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Critical Leadership and Organizational Issue Affecting Future Policing Essay

Leadership has a different meaning to different people. This paper adopts the definition of leadership as “the influence, that is, the art or process of influencing people so that they will strive willingly and enthusiastically toward the achievement of group goals” (Koontz and Weihrich, 2007 p. 311). With this definition, leadership occupies an important role towards the success or failure of every organization.

Leadership is a key word and it is in this context that the four critical leadership and the four organizational issues below were selected as they certainly could affect the future of policing either positively or negatively depending upon the response of the proper government authorities to such type of leadership as well as to the organizational issues below. The following are the critical leadership as well as the organizational issues that could affect the future of policing.

First, is the leadership that makes people grows; second is the leadership that uses power to empower people; third, the leadership that transform people, and fourth, is the leadership by example. The four organizational issues however include value attached to police performance, sufficient funding, quality of equipments, trainings and protection against suit when accused in line with the performance of duties,

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and the assessment of police performance.

1) Why is each of the four issues you selected critical for the success of future policing? Each of the four issues selected is critical for the success of future policing because they are basic source of both effective and ineffective future performance. The lack of value attached to police performance by the society and the state can certainly affect the morale of the organization. Indeed, police works are complicated and often secretive which caused them being mistrusted and many refuse to cooperate when needed.

Uildriks and Reenen (2003) stated that this kind of organizational issue “is indicative of the difficult circumstances under which officers have to function and clearly impair the quality and effectiveness of police of police work…”in the future (p. 59). Funding is also important especially in covert operations wherein budgets are extremely important especially in acquiring intelligence information, and in cross boarder operation requiring a number of days of surveillance and the services of intelligence assets.

The qualities of equipments are also important given that criminal elements are using high tech equipment to perpetrate their criminal activities. Terrorists for instance not only use modern technology, they are also thoroughly trained and equipped with sophisticated skills. If this area will not be given high priority, this will affect future policing especially the morale of the police organization. Further, they will be less effective in fighting these criminal elements. 2) What are the leadership changes that will have to be made in policing to effectively deal with these issues?

The leadership change needed to effectively deal with the problem are the transformational leadership and the leadership that makes people grow in their commitment to work. According to Abrashoff (2001), people get bored when they are not growing in their work. The traditional type of leadership often deprived people of the right to enjoy their work and to grow with the organization. Abrashoff explained the benefit of leadership that makes people grow; he stated, “To set it loose and make it flourish, a leader should neither command nor control; he should provide vision and values” (Abrashoff).

Changing traditional leadership with transformational leadership will help a lot to deal with the issues cited because it will encourage people to give their best with out promising them of any material benefits. They can have more freedom to exercise their own skills, and their own ideas. As Bass and Riggio (2006) stated, “Transformational leadership presents opportunities for improving the organization’s image, recruitment, selection, promotion, management of diversity, teamwork, training, development, and ability to innovate” (p. 128).

This will also allow them to grow with the organization as they can be more at home and feel more independent. Admittedly, this is not easy. As Abrashoff stated, it will require “a different type of leader, a different type of person” (Abrashoff). It will require deeper dedication and loyalty just to achieve the desired goal. 3) What are the organizational changes that will have to be made in policing to effectively deal with these issues? There may not have the need for organizational changes yet in so far that the actual situation is not available.

But there is certainly the need to address the issues cited above. The police organization simply need to enhance it community relations effort, provide a more sophisticated training, and afford protection to police personnel accuse of wrong doing when necessary. The issue of funding and modernization of equipment may be an issue that should wait but there should be an effort to lobby for it. However, if there is really a need for changes, the change that is necessary is the management or leadership style.

As Geller (1997) noted, police departments are employing one programs and tactic after another without careful analysis and careful study whether that program or tactic has been used in the past or under what condition it has failed or has it been successful (Geller). This reflects poor leadership and management and waste of money and resources. As Bass and Riggio pointed out, “Where it is in short supply, transformational leadership should be encouraged because it can make the difference in the organization’s performance.

Executives, supervisors, administrators, and military officers need to do more than focus on the exchange of material, social, and personal benefits for adequate performance (p. 127). That is, Police officers need to allow their subordinates to contribute opinion and or prove their worth by giving them assignment or duty that would give them opportunity to become actualize their ideas and to feel they important and trusted in the organization. 4) How do the typical values of policing organizations relate to these critical issues?

