Acquired Brain Injury ( Abi ) - 2419 Words

Acquired brain injury (ABI) is any brain injury that occurs after birth and is not related to a congenital or a degenerative disease1. A variety of events or conditions can cause ABI, with traumatic brain injury (TBI) being one of them. TBI is used to describe all injuries to the brain caused by an external force. ABI is relatively common in Australia, and South Australia has the third highest prevalence, with around 2.2% of the South Australian2 population living with an ABI compared with the Australian average of 1.9% of the population3. Across Australia, the lifetime cost for moderate and severe traumatic brain injury per incident case was estimated to be $2.5million and $4.8million respectively4. The Aboriginal and Torres Strait†¦show more content†¦Individuals with ongoing deficits require the ability to access both specialist and maintenance care options throughout their lifespan. Although a lack of high-quality data limits an accurate assessment of the health dispa rities between indigenous and nonindigenous populations in many countries, the disparity between Indigenous and non-Indigenous Australians health status and care has been widely documented6. The causes of the health status inequalities are multi-factorial; with the major contributors related to social and environmental determinants of indigenous health7. Cultural security One method that has been suggested to reduce these disparities in indigenous health status is by providing culturally appropriate services. Unfortunately, the existing health services are not well structured to meet the needs of Aboriginal Australians. Cultural competence is an important foundation for effective clinical and patient centred care. It focuses on the capacity of the health system to improve health and wellbeing by integrating culture into the delivery of health services. Then there is cultural safety, which provides an environment that is safe for the receiver of care8. This is comparable to clinical safety, which allows the patient to feel safe in health care interactions and be involved in changes to health services, without being denied of their identity, or who they are. Whereas, cultural security

What Makes A Business Person Violates The Golden Rule

Throughout history, many buzzwords have been used to describe the primary focus of businesses. Milton Friedman first said that a company’s main goal is to make a â€Å"profit† (Plenert, 1995). Focus then shifted to â€Å"productivity† and â€Å"quality† when China and Japan emerged as industry leaders (Plenert, 1995). Attention is now geared towards the idea of corporate social responsibility and ethics, even though, the golden rule has guided moral behavior for thousands of years. The rule simply says, â€Å"Do unto others as you would have them do unto you† (Suranovic, 2001). If a person does not follow the golden rule, their actions are considered unjust, immoral, and sinful. The rule is found and followed in all the major religions of the world, but there is much debate on whether the rule is followed in the world of business. Whether a business person violates the golden rule depends upon one’s definition of a â€Å"good† business person. Most people would consider a good business person to be someone who is successful and rich. However, success and making money does not solely define a good business person. There are other characteristics to consider such as integrity. A good business person has both personal and professional integrity. This person is not afraid to ask for help or admit when they make mistakes (Ingram). This person conducts him or herself in a respectable manner by always acting fairly and ethically. Acting ethically, as implied by the golden rule, is aShow MoreRelatedThe Travel Expense Billing Controversy1411 Words   |  6 Pagesmorality of a people, an organization, a culture, or a society. [†¦] It focuses on â€Å"what is† the prevailing set of ethical standards in the business community, specific organizations, or on the part of specific managers. [†¦] Normative ethics is concerned with supplying and justifying a coherent moral system of thinking and ju dging. 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Happening in the time eminently known as the golden age of piracy, their brave advances in sea robbery facilitated the gradual demise of sea hijacking and theft on the deep seas.1 There is no sufficient information to provide a reliable picture about the life of Blackbeard except three years to his

Organisational Governance and Leadership Diagnostic Tools

Question: Discuss about the Organisational Governance and Leadershipfor Diagnostic Tools. Answer: Self Analysis and Reflection Analysing Self-Competence through Diagnostic Tools I have measured the self-reflection purposes by using the proper diagnostic tools that have provided the insightful knowledge about self-potentiality. At the first place, I have used the Quinn Questionnaire as the former diagnostic tool that has pointed out my capabilities in different aspects. Firstly, as a director in an organisation, I have gained 100% score. It indicates that I make the clarified approaches in planning and establishing the justified targets. As a director, I am a good communicator, listener, and monitor. During any adverse scenario, I prefer to understand the explained problem and the source of such conflicts. After a precise definition of the problem, I would like to select the alternative and accordingly preach the relevant decisions to be