In this case study, we are provided with a story regarding a workplace dilemma for Lieutenant (Lt.) Luis Gonzalez of the Crater Police Department. Crater is a city in the northwest United States with a population of approximately 83,000 people and is part of a larger metropolitan area. Lt. Gonzales has been a member of the Crater Police Department for 11 years, but has only served as a Lieutenant for two years. Prior to his service with the Crater Police Department, Gonzales majored in Business Administration and minored in Computer Sciences while attending City University.
When the crater Police Department determined they wished to automate their communications and records Center they tasked Lieut. Gonzales with the project based on his
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Lt. Gonzalez may consider floating plans to the chief for implementation of strategies which will bring the other competing lieutenants into the circle by soliciting their input for continuous improvement of their systems, and to train the others in the methods he used to implement his projects. This may provide the others with ideas for self-improvement and to take part in generating positive changes in their department which they themselves can be recognized for. It may also send the message that Lt. Gonzalez is not attempting to edge anyone out, and is merely working to his greatest capacity, something each of the other lieutenants should be working towards doing. By default this will place Lt. Gonzalez in the role as informal leader amongst his peers. He will be providing them with knowledge and insight which will make them more capable, and lessen the perceived threat they feel. Gonzalez will be broadening the depth of knowledge within the department in doing so. It will encourage succession planning so someone will be able to take the reigns’ from him someday, and there will not be such a single point of expertise in an area vital to their
On Monday, May 23, 2016, at approximately 12:45 a.m., I, Trooper Bradley Brachear, received a telephone call from Sergeant Robert Ventura. Sgt. Ventura advised Trooper Bradley Otten of Illinois State Police District 13 requested my assistance with a two-vehicle crash on Illinois Route 4 approximately 0.23 miles south of Norton Lane in Tilden Township, Randolph County. I responded from the Lebanon area to assist. The crash resulted in one fatality.
Before Ms. Antoinette Frank joined the New Orleans Police Department (NOPD) she had a rough childhood. Ms. Frank came from a dysfunction family; her brother was a fugitive and her father was in and out of her life. Ms. Frank childhood dream was to become a police officer. In the year of 1993 Ms. Frank applied for the New Orleans Police Department during the hiring process, she had several major red flags during her process. Ms. Frank was caught lying on several times on her application and had failed two standard psychiatric evaluations. The psychiatrist at that time advised the New Orleans Police Department not to hire Ms. Frank. During the time the New Orleans Police Department was short-handed and needed Peace Officers (Police Officers)
she stated, "I just wanted to have a threesome but it went wrong" "I cheated on
In “A Sketch of the Policeman’s Working Personality,” Jerome Skolnick discusses and analyzes how a police officer’s personal outlook is affected by his or her involvement in police work, creating an “us versus them” mind-set, as well as the frequent inability to “turn off” the police mentality outside of a work environment. While he states that a person’s work has an impact on his or her outlook of the world according to a recurring theme in the sociology of occupations, police work has a particularly strong impact on those cognitive lenses (Skolnick, 1966, p. 2). Because of the nature of their job, police have a tendency to look at the world in a way that makes it
To begin, I shall summarize the major issue regarding the case study shown on page 103, in the 7th edition book Titled, Effective Police Supervision, written by Harry More and Larry Miller in 2015. Sergeant Lou Maynard recently got promoted to the evening supervisor for the Craigview Police Department. Six months had then passed. While leading his team, Maynard came to the realization that two of his officers did not seem motivated as the rest of them were. The other officers, that were doing their jobs, started to complain about the two non-motivated officers. They began stating that the two officers did not their carry their weight when it came to the team. The two officers are noticed working as if they do not wish to be there and are just waiting to retire in the next year. They have even distanced themselves when it comes to socializing with fellow officers on duty and off.
The case and the human resource themes in the readings for this week can be connected. The Granite City Case mentions three important people of higher status. First person is Jane Reardon, City Engineering Commissioner for Granite City. The next person is Chris Parker, deputy city attorney. The last person is Simon Knash, the supervisor under investigation based on allegation. Scientific management focus on “hierarchy, microdivision of labor,
Lawrence (Trey) McIntosh III has applied for a position with the Austin Police Department. Trey is currently employed as an intern for Nacogdoches Fire & Rescue and is a student at Stephen F. Austin State University. Trey has worked with us since June of 2015 and has been a positive addition to our staff.
Eventually, every organization faces staffing challenges. However, the difference lies in the manner a company reacts to staffing issues. Staffing issues can be internal, external, or both. In addition, the intensity levels of the issues may vary from company to company. Recently, the Virginia State Police suffered from several staffing issues. This paper will address the specific staffing concerns with the Virginia Police Department, the ineffectiveness of the situation illustrated in the article, and ways the police department could have done differently or prepared itself better.
During, Chief Terry Mangan tenure at the Spokane Police Department he ventures in with a no “no groundbreaking strategy”. Be that as it may, he understands there was a requirement for a few changes. Initially, Chief Terry Mangan plan was to assemble a conference with those that were inside and outside the agency. Although there was staff that was ambiguous of the new changes, he continues to move forward with his vision. This meeting would permit each person to express their input in the transformation of the department. In doing as such it was his desire to incorporate the department with the community to recover the trust and respect that the agency has lost. Afterward, he chose to address the morale issue by creating a better work environment
On Friday, December 2, 2016, I, Officer McDaniel #147, of Mansfield ISD Police Department, located at 1522 N Walnut Creek Dr, Mansfield, TX, was on a campus check at Della Icenhower Intermediate, located at 8100 Webb Ferrell Rd, Arlington, TX. While on a Campus Check, I made contact with Assistant Principal Brooks, Amber, B/F, DOB 8/26/1985.
Tulsa police are searching for multiple suspects who committed an armed robbery at the Qdoba near East 71st Street and South Lewis.
This essay discusses the effects of the police organizational culture on a Police officer’s ability to make independent decisions.
Police executives have always had different issues within the police department. Most police executives try to find a quick fix in order to solve the issue of police misconduct. Police misconduct is defined as inappropriate action taken by police officers in relation with their official duties (Police Misconduct Law & Legal Definition, n.d.). In order to solve this issue, one must acknowledge their different challenges, overcome the “code of silence”, and find out the role of organizational culture.
The Los Santos Police Department should accept my reinstatement due to the fact that I think I would be able to reunite with the career of my dreams, which I was happy to hold positions inside of it and I would love to have the chance to come back to the department. During my time in the department I had made sure to work to the highest standard and had made sure to give my 100 percent inside all of the divisions I had been apart of.
The San Francisco Police Department has been recently target for racism. According to Pearson & Martinez (2015) San Francisco police agents had been caught sending racial texts between each other. Several agents are under investigation following a chain or agents that were involved in this madness. The messages they were sharing included statements such as "Get ur pocket gun. Keep it available in case the monkey returns to his roots". This police officer was referring to a black man that marry his wife’s friend. The following text regarding this matter the unknown cop made this statement "Its [sic] not against the law to put an animal down." (Pearson & Martinez, 2015). Several researchers provided their opinion deducing that it could be implicit