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Officer Retention Essay

1346 Words6 Pages

The declining retention rate of police officers in New York’s police department from 2019 to the present is a complex and multifaceted issue that warrants careful examination. This research seeks to understand the various factors contributing to this trend and its implications for public safety, community trust, and the well-being of law enforcement personnel. By exploring different perspectives and considering both internal and external influences on officer retention, this investigation aims to provide a comprehensive analysis of the challenges facing the policing profession. The thesis statement asserts that through an in-depth examination of stress levels, public perception, organizational support, and other pertinent factors, a holistic …show more content…

Taylor and Cordner discuss the importance of leadership, recruitment, and training in improving police organizational performance in their study published in Crime & Delinquency. Effective leadership fosters a supportive work environment that values officers' contributions, provides opportunities for professional growth, and prioritizes their physical and mental well-being. Conversely, a lack of organizational support, as highlighted in Ivkovi and Farrar's (Year) research in Policing: An International Journal, can lead to feelings of disillusionment and job dissatisfaction among officers. Issues such as understaffing, inadequate training, and limited access to resources can exacerbate stress levels and contribute to high turnover rates within law enforcement agencies. To address these challenges, police departments must invest in leadership development programs, improve recruitment and retention strategies, and prioritize the well-being of their personnel through comprehensive support …show more content…

Research by Archbold and Schulz in Police Quarterly explores the impact of demographic changes on the composition of police forces and the recruitment of diverse candidates. As the population ages and becomes more diverse, police departments must adapt their recruitment strategies to attract candidates from a wide range of backgrounds and experiences. Additionally, generational differences in values, attitudes, and expectations may influence officers' perceptions of their job satisfaction and long-term career prospects. For example, younger generations may prioritize work-life balance, career development opportunities, and organizational culture when evaluating potential employers. Understanding and accommodating these differences is essential for police departments to effectively recruit and retain officers across multiple

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Aggressive police culture will not change unless officers hold their colleagues accountable. It is important to check in with one another, to recognize the humanity within us. It is okay to become jaded sometimes, but there must be an awareness of how we treat one another, our motives, and particularly an officer’s duty to protect all American citizens. In addition to officers allowing other officers too much discretion, there needs to be a change in the amount of discretion given to police departments as a whole. The political climate of today’s tension has shifted public trust in the police.

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The great Criminal Justice system in this country is comprised of a great many number of agencies that can operate both dependent or independent of each other. However, within each larger agency are divisions that provide supporting roles and sections that each agency is reliant on in order to run smoothly and accomplish its larger goals. The purpose of this assessment is to examine how the City of San Diego Human Resource (HR) section manages to accomplish its goals, while enabling the San Diego Police Department (SDPD) with high quality men and women, to achieve its objectives. In studying how, a single section can influence an entire department, one can better understand the inner workings of a large agency intended to provide a needed service

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Police organizations have been evolving over the years, but still there are so many things that have to be address in order to create a better law enforcement institutions. Police misconduct and police brutality have been the center of many confrontations between police officer and society. It is imperative that police organizations change the police subculture that exist among them that protects any wrongdoing from being disclose in order to promote a more efficient service to society. In the process of doing this assignment I learned how cohesive is the relationship between officers that most of the times protect them when they are acting in a misbehave way. It is really impressive to see how one officer was seen as a traitor in the organization because he decided to report police brutality.

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567 Words | 3 Pages

The “Emotional Survival for Law Enforcement” by Dr. Kevin M. Gilmartin is one of the most engaging and profound analyses of the officers’ job-related psychological issues. Despite that, Gilmartin, a behavioral scientist with a Ph.D. degree and a police officer by background, can be considered the most perspective-oriented interlocutor since he is both a scientist and a professional. The story’s major trend is that the enforcement career can be very demanding and results in increased cynicism, emotional isolation, and early burnout. The “Emotional Survival for Law Enforcement” series describes the various psychological challenges law enforcers face and how they affect their careers. The author paints a clear picture of what happens to law enforcers

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Police Chief Walton Eager oversees 36 officers in a town with a population of 16,000. The number of officers who serve and protect the citizens of the town is not the issue. The main facts of the Rixton case study stems from Police Chief Walter Eager inability to take command over his officers, his poor leadership skills and his lack of communication to his staff (Cordner, 2016). Police Chief Eager police department is divided between two subcultural groups (the dominate culture and the minority culture) who have different views on how the police department should be operating. The dominate culture is based on a democratic style of policing and service-oriented; whereas the minority culture believes the police department should be operating