undertaken. I would gather the employees together to formulate a team. I am quite efficient at encouraging cooperation, achieving coherence, and resolving conflicts. I am capable of applying the conflict handling techniques t o resolve the emerging issues and establish a comfortable working scenario. As an efficient mentor, I am always much focused about the employee development. I am much helpful, sensitive, caring, open, and approachable with my teammates and other people in the organisation. I appreciate the efforts provided by the associated workforce and recognise their capabilities to reward them in receiving the fruitful outcome. I believe in work ethics, which are essentially needed to be maintained within an organisation. However, on the other hand, the emotional intelligence diagnostic tool is also pointing out that I am much cooperative with my co-workers. I accumulate the ideas derived from other associates and then implement those ideas before taking any organisational decisions. It helps me in identifying the innovative business operational process. Moreover, it helps in generating the sense of reliability and motivation among the associated employees. This attribute is quite beneficial for me to enhance self-confidence. As an innovator, I am more focused on gathered ideas and implement those ideas to promote an inspiring working environment. I am an effective coordinator and encourage the associated team members to come forward and formulate a group discussion. It helps me in gathering the concerns of my colleagues and accordingly structuring the organisational functionalities. However, at the initial stage, I lacked enough self-confidence, which was the major obstacle in achieving the determined goals. There are two major incidents took place, and these events transformed my perceptions completely. Challenging Experiences There was an incident when I faced challenges in resolving the conflicts occurred between my team members. At the initial stage, I perceived that I should not be concerned about the small conflicts, which could have solved easily. I started ignoring the issues. However, with time, I have recognised that the conflicts were getting longer and started affecting the performance of the associates. It was quite disappointing for me that I ignored the situation due to lack of self-confidence. However, I decided to confront each of the employees and know their concerns. After listening to both the parties, I started thinking about the situations and understanding the possible solutions. In fact, I took advice from other associates as well and used my capabilities to select the relevant decision that can resolve the issues. I was quite surprised to see that this procedure worked well for me. The use of self-confidence generates the effective outcome that was quite beneficial in resolving the issues. One more experience that I faced while dealing with one of the industrial partners, also left me in confusion. One of our business clients provided a very short schedule to complete a major project. The deadline was very short, and it was quite difficult to complete the entire project within a very short span of time. However, the client was very important for me since we receive many profitable investments from the client for the business purposes. During such situation, I started to think the possible solution of completing this task. I arranged the team meeting and addressed the scenario to the associates. I tried to explain the situation and started identifying the potentiality of the members. I must appreciate the response that I derived from my teammates. They were ready to work for extra hours to complete this vital project. The most generous thing that struck me here is the faith that my teammates had on me. I think I could establish the sense of reliability for which they ar e prepared to invest their extra time to complete this project. I tried to identify the expertise of the associated employees and divided the task as per their capabilities. It was quite helpful in reducing the stress level. Moreover, when the people received the works as per their expertise, it became easier for them to complete it within the allocated time. It was quite amusing to me that I completed the entire project within the given deadline. In fact, the client was very satisfied with the outcome. The incident was quite memorable, inspiring, challenging, and effective enough for the lifetime experience. Comparing the Outcome with the Diagnosed Result If I compare the outcomes derived from these two different situations with the reports extracted through the diagnostic tools, I can state that I have the appreciable capability of communicating with my teammates. I used the self-confidence level while communicating with the teammates. I learned that establishing the communicational transparency clarifies the issue more significantly. When the situation is described with proper clarifications, it becomes helpful to generate the ideas about the probable solutions. Applying this method, I started using my competency skills and accomplished my determined target. In fact, I received the expected outcomes that strengthened self-confidence level. I am quite focused on maintaining my responsibilities. I prefer to put the associated members on my priority list and pay attention to their welfare aspect. It is quite inspiring for others to fix their future goals and complete them within time. Literature Review Concept of Self-Confidence Self-confidence works as