Note on a Training Program for Brief Decision Making for Frontline Police Officers

Purpose

The present paper describes the theoretical basis for a brief decision-making training program for frontline police officers as well as an outline of the training program, officers’ evaluation of perceived relevance and perceived learning effects.

Design

A between group design was used in order to test for differences in evaluation between officers at different training levels.

Results

High scores were obtained on all four items related to the evaluation (>84% scored in the highest category). When separating the subjects into groups based on their previous training (regular police response personnel vs. SWAT-type personnel), regular police response personnel obtained higher scores on perceived learning. However, both groups showed high scores on perceived learning. Both groups scored high on their evaluation of perceived relevance of the training program and no difference was found between the two groups.

Practical implications

The brief decision making training program that expands ordinary tactical training was highly appreciated by police officers and was seen as complementary to ordinary training.

     

Suicide Squads: The Logic of Linked Suicide Bombings

What strategic logics underlie terrorist groups’ use of linked suicide attacks? Are the goals that groups seek to achieve when sending linked bombing teams somehow inherently different than when sending individual suicide bombers? To answer these questions, this article introduces three typologies of linked suicide bomber detonation profiles—simultaneous, sequential, and nonproximate—and theorizes why terrorist groups might view each type of linked suicide bombing to be preferable to deploying a single suicide bomber. Improvements resulting from using an individual attacker include: ensuring a higher likelihood of successfully hitting a given target (simultaneous detonations); causing more casualties than a single bombing (sequential-wave detonations); and engendering wider-spread shock and awe (nonproximate detonations). Drawing on an original dataset detailing the entirety of Boko Haram’s suicide bombing efforts from 2011 to 2017, we then examine the extent to which these linked bombing typologies do actually appear to successfully lead to an improvement over the deployment of single suicide bombers. While we find that sequential-wave and nonproximate suicide bombings demonstrate evidence of hypothesized improvements over the deployment of single suicide bombers, our data show that deploying simultaneous suicide attackers does not lead to higher efficacy at targeting when compared to the deployment of individual bombers. In attempting to account for this fact, we argue that Boko Haram’s simultaneous detonation teams likely fail to show an improvement over single-bomber attacks because they tend to be composed of what we call “unenthusiastic and under-trained” bombers: teams of often uncommitted women, and sometimes children, which it deploys in tandem in a bid to avoid individual defection and increase the likelihood of at least one detonation in an attack. We conclude by suggesting what the process of linked bombing reveals about both terrorist groups in general and Boko Haram specifically.     

Retention Practices for Engineering and Technical Professionals in an Australian Public Agency

Retaining employees with core business skills is a key human resources (HR) activity. This article examines retention of engineering and technical (E&T) professionals in an Australian public service agency by collecting data from 670 E&T professionals to compare attraction, retention and turnover intention by age and occupation. It was hypothesised that the influencers would vary by age, in line with the research on generational differences and employment patterns ( Chaminade 2005 ; Kyles 2005 ). This hypothesis was largely supported. It has also been suggested that intention to leave is influenced by job opportunity ( Hwang and Kuo 2006 ) and we thus sought to examine the influencers for turnover intention for the differing occupations in the E&T group surveyed. There were no significant differences by occupation, except for location, although this may be because occupational groups were aggregated due to the small numbers in some occupations. The current findings address the call for evidence‐based data on the influencers for attraction, retention and turnover intention ( Allen, Bryant and Vardaman 2010 ), and suggests that retention strategies need to take into account generational differences.