or laws that will automatically dismiss police officers for their transgressions and
abuse of authority. (It must be noted that many police chiefs of various cities, municipalities, and towns have officially made
statements against the death of George Floyd. Though individual police chiefs have made statements condemning the death of
George Floyd, we have yet to see the same outpouring of statements, made by Police Unions.)
Traditionally, what we have seen are police unions who protect bad cops, and in doing so implicitly and explicitly encourage the
abuse and transgressions against the most vulnerable of our population. “The unions, at least in New York City, outright just
protect, protect, protect the cops,” retired NYPD commander Corey Pegues wrote in his memoir, Once a Cop. Currently, “[I]n
Chicago…. [t]he new president of the police union, John Catanzara, was the subject of 50 misconduct complaints, according to
the Citizens Police Data Project, 10 of them sustained, and is believed to be the first FOP president to serve while stripped of his
police powers.” In protecting the bad cops, unions reinforce the proverbial code of silence among all officers, threatening those
who try to call out bad behavior. This code of silence not only perpetuates the violence but doing nothing encourages it until we
are left with another senseless killing or altercation and even poorer perception of the police.
Historically, the idea of police unions was proposed shortly after World War I, during the time when the concept of unionization
was gathering steam. Ironically, when the American Federation of Labor issued charters to police unions in thirty cities, many
police chiefs condemned the move, arguing that unionism was incompatible with policing. Due to continually low wages,
increased working hours and regulations, it was not until the mid-1960s that elected officials realized that police officers were
ready to strike and take a more military stance on policing if they were not allowed to unionize – thus the birth of police unions.
Simply put, unions, through the collective bargaining model, are meant as a mechanism to ensure employees’ fair
compensation, working conditions, and benefits. Thanks to such aggressive collective bargaining, police officers are among the
best-paid civil servants, have extraordinary control over their working conditions, and have defined working conditions in the
broadest possible terms. All this would not be a concern until we recognize that that police unions have gone one step further
and have made it extremely difficult to investigate misconduct claims and terminate officers who break the rules.
Moreover, as police unions flourished, the message of police accountability and integrity became blurred under the politicization
and albeit power that union officials wielded. Generally, police unions are slow in advocating for mandating officers use body
cameras and advocating for “bad” officers to be removed. In 2016, Campaign Zero conducted a comprehensive study of
collective bargaining by big-city police unions and found that agreements routinely guarantee that officers aren’t interrogated
immediately after use-of-force incidents and often ensure that disciplinary records are purged after three to five years.
A few days after prosecutors in Minneapolis charged an officer with murder in the death of George Floyd, the president of the
city’s police union denounced political leaders, accusing them of selling out his members and firing four officers without due
process. According to the New York Times:
[https://billofrightsinstitute.org/founding-documents/bill-of-rights/](https://billofrightsinstitute.org/founding-documents/bill-of-rights/)
[https://www.law.cornell.edu/constitution/fourth_amendment](https://www.law.cornell.edu/constitution/fourth_amendment)
[http://www.gwlr.org/wp-content/uploads/2017/07/85-Geo.-Wash.-L.-Rev.-712.pdf](http://www.gwlr.org/wp-content/uploads/2017/07/85-Geo.-Wash.-L.-Rev.-712.pdf)
[https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf](https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf)
[https://www.nytimes.com/2019/07/16/nyregion/eric-garner-case-death-daniel-pantaleo.html](https://www.nytimes.com/2019/07/16/nyregion/eric-garner-case-death-daniel-pantaleo.html)
[https://www.theguardian.com/us-news/2014/nov/24/ferguson-police-darren-wilson-michael-brown-no-charges](https://www.theguardian.com/us-news/2014/nov/24/ferguson-police-darren-wilson-michael-brown-no-charges)
[https://www.baltimoresun.com/news/crime/bs-md-ci-miller-pretrial-motions-20160727-story.html](https://www.baltimoresun.com/news/crime/bs-md-ci-miller-pretrial-motions-20160727-story.html)
[https://www.nytimes.com/2020/05/31/us/george-floyd-investigation.html](https://www.nytimes.com/2020/05/31/us/george-floyd-investigation.html)
[https://www.nytimes.com/article/breonna-taylor-police.html](https://www.nytimes.com/article/breonna-taylor-police.html)
[https://www.simonandschuster.com/books/Once-a-Cop/Corey-Pegues/9781501110504](https://www.simonandschuster.com/books/Once-a-Cop/Corey-Pegues/9781501110504)
[https://www.chicagotribune.com/columns/eric-zorn/ct-column-chicago-fraternal-order-police-catanzara-zorn-20200513-bu2xwx2lzjfkhgzbtg2ixtrqz4-story.html](https://www.chicagotribune.com/columns/eric-zorn/ct-column-chicago-fraternal-order-police-catanzara-zorn-20200513-bu2xwx2lzjfkhgzbtg2ixtrqz4-story.html)
[https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=115536](https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=115536)
[https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf](https://law.stanford.edu/wp-content/uploads/2017/05/SLPR-Vol.-28-1-Bies.pdf)
[https://www.joincampaignzero.org/reports](https://www.joincampaignzero.org/reports)
[https://www.nytimes.com/2020/06/06/us/police-unions-minneapolis-kroll.html](https://www.nytimes.com/2020/06/06/us/police-unions-minneapolis-kroll.html)
12/12/22, 12:34 PM Is it Time to End Police Unions? Why Police Unions are Hurting More Than They Are Helping – JURIST – Commentary – Legal News & Co…
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions/ 3/8
[T]he president of the city’s police union denounced political leaders, accusing them of selling out his members and
firing four officers without due process. “It is despicable behavior,” the union president, Lt. Bob Kroll, wrote in a letter
to union members. He also referred to protesters as a “terrorist movement.”
