Work in most police departments today follows the philosophy of Frederick Winslow Taylor, who proposed that systemizing efficiency should be the primary focus of organizational managers. Writing in 1911 Taylor declared:
“In the past, man was first. In the future, the system will be first.”
Thus, Taylor’s “scientific management” system was launched, turning the worker into a mere gear in the system, a disposable human tool, a worker-for-hire, a wage slave. Unfortunately, Taylor’s “assembly-line” system dehumanized the worker and the culture of work, pitting employees against “management,” and the very organizations that employ them.
Taylor was also oblivious to another danger inherent in his system: it left ownership, control, and decision making (not to mention the distribution of profits) in the hands of a small elite of managers, time-study engineers and owners. His system offered once self-reliant workers higher wages in exchange for their loyalty to what many consider a modern form of feudalism. Most police organizations today still operate according to Taylor’s top-down vision of the workplace.
However, the era of “no more taxes,” advanced informational systems, and the paradigm shift from an emphasis on traditional policing to community policing, is forcing a basic change in how we view the role of the police officer and the nature of the organization and communities we serve. Police organizations must recognize that, for their own survival, they must find new, more flexible ways of rewarding and motivating their employees, while controlling costs, and delivering ever-higher levels of value to their customers (employees and citizens). They are realizing that the adversarial nature of the surrounding economic and cultural environment, a by-product of Taylor’s philosophy of work, and the inherent instability of the wage system impede these objectives. They are also coming to see that what is needed is a new way of thinking.
This new way of thinking would not reject the importance of systems, but would redesign systems to put customers (employees and citizens) first. It would create a new system of leadership that “rehumanizes” the organization. It would shift power, responsibility, and control over modern police procedures and advanced organizational systems from the few to all those affected by the process. The new system would combine principles of equity (justice and ownership) with principles of efficiency, in order to raise the performance of an organization and its employees to their highest potential, to better serve their customers and other stakeholders.
He, however, depicts the former police commissioners as failures by indicating how Bill could easily change the entire scenario within a short epoch. Murders fell by 50%, theft by 35%, felony crime by 39% while public confidence in the NYPD rose from 37% to 73%. Additionally, job contentment in the police section reached an unsurpassed point. William Bratton does this to inform readers the significance of changing organizational culture and strategies. Additionally, he indicates how such changes can be beneficial to the society and state at large.
For years police corruption has been a major problem in American society but where is the line between moral and unethical police corruption, many modern movies address this vary issue. Some films portray how types of police corruption can have a positive influence on society, while others show the dark side of police corruption. Many law enforcement agents join the criminal justice with the basic idea of “justice for all,” however, most of them do not realize that the nice guy doesn’t always win. Even though there are vast amounts of movies which specifically address police corruption we will use three main movies for our argument today, mostly LA Confidential, however, also Training Day.
Monetary profit is the first thing an individual recalls when corruption in the police department is discussed, mainly because officers are subjected to enticing opportunities, such as reclamation of missing property and bribes from owners and managers of restaurants. Because of new policies and improvements regarding the department and system of selecting new officers, this level of corruption has been hindered. Currently, officers are hired because of their dedication to their principles, which makes them susceptible to the noble cause corruption theory (Dempsey and Frost, 2012)
There is change trying to happen, in a rural Pacific Northwest police department (PD) that is nestled in the corner of Washington’s Olympic Peninsula. This Department serves a diverse population of 9000 people and encompasses roughly 4 mi.², as well as being surrounded by water on three of those four sides. When evaluating police departments, according to the state and national averages it is undersized for the population it serves. As one would expect it is a department with a long and rich 126-year history JCHS (2014). As well, as with the majority of all municipal departments, it has suffered its ups and downs, as well as suffering and prospering through healthy and poor administrations.
The emphasis on the need for police officers to have a post secondary education is not new. During the Political Era of policing, police officers were often politically appointed, regardless of their level of capacity to do the job. Forms of corruption like nepotism, bribes, and politically based decisions were commonplace. As such, the public’s perception of the police was that they were lawless and their trust and confidence soon eroded away. This era resulted in a need for reform. ...
This textbook shared valuable information regarding the history of the criminal justice system, and more specifically the history of the police in America and England. It was most valuable for its discussion about Sir Robert Peel and his reforms to policing.