The typical values of police organization that relate to the issues are the values of integrity, responsibility, and reliability. In the context of what Geller has observed, these three had suffered terribly as the police were irresponsibly disposing their duties. Their integrity was also affected in view of their failure to act appropriately. However in the context of the issues cited earlier, the integrity, responsibility, and reliability of the police organization relates to such issues in the way they perform their duty despite of lacking those thins.

Their typical values of the policing relates to such issues in term of their maturity to handle difficult situation. Annotated Bibliography Retention through Redemption by: Abrashoff, Michael This article talks about the experience of a navy officer who have witnessed the impact of traditional leadership among people whose duty were simply to obey orders. Abrashoff overhauled the leadership style that has long been followed and introduced a new leadership style that is both unconventional and critical.

Abrashoff’s leadership style was really unconventional yet it was the most suited type of leadership to a people was obviously tired of traditional style of command and obeys leadership style. Abrashooff”s realization of the true leadership style was not easy to do, yet he successfully passed the test. Abrashoff simply proved that leadership is not simply command and obey, but more on influencing through a changed heart, a changed perspective and a genuine concern. Transformational Leadership USA by: Bass, B. & Riggio, R.

E. This book is about transformational leadership. The author discuss in detail various aspect of transformational leadership. The author particularly paid attention on the question on whether the effects of transformational leadership be achieved without charisma and virtue in a leader? The author says yes, citing various prominent individuals who successfully exhibited transformational leadership. According to the author, transformational leadership is a must for every leader. I would agree with the author’s contention.

Unconventional leadership is something that often leads to a more success. However, there is a need for a strong will to achieve the purpose because it is not easy. It might even to change a person. Suppose we were really serious about Police Departments Becoming “Learning Organization By: Geller, W. A. Geller discussed a number of issues including the irresponsible way of using tactics and program without sufficiently evaluating under what condition the tactic or the program failed or succeed.

But it is quite clear that main point here is that the police should be smarter with the criminal elements. In a sense what the author was referring to, regarding the article is the learning situation. That is, the police should be willing to learn from every critical situation that they encountered, towards a meaningful and active polishing. As I read on Geller, I found out that author of the article was really concern on the problem of policing. He categorically admits that there are a number of problems that need to be answered.

In my opinion, for an organization to create a standard by which to base their actions, they should adopt a management or leadership that is both transformational and unconventional Leadership. Essentials of Management By Koontz, H. & Weihrich, H. Koontz and Weirich book is about management largely discuss on transformational leadership behaviors and the full range of leadership. While the book is not so much concern on policing, it discusses some of the provisions of leadership including critical leadership. The book was all about lea leadership and management.

As I read on the book, I realized that leadership and management is essential in any organizational body including police departments. But leadership and management should be fit to the situation of the organization. That is, the type of leadership and management depend of the level of need. Policing Post-Communist Societies: Police-Public Violence, Democratic Policing and Human Right Bass and Riggio discuss about the condition of policing in different countries. He cited some problems the different problems policing encounters.

The author also depicted the present state of policing in terms of police public violence, the democratic policing and the human rights and the rule of law. The book offers a wide range of ideas regarding police works that may be applied to policing in countries where policing is not much recognized and valued. As I reflect on these ideas, I could say that the book does not apply in America because of their police trainings, sufficient funding, and adequate resources. What is important however is that, police should at any given time maintain their integrity, responsibility, and reliability.

References Abrashoff, M. (2001) Retention Through Redemption Harvard Business law http://sitemaker. umich. edu/pf_lc/files/retentionthruredemption. pdf Bass, B. & Riggio, R. E. (2006) Transformational Leadership USA: Lawrence Erlbaum Geller, W. A. (1997) Suppose we were really Serious about Police Departments Becoming “Learning Organization” Koontz, H. & Weihrich (2007) Essentials of Management India: Tata McGraw-Hill Uildriks, N. & Reenen, V. (2003) Policing Post-Communist Societies: Police-Public Violence, Democratic Policing and Human Rights New York: InterSentia

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