The Job Of The Administrative Staff At Large Companies

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.

My current position as an Area Commander for the Federal Protective Service (FPS) is not without its challenges. I am responsible for supervising eleven federal law enforcement officers to include two K9 units and approximately forty-five contracted protective security officers. As a team we address security related issues on a daily basis. Our position description encompasses two major disciplines; the first is federal law enforcement and the second physical security. Both occupations can be viewed as one, yet separate in their ever changing complexity of development. The greatest challenges are staying up with the constant progression of technical advances in the way each vital role is implemented. Combining two occupations into one job description can at times be overwhelming.

The Los Angeles Police Department (LAPD) is the third largest police agency in the United States. The LAPD has approximately 9885 sworn officers and 2718 support staff. They cover approximately 500 square miles and is for the protection of over 4 million people. With that in mind, managing such a behemoth agency is a complicated and problematic endeavor. Therefore, one of the LAPD strengths is the way they manage themselves and protect citizens. Another strength of the LAPD is created many various kinds of investigation divisions, bureaus unit and special operation units. The components allow the LAPD to address a different kind of crimes, services, and investigation. Some of these components are specialized units with members that specially trained to for the unit's purpose or the specific type of crime or investigation. For an example, they have counter-terrorism bureau, background investigation unit, commercial crime division, gang and narcotic division, juvenile division, robbery homicide division and also technical investigation division. The LAPD also addresses the needs of the community by setting up many stations to handle the needs of their constituents. The LAPD also has a support unit to manage the day to day operation such as the personal division, jail division, property division and administrative section to manage massive bureaucratic tasks.

It is easy to take a look across the occupational spectrum and see that Law Enforcement is a very emotional and dangerous job. Law enforcement officials come in contact with homicides, street violence, and other tragedies while “protecting and serving”. They

Law enforcement officers are a part of our communities to protect and serve us from danger and to apprehend criminals that disobey the law. It is their job to apprehend criminals and respond to calls from the people. Most enforcement officers have to stay in their designated areas, or jurisdiction, and respond to any calls or monitor the area. They are there to catch any

Many roles are involved the leadership, management, and administration of a law enforcement agency. The greatest role across all parts of these individuals is to uphold the law using discretion while being firm and fair to everyone in

Stojkovic, Kalinich, & Klofas. (2012). Criminal justice organizations: Administration and management (5 ed.). Belmont, CA: Wadsworth Cengage Learning.

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

On the state level, they perform functions outside the jurisdiction of the sheriff. They help to coordinate multi-jurisdiction task force activity in serious or complicated situations, but only in states that grant full power statewide.

Administrative planning and decision-making is necessary for efficient and effective operations management in any setting (Roberts, 2000). Police administrative planning becomes the first step in successful management of the department. Planning provides administrative officials with better information, an analysis of the problem at hand, clarity of goals, objectives, and procedures (Swanson, Territo, & Taylor, 2012). Planning results in more active distribution of resources, program development and performance, increased inter- and intradepartmental collaboration and organization. Planning provides the opportunity for greater public support and a clear sense of direction for the police department with increased commitment of personnel. There are many approaches to planning. However, the most commonly used approach is

The profession of policing derives its effectiveness from its ability to attract and employ quality individuals who will strive to better their community. Therefore proper recruitment and selection of officers is incredibly important to a police organization. Some major needs to Missouri’s recruitment process will be addressed in the following paragraphs.

Numerous police agency’s and police officials work on a distinctive local, state, and federal level and role. It has its individual area, sectors, and function, and work according to local streets parts inside policing. In order for any local, state, and federal police division to work successfully it must hire chiefs, deputy’s, and sheriffs who retain leadership and who uses creative thinking skills to teach comprehensive, and aggressive instruction to make the police division a tougher department by holding all its workers tasks for doing his or her job according to its agency’s guidelines and procedures known as code of conduct. “Municipal police work for municipalities such as towns or cities, county police and deputy sheriffs work for counties, state police work for states, and federal police work for the federal government. Some have the same duties as one another or very similar duties, and some have different or additional duties. Their jurisdiction is sometimes the main difference. For example, a municipal police officer normally has primary

Police officers are responsible for protecting people and property. Related job titles include Sheriffs and sheriffs deputy, detectives, and state police officers. However all of these job titles have similar duties for example they are all responsible for the protection of people and property. These job titles might be very similar but they do differ in many ways. Police officers patrol the city issuing citations keeping the peace and conduct traffic stops. Sheriff 's and deputies hold practically the same duties as police officers but do so for the entire county. A state police officer could also be addressed as a state trooper. These officers usually patrol highways and issue citations and are frequently called for comprehensive law enforcement services. Detective is the title that differs from the others the most. Detectives aren 't in uniform. They investigate crime scenes and find evidence for criminal cases. Detectives conduct interviews, observe activities of suspects, and also participate in raids. Although a normal police officer does not earn as much income as related titles it is still a very demanding and dangerous job.

When discussing leadership within the law enforcement profession is it vital to take the human factors into consideration. There are multiple human factors that the law enforcement leaders must take note of, such as, family issues, financial issues, stress, health, and morale. These human factors that play an important role for law enforcement in general can impact morale, officer safety and the public perception. When addressing the human factors, “Law enforcement leaders should challenge themselves and their employees to increase safety margins by focusing on human factors. By doing so, they will improve proactive communication at their level of influence and develop an organizational culture that values safety and wellness” (Bone, D., Normore,

258). The Warden 's main responsibilities are to care for the inmates of his or her prison by providing food, clothes, housing, medical care and treatment, discipline, job training, employment and rehabilitation (Gaines & Miller, 2017, p. 236). The Warden is also the individual responsible for evenly distributing the prison 's financial allowance and as such, could be considered to be the primary political power of the prison (Gaines & Miller, 2017, p. 236-237). Moving down the chain of command, the Captain 's primary job description is that of an administrator who deals one on one with the Warden (Gaines & Miller, 2017, p. 258). In addition, the Lieutenant 's main responsibilities in a prison are to police and transport the inmates (Gaines & Miller, 2017, p. 258). Sergeant 's are in charge of their individual squads; each squad will be assigned to designate parts of the prison such as cell blocks (Gaines & Miller, 2017, p. 258-259). Finally, the officers are the employees who hold the most amount of power when it comes to dealing with inmates. To better explain, there are varying forms of Officers, such as Block Officer, Work Detail Supervisor, Industrial Shop and School Officer, Yard Officer, and Tower Guard (Gaines & Miller,