Evaluate the Organization’s Involvement and Responsibility to the Community

Are the people placed in these roles fit as being a leader? Are they capable of leading in a large quality in the future? There has been research on the varied of different leadership styles with in law enforcement agencies. Other views on the research focus on leadership and how it effects organizational commitment. There is a need to push out research and create different models in order to redesign of law enforcement agencies. According to Patrick J. Hughes “Increasing Organizational Leadership Through the Police Promotional Process”, he explains the current process used in promoting ranks and the available leadership education for law enforcement agents. There are clear connections between leadership styles and how to proper assess a true

“Motivating Employees” is a book about how employee motivation is driven by companies that invest and grow their employees. One of the most important traits of highly effective and successful companies is that employees are happy and have fun at work. Leadership is not assaulting your employees, but to lead your employees you need to motivate by using caring,

In the performance of their internal and external roles, police executives make numerous decisions and handle all kinds of problems. Executives vary on a number of matters, including how they allocate their time and the relative importance they attach to internal and external responsibilities. Police executive behavior can take many forms (Cordner, 2016.)

Employee motivation is, or at least must be, one of the key issues for directors, managers and personnel managers. The leader must be able to find the sensitive strings of his subordinates, which can be motivated by influencing them to achieve high performance. The correct use of motivation encourages staff to make more efficient use of their knowledge, skills, and talents. In today's turbulent, often chaotic environment, commercial success depends on the employee's talent and effort. Despite the many existing theories and practices, some of the motivation of leaders today remains a mystical term. This is partly due to the fact that people are motivated by different things and techniques.

On many instances there are a number of known leaders in the history of UK policing who have provide a motivational pedestal for the employees and the impacts of the same travelled a long way and kept the police department proud for times to come. The role of leadership is related to the motivation level of the organization.

Today’s Police leaders face daily challenges, e.g. violent crime, civilian unrest, terrorism, and being targeted themselves of unprovoked violent attacks, and the style and practice of police leadership is gradually evolving (Batts et all, 2014). For instance, when the September 11, 2001, terrorist attacks occurred in New York City, law enforcement; local, state, and federal public safety personnel responded. While there were many examples of heroism on that day, there were also many examples of failed leadership: By far, the most critical was that prior leadership development and planning was poor as demonstrated by the lack of coordination amongst first responders- the incident command system did not function to integrate awareness among agencies or to facilitate interagency responses that resulted in first responders fatalities (911 Report, National Commission on Terrorist Attacks Upon the United States); and information that was critical to inform leadership decision making was not shared amongst agencies. These agencies had never developed a leadership plan or trained to address a critical incident of this magnitude (911 Report, National Commission on Terrorist Attacks Upon the United States).

All organizations, especially law enforcement agencies, require leadership. Maintaining a dependable leadership structure is key to the success of any organization. The philosophy of the modern style of police leadership involves a leader who is strong, competitive and unreceptive to change. Police leadership is based from an autocratic style which is founded on integrity and courage, embracing teamwork, involvement and shared leadership (Cordner & Scarborough, 2010). This style of leadership works well in an emergency situation in which rapid decision making and strict control is needed. The negative aspect to this style of leadership is the inability of the organization to function with the absence of leadership.

Relationships between police officers and police managers have often been one consisting of a lack of trust throughout the years. In reviewing the article, “Police Managers’ Self-Control and Support for Organizational Justice”, I concur that employee job satisfaction and fair treatment by management is important to the success of the organization (Wolfe, Nix, & Campbell, 2018). With leadership starting at the top, command staff and police managers have the responsibility of setting the tone for morale within the agency. Currently, within my organization, the lack of trust, fairness, empathy, and respect from managers leads to disgruntled employees, as well as a high turnover rate. Over time these employees demonstrate that discontent when dealing

In today’s business world, it seems that the major pitfall is in employees’ lack of motivation and engagement in their positions. This results in decreased productivity and satisfaction, and overall diminished views of the establishment. The relationships between employers and employees also suffer from poor morale in the workplace. According to an article by Chris Musselwhite, Creating a Culture of Motivation, the first place to start in correcting this problem, is to educate managers on the benefits of an empowered workforce, and how to effectively inspire them.

“Lack of leadership competency is often the most critical obstacle to successful police projects” (Yang, 2012, p. 535).

Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.

This was an intensive twenty-two week course that prepares law enforcement managers for senior positions by uniquely combining academic principles with practical applications. I studied communication skills, employee performance appraisal, contemporary policing, motivational principles, managing the problem employee, employee relations, planning and decision making, the disciplinary process, ethics, professionalism and community image, media relations, project management, statistics, etc. I learned how to overcome contemporary leadership challenges and focused on understanding human behavior and day-to-day work relationships with subordinates, superiors and the public. This program helped me develop my leadership model to navigate today's changing law enforcement environment. I successfully completed the course with a 4.0 GPA. I also received praise from a number of instructors and was asked by one professor if he could share some of my work with future classes.

Leadership is a necessary component of any organization to include a criminal justice organization. In recent years, research has clearly indicated that leadership must be present in criminal justice organizations for a multitude of reasons. Leaders provide motivation and inspire their followers to progress while advancing toward a shared vision. This paper will discuss several different aspects of leadership and expand on the importance of having strong leaders in place. This paper will explain that there are different styles and theories of leadership which are utilized today. Basic principles of leadership as well as

Police leadership uses standardization and procedure as a way to create consistency and predict¬ability in law enforcement operations (Batts, Smoot, & Scrivner, 2012). The San Diego Police Department, like nearly all law enforcement agencies uses leadership models mimicking the United States military. Paramilitary organizations use highly structured framing to conduct business operations. The structural frame creates compartmentalized specialization, and predictable, uniform task performance desired by police executives. The tightly designed rank-and-file structure delineates locus power and control based on position (Bolman & Deal, 1991). Power rests at the top. Contained with this structure is top-down control of personnel,

Reorganizing the police department will have a number of positive impacts and is the first step to adapting a structure that emphasizes team policing. Team policing stems from community oriented policing, it assumes many forms, including foot patrol, ministration, and community organizing. Reorganizing a police department has numerous steps that needs to be taken to ensure a better transition into a structured system of team policing. As a captain and change agent, it is important to assess the needs of the department and officers, who will be trained on the new structure of team policing. Overcoming the resistance to change within the organization is a significant step and includes strategies that will assist officers in the transition. How