the influential regulators and motivators of the peoples behaviour in the regular lives (Peng, Schaubroeck Xie 2015). It is evident that the self-confidence forms when one person is capable of presenting the self-potentiality in achieving any determined motto (Krizan, 2014). However, self-confidence is subjected more as the judgment of capabilities of a person instead of presented as the motivational perspectives (Khan Ahmad, 2012). It is sometimes even determined as the broader conceptualisation of motivation, which helps in accomplishing the goals. It is to be stated that motivation is generated by focusing on two most relevant aspects. The first aspect is the selection of the goals, and the second is the establishment of self-regulations (Daft, 2014). It is important to state that confidence is learned and it is not inherited. Many of the people suffer due to the lack of self-confidence that prevents them from taking the significant actions required for moving forward. Sometimes people are criticized or unappreciated. It brings the sense of inferiority to some of the extents. On the contrary, confident people have faith on self-capability, which helps them shaping their better future and prepare them to face every consequence (Seligman Csikszentmihalyi, 2014). Therefore, it is the necessary behavioural aspect that each one needs to possess and use wisely. Self-confidence is considered as the cornerstone of the leadership attribute (Cuddy, Kohut Neffinger, 2013). One cannot emerge as a great leader if the person lacks self-confidence. An efficient leader can learn to be an effective problem solver, communicator, or a decisive person. Moreover, one can even teach the leader the method of lead, coach, or mentor (Goffee Jones, 2013). The interpersonal skills of the leaders drive the employee towards a positive result. However, no one can generate the sense of self-confidence within one. It is necessary to gain the self-confidence to perform the responsibility in a significant manner. The employees need to feel a sense of comfort while working together under the leader. A leader, who is qualified for his position, needs to value the self-capability first (Morony et al., 2013). Self Confidence is considered as the fundamental basis, which is helpful in growing the leadership capabilities (Travers, Morisano Locke, 2015). The lack of confi dence will be difficult for the leaders to lead the members towards the positive focus. Self Confidence in Leadership In some of the cases, people perceive that the over-aggressive leaders are full of self-confidence. If concentrated on the true concept, it can be stated that if one leader is much confident, the person does not require being over-aggressive to accomplish the determine goals. The associated organisational members become much interested in working with a leader who has the inspiring level of self-confidence. A confident leader takes risks and brings out the innovative process to finish any particular task. Moreover, the leaders with full of self-confidence motivate the other employees in generating more confident (Goleman, Boyatzis McKee, 2013). It is one of the natural tendencies of trusting people with high level of self-confidence. Hence, it can be inferred that each of the leaders needs to have the enough self-confidence to deal with the situational events or undertaking any challenging decision (Steinbauer et al., 2014). In the real scenario, it is noticed that the self-confidence is more important than the skills, ability, and experiences. When a leader shows the confidence level by focusing on the positive sides, it generates the sense of trust among the associated employees. People are more interested in working with a person who is trustworthy (Leroy et al., 2015). However, the self-analysis and reflection depend on several major competencies, such as read, ask, watch, feel, talk, and think (Van der Kam et al., 2014). The confident derives from learning, thinking, and judging the situation. Developing a clear understanding is necessary for the self-analysis purposes. Even when the leaders face the trouble, they become reluctant to express it to others. They always form a persona that leads towards the positive approach of dealing with the challenging scenario (Baumeister, 2013). Challenges Faced Due to Lack of Self-Confidence In an organisational context, the emergence of situational conflicts is quite frequent. If any leader lacks self-confidence, it becomes much difficult to survive in the organisation. However, in many of the cases, some of the leaders appear to be over-confident and show their aggressiveness in every situation (Ortiz-Ordoez, Stoller Remmele, 2015). The leaders who have such aggressive and tyrannical attitudes formulate the poor workplace. The other associated members become reluctant to work with such leaders. Hence, the over-confidence level is not necessary for managing the people at the workplace. The leaders need to inspire the employees by ensuring the proper use of confidence level. The leaders need to communicate more to understand the scenario at the initial stage (Schnabel, Kelava van de Vijver, 2016). Accordingly, the application of the self-potentiality wisely would be preferable enough in accomplishing the goals. Action Plan It is one of the proud moments for me when I receive the appreciation from my team mates and other employees. The individuals are quite satisfied with my optimistic behaviour. If I concentrate on the events I faced previously, it shows that during