his policing strategy is a viable solution to crime prevention or just another ineffective trend in law enforcement. The fear of retaliation from a drug dealer or a gang member as a result of cooperating with police can hinder community involvement. Another criticism of community policing is that community membership in neighborhood or block organizations usually includes only a small portion of residents and even fewer are active members.5). The Minnesota Multiphasic Personality Inventory (MMPI) should not be used as a source of selecting police officer candidates. Knowing one’s personality type may offer an employer an idea of whether one is an extravert or introvert, whether s/he is judgmental, a critical thinker as opposed to one who thinks with their emotions, etc., etc. However, this does not necessarily an indication of how well an officer will perform his or her job well. This would only put a label on an officer along with the assumption s/he will react a certain way in particular situations, and this is an unfair assumption. This type of pre-testing is not fair to officers and should not be the only contingency upon employment. Other companies and organizations do not require this type of pre-testing as a contingent upon employment, and if they did, they would not be able to not hire someone based on this alone. Also, it is possible that an officer tested/prescreened upon employment tested high in the areas of good decision making skills, less likely to worry, good coping skills, etc., etc. However, after three years on the job, he becomes arrogant, rough with criminals, begins abusing alcohol, and maybe is even suspended for beating a criminal after dragging him/her from his/her car. Yet, he had tested great on all the pretests. The point here is that any officer can surcomb to a point when his/her level of coping has been exhausted. And this is only human. Therefore, pre-testing as an employment determinant should not ...
