Police Leadership Case Study

As Stojkovic and his colleagues point out, “leadership is a process that effectively accomplishes organizational goals.” As clearly and eloquently stated, leadership is not something that can be accomplished in a day or two. Instead, it is process that takes time and demands patience, think of it like a married couple who are through a rough patch in their marriage and they decided to see a marriage counselor to help them improve. The marriage counselor will see their problems and give them some exercises to work on. Simply put, leadership is like that. You work through ideas and challenges and adapt to your environment. In the book, “Criminal Justice Organizations, administration, and management” we learned about the eleven techniques of …show more content…
And such a situation makes it difficult for even ethical officers to admit mistakes. In order to improve police supervision several things need to happen. Eradicate the root causes of the ‘code of silence.’ What makes officers believe in and practice the code of silence is if they too believe they are victims of their workplace. The workspace should safe and accepting of the employees, such environment is usually created by supervisors and that is why supervision is so important. Secondly, the leadership should be on the same page in believing the code silence is not acceptable and enforcing its eradication. If difference leaders are indifferent about the code of silence, then the rest of the team will be split thus leading to poor supervision and lack of enforcement. Third, all the members of the police organization will highly benefit from strong training that is aimed to eradicate the code of silence and the creation of a safe space where officers can feel comfortable to discuss crucial …show more content…
When this is the case, then we tend to forget what the aim of the organization is. Police are to protect and serve their communities, members of the organization are in theory supposed to be from the communities they serve, but when you hire individuals to come in from outside in order to “help the community” then that is clearly set to fail. They will not understand the root cause of the problem and lose focus easily. And this is how the code of silence comes to start. You have an organization where everybody is trying to survive on their own and that the last thing they want to do is make more enemies. The chief is trying to improve his/her numbers before meeting the mayor and the chain works like