the emergence of any situation I felt a bit of insecurity and fear. However, considering such situation, I have developed a sequential action plan, which will be helpful for my future growth. Embracing the Change I understand that change is inevitable and sometimes become much uncomfortable. From a psychological perspective, I can state that accepting the change introduces with the growth opportunity by confronting a different scenario. I have realised that I feel discomfort when I face a completely new situation. However, I need to embrace the change by increasing my self-confidence. It will lead me towards more innovative ways of dealing with the situational consequences. Hence, I should move forward in accepting the changes. Listing up the Areas of Improvement It is essential for me to figure out the exact area where I lack the self-confidence more specifically. I need to prepare a list of these areas, which need more improvisation to bring out the best outcomes. Accordingly, I need to make the necessary adjustments as per the needs. Determining the Beliefs that Surround the Areas of Concerns Sometimes, I feel, if I say something wrong, it may become offensive to others. This concern is signifying that I am not comfortable enough with the surrounding. I need to figure out such examples of concerned areas that are making me more uncomfortable to deal with other associates. Seeking a mentor Sometimes, the concerns I found in myself may create the frustrating scenario. In such times, I should consult a mentor from whom I can receive the proper guidance and advice. Consulting a person who is comfortable in an area where I lack the self-confidence will be much helpful in clarifying my priorities. Learning is the better choice for me to build my self-confidence wisely. Taking the First Initiative The first move towards success is always small, but it provides the assurance of taking the initiative. I should start strengthening the communication skills and exploring the competency level more significantly. Tracking the Progress Tracking the progress is essential for each one of us. When I realised that I need to make the adjustments by concentrating on my weakness, I accordingly need to keep track of the progress. It is necessary for me to measure whether I can develop my skills for future progress. These steps are effective enough in shaping my morale and value. If I can apply these steps in real life, it will help me in enhancing the self-confidence with proper ease. In fact, I can guide others to be more confident in both personal and professional lives. References Baumeister, R. F. (Ed.). (2013).Self-esteem: The puzzle of low self-regard. Springer Science Business Media. Cuddy, A. J., Kohut, M., Neffinger, J. (2013). Connect, then lead.Harvard Business Review,91(7), 54-61. Daft, R. L. (2014).The leadership experience. Cengage Learning. Goffee, R., Jones, G. (2013).Clever: Leading your smartest, most creative people. Harvard Business Press. Goleman, D., Boyatzis, R., McKee, A. (2013).Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Khan, A., Ahmad, W. (2012). Leader's interpersonal skills and its effectiveness at different levels of management.International Journal of Business and Social Science,3(4). Leroy, H., Anseel, F., Gardner, W. L., Sels, L. (2015). Authentic Leadership, Authentic Followership, Basic Need Satisfaction, and Work Role Performance A Cross-Level Study.Journal of Management,41(6), 1677-1697. Morony, S., Kleitman, S., Lee, Y. P., Stankov, L. (2013). Self-efficacy, anxiety, self-concept and confidence as predictors of achievement in Confucian and European countries.International Journal of Educational Research,58, 79-96. Orth, U., Robins, R. W., Widaman, K. F. (2012). Life-span development of self-esteem and its effects on important life outcomes. Journal of Personality and Social Psychology, 102, 12711288. Ortiz-Ordoez, J. C., Stoller, F., Remmele, B. (2015). Promoting Self-Confidence, Motivation and Sustainable Learning Skills in Basic Education.Procedia-Social and Behavioral Sciences,171, 982-986. Peng, A. C., Schaubroeck, J. M., Xie, J. L. (2015). When confidence comes and goes: How variation in self-efficacy moderates stressorstrain relationships.Journal of occupational health psychology,20(3), 359. Ruggieri, S., Abbate, C. S. (2013). Leadership style, self-sacrifice, and team identification.Social Behavior and Personality: an international journal,41(7), 1171-1178. Schnabel, D. B., Kelava, A., van de Vijver, F. J. (2016). The effects of using collaborative assessment with students going abroad: Intercultural competence development, self-understanding, self-confidence, and stages of change.Journal of College Student Development,57(1), 79-94. Seligman, M. E., Csikszentmihalyi, M. (2014).Positive psychology: An introduction(pp. 279-298). Springer Netherlands. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Steinbauer, R., Renn, R. W., Taylor, R. R., Njoroge, P. K. (2014). Ethical leadership and followers moral judgment: The role of followers perceived accountability and self-leadership.Journal of Business Ethics,120(3), 381-392. Travers, C. J., Morisano, D., Locke, E. A. (2015). Self?reflection, growth goals, and academic outcomes: A qualitative study.British Journal of Educational Psychology,85(2), 224-241. Van der Kam, N. A., Janssen, O., van der Vegt, G. S., Stoker, J. I. (2014). The role of vertical conflict in the relationship between leader self-enhancement and leader performance.The Leadership Quarterly,25(2), 267-281.

