{"id":7885,"date":"2025-09-02T06:50:15","date_gmt":"2025-09-02T06:50:15","guid":{"rendered":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/?p=7885"},"modified":"2025-09-02T07:15:50","modified_gmt":"2025-09-02T07:15:50","slug":"uneven-applause-recognition-bias-in-police-peer-networks","status":"publish","type":"post","link":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/","title":{"rendered":"Uneven Applause: Recognition Bias in police Peer Networks"},"content":{"rendered":"<h2><span class=\"ez-toc-section\" id=\"Collegial_Affirmation_in_Law_Enforcement\"><\/span>Collegial Affirmation in Law Enforcement<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>In the demanding realm of law enforcement, collegial affirmation holds immense power, significantly influencing an officer&#8217;s career path and team dynamics. However, this vital professional acknowledgment is often disproportionately awarded, driven more by an individual&#8217;s visibility, political, personal and hierarchical affinity, or internal politics than by genuine merit. This imbalance unfairly elevates a select few while leaving equally or more dedicated personnel unappreciated, inevitably fostering diminished morale, brewing resentment, and eroding the foundational trust critical for any effective police force.<\/p><div id=\"ez-toc-container\" class=\"ez-toc-v2_0_83 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #0c0c0c;color:#0c0c0c\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #0c0c0c;color:#0c0c0c\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/#Collegial_Affirmation_in_Law_Enforcement\" >Collegial Affirmation in Law Enforcement<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/#A_Striking_Contrast_in_Commendation\" >A Striking Contrast in Commendation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/#Unraveling_the_Roots_of_Uneven_Praise\" >Unraveling the Roots of Uneven Praise<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/#The_Detrimental_Effects_of_Disproportionate_Affirmation\" >The Detrimental Effects of Disproportionate Affirmation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/#Cultivating_Impartial_Affirmation\" >Cultivating Impartial Affirmation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/#Recognition_-_A_Strategic_Imperative_not_a_Perfunctory_Act\" >Recognition - A Strategic Imperative, not a Perfunctory Act<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/#Towards_a_Culture_of_Shared_Validation\" >Towards a Culture of Shared Validation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n\n<h2><span class=\"ez-toc-section\" id=\"A_Striking_Contrast_in_Commendation\"><\/span>A Striking Contrast in Commendation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Consider this scenario: two dedicated officers respond to separate incidents, each requiring identical levels of critical intervention. Both perform their duties with exemplary professionalism and sincerity. Both receive official recognition from their command. However, when these commendations are circulated internally over WhatsApp, one officer is met with a deluge of congratulatory messages, while the other receives just a scattering of well-wishes \u2014 or none at all.<\/p>\n<p>This stark difference cannot be attributed to superior performance. Instead, it exposes an unsettling reality: recognition within law enforcement is frequently swayed by factors such as visibility, internal politics, caste, community, gender, region, religion, timing, or unconscious biases, rather than objective achievement alone. In a field where mutual trust and unity are paramount, such unbalanced validation can be deeply corrosive.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Unraveling_the_Roots_of_Uneven_Praise\"><\/span>Unraveling the Roots of Uneven Praise<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The disparities in recognition rarely stem from a singular issue. They are shaped by several interconnected influences:<\/p>\n<ul>\n<li><strong>Prominence and Seniority:<\/strong> Officers who already possess high visibility or longer tenures often garner more notice than their newer or less conspicuous colleagues.<\/li>\n<li><strong>Nature of the Incident:<\/strong> High-profile or dramatic evnts tend to attract greater admiration, eclipsing equally vital but routine police work.<\/li>\n<li><strong>Influence of the Praiser:<\/strong> Public acknowledgment from an esteemed leader is more likely to prompt a cascade of peer responses.<\/li>\n<li><strong>Moment of Announcement:<\/strong> A commendation publicized during a particularly hectic period or following significant news might simply get overlooked.<\/li>\n<li><strong>Collective Response Dynamics:<\/strong> Initial expressions of praise can create momentum, leading to a flood of congratulations, whereas early silence can become self-perpetuating.<\/li>\n<li><strong>Subtle Biases:<\/strong> Elements like an officer&#8217;s background, identity, or even their assigned precinct can unconsciously sway who receives accolades.<\/li>\n<li><strong>Organizational Manoeuvring:<\/strong> At times, a lack of praise can be deliberate, acting as a discreet form of opposition, rivalry, or an assertion of power, turning the withholding of affirmation into a political act.