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1954 Words | 8 Pages

Being an officer of the law is a challenging, unique job in which most of its true challenges are largely unknown, such as police deviance and the rotten apple theory, namely noble-cause corruption. Along with this, some under-recognized challenges are “suicide by cop” and the accurate representation of the force continuum, as well as its ties to the Graham v. Connor case and the use of non-lethal force when dealing with suspects. These challenges add a lot to the true narrative of what it takes to be an officer of the law and not only make the job more dangerous but also more stressful for officers – especially when law enforcement takes the blame for things like “suicide by cop” instances. Deviance Within Law Enforcement Police Deviance

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The power imbalance that exists between citizens and police officers is what makes the title of “public servant” seem like a misnomer. In the discussion of studies and surveys that have been conducted to better understand how people perceive the police, Terris states that “interviewers generally find that many members of minority groups start by indicating little antagonism toward the police or other parts of the ‘Establishment,’ but that, after extended informal conversation, their deeper feelings often come forth” (Terris 61). The constant hostility towards the police that these people hold affects their actions. While more apparent, this isn’t only true in minority

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1057 Words | 5 Pages

In addition, adversaries claim that violence used by the police promotes violence in the community. As a result of escalated brutality, it is critical for police departments to gain the support of citizens to alter their perception of specialized police units. Nevertheless, with increased violence throughout the United States, it is crucial

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Police officers constantly at risk for becoming victims of physical and psychological violence (Gutierrez, 2013) in the line of duty. In serving and protecting the people, the deal with criminals, murderers, domestic dispute, negative portrayal in the media, civil unrest, and organizational challenges (Karaffa, 2012; Gutierrez, 2013). Police officers often feel misunderstood and unappreciated by the general population despite their efforts to protect and serve, as a protective measure, they form bond with each other and develop ways to effectively cope with the challenges unique to the job as a group. Police officers had a distinct set of norms and values and as a result of their shift work officers tend to socialize with each other (Karaffa, 2012). The predominance of males in the police force (80%) has fostered masculine values such as toughness, aggression and machismo by reinforcing emotional control and toughness even in the light of danger.

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2006 Words | 9 Pages

Introduction In law enforcement supervision, my leadership philosophy is rooted in integrity, responsibility, and empowerment. A supervisor’s number one function is to serve and increase their squad, creating surroundings where officers are inspired, supported, and dedicated to the department's mission. My technique is focused on the three main standards: motivating the squad, resolving conflicts effectively, and efficiently, and maintaining a tradition of duty and professionalism. Motivating and inspiring the team: I emphasize open communication, reputation, and professional growth to motivate and inspire my squad.

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2144 Words | 9 Pages

The national opinion of police officers has gradually shifted from one of deference and prestige into one of public suspicion and fear. Police brutality and misconduct against American civilians are the catalysts of this shift, transforming a once highly-revered group into a highly-feared one. As the number of police cruelty occurrences continues to rise, so does the nation’s distrust of police. Citizens have begun to feel threatened by the very men and women in blue who are supposed to be neutralizing threats, not becoming them. Americans are calling for the end of this nationwide epidemic of police misconduct and are refusing to cower in terror from the officers who are supposed to “value human life and maintain a higher standard of integrity

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783 Words | 4 Pages

Recruitment and retaining young officers in law enforcement has become one of the most challenging internal issue within many police department throughout the United States. Majority of these law enforcement agencies will tell you that some of their biggest issues are recruiting and retaining sworn law enforcement officers. With that said, because of the current nature of policing in today’s society, recruiting younger law enforcement officers is more stressful and difficult than ever. In fact, majority of these law enforcement agencies are under sheer pressure because of the demands and expectations of the general public.

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917 Words | 4 Pages

Although some people may challenge that diversifying police officers will not make a difference in the relationship with communities, police departments mirroring the diversity of communities may mend tension. Notably, the lack of minorities in law enforcement derives from distrust between minorities in communities and law enforcement. In detail, with more policing predicaments emerging, such as police brutality over the recent years, minorities have been more hesitant to join police force due to their

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1036 Words | 5 Pages

Fit to Fight, Fit to LEAD An Armed Force Officer is a special breed Our greatest ASSET is our INTEGRITY We take our every RESPONSIBILITY seriously By our EXAMPLE we LEAD”

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432 Words | 2 Pages

Tyler and Huo (2002) advocate that for powerful institutions such as the police, public trust is related to how the police use their authority to serve the best interest of those they are charged to serve and protect. Motive-based trust theory supports the concept that public trust of the police can be a prognosticator of public satisfaction with police. Burgmann (2013) strom et al. 's (1978) study of 1,159 police services in the U.S. corroborates Loveday 's interpretations. Their findings discredited the concept that minor police services make less proficient use of their employees than enormous services. Notwithstanding the titles that indicate management responsibilities (e.g. chief, associate chief, etc.), many police administrators, especially in minor police services are a regular part of the patrol force.

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