Police Leadership Case Study

Integrity and honor, servanthood, mentorship, professionalism, positive attitude, reinforcement and accountability, and proactive communication is what Jack E. Enter P.h. D states is the seven laws of leadership in his book, “Challenging the Law Enforcement Organization; Proactive Leadership Strategies.” Enter indicates the purpose of this book is to develop leaders whom are abnormal and different from most. This book identifies poor and successful leadership traits based on Enter’s education, his personal experiences in law enforcement, teaching, and from his personal life.

“Erika Shields was appointed Chief of the City of Atlanta Police Department in December 2016.  Chief Shields is an active member of the Georgia Association of Chiefs of Police (GACP).  Chief Shields joined the Atlanta Police Department in 1995 and most recently served as Deputy Chief of Field Operations. During her tenure, she has served as a Patrol Officer, Sergeant, Lieutenant, Major and Deputy Chief prior to her appointment to Chief. In January 2013, Deputy Chief Shields transitioned to the Support Services Division where her primary

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

The surveys conducted in 1992 and 1993 show New York City’s police department that a very much changed is needed within the law enforcement and the city. On July 18, 1994, the New York City police department implemented a strategy to empower precinct commander to respond to disorderly and persistent quality of life condition, refocus department resources, revise the department’s directives and procedures and to revise and expand training, secure passage of new

There are many theories about different aspects of leadership and the effectiveness of each in a criminal justice setting. Contemporary research brings into focus the behavioral approach and the contingency approach. The behavioral approach emphasizes the behavior of leaders while the contingency approach emphasizes situational variables that affect leadership.

Upon review of the Rixton Case study, indications of inadequacies in and ineffective management on behalf of the Rixton Police Chief provide evidence of non-compliance of departmental procedures and the lack of accountability of the Chief of police to his officers and citizens and that of the officers alike to the citizens or Rixton. As the Rixton case study indicates the Chief Eager has “little administrative ability” and “he makes no effort to determine whether his officers understand his policies and procedures...” (Police Administration, 2016), as such, an inference can be made that the principles adopted by the officers is in direct correlation with the lack of accountability within the department. Cordner suggests that assumption should

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

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,

As a growing debate, the question at hand is whether great leaders are born with specific leadership traits, or if one can be taught certain traits over time. According to (Wikipedia.com) the approach of listing leadership qualities, often termed "trait theory of leadership", assumes certain traits or characteristics will tend to lead to effective leadership. I believe that leadership traits such as honest, competent, initiative, inspiring, hardworking, intelligent, and the ability to lead the masses, are some of the leadership traits one should possess. Within this paper, I will examine the overall concept of leadership traits, while observing the traits that were, or can be associated with successful leaders.

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.

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

For many who have made law enforcement his or her life long career and who are in a management or leadership role will often agree how policing has changed greatly in the past two decades. Law enforcement officers in today’s society must and without hesitation serve with purest amount of justice, make quick and accurate decisions, protect, sympathize, empathize, and all while having a good relationship with the public. Because of events that have occurred in the cities of Ferguson, New York, and Baltimore, The President of the United States, signed an Executive Order establishing the Task Force on 21st Century Policing on December 18, 2014. Coming face to face with corruption in all levels in law enforcement was difficult challenge and detrimental

On June 28, 1972, in a South Bronx subway station, officer John Skagen, a white male, an off-duty policeman was on his way home, when he encountered a suspicious black male who seemed to be carrying a weapon. The officer approached the suspect, whose name was James Richardson, and instructed him to get up against the wall and put his hands up. Richardson was confused but complied with the directions given to him, however, in a turn of events, Richardson fired his weapon a total of four times. It was an unfortunate series of events that evening for officer Skagen, he would never return home to his wife and child. Richardson managed to hit the police officer twice just before he ran away through the station and moments after he came across two other officers to whom he told, “There is a madman firing his weapon”, and pointed towards Skagen. George Wieber, one of the officers who rushed to the scene, fatally wounded Officer Skagen.

After carefully reading the case studies, I concluded that Chief Davis’ executive style is in line with The Statesman and Chief Fortier’s executive style is in line with The Administrator. The Statesman style stresses leadership and Chief Davis had a strong subordinate leadership in which he allowed their thoughts and ideas to be put into place (Cordner, 2016). The Statesman focuses on the department’s interests by being in constant contact with the community as well as the government and gives them tasks in order to provide leadership within the community. Chief Davis focused on building support from outside of the agency by becoming transparent with the community and by allowing them to see what decisions were being made. Chief Davis had strong ties to the local businesses and as a result, they heavily supported the Lowell Police Department. A strong indicator that the LPD had the backing of their community was that a fundraiser “led by a local businessman to raise some $200,000 to buy the department’s mobile precinct” (Cordner, 2016, p. 488). Chief Davis also had the strong support from Senator Paul Tsongas, who was a resident of Lowell and worked well with the city government. By being involved in the local government as well as the university and businesses in Lowell, Chief Davis was extremely successful in getting community and monetary support for his department (Cordner, 2016). Chief Davis was also successful in convincing the residents in the community to build a new precinct in the crime riddled Cambodian neighborhood. This was largely done because he had the trust and support of the community as well as seeking the help and advice from outside of the department in Linda Hart. Chief Davis even was able to win over one of his non supporters by hiring Cambodian and Latino officers to help close the communication gap between the police department and the minority communities. The Statesman can often have a negative impact on a department because the department members feel that he or she loses touch of who they are representing, but Chief Davis never lost the trust of his personnel and built a supporting coalition inside as well as outside of the department.

Strong, courageous, heroic, all words that we hear and use to describe what comes to mind when we think of “Police Officers.” In elementary school, the most common question students would be asked was “what do you want to be when you grow up,” and the most common response would be in return, “a police officer.” Sadly now, most are rethinking this occupational choice. The authority that most cops these days believe they have is over the top; they think that they can take advantage of everything and everybody simply by the power of their badge. Police officers need to have more discipline instead of using their supremacy for brutality; there can be many things done to prevent this prevalent issue of police officers ruthlessness and we need to start taking action now. In our world today, police officers aren’t thought of as “heroes” anymore and that is a problem. Police officers are the people we rely on to keep us safe, enforce the laws of the community, and people we can count on whenever there is an issue; but now fear may become a factor next time we are in danger and pick up the phone to call for help. In tense situations, there are times when police are called on to make quick decisions in difficult circumstances in order to protect their own safety and that of innocent bystanders. However, in any situation where aggressive police behavior raises questions about the appropriateness of the reaction, it is important to investigate the accusations promptly and