<\/li>\n<\/ul>\n<p>While these dynamics aren&#8217;t exclusive to policing, their impact is magnified in law enforcement. The profession fundamentally relies on trust, solidarity, and high morale. When acknowledgment becomes inconsistent, these foundational pillars are compromised.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"The_Detrimental_Effects_of_Disproportionate_Affirmation\"><\/span>The Detrimental Effects of Disproportionate Affirmation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The ramifications of uneven recognition extend far beyond wounded pride. It saps morale, exacerbates divisions within teams, and diminishes confidence in leadership. Over time, officers may become disengaged, concluding that exceptional effort and effectiveness do not guarantee appreciation.<\/p>\n<p>Organizational psychology lends credence to these observations. Equity Theory (Adams, 1963) posits that a perceived unfairness in rewards fosters discontent and demotivation. Herzberg\u2019s Motivation-Hygiene Theory (1959) identifies recognition as one of the most potent motivators \u2014 its absence generates apathy, while its presence cultivates dedication. For police officers, whose demanding, high-stakes work is often underappreciated by the public, internal recognition becomes all the more crucial.<\/p>\n<p>The danger isn&#8217;t merely individual disengagement but broad cultural decay. When officers perceive that accolades are influenced by politics, popularity, or prejudice, the organization&#8217;s stated values lose their credibility. Trust in command wanes, and cynicism takes root. In the long run, this weakens the very resilience required for policing to navigate contemporary challenges.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Cultivating_Impartial_Affirmation\"><\/span>Cultivating Impartial Affirmation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The uneven distribution of praise is not an unavoidable outcome. Leaders can proactively implement strategies to ensure acknowledgment is equitable, inclusive, and genuinely impactful. Several approaches stand out:<\/p>\n<ol>\n<li><strong>Systematic Frameworks:<\/strong> Moving beyond spontaneous gestures, structured and transparent recognition strategies can balance formal awards with daily acknowledgment.<\/li>\n<li><strong>Fostering Inclusivity:<\/strong> Leadership should highlight contributions across all roles and ranks, ensuring that both high-stakes frontline actions and diligent behind-the-scenes efforts are equally valued.<\/li>\n<li><strong>Confronting Bias:<\/strong> Officers must receive training to identify and correct unconscious predispositions in how they respond to colleagues&#8217; achievements.<\/li>\n<li><strong>Empowering Peer Referrals:<\/strong> Anonymous channels for peer-initiated recognition can circumvent internal politics and ensure that overlooked efforts are brought to light.<\/li>\n<li><strong>Exemplifying Fairness:<\/strong> Senior officers must lead by example, consistently modelling impartial recognition that establishes the ethical standard for the entire organization.<\/li>\n<li><strong>Fairness in Police Recognition:<\/strong> When police officers are honoured or rewarded for their personal beliefs, political views, caste, clan, religion, or group ties instead of their actual performance, it damages the core principle of fairness within the force. This approach doesn&#8217;t just lower morale; it also seeds distrust, anger, and separation among the officers. When credit is given for who someone is rather than what they achieve, it signals special treatment. This weakens the team&#8217;s unity and pulls them away from their main goal: serving everyone without bias.<\/li>\n<\/ol>\n<p>These practices resonate with Transformational Leadership theory, which underscores individualized consideration and the critical role of recognition in inspiring teams and building trust.<\/p>\n<h2>Recognition &#8211; A Strategic Imperative, not a Perfunctory Act<\/h2>\n<p>All too often, acknowledgment within policing is treated as a ceremonial duty \u2014 a scroll, a medal, or an online post. While these symbols have their place, they alone cannot sustain morale. Recognition should be viewed as a strategic instrument, intentionally deployed to inspire, retain, and unite personnel.<\/p>\n<p>Persistent imbalances in commendation are significant warning signs. They indicate deeper issues such as favouritism, entrenched cliques, or inter-unit rivalries. If left unaddressed, these fissures will widen, diminishing organizational effectiveness. Leaders must regard recognition not as an incidental afterthought but as a diagnostic tool \u2014 an indicator of whether their cultural foundations truly reflect fairness and professionalism.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Towards_a_Culture_of_Shared_Validation\"><\/span>Towards a Culture of Shared Validation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Equitable recognition extends beyond simply rewarding commendable work. It&#8217;s about affirming individual worth, strengthening collective identity, and fortifying resilience. When every officer genuinely feels their contribution is valued, the force becomes more cohesive, motivated, and adaptable.<\/p>\n<p>The converse is equally true: unjust or inconsistent acknowledgment breeds disillusionment, fragments trust, and weakens the fabric of the organization. In the demanding landscape of modern policing, departments cannot afford to overlook this risk.