The Importance Of Organizational Intentions Among The Police Department

Police, courts and corrections are part of criminal justice organizations. Each of these organizations face challenges every day and the leaders of these agencies must deal with these challenges (Duelin, 2010). The types of criminal justice leaders range from police chiefs and sheriffs to prison superintendents, and heads of government, state, or local task forces. Some of the challenges they confront are budget and staffing shortfalls, political perspectives on the roles of law enforcement personnel in society, and the changing nature of crime and the difficulties associated with keeping up with these trends (Bryant, 2010).

America's police system is separated into four different agencies such as local police, state police, highway patrol, special jurisdiction police, and deputy sheriffs. “Today's police officers and administrators face many complex issues, and not all of the stories involving police work end well.”(Schmalleger 242). In today's age and society the police and administrators face problems and horrifying issues every day, but as long as they follow protocol such as police management. Police management helps control,direct, and coordinate police personnel resources, and activities in an effort to prevent crime. Police organization and structure are held together with line operations and staff operations. Line operations are a

One of the largest issues plaguing police departments in United States is under staffing Under staffing has become ramp it all over the United States. Under staffing creates issues not only for officers with in a department but also within society as a whole. “The rate of sworn officers current habitats was 2.4 per 1000 in the nation in 2011. The rate of total full-time employees, civilian and sworn was 3.4 per 1000.” (Police Employee Data)

It is the organization's operation through the values that will be the superior alternative management tool (Wasserman & Moore,1988). A police department that supplies a mission statement that is encouraged by its goals that are made up of intentions that contain the processes are on the right track no matter the time of origination. It is critical that execution of the objectives is the consequence of effective and efficient management of the processes which transpire within the department. It is the work of operations that are important to the sequence of steps that will direct the attainment of the Memphis Police Department's presented ambitions (Nassar, 2007). The mission of the department depends on the workforce that implementing the standards on the citizens within the community. It is not unusual for the influence concerning a department's mission to come from and change by way of city officials, politicians, interest groups, and stakeholders. However, as an officer sworn to be a public servant has a commitment to the citizens and upholding the

For this assignment, I wanted to look at Police Departments from various parts of the country to see if there was much differences in their various core values and/or mission statements. So, I picked the Asheville Police Department in North Carolina, the Santa Fe Police Department in New Mexico, and the Hartford Police Department in Connecticut. The guiding principles statement of the Asheville Police Department really caught my eye. It states, “The Asheville Police Department will achieve its mission by committing to excellence through:

Recently, law enforcement agencies across the country have come under increased scrutiny for their questionable tactics, specifically regarding use of force situations. Tragic outcomes resulting from police and citizen interactions have emphasized the significance of building strong, cooperative relationships between local police departments and the communities that they have sworn to protect. To build and maintain community trust, it is necessary for those in leadership positions to create an environment in which ethical behavior is expected of all employees regardless of their position or rank. The city leaders for the City of Virginia Beach, VA, realize and appreciate this idea and the notion that the integrity of their police department directly correlates to the level of community trust.

Police Agencies in modern society are a part of the American fabric to serve and protect the American public. The United States currently have more than 15,000 police agencies, (Walker & Katz, 2011). Police Departments across the United States face similar critical issues policing. All police officers face dangers in the job of policing the dangers can emanate from internal and external origins. Police officers have continued to evolve to serve communities by finding better less than lethal alternatives to weapons used. In addition, police departments have continued to keep up with

After reviewing the facts of the Rixton case study I assessed the primary issues were pertaining to the development of two distinct subcultures in the police department and lack of authority from the city’s police chief. Due to the police chief’s hands-off approach to leadership, officers are unaware of his policies and procedures, and they conducted police functions utilizing their own discretion (Cordner, 2016). Let us examine how the Rixton Police Department’s organizational dysfunction allowed for these actions to occur beginning with their chief of police.

The Kansas City Police Department, under Chief Clarence M. Kelley, had achieved a high degree of technological sophistication, was receptive to experimentation and change, and was peppered with young, progressive and professional officers. Short- and long-range planning had become institutionalized, and constructive debates over methods, procedures and approaches to police work were commonplace. By 1972, this department of approximately 1,300 police officers in a city of just over half a million—part of a metropolitan complex of 1.3 million—was open to new ideas and recommendations, and enjoyed the confidence of the people it served. As part of its continuing internal discussions of policing, the department in October of 1971 established a

The roles, responsibilities, and styles of policing in the United States have changed dramatically since the first “era” of policing was established in 1840. Until recently, there were only three established eras of policing: The Political Era, Reform Era and Community Era. We are now in a fourth era- the New Era. All of these eras are reflections of evolution amongst law enforcement officers, as well as political figures of their times. The roles and styles of policing have been a never-ending topic of change, which has grown to fit the demands of the public. Each new era has been born out the desire to make the United States as safe as possible given an evolving climate of

Understanding the dynamics of organizational communication with in the area of law enforcement and correctional officers are in dire straights these days. The level of stress in the lives of these officers are layered in and around each persons' day to day existence. Do these officers have a way to decompress, relax, and then rejuvenate to begin again and continue the path they have chosen for themselves?

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,

Chermak, S., Carter, J., Carter, D., McGarrell, E. F., & Drew, J. (2013). In the last decade, the number of qualified applicants for police officer positions has substantially declined across the United States (Wilson & Heinonen, 2012). Per the National Institute of Justice, law enforcement departments, in particular smaller agencies, are finding it increasingly difficult to attract qualified applicants (Wilson, 2012). As the diversity and breadth of the communities that agencies serve expand, agencies might face difficulties in recruiting officers for positions that are increasingly complex, require new competencies, or require interaction with communities whose needs they do not always know or understand (White & Escobar, 2008). A contributing reason for this recruitment phenomenon is that law enforcement organizations are competing against each other and with similar industries for the same candidates (Wilson & Grammich,

In this paper I will be reviewing two of organizational theories used and practiced in the law enforcement communities. I will compare how they effected policing but also the communities they they serve. Some of these practices came by trial and error but over time have become an effective staple in the profession. Taking into consideration that as the times has changes, so have some of the fundamentals in which they are based

Over the last several years, most police departments have been facing numerous financial challenges. The main reason is law enforcement agencies are expected to do more with less and the stagnant economy. The combination of these factors has been placing pressure on many departments to begin imposing budget cuts. Evidence of this can be seen with a survey that was conducted by the University of North Carolina. They found that 67% of police departments made some kind of budget cuts for 2011. The most severe reductions were occurring in large police departments such as Los Angeles, Atlanta and Detroit. (Delfem, 2011, pp. 199 - 205) This is illustrating one of the most pressing issues affecting a wide variety of police departments across the country. To fully understand what is happening requires: examining the situation, how they are able to interact with other agencies (i.e. state / federal) and recommending the way this relationship can be improved. Together, these elements will offer specific insights about how police departments can effectively address this problem.