At this time, it certainly appears that the “despicable behavior” is police unions repeatedly supporting officers that engage in
misconduct, and at times unlawful behavior, and failing to hold their members accountable when they betray the trust of the
very people they are sworn to serve. The police oath embraced by the International Association of Chiefs of Police states in part,
“[o]n my honor, I will never betray my badge, my integrity, my character or the public trust.” The public trust has been broken
and the integrity of police officers and police departments is constantly being questioned. It is now time for police officers to
police themselves, without the handicap of a union.
Due to recent events of police abuse of power and excessive force that has resulted in the death of American citizens, the nation
has been forced to grapple with questions about the purpose, function, and utility of contemporary policing. Police unions can
contribute to this conversation by offering solutions that help bridge the divide or continue to drive a wedge between officers
and communities of color by refusing to acknowledge that the status quo in policing is failing. The Fraternal Order of Police (FOP)
is the world’s largest organization of sworn law enforcement officers and according to its mission statement purports, in part,
to cultivate a spirit of fraternalism and mutual helpfulness among our members and the people we serve. A potential solution to
promoting mutual helpfulness and improving relationships between law enforcement and the Black community, in particular,
might lie in police unions: (1) recognizing how some of the ways they “advocate” for rank and file members (e.g. discouraging
civilian oversight and public access to disciplinary records) actually diminish citizen trust and confidence and (2) realizing that
due to the nature and prevalence of officer/citizen interaction, citizen trust and confidence is inextricably linked to officers’
working conditions. Therefore, when unions operate in ways that diminish citizen trust and confidence they simultaneously,
perhaps unknowingly, worsen aspects of officers’ work environment which is in direct contradiction with the stated mission to
support and improve working conditions.
It is time for police unions to discard the “us vs. them” mentality, encourage their members to truly embrace the role of the
public servant, and reimagine police advocacy in ways that include partnering with communities of color so that the best interest
of officers and citizens can be served.
Huma Zia is an assistant professor and program director of Paralegal Studies at Lewis University. She was a former Assistant
Attorney General, with the Illinois Attorney General’s Office in the Civil and Criminal Appeals Bureau. Currently working on
research involving police accountability, community policing, and clemency petitions.
Morris Jenkins is a professor of criminal justice. Jenkins has taught criminal justice for over thirty years at various institutions of
higher education. Born and raised in Detroit Michigan, the civil disobedience and the Detroit rebellion of 1967, incidentally
started by police abuse, are focal points in both Jenkins’ personal and academic lives. He has a law degree from Stetson
University College of Law and a Ph.D. in Public Policy from Northeastern University.
Tammy Thurman is currently an associate professor and the undergraduate program director in the Justice, Law and Public
Safety Studies Department (JLPSS) at Lewis University in Romeoville, IL. She teaches courses in criminal law, the court system
and juvenile justice. She holds advanced degrees in Social Work and Law, is a Licensed Social Worker (LSW) and a member of the
Illinois Bar. Professor Thurman has worked in the Child Welfare and Public Interest Law fields and studies and lectures on issues
related to female juvenile delinquency and incarceration.
Suggested citation: Huma Zia, Morris Jenkins and Tammy Thurman, Is it Time to End Police Unions? Why Police Unions are
Hurting More Than They Are Helping, JURIST – Academic Commentary, June 15, 2020,
https://www.jurist.org/commentary/2020/06/zia-jenkins-thurman-police-unions.
This article was prepared for publication by Brianna Bell, a JURIST Staff Editor. Please direct any questions or comments to her at commentary@jurist.org.