<\/p>\n<p>By embedding consistent and impartial recognition into daily operations, police leaders can foster an environment where merit triumphs over politics, where silent resistance gives way to authentic support, and where acknowledgment strengthens rather than divides.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Recognition isn&#8217;t merely a reflection of past deeds; it&#8217;s a declaration of future intent. Each instance where a department fairly acknowledges an officer communicates its core values and principles. Uneven recognition distorts this message, prioritizing power structures over professional excellence.<\/p>\n<p>Moving forward, police leaders must embrace recognition as a strategic necessity, not a ceremonial gesture. By doing so, they will not only honour individual officers but also fortify the entire force \u2014 cultivating trust, unity, and resilience in the face of today\u2019s intricate policing challenges.<\/p>\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Collegial Affirmation in Law Enforcement In the demanding realm of law enforcement, collegial affirmation holds immense power, significantly influencing an officer&#8217;s career path and team dynamics. However, this vital professional acknowledgment is often disproportionately awarded, driven more by an individual&#8217;s visibility, political, personal and hierarchical affinity, or internal politics than by genuine merit. This imbalance<\/p>\n","protected":false},"author":49,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"two_page_speed":[],"_jetpack_memberships_contains_paid_content":false,"_joinchat":[],"footnotes":""},"categories":[66],"tags":[28],"class_list":["post-7885","post","type-post","status-publish","format-standard","category-cyber-law","tag-top-news"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.6.1 (Yoast SEO v27.6) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Uneven Applause: Recognition Bias in police Peer Networks - Legal Service India - Articles<\/title>\n<meta name=\"description\" content=\"Fair Recognition in Law Enforcement: Addressing Bias, Politics, and Morale in Police Commendations\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Uneven Applause: Recognition Bias in police Peer Networks\" \/>\n<meta property=\"og:description\" content=\"Fair Recognition in Law Enforcement: Addressing Bias, Politics, and Morale in Police Commendations\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/uneven-applause-recognition-bias-in-police-peer-networks\/\" \/>\n<meta property=\"og:site_name\" content=\"Legal Service India - Articles\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/legalservicesind\" \/>\n<meta property=\"article:published_time\" content=\"2025-09-02T06:50:15+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-09-02T07:15:50+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-content\/uploads\/2025\/09\/u49-UNEVEN-RECOGNITION-788.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"1024\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Md. 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Imran Wahab\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/wp-content\\\/uploads\\\/avatars\\\/49\\\/1777837060-bpfull.jpg\",\"url\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/wp-content\\\/uploads\\\/avatars\\\/49\\\/1777837060-bpfull.jpg\",\"contentUrl\":\"https:\\\/\\\/www.legalserviceindia.com\\\/Legal-Articles\\\/wp-content\\\/uploads\\\/avatars\\\/49\\\/1777837060-bpfull.jpg\",\"caption\":\"Md. Imran Wahab\"},\"description\":\"Md. Imran Wahab, a distinguished 2004-batch Indian Police Service officer, has dedicated over 32 years to public service, holding various senior managerial positions within the West Bengal Police force. His career has spanned diverse roles across different districts, including Kolkata Police, serving as DCP, 5th Battalion, Kolkata Armed Police and DCP (Port Division), for approximately 4 years. He served in Barrackpore Police Commissionerate, holding the positions of DCP (Special Branch) and DCP (Traffic) for over 4 years. He was posted in the districts of Dakshin Dinajpur and Nadia as Additional SP. At the sub-divisional level, he has worked as SDPOs of Gangarampur, Raghunathpur and Kalna sub-divisions of West Bengal. His tenure as Special IG and subsequently as IGP of Correctional Services, West Bengal, for over 4 years, saw him deeply engaged in improving the prison and correctional system. He visited numerous correctional homes across West Bengal, interacting with inmates, both male and female, including children residing with their incarcerated mothers. His outreach extended to correctional homes in Assam, Bihar, and Tripura. This hands-on approach provided him with invaluable insights into the workings of prisons and the complexities of the prisoner psyche. Beyond his operational roles, Md. Imran Wahab possesses a strong academic background, holding B.Sc., M.A., L.L.B., and M.B.A. degrees. He has also completed Post Graduate Diplomas in Human Rights, Project Management, Corporate Management, Computer Application, Public Administration, Medical Law, Disaster Management, Fire Safety &amp; Hazards Management and Psychology. He has attended Indian government sponsored specialized