Patrol Captain Recommendation

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Step 3 Next, I will focus on recommendations for dissolving the situation previously discussed. Since middle level leadership is balancing the agendas of captains currently I will further articulate their role in leading the organization through this discouraging period.
Recommendation to Dissolve While observing the frustration and confusion of those I work with it is also apparent by the end of 2017 the situation should dissolve due to the selection of a new Director. Once a new Director is chosen there will be an adjustment period again to understand the directional path of the new leader, however, the infighting and posturing should diminish. Unfortunately, a couple captains stated they would retire or seek employment elsewhere if …show more content…

Since April the lieutenants meet monthly to ensure each is aware of the actions of the captains and focus on the goals instituted by the administration at the beginning of the year. For example, the new patrol captain wanted to stop the traffic focus on accident reduction. The three patrol lieutenants have continued to direct the officers to concentrate on the accident reduction strategies in addition to the “hot spot” policing tactics of the current patrol captain. Therefore, by the end of the year the patrol division can report on the goal of the accident reduction in addition to the implementation of the “hot spot” strategy. Further, in CID, the chronic offender identification meetings still occur as scheduled and additionally I am working on the “case in place” strategy where geographic locations receive attention about environmental concerns, such as lighting, trees, and code enforcement to improve the location and deter crime. Thus, the captain will have at least two crime measures to report on to the law board. Essentially the lieutenants keep the department running through the chaos occurring in upper management because the employees deserve our attention and focus to ease the unrest. Sousa and Dierendonck (2015) found humble leaders displayed the highest impact on follower engagement. In short, the lieutenants and sergeants lead with a humble approach, especially in current times. Sharing leadership necessitates accepting others need to take …show more content…

Further, the audio lectures explained the idea of having a loving fulfillment in our actions and wanting to perform our duty- hesed (Fischer, 2009). Mutual accountability for the leader and follower anchors the concept of servant leadership. In fact, inputs from the biblical perspective of love and justice in a covenantal context affect the outputs of our organizational impact in how we treat each other and the expectations of the agency (Fischer, 2009). As leaders, we look for mindsets focused on intrinsic motivations but not in a self-serving capacity as explained by the actions of the captains. Indeed, servant leaders have a desire for power to mentor and encourage positive relationships and creating an organizational culture which places others first. The current antics occurring will dissolve and I am confident the RCPD will return to a healthy and positive place to

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