Police Executive Essay

With the implementation of a formal system of policies, procedures, rules and regulations, and discipline the behavior of the officers can be modified to emulate the values and objectives of the department. Assuring first that the command staff / Chief of Police and his subordinates are compliant and fully knowledgeable of all current rules, regulations, policies, and standards, the delegation of authority for specific actions would relieve the burden on chief. As a result, more attention can be placed on the officers and their activities in the field.

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

Police executives are decision makers and problem solvers (Cordner, 2016). These executives are responsible for managing both internal and external issues (Cordner, 2016). There are four styles an executive can adopt or a combination of them to reflect their executive authority in making decisions and correcting problems (Cordner, 2016). These styles include the administrator, the top cop, the politician, and the statesman. If I were appointed the chief executive of a law enforcement agency, I would most likely adopt the top cop style.

Head of Police Jason Dombkowski emphasizes that the attention on authoritative and regulatory parts of policing, on the formal structure and the effect of police pioneers. While these formal contemplation are vital to a comprehension of the police part, there are two other contributing variables that must be considered in their endeavor to comprehend policing as an occupation: the police subculture and the weights and anxieties of police work. Police executives and the law indicate the expansive parameters inside which officers work, yet the police subculture lets them know how to go about their assignments, how difficult to work, what sorts of connections to have with their kindred officers and different classifications of individuals with

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

As a patrol officer in Memphis for nearly ten years I feel personally invested in questions concerning the management of patrol personnel. Having seen many good officers and a few bad officers over the years I know the difficult task administrators are required to handle on a daily basis. I come from a military background and prefer clear direct instruction/guidance from my management. By knowing what the standards are and the possible consequences for failing to meet them I feel comfortable in my day to day responsibilities. Not all officers are like me, some dislike what they perceive to be micromanagement. Yet I would contend that clear policy and procedure as well as a strong mission statement as the benchmark for officer success are not

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

75). However, it should be noted that these new eras of policing did not immediately emerge due to specific actions or events (Henry, 2003); these policing eras came about with time “as law enforcement philosophies and practices of one period became anachronistic, as shortcomings became more and more apparent, as new ideas emerged, or as public dissatisfaction with police performance increased to critical proportions” (Henry, 2003, p. 75). The Reform/Professional Era had its most impact in American policing from the 1920s through the 1960s due to the formation of new policies, theories, leadership, and the overall professionalization of (Roberg et al., 2015). Professionalization, in this case, is defined as the “attempt to improve police behavior and performance by adopting a code of ethics and improving selection, training, and management of police departments” (Roberg et al., 2015, p. 41); in other words, it is the emphasis on implementing a single approach to an issue instead of handling an issue in a plethora of ways ” (Roberg et al.,

The success of implementing a program like this requires that both parties be well informed and well educated on the changes that will take place. One of the first steps is to market the concept of community policing both internally (within the department), as well as externally(within the community).  Marketing community policing internally often involves collapsing the existing structures of authority that are in place as well as the specialization within the department.  The case study mentioned that although the senior administrators in the department played a critical role in the reform, it was also necessary that line level officers be active participants in the process.  After all, two important components of community policing are empowerment and ownership.  Officers were given ownership of certain areas that were

The field of police work is constantly being forced to develop and improve its protocols, procedures, and practices in an effort to keep pace with the ever-changing society in which it operates and criminal behavior it seeks to eradicate. While the history of policing has been marked by substantial changes throughout time, the work of modern-day police officers and officials demonstrate some of the most substantial adaptations to its surrounding environment that the field has ever seen. In order to understand where the future of policing is heading, it is important to first understand these current trends that are affecting the current landscape of the profession. By

The style of police leadership has gradually changed over the last several years. The traditional belief that the solitary leader who possessed the wisdom, integrity, and courage to manage a police department, or a shift of officers has been replaced with the concept of teamwork (Wuestewald, 2013). The idea of using a team to manage an organization is nothing new in the private sector, however, replacing the old idea of a solitary leader has taken time and is slow to take hold in some organizations.

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

Police forces or Law enforcers have been used for centuries all around the world but America took particular interest in the English’s policing system. America’s policing ideas and process began

Whisenand, P. M., & McCain, J. K. (2014). Managing Police Organizations. In P. M.Whisenand, & J. K. McCain, Managing Police Organizations (p. 33). Upper Saddle River, NJ: Pearson Education.

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,