What Type Of Supervisors: What Makes A Good Supervisor?

Tanner, I really like how your post identified that organizational principles are important for law enforcement agencies and the community, since they possess a reciprocal relationship. I agree the chain of command is important to establish formal lines of communication, especially when solving issues at the appropriate organizational level. Additionally, we both agree that unity of command is important because it limits confusion between supervisors and subordinates. It is paramount that subordinates and supervisors understand each other’s work habits and preferences, since majority of law enforcement duties are resolved utilizing the on-scene officer’s discretion.

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.

When recalling all the places that I have worked throughout my undergraduate and currently graduate school career. There are certain supervisors who stick out because they have provided great feedback. On the other side each of the supervisors have there own style of supervision they use. I really like supervision in any job or internship site because of how valuable the time receiving feedback to get better or for a challenging client/situation is. The two sites that I received supervision were in Sun Chase and Farmville Immigration Detention Center. I choose these two sites because of the difference in supervisions styles.

Effective supervisors gain respect without demanding it. Approachability, collaboration with colleagues, encouragement, and leading by example foster respect. Supervision relationships with mutual trust lead to supervisee's personal and professional growth.

The first-line supervisor in law enforcement is commonly referred to as a Sergeant. These positions are of great importance to a law enforcement agency. There are many pros and cons to becoming a first-line supervisor. These positions are tasked with the expectation of maintaining a level of balance within the patrol ranks, as well as remaining fair and impartial among those ranks. There are also many expectations of subordinates. In order for both parties to meet these expectations requires a close working relationship.

The Department’s sergeants and other supervisors have the most influence and impact on these front-line personnel. Many of DSD’s direct supervisors are dedicated and hardworking individuals who strive to treat their employees well and support them in their daily activities. Yet our assessment revealed a number of concerns that need to be addressed by the new Sheriff and members of the command staff. Command deputies need to be more consistent in their expectations of subordinates. This will help employees better understand the Department’s priorities and what actions and behaviors they need to adopt and demonstrate in order to advance DSD goals. Direct supervisors and DSD leaders have a critical role in building morale

For example, there were failures in first-line supervision. There was a pattern of flawed arrest and use of force reports that had been approved by supervisors. Sometimes arrest reports appeared to have not been reviewed at all and use of force reports to have been written by the officers involved instead of supervisors. Some reports were signed days after the incidents or not at all. Supervisors did not always respond to the scene of a use of force incident or conduct investigations of uses of force. Daily Activity Reports were not accurately or consistently filled out and counseling and corrective action did not occur. Some supervisors did not ensure that officers stayed

I have had the pleasure of supervising Officer Maiques for approximately 5 month following a shift change. During this time, I have seen Officer Maiques recognize how important customer service is to the community. I have observed him in the field working hard and getting to know the residents of his beat. He regularly participates in briefing discussions and he is actively seeking self improvement through training classes. Officer Maiques sometimes requires supervisory advice on calls not to make decisions for him but to ensure he is making the proper ones. As time has gone by these incidents have decreased in frequency ,a clear sign that he is gaining confidence in his decision making abilities. Officer Maiques gets along well with others and works well as a member of a team.

There are many different styles and approaches supervisors may demonstrate. Each style has unique qualities and characteristics that set them apart from the others. When a supervisor begins moving up through the ranks they can change, sometimes for the better and sometimes not. I have worked for some excellent supervisors and some that are not so excellent. Whether a supervisor practices the contingency theory or they are behavior based in their actions, a great supervisor in law enforcement comes down to two things, having your subordinates back and being trustworthy.

In today’s job market it’s important to be able to distinguish yourself from everyone else. You have to be able to understand how your job works and how to be able to supervise and lead others. In the book, The Tipping Point, there are three types of people that have very specific skills and qualities that a supervisor should have. These types of people are what a supervisor should strive to be. If even one quality is adopted, it could very well change an average supervisor into a memorable leader.

In the profession of occupational safety and health, the conversational interpretation style would be most common amongst front-line supervisors. Though some regulations provide clearly defined measurements, many regulations enforced by OSHA provide unspecified instructions for the front-line supervisors to comply with. For instance, 29 CFR 1910.212(a)(3)(ii) states, “The point of operation of machines whose operation exposes an employee to injury, shall be guarded. The guarding device shall be in conformity with any appropriate standards therefor, or, in the absence of applicable specific standards, shall be so designed and constructed as to prevent the operator from having any part of his body in the danger zone during the operating cycle.” In this case, what are the additional appropriate standards? How specific does a standard need to be for consideration? Where is the designated danger zone?

I have worked with several supervisors who are effective and ineffective, throughout my journey of employment. There are three categories where ineffective supervisors fall short, which are organizational/administrational, technological/cognitive, and relational/affective (Wilcoxon, Norem, & Magnuson, 2005). Three major character flaws an ineffective counselor consumes are uncaring, arrogance, and chastising employees in public. I have experienced all of these awful characteristics in supervisors throughout the years. Ineffective supervisors make employees feel worthless, unfitting, and unqualified. Effective supervisors on the other hand, carry several noble characteristics, such as supportive, communicative,

By doing this, one can see how officers and civilian employees really feel about agency rules and regulations that affect their work and personal lives and what changes in the rules and/or perceptions need to be changed and how to do it (Iannone et al, 2009). By being sensitive to other’s feelings, a supervisor can discover his own shortcomings and learn to be a better leader (Iannone et al, 2009). A police supervisor must not simple manage; he or she must lead, which according to President Eisenhower means to “get someone else to do something you want done because he wants to do it” (What is leadership, 2016, par. 2). If not, he will surely lose control of his

The framework to have a successful operation in the maritime environment security forces is being able to properly supervisor and mentor personnel on their duties and responsibilities. Being able to be an effective supervisor can make or break an organization. Many of us in the military have had both bad and good supervisor. To be a good supervisor in any organization you must be able to pass information down from the top to your subordinates in an effective matter. You must be able to get them to buy into the overall organizational goals. If not, you may have trouble getting assigned task complete effectively or even not at all. Being a leader is a rough task and not all people are able to be an effectively leader. As seen

Three traits that a good supervisor should posses include responsible, energetic, and punctual individuals. I have selected these traits because of the supervisors I have had these seem to be the determining factors when rating them to be good or bad. Responsibility is first and foremost your job as a supervisor to be able to successfully handle power and manage by making sure everything runs smoothly. Energetic, having a high level of energy and always showing how involved you are is extremely important so others can feed of your enthusiasm. When you see a supervisor who has no energy and works at a slow pace it gives off the vibe that not much is expected. Punctuality, always being on time and actually showing up is a visual aspect being