[https://www.theiacp.org/resources/the-oath-of-honor](https://www.theiacp.org/resources/the-oath-of-honor)
[https://www.fop.net/CmsPage.aspx?id=18](https://www.fop.net/CmsPage.aspx?id=18)
[https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/huma-zia/](https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/huma-zia/)
[https://www.lewisu.edu/experts/wordpress/index.php/dr-morris-jenkins/](https://www.lewisu.edu/experts/wordpress/index.php/dr-morris-jenkins/)
[https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/tammy-thurman/](https://www.lewisu.edu/experts/wordpress/index.php/faculty-experts/tammy-thurman/)
[https://www.jurist.org/jurist_search.php?q=Brianna+Bell](https://www.jurist.org/jurist_search.php?q=Brianna+Bell)
[mailto:commentary@jurist.org](mailto:commentary@jurist.org)
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Instructions,
**Assessment 3** **Costs and Benefits of Performance Improvement** [**Instructions**](https://courseroom.capella.edu/courses/46128/pages/assessment-3-instructions?module_item_id=2320242&content_id=833675)**:**Write a 4–6 page report that analyzes how two highly ranked countries manage a specific dis…
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**Costs and Benefits of Performance Improvement**
[**Instructions**](https://courseroom.capella.edu/courses/46128/pages/assessment-3-instructions?module_item_id=2320242&content_id=833675)**:**Write a 4–6 page report that analyzes how two highly ranked countries manage a specific disease and use that analysis to develop best practices for a health alliance organization.
## **Introduction**
**Note:** The assessments in this course build upon each other, so you are strongly encouraged to complete them in sequence.
Best practices are defined to include high quality, accessibility, comprehensiveness, and portability elements of an efficient and effective healthcare system.
Health systems can be defined as the collection of organizations, people, and policies that are coordinated to improve population health. Health systems aim to improve population health by curative methods and methods to prevent diseases. Elements such as universality, accessibility, comprehensiveness, and portability are important considerations of a healthcare delivery system. Ultimately, health systems should be targeted and focused to cover nearly everyone, provide access to quality care, be affordable, and be portable if individuals move.
By addressing communicable diseases, a country can move from an epidemiological transition of high mortality to high longevity. Communicable diseases can typically be addressed by sanitation and clean water projects, updating slums with sewage systems, mosquito nets, vector elimination programs, and basic medication. Lowering infection rates typically leads to increased life expectancy. Chronic diseases, such as cardiovascular diseases, diabetes, stroke, and respiratory illnesses, can be addressed with medical intervention, changes to the physical environment, city planning, and behavioral changes.
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.
– How do governmental approaches compare when addressing a healthcare issue?
– How does a nation's political and economic makeup shape a country's social services and the way healthcare services are delivered?
– Which healthcare performance indicators are most often used?
## **Preparation**
Complete the following:
– Research the costs and benefits associated with the changes required to bring the government programs in your chosen country (from Assessment 1) up to the standards exemplified by the best practices of the model country you identified in the Assessment 2.
– Research and consider ways to measure the benefits of program performance.
– View the Paul-Elder's Critical Thinking Model activity.
## **Deliverable**
Complete the following:
– Describe briefly the scope of changes needed to raise your chosen country's care standards to the levels reached by your model country. Limit your focus to a single program, department, or initiative relative to the issue and area you chose to focus on in Assessment 2. Document any assumptions you make.
– Discuss a significant benefit of the program from the perspective of either the government or the healthcare consumer.
– Identify and discuss the major costs (that is, personnel, education, equipment, et cetera) associated with implementing the described changes.
– Identify a source (private, NGO, or government) that could be a likely or reasonable source to help fund this quality improvement project. Explain your reasoning.
– Consider performance measures to assess program performance. Complete both of the following:
– **Qualitative:** Explain a way to qualitatively assess the program performance. Why is this an effective way to assess it?
– **Quantitative:** Discuss a model that you would choose to quantitatively assess the program performance. Why is this an effective way to assess it?
– Apply all the elements of the Paul-Elder critical thinking model in your paper. (What are you taking for granted based on your frame of reference? How does your program imply cultural bias? What information are you ignoring or devaluing the importance of to make your program work?)
## **Additional Requirements**
Your paper should meet the following requirements:
– **Formatting:** Resources and citations are formatted according to current APA style and formatting.
– **Number of resources:** Use a minimum of three resources.
– **Length:** 5–7 double-spaced pages, not including the references page.
– **Font and font size:** Times New Roman, 12 point.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:
– Competency 2: Evaluate the costs and benefits associated with implementation of a quality improvement initiative.
– Discuss benefits of program performance improvement.
– Describe major costs associated with a quality improvement program.
– Explain a way to qualitatively assesses program performance.
– Analyze a model that quantitatively assesses program performance.
– Competency 3: Apply key performance measures to address a specific health issue within an international community.
– Describe the scope of changes needed to bring a country up to identified standards.
– Competency 4: Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in health care administration.
– Apply all the elements of the Paul-Elder critical thinking model in your paper.
– Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.