training in police and management matters in SVPNPA, Hyderabad, IIM, Ahmedabad and Singapore. He is the author of the books 'Police Investigation &amp; Allied Matters' and 'Alternative Dispute Resolution: Evolving Trends and Innovations' demonstrating his commitment to knowledge sharing within the law enforcement field. As an observer for the Election Commission of India, he has gained firsthand experience in conducting assembly elections and bye-elections in Uttar Pradesh, Rajasthan, Assam, Bihar, and Tripura (twice). This exposure has given him a deep understanding of election management and the Election Commission's operations. He has also served as Chairman and as a member of various recruitment boards for the selection of police personnel in Kolkata Police and West Bengal Police. Md. Imran Wahab's interests extend beyond law enforcement to include law, politics, international affairs, prison management, and business management. He has authored over 1000 articles on these diverse topics, reflecting his intellectual curiosity and desire to contribute to public discourse. 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Imran Wahab","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-content\/uploads\/avatars\/49\/1777837060-bpfull.jpg","url":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-content\/uploads\/avatars\/49\/1777837060-bpfull.jpg","contentUrl":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-content\/uploads\/avatars\/49\/1777837060-bpfull.jpg","caption":"Md. Imran Wahab"},"description":"Md. Imran Wahab, a distinguished 2004-batch Indian Police Service officer, has dedicated over 32 years to public service, holding various senior managerial positions within the West Bengal Police force. His career has spanned diverse roles across different districts, including Kolkata Police, serving as DCP, 5th Battalion, Kolkata Armed Police and DCP (Port Division), for approximately 4 years. He served in Barrackpore Police Commissionerate, holding the positions of DCP (Special Branch) and DCP (Traffic) for over 4 years. He was posted in the districts of Dakshin Dinajpur and Nadia as Additional SP. At the sub-divisional level, he has worked as SDPOs of Gangarampur, Raghunathpur and Kalna sub-divisions of West Bengal. His tenure as Special IG and subsequently as IGP of Correctional Services, West Bengal, for over 4 years, saw him deeply engaged in improving the prison and correctional system. He visited numerous correctional homes across West Bengal, interacting with inmates, both male and female, including children residing with their incarcerated mothers. His outreach extended to correctional homes in Assam, Bihar, and Tripura. This hands-on approach provided him with invaluable insights into the workings of prisons and the complexities of the prisoner psyche. Beyond his operational roles, Md. Imran Wahab possesses a strong academic background, holding B.Sc., M.A., L.L.B., and M.B.A. degrees. He has also completed Post Graduate Diplomas in Human Rights, Project Management, Corporate Management, Computer Application, Public Administration, Medical Law, Disaster Management, Fire Safety &amp; Hazards Management and Psychology. He has attended Indian government sponsored specialized training in police and management matters in SVPNPA, Hyderabad, IIM, Ahmedabad and Singapore. He is the author of the books 'Police Investigation &amp; Allied Matters' and 'Alternative Dispute Resolution: Evolving Trends and Innovations' demonstrating his commitment to knowledge sharing within the law enforcement field. As an observer for the Election Commission of India, he has gained firsthand experience in conducting assembly elections and bye-elections in Uttar Pradesh, Rajasthan, Assam, Bihar, and Tripura (twice). This exposure has given him a deep understanding of election management and the Election Commission's operations. He has also served as Chairman and as a member of various recruitment boards for the selection of police personnel in Kolkata Police and West Bengal Police. Md. Imran Wahab's interests extend beyond law enforcement to include law, politics, international affairs, prison management, and business management. He has authored over 1000 articles on these diverse topics, reflecting his intellectual curiosity and desire to contribute to public discourse. He is also a research scholar in law and has contributed articles to the Indian Police Journal, National Crime Record Bureau Journal, SVP National Police Academy Journal, and International Journal for Multidisciplinary Research etc. Currently, he serves as IGP, Provisioning, West Bengal.","url":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/author\/md-imranwahab\/"}]}},"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/posts\/7885","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/users\/49"}],"replies":[{"embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/comments?post=7885"}],"version-history":[{"count":0,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/posts\/7885\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/media?parent=7885"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/categories?post=7885"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.legalserviceindia.com\/Legal-Articles\/wp-json\/wp\/v2\/tags?post=7885"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}