My Leadership Reflection Paper

Whenever officers are empowered they become dedicated to their jobs. Because they are given the skills, resources, authority, opportunity to be motivated and committed to their jobs, roles, or duties. Something which is refers to as being dedicated. Employees empowerment in a police department which delegate assignments, allow officers to take responsibility of their jobs results. It also allows them to make decisions about it. When officers are delegated with responsibilities, it makes them think in decision making, take control, behave, and take actions responsively, because they know that they will be held accountable

The organization that I will use for this seven week assignment will be the Metropolitan Nashville Police Department (MNPD). I currently work for this police department and have been here for almost eleven years. The police department’s mission is to provide a community based police department to its citizens so they will feel safe in their communities with in Nashville Tennessee. The MNPD services the citizens of Nashville and Davidson County with all of its 526 square miles as the primary law enforcement agency in Nashville. The city does have a Sheriff’s department but they handle the jail system as well as civil warrant servicing. The MNPD currently has approximately 1342 sworn personnel with approximately 1628 people which include the

Although the economic environment and social relationships have changed, police officers remain the centerpiece and foundation of civil law enforcement — but without community support and trust, they will never be capable of doing their job effectively. Public trust is the cornerstone of successful policing, the currency by which they are allowed to operate. One act of misconduct, perceived or otherwise, reflects wholly on the department and is one of the most substantial hurdles to overcome as an active stakeholder within the community, not an enemy of it. Strong leadership can steer the department through adverse periods of municipal distrust by fostering a culture from within that promotes openness, fairness, and high ethical standards. Creating buy-in from internal stakeholders establishes a strong foundation and promotes esprit de corps, upon which a very successful strategic communication and outreach campaign to external stakeholders (latent, expectant, and definitive) will thrive and ensure widespread support.

When we think about what a leader and manager is, most of us will use the same meaning. But in actual fact this is incorrect. We have to look at these two terms differently. What is a manager? A manager is someone who is responsible for directing and controlling the work and staff of a business, or of a department within the organization. So what is a leader? A leader is someone whom people follow, somebody who guides or directs others. Looking at both terms they both are very different. The question is always asked is a manager can be a leader and leader a manager. The true answer is managers are not always leaders, while leaders can be

(Focht, 2015). In a previous role I held, I had three direct reports. Each were at different

With all of the temptation, attempts to fit into a subculture, and desire to please superiors, mentoring younger officers becomes extremely important. Mentoring can either allow corruption to spread, or it can be also be nipped in the bud. With these issues at hand, it is important that law enforcement agencies invest in upstanding supervisors and leaders in their departments because according to statistics, leaders have a significant impact in preventing corruption and therefore play a significant role in the agencies in which they serve. Therefore, it becomes imperative that effective leaders – who share the same goals – be in place to set the standard for subordinates to see and emulate (Martin 2011). However; while leaders certainly play a critical role in forming the future leaders and overall atmosphere of the organization, they alone cannot ensure that high levels

To get the most out of these types of employees, the leaders of these organizations need to be seen as confident, decisive, credible and accomplished (Olson & Simerson, 2015). When the leader can master these items, then he/she will have the support of the officer, and they will be able to share the vision with the organization to help effect the change in the policing practices. When the officers can envision meeting the goal, they will be able to work in collaboration with the community to achieve the defined

This paper is a critical analysis of the article “Spirituality as a Predictive Factor for Signing an Organ Donor Card”. The research was preformed by Anat Peles Bortz, RN, PhD, Tamar Ashkenazi, RN,PhD, and Semyon Melnikov, RN, PhD. The research was accepted for publication in 2014. The research was presented at the 25th International Nursing Research Congress Symposium in 2014 in Hong Kong. The research appears in Sigma Theta Tau International, Journal of Nursing Scholarship 2015. The research looked at two groups of people in Israel, those who signed an organ donor card

.   Leadership Concepts in Policing The intent of this paper is to discuss the application of leadership concepts as they apply to rural and urban policing and why the possession of certain abilities is imperative for good leadership. The leadership concepts to be discussed are decision making, leadership qualities, communications, empowerment, well-being, teamwork, and time management. There is no one quality that is greater than the other and this paper will show that collectively the entire aforementioned qualities enable a good leader to become better.

I was born on September 17th, 1978 at Cedar Sinai Medical Center in Los Angeles, CA. My Parents, Raul and Mirta Pascual, had immigrated from Argentina a few years before I was born. We were living in La Puente, CA when I was born, but when I was about two years old we moved to San Dimas, CA. While Living In San Dimas, CA I attended Gladstone Elementary School, Lone Hill Intermediate School and San Dimas High School, where I graduated in 1997.

There were over 350 participants, who partake in the institute (Stojkovic, Kalinich, Klofas 2015 p.213). The institute was able to recognize specific elements that were essential for effective leadership for any criminal justice administrator. Through various exercises and studies, the participants indicated that effective criminal justice leaders must possess the following attributes: Traits indicative of a proactive approach to leadership, awareness of the importance of building professional relationships with employees, ability to balance the needs of employees with concern for production, ability to incorporate a sense of “vision” within the organization ad serve as a transformer of culture when necessary, and recognition that an array of contingent strategies is required for effective leadership (Stojkovic, Kalinich, Klofas 2015

| My role would be to inform police of any criminal acts which may happen at the unit.

Since its inception, policing has changed in scope and strategy with an emphasis on improving and adopting best practices. From departmental policies to tactics, diversity, and technology, the evolution of policing continues to mature. A critical aspect of this progression has been the structure and support of a department’s internal affairs department. This along with the selection of qualified and resourceful leaders promotes the best opportunity for organizational growth. I have been a law enforcement officer for the past 14 years. I began my career in a Philadelphia, Pennsylvania suburb with the Lower Merion Township Police Department. For the last 11 years as a Trooper, I have been fortunate to have contributed to a variety of assignments.

As an administrator given the task to implement a new agency, the choice would be a law enforcement agency in a small to medium size community. There would be several client oriented service concept that I would consider and include in the organization and its mission and objectives. In the late 1960’s and early 1970’s police were not trusted by the community and its citizens (Cronkhite, 2013). As the public’s trust and faith in the police declined, so did the funding provided by the public. This was evidenced by the failure of several ballot initiatives for police funding that failure (Cronkhite, 2013).

In class, so far, we have discussed many different topics about leadership. One being different leadership theories. The one that I feel most represents the leader I want to be in the future is servant leadership. When we discussed servant leadership it was defined as this leadership model is based on the leader and the followers wanting to serve others. Basically, this means the servant leader you put your focus on the needs of others before your own. The followers goal is to serve clients and the leader’s goal is to serve the employee and implement the organization mission statement. The leader supports other employees by noticing their goals and provide the proper support to help them reach those goals. This