Zero tolerance policing free essay sample

Zero-tolerance policing is a strong and authoritative form of policing with a main focus on minor crimes and public incivilities as public drunkenness, graffiti, beggary. Police discretion is removed and replaced by being tough on minor crimes and the use of coercive power. This is expected to cause a decline in major crimes as theft, burglary and violence. One of the main examples of zero-tolerance policing in practice is the policy of police commissioner William Bratton between 1991 and 1997. During that period crime rates declined largely, this was seen as a major evidence for the effectiveness of zero-tolerance policing. Although, other research has shown evidence for more, and maybe more important, explanations of the huge decline in crime. There was already a decline in homicide rates, the number of people using crack cocaine was declining, the drugs market was changing, intelligence-led policing was upcoming and there was an increase in community crime prevention (Bowling, 1999; Dixon, 1999). We will write a custom essay sample on Zero tolerance policing or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Considering this, we can question if zero-tolerance policing is as effective as claimed. To understand the effects of zero-tolerance policing, it is useful to look at it from a different point of view, a criminological point of view. There are many criminological theories which promote zero-tolerance policing, but also a lot of theories attacking it. In this research essay the main criminological theories will be considered resulting in a conclusion about zero-tolerance policing. The main question is: To what extend does zero-tolerance policing reduce crime from a criminological point of view? Broken windows and broken windows-revised The most important theory which provides a base for zero-tolerance policing is the broken windows theory of Wilson and Kelling (1982). This theory focuses on the consequences of minor crimes and deterioration of the environment. If the physical environment of a neighbourhood declines and if there are behavioural manifestations of disorder, it will give a message of disinterest. This will give criminals the feeling that the probability of detection is low (Bernasco Nieuwbeerta, 2003). Another consequence of the behavioural and physical disorder is that the people will have growing feelings of insecurity and fear. O ‘Brien and Wilson (2011) argue that  individuals determine whether a neighbourhood is safe or not by looking for signs of disorder as beggary or graffiti. The more incivilities they see, the less secure people will feel. As a consequence of the fear, there will be a decrease of informal social control. The low degree of social cohesion is expected to result in more crime, as again, criminals will get the feeling that risk of sanction is low (Bernasco Nieuwbeerta, 2003). A low degree of social cohesion can be shown by a lack of collectivity, a high residential mobility, loose relationships, little formal and informal control and ineffective social organisations (Lanier Henry, 2010a). In short, physical disorder and the presence of minor crimes will result in more crime (Sampson Raudenbush, 2004). Zero-tolerance policing is therefore seen a good strategy to prevent crime because it will be tough on the physical and behavioural disorder. Police officers have no discretion so no exceptions would be made. The broken windows theory seems convincing but when we take a closer look, there are some questionable points. Sampson and Raudenbush (1999) have revised the broken windows thesis and they believe that the minor crimes are not the cause of more serious crime but there is another, underlying factor that causes both minor crimes and major crimes. The underlying factor they mean is the degree of collectivity and cohesion in the neighbourhood. Disorder is seen as a manifestation of crime and thus shows that there is a low degree of social cohesion. Also the social disorganization theory of Shaw and McKay (cited in Lanier Henry, 2009a, pp. 190 – 251) argues that there will be more crime in neighbourhoods with a low degree of social cohesion. In short, this means that the minor crimes are not the main cause of more serious crimes, but it is the degree of social cohesion in a neighbourhood. Therefore zero-tolerance policing will not be effective because it does not focus on improving the social cohesion and the sense of collectivity in a neighbourhood. The policing strategy is especially focused on minor crimes and no exceptions can be made because the removal of the police discretion. This strict policy is more likely to create a hostile relationship between police and public than to create a bond with the society. According to the revised broken windows theory, policing strategies which are based on trust, communication and legitimacy are expected to be the most effective (Burke 1998; Dixon, 1999). The deterrent effect of zero-tolerance policing Another theory supporting zero-tolerance policing and its severe and tough policy is the rational choice theory. This theory is based on the