Over the past few years, the nation has faced a "crisis" with the shortage of police officers (Axtman, 2006). It is well known that crime rates increase with the decrease in the number of police officers. Researchers have looked for the cause of such a decline and have identified low pay as a major reason for the deficiency.
American policing originated from early English law and is profoundly influenced by its history. Early law enforcement in England took on two forms of policing, one of which heavily influenced modern policing and it is known as the watch (Potter, 2013). The watch consisted, at first, of volunteers which had to patrol the streets for any kind of disorder including crime and fire. After men attempted to get out of volunteering by paying others, it became a paid professional position (Walker & Katz, 2012). The three eras of policing in America are shaped by these early ideas and practices of law enforcement. Throughout time, sufficient improvements and advancements have been made from the political era to the professional era and finally the community era which attempts to eliminate corruption, hire qualified officers and create an overall effective law enforcement system.
The Political Era of policing occurred in the early 1800’s and lasted until the 1930’s, and was under the direct influence of the local government and politicians. There were benefits of political influence; police departments began to develop intimate relationships within their communities offering a wide array of services to citizens. For example, the police worked soup kitchens and provided temporary housing for immigrants searching for work (Peak, 2015). In addition to providing an array of services to the community, officers were integrated into neighborhoods, which helped to prevent and contain riots. Typically, officers were assigned to neighborhoods where they lived or had the same ethnic background. Police departments
Leadership can be shown through any person in any type of situation. In a classroom discussion, on the playing field, or in public a sign of a leader is evident. A person is born a leader. Certain humans know what to do when the time calls for it. Many people in positions can be entitled a leader such as basketball players. Even a famous movie star can be given this title. These people are not true leaders. True leaders are the belaboring teachers and the intellectual speakers. These are the people who show that leadership is an action, not a position.
This paper is an attempt to articulate the organizational change that is taking place within the Police Department and how the existing norms, culture, and organizational profile affect the desired change, as well as the resistance to change that might be affecting the change agent and the personnel affected by the change.
Today 's police officer in the United States has evolved in many ways from when the first police department, the Philadelphia Police Department, formed in 1751. Police officers now go through extensive training, are better educated, physically fit, and have access to vast technologies in the fight against crime. Yet even with these additional attributes, the primary role of the police officer has remained the same, to serve and protect. The people who take up this profession do it knowing that it will involve working in high stress environments, rotating work shifts, long periods way from family and friends, and instances of life and death. These officers dedicate themselves to helping others and work to make their community a safer place. It 's a profession that requires ethics, honor, integrity, and professionalism if you wish to succeed as a police officer.
“Management is a process of planning, organisation, command, coordination, and control” (Morgan 2006, p.18). Rational organisation design is a bureaucratic method of management which emphasizes efficiency to achieve the end goal and the management of multiple companies have taken upon this system. Figures such as Frederick Taylor and Henry Ford have both shown and laid a path way for Rational Organisation which has become known as Taylorism and Fordism. The design has received criticism and both Taylor and Ford have been portrayed as villains with Taylor being called “enemy of the working man” (Morgan 2006, p.23) as the system dehumanised workers by taking all of the thought and skill from them and giving it to the managers this is because the tasks given were simple and repetitive. As staff needed little training they became an easily replaceable asset and thus more machine than human.
Within the last decade, society has seen an alarming transformation in the efforts of effective communication. These changes have been both positive as well as negative. Influential leaders in the civilian sector, as well as the military, have found themselves dealing with either internal or external issues on a daily basis. Value-based leadership, self-reflections, and communication: these three terms are the guiding principles that can successfully rebuild today’s labor force. Wrongful communication tactics can leave behind an echo effect, damaging a company 's status permanently as information nowadays is persistent, retrievable and ubiquitous (Zamani, Giaglis, & Kasimati, 2015).
...tated that it had a significant impact on the work methods at Ford Motors. Taylor's presence made it possible to maximize workers efficiency and productivity in the manufacturing process at Ford Motors through introduction of novel working styles. Through application of the scientific management principles, production increased and massively benefited the company. However, despite the numerous advantages Taylor brought to the company, the success of Ford cannot solely be attributed to Taylor. This conclusion can be drawn due to the fact that although the management principles were applied, they weren’t followed to the core as various flaws were spotted while putting the principles to work. Dehumanization and worker dissatisfaction were the two main features that were observed during the production phases. Thus, the need to shift from pure Taylorism was experienced.