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Post an executive summary of your action plan
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here is Amanda post to respond back to Intervention Plan There are three major parts of the intervention plan proposed to reduce or eliminate conflict among supervisors and their subordinate police officers. The first step includes regular supervisor evaluations from subordinate police officers. This may be seen as not a realistic option or not beneficial, but if many police officers see fault in one supervisor, the problem may be able to be determined. If regular evaluations were given to police officers on how they perceive the fairness of their immediate supervision, this may give ideas to higher up command staff on ways to innovate the leadership program or address an issue before it becomes damaging. This also allows police officers to feel they have a voice in decisions and have some power. A second suggestion in an action plan to reduce the conflict among police supervisors and their subordinates is to identify and eliminate any abusive supervision. Abusive supervision is defined as a nonphysical form of aggression that is present in many workforces within the United States (Carlson, 2012). This type of supervision may also be found in many law enforcement agencies based on the amount of power that police supervisors have. Now how to remove abusive supervision is a challenge. Many law enforcement agencies are militaristic in their ranks, commands and decisions. There is usually a chain of command which shall be followed, so individual opinions are not usually encouraged. Mediation should be offered regularly for employees on an anonymous basic to help identify early signs of abusive supervision. If abusive supervision is seen, that supervisor should either have an option for at least 40 hours of leadership training, or given a demotion. This should show that the organization is taking this seriously and wants to make real change. The last suggestion in this action plan to address the conflicts among police supervisor and police officers is development of a supervisor mandatory structured training program. This program should be developed by a team of police officers and individuals knowledgeable about leadership and then distributed among all police supervisors, regardless of how long they have been in their rank. Giving the training to all current and future leaders within law enforcement allows for cohesive thinking and behaving. The program can always be evaluated and updated if anonymous surveys are given so supervisors can suggest new ideas without the fear of being judged or ridiculed.In addition to the action plan suggested I also discuss and suggest some of the possible effects of the action plan and why the action plan is so important. For the possible effects of the action plan, the following were discussed;Supervisors can use the influence they have on their police officers in a positive wayIncreased job satisfaction and a reduction in workplace deviance (Carlson et al., 2012)Supervisor and subordinate trust is likely to increaseThere are several reasons listed for the importance of this action-intervention plan. Without an intervention plan, the current options to deal with police supervisor conflict with their subordinates is either to ignore it or just work through it. Both of those options are not helpful and can even lead to increased stress and conflict. One study found that in the Minneapolis Police Department approximately 11% of police sergeants spent face to face time with their subordinates (Johnson, 2015