Police Management, Irrespective Essay

Pages: 8 (2681 words)  ·  Bibliography Sources: 8  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management

SAMPLE EXCERPT . . .
It allows police management to better ascertain various situations and to react accordingly. Curtain circumstances will warrant a different framework. As such the leader has flexibility in deciding which framework to use, given the present circumstances. This coincides with the changes in organizational structure discusses in detail above. Police management now has more freedom to make quick decisions. These decisions however vary in degree of difficulty and complexity. The Four Frameworks theory allows police management is make better informed decisions regarding unforeseen problems. One framework will not be as effective as the other in certain aspects. Through proper use of the four framework approach, the police manager can cater his decisions as the circumstances warrant. In regards to the overall police agency, each associate is different in their approach. The nature of law enforcement is such that it provides unparalleled flexibility during the conversations. Each potential problem is different, with varying needs and desires. Through this framework, the leader can effectively foster improvement from his team by varying the coaching conversation to reflect the four approaches. In this manner, the leader can treat each coaching conversation in a unique and varied manner.

The third and final leadership theory used to aid police management is that of the Blake and Mouton Managerial Grid, also known as the Leadership Grid. The Grid uses two axes that consist of:

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1. "Concern for people" which is plotted using the vertical axis

2. "Concern for task or results" which is plotted along the horizontal axis.

They both have a range of 0 to 9. This method is widely accepted primarily due to its simplicity in regards to its implementation. These two dimensions can be drawn on a two by two matrix. Below is a sample matrix (Blake, 1964).

Most leaders fall somewhere near the middle of the two axis. As depicted above there are four types of leaders who fall on the extreme levels of the grid

Essay on Police Management Management, Irrespective of Assignment

Authoritarian -- strong on tasks, weak on people skills

Country Club -- strong on people skills, weak on tasks

Impoverished -- weak on tasks, weak on people skills

Team Leader -- strong on tasks, strong on people skills

Arguable the best position is that of the team leader who is strong is both aspects. By properly identifying ones preferred style, the leader can become effective. Also, this model shows deficiencies within ones personal leadership style. Through this model, the leader can effectively change him in an effort to drive results.

One reform in regards to policing management that directly impacts organizational effectiveness is that of culture. Police management must now contend with a more diverse workforce and society in which to protect. Offenders are likewise equally diverse. As such, offenders may be motivated by entirely different aspects that from those in the past. These changes in composition of both the workforce and subsequent offenders require a change in management and organizational structure. For one, police management must now be cognizant of the cultural implications of their actions and behaviors. This directly correlates with motivation and inspiration. Due primarily to culture, management may motivate an individuals in an entirely different manner than another. This aspect will continue to evolve as the nations demographics change. As such police management must now be aware of various motivation techniques in order to effectively inspire a more diverse workforce (Goldthorpe, 1968).

To begin motivation is defined as a basic innate drive for success. This drive encompasses the individual's desires, or ambitions for success (Rabideau, 2005). Achievement motivation therefore, is based primarily on reaching ones stated aspirations, which in turn motivates the individual's actions. This definition assumes that individual aspirations or goals are incentive-based rather than that of intrinsic self-worth. This theory is more thorough as it delves into the motives involved in predicting behavior. This motives as the theory states are both implicit and explicit. Implicit motives are those that are impulsive or spontaneous acts. These are primarily the result of incentives embedded in the overall task at hand. Scott T. Rabideau, from the Rochester Institute of Technology explains, "Task behaviors are accelerated in the face of a challenge through implicit motivation, making performing a task in the most effective manner the primary goal. A person with a strong implicit drive will feel pleasure from achieving a goal in the most efficient way (Rideau 2005)." Explicit motives on the other hand are those that are more deliberate in there action. They reflect the individuals' ambitions and are usually causes by extrinsic environmental factors. These ambitions are usually a result of the individuals self-worth. This thus is further a result of an individual's perception of perceived ability and skill level. Police management can therefore motivate various individuals in differing ways. In many instances, management must be authoritative while also providing an incentive to perform the needed task (Steinmetz, 1983). For instances, Asian cultures are more collectivistic in nature. They tend to believe in group success rather than individuals success. With this knowledge management can better achieve results with emphasis on group success. Furthermore, through the use of the motivation theories mentioned above, police management can align incentives with behaviors. This combination of motivational structures will be fundamentally different than in the past, which was characterized with a homogenous mix of individuals (Steel, 2006).This ultimately will change the overall structure of an agency as benefits will be aligned with behaviors. Structures will now have a more diverse background of individuals who are motivated either intrinsically or extrinsically. Police management must be aware of these motivations to further incentivize behavior.

The police management arena is undergoing fundamental change. Changes in work environments characterized with less employees but more offenders providers a more dynamic environment for the manager. Culture, now provides an organizational structure that is more diverse than previous generations. Motivation and leadership theories help management better motivate a smaller workforce to achieve larger results. All of which contribute to an ever changing requirement on the police management position. With the advent of technology organizational structures must now be more nimble. Management also has more decision making power as they react quickly to potential threats. The police management position has changed, and will continue to change in a dramatic fashion. Let us hope that our country can remain safe.

References:

1) Seabrooks, T.J. "Why Are so Many Felons Repeat Offenders?" Geek Politics. Web. 02 Apr. 2012. .

2) Blake, R.; Mouton, J. (1964). The Managerial Grid: The Key to Leadership Excellence. Houston: Gulf Publishing Co...

3) Carlyle, Thomas (1841). On Heroes, Hero-Worship, and the Heroic History. Boston, MA: Houghton Mifflin. ISBN 1-4069-4419-X.

4) Fiedler, Fred E. (1967). A theory of leadership effectiveness. McGraw-Hill: Harper and Row Publishers Inc.

5) Goldthorpe, J.H., Lockwood, D., Bechhofer, F. And Platt, J. (1968) The Affluent Worker: Attitudes and Behaviour Cambridge: Cambridge University Press

6) Rabideau, Scott. "Effects of Achievement Motivation on Behavior." Great Ideas in Personality -- Theory and Research. Web. 24 Feb. 2012. .

7) Steinmetz, L. (1983) Nice Guys Finish Last: Management Myths and Reality. Boulder, Colorado: Horizon… [END OF PREVIEW] . . . READ MORE

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