Although, the Rixton Police Department has poor leadership the majority of the officer in the police department are excellent police officers and perform their duties professionally. There are two separate groups are referred to as cliques. There is a minority of six that is always causing problems and have their way of doing things in the police department. These six minority officers view the current police rules as military-style policing. These members of the minority cliques make it apparent that they do not care about the community, one talks about collecting guns and cracking people over the head without knowing what kind of call the officers are answering.
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.
“The occupational solidarity within policing contributes to a subculture that generally discourages officers from interfering with the interest of other officers, it also encourages officers to protect other officer and finally it promotes officer aggressiveness” (Reuss- Ianny 1983). In the movie only one officer was concern when this episode
Leadership, decision-making processes can sometimes result in dilemmas. The dilemmas are often the result of contradictions between personal perceptions and biases on the one hand and the application of legal principles and best practices on the other (Bergesen & Max, 1998). The Roy King Riots case study is a prime example of how conflicts between personal perceptions and set rules can clash resulting in ethical dilemmas. In the case, a Los Angeles jury had acquitted four officers caught on camera brutally assaulting a suspect, Roy King, until he was unable to move before arresting him (Bergesen & Max, 1998). Television stations aired the tape, which sparked uproar within the Los Angeles African-American and Latin American communities claiming the incessant use of brutal force by police officers from the LAPD and constant lack of response from the institution’s top leadership.
Chief Mangan inherited a police department that was understaffed, inadequately equipped, and lacked the direction to effectively align the city of Spokane needs with the current police administration. Before Chief Mangan began his tenure as the Chief of Police for Spokane, Washington he was already searching for ideas to align the police department with the local community. Chief Mangan resorted to Peel’s principle to secure and train proper personnel to effectively establish his police administration by hosting a series of open discussions (Cordner, 2016). Chief Mangan identified the need for a community-policing model, but he knew he required acceptance from current staff, as well as the community (Cordner, 2016). Let us examine how Chief Mangan implemented organizational change strategies to transition the Spokane Police Department to a
This article demonstrates how Bill Bratton, as the Commissioner of the New York Police Department (NYPD) from 1994 to 1996, William J. Bratton fought crime throughout the city of Ney York with legendary achievement, leading a national revolution in attitudes toward policing. Bratton adopted a “broken windows”1 community policing strategy of zero tolerance for minor offenses and championed statistical analysis to prevent crimes before they occurred. In the 70s and 80s, as Bratton continued his career in policing, institutional theories seemed dominant. Nixon’s brand of “tough-on-crime” and “law and order” conservatism meant that community relations were largely ignored by police. In 1982, James Wilson sought to re-establish some balance.
When it comes to the topic of police reform, many agree that our country is long overdue for it, however the questions is how exactly do we, as a nation, go about changing one of the most rigid power structures that exist in the country. While some believe that reform must come from within the individually flawed police departments, others argue that the entire criminal justice system needs an overhaul. An analysis of Ta-Nehisi Coates essay “The Myth of Police Reform” reveals that the complex issues of police shootings of minors (especially African Americans) and how difficult it may be to change these problems. In “The Myth of Police Reform” the author exemplifies the use of logos, ethos and pathos therefore making the argument effective.
Introduction In this paper, I will discuss the facts and issues of the Rixton case study. Discussion The case study of a community called Rixton revealed the department consisted of 36 police officers under the command of Chief Walton Eager (Cordner, 2016). The study indicated that the leadership of the department was poor, moreover, that there are insufficient supervision for patrol officers.
Since William Westley’s seminal study in the 1950s, reports of a monolithic police culture have focused on the broadly collective attitudes, values, and norms that serve to manage strains created by the nature of police work and the disciplinary practices of police management and supervision (Brown, 1988; Crank, 1998; Drummond, 1976; Fielding, 1988; Kappeler, Sluder & Alpert, 1998; Manning, 1995; McNamara, 1967; Reiner, 1985; Reuss-Ianni, 1983; Rubinstein, 1973; Skolnick, 1994; Sparrow, Moore & Kennedy, 1990; Van Maanen, 1974 (1975?) ; Westley, 1970). A monolithic culture, which strives towards the homogeneity of attitudes, values, and norms associated with a single culture, could be projected to break up because organisational philosophies change (Chan, 1996; Fielding, 1994; Paoline et al.,
Assurance in equal justice remains as an overwhelming political principle of American culture. Yet withstanding unbelief exists among numerous racial and ethnic minorities. Their doubt comes as no surprise, given a past filled with differential treatment in the arrangement of criminal equity, an issue particularly clear in police misconduct. Researchers have investigated police responses to racial and ethnic minorities for quite some time, offering sufficient confirmation of minority burden on account of police. These examinations raise doubt about different police techniques of coercive control, maybe none more so than police brutality.
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
Part A In the field of public safety it is important to understand and acknowledge other cultures within our society. By understanding differences among individuals, officers can increase their ability to serve and protect our community through the idea of community policing. However, not everyone is entitled to the same opinion that I have in regard to culture. For my one-on-one interview I decided to interview someone who I did not know in order to obtain an unbiased perspective on this topic.
Although police officers are granted significant authority to maintain order in society, the misuse of this power can cause harm. Officers need to understand their power and privilege, and how their actions impact the communities they serve. Training programs can help officers gain insights into different cultures, learn de-escalation techniques, and recognize instances of unfair treatment (Tyler et al.,
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
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
