Police Leadership

A police officers job has many problem solving factors that occur on a daily basis. These factors can affect attitudes, behavior, and the influence that supervisors, which can lead to negative and positive effects. The attitudes of both the supervisor and the officers can determine how well the problem solving is handled along with learning the dynamics of the particular task. If the problem solving isn’t handled correctly, it is hard to regulate the multiple encounters that can transpire on a day to day basis. I will start by describing a brief summary of the organization, challenges that the organization faces, relevant causes of the problem, and how leadership plays a role. Furthermore, I will provide in depth analysis using a particular

Regardless of the size of the police department, without effective leadership, a police force would collapse. In my specific job on the police department I answer to my sergeant, my lieutenant, and my captain. Very rarely does someone in my position have any interaction with the chiefs. But the leadership that I deal with didn’t start there. Leadership started at home, being a parent and then when starting the police academy, the leader 1 and leader 2 had the role of leadership for cadets. Once out of the academy, my field training supervisor was my leader. Once I was on the streets, I had a sergeant, lieutenant, and captain would become my leaders. Kinicki and Fugate list five core traits that leaders possess. These traits include; intelligence, dominance, self-confidence, a level of energy and activity, and task-relevant knowledge. With my short time on the department, I have met many leaders that have many different responsibilities, but generally all have the same goal in mind, to effectively manage and lead the people under me. Kinicki and Fugate also state that there is a difference between leaders and managers. “Leaders play a key role in creating a vision and strategic plan for an organization. Managers, in turn, are charged with implementing the vision and strategic plan” (Kinick & Fugate,

My extraversion may allow me to express my opinion to a supervisor in regards to the issues that I’ve discussed or may give me the opportunity to teach a cadet class in regards to organizational behavior. My conscientiousness shows that I would be dependable if asked to seek out ideas based off the particular subject and the persistence of not only me but the community as well may hopefully cause some of these problems to change. My openness to experience will allow keeping a broad-mind about the subject and looking for other resources or ideas that may lead to potential change in the future. In conclusion, the organizational behavior plaguing the police departments national wide is a growing problem. While researchers may continue to come up with ideas and ways to change the problems, the departments need to utilize more resources to start making the changes necessary to restructure employees and focus on changing behaviors and attitudes. While doing this, the communities and the departments need to determine what styles of policing are the most effective and most suitable for their ongoing relationship. Without the conjoined effort by both parties, the problems will only