idea that people are rational beings and they are free in the making of their decisions. They will weigh the costs and benefits and depending on the outcome they decide what to do. Crime is seen as an outcome of this rational choice whereby the benefits are bigger than the costs. The choice people make is strongly influenced by situational factors. To prevent crime it is therefore important to change the situational factors and give people the feeling that the costs are higher than the benefits (Lanier Henry, 2009b). Zero-tolerance policing can be seen as a good way to give people that feeling of being controlled. When the police tolerates no crimes at all people will easier decide to refrain from committing a crime because the expected risk of sanction is high. In addition to this theory, it is important to deepen the concept of deterrence. There are two forms of deterrence, general deterrence and specific deterrence, both with the treat of punishment as main principle. The former is about preventing the whole community from committing a crime by punishing a few of them as example. The latter focuses on preventing one particular person from committing a crime by punishing the person itself. Because the treat of punishment, the costs of committing a crime will be higher and therefore people will be less likely to break the law. As becomes clear the deterrence perspective is closely related to the rational choice theory. An important question is, under which conditions is the deterrent effect optimal? There are a few conditions which are mentioned by Jeremy Bentham (cited in Ashworth, 1992, pp. 53-61), namely certainty, celerity and severity. Certainty is seen as the most important one and severity as the least important one. It is difficult to say if zero-tolerance policing meets all the requirements to have a maximal deterrent effect. It is clear that people became more certain of being punished for minor crimes and since certainty is often seen as the main condition, a significant effect is expected. For example the stop and searches by police officers will re duce street criminality because the expectancy of getting caught gets higher (Innes, 1999). Also zero-tolerance policing meets the severity part since sanctions are higher. Proving the celerity part is more difficult, there is a chance that the punishment  process delays because of the overload of cases. On the other side the sanctioning process may be completed more quickly because of the high priority of it. In short, zero-tolerance policing seems to generate a deterrent effect which reduces criminality on the streets. However, the deterrent effect seems to have its limits and it is difficult to prove the effectivity of deterrence. At first it assumes that offenders think rationally, but mostly they do not think about the consequences while committing a crime. Furthermore the deterrence by the treat of punishment has certainly not the biggest influence on the offender, other things like family are often found more important. Also, the deterrent effect has often got a small reach because not everyone in the society gets to know which sanctions are given (Ashworth, 1992). So, we can ask ourselves how effective zero-tolerance policing will be in practice because the effectiveness of deterrence is questionable. It is also very important to keep other side effects in mind, as I mentioned before, the rational choice theory assumes that tough policy and a high level of control can deter people from committing a crime. However, a high level of control will not always have a good influence on the public. The negative effects of tough policing can be found in the consequences of the large number of stop and searches in the UK. Each time someone is stopped and searched without a justifiable reason, it damages the public confidence and its respect for the police. Further, the use of the stop and searches often turns out to be disproportionate because they usually focuses on poor areas. Some ethnic minorities are more likely to live in this poor areas which holds that they are more often targeted by stop and searches. Inequalities like this can cause violence and riots, for example the riots in the UK in 2011. Young people felt anger against the police and the disproportionate use of stop and searches triggered them to start a riot (Bowling, 2008). Legitimacy and communication As becomes clear from the example of the UK riots in 2011, it is really important for the police to be viewed as legitimate, trustable and to be able to communicate with the civilians. Legitimate policing is not just more popular but it is also more effective in reducing crime, because the public is more willing to provide information and more willing to abide the law  (Sherman, 1997). Thus, the importance of this criteria should not be underestimated. To what extent does zero-policing meet this requirements? Many research has shown that zero-tolerance policing declines the legitimacy of the police (Burke, 1998; Dixon, 1999). This is caused by the military, aggressive style of the strategy which creates a growing gap between the public and the police. It seems that marginalized groups are often targeted and crime of the powerful is largely ignored. This unequal and often disproportionate policing is one of the main causes of the growing distrust in the police and the gap I mentioned. As a result of this gap, there will be a decline in information flows from the civilians to the police which reduces the effectiveness of the police since information is necessary fighting crime. Another problem caused by the gap is the reluctance of civilians to report crime to the police. This will make it more difficult for the police to response effectively on crime. When trust in the police is decreasing and the information flow is declining, police officers have to find other ways to get information about crime and the society. Therefore, there is a growing likelihood that police officers will make use of stereotypes which results in the enforcement of police targeting some specific areas due to prejudices and racial profiling. As becomes clear, it is a vicious circle which produces a decline in legitimacy and a growing gap between policy and public. From this point of view, the effects of zero-tolerance policing are not very positive. Another cause of declining legitimacy is the growth of police aggression and brutality, because police officers are conforming into their roles of being tough and strict (Burke, 1998). The Brixton Riots in South-Londen are a good example of the consequences of a weakening relationship between the police and the public and a growing distrust in the police organization. Lord Scarman wrote a report about the riots in 1981 (cited in Burke, 1998, pp. 666-682) saying that the aggressive form of policing and the mistrust in the police were the cause of the riots. The main recommendation in the report was the importance of a good collaboration between the police and the public in preventing and fighting crime. Zero-tolerance policing is a strategy that weakens the relationship between police and civilians and is thus expected not to have a positive effect in reducing crime. The labeling effect Zero-tolerance policing can have more negative effects which are not mentioned before. One of the side effects is caused by the unequal policing that especially targets marginalized groups. This targeting of marginalized groups can start a process of labeling and self fulfilling prophecy. The police is very important in identifying people, thus a negative label or stigma given by the police can lead to a negative self-image in the stigmatized group. This image can have such a big impact on people, that the marginalized people will adapt their behavior to their new image. So, the prophecy of criminality fulfills itself as a consequence of the labeling process. Research has shown that the labeling process has the biggest impact after being incarcerated. Since zero-tolerance policing can be really tough, especially on some marginalized groups, there is a chance that the labeling process will be initiated. Also, there is much evidence that the incarceration rates will increase if zero-tolerance policing is practiced (Jussim et al. 2000). Conclusion The effects of zero-tolerance policing cannot simply be labelled positive or negative. In practice it seemed to have a huge impact shown by declining crime rates in New York between 1991 and 1997. However, when we take a closer look, the declining crime rates are more likely to be caused by other factors. Many criminological theories do suggestions about the effectiveness of zero-tolerance policing, some positive and some negative. The main question that is answered in this paper is: to what extend does zero-tolerance policing reduce crime, from a criminological point of view? The broken windows theory provided evidence for a high effectiveness of the strategy, but the revise of this theory highlighted an underlying explanation of both minor and major crimes. The rational choice theory argues that zero-tolerance policing does have an effect because of the high deterrent effect. However, this deterrence is never proven and zero-tolerance policing can, on the other side, cause violence and riots as the UK Riots in 2011. As becomes clear, zero-tolerance policing does not strengthen the relationship between the police and the public. Worsening communication and declining legitimacy are caused by disproportionate and  aggressive policy. This will not only cause a decline in information flow, but it will also cause a decreasing willingness to abide the law. Another side effect of zero-tolerance policing is shown by the labeling theory which argues that being tough on some specific groups can cause a negative self-image which can result in a self-fulfilling prophecy. According to this criminological theories zero-tolerance policing will have more negative effects than positive effects. A better way of dealing with crime is to build a relationship with the community and to gain trust and legitimacy. A flexible and cooperative approach will make it possible to rebuild public trust and to strengthen relationships between police and public, in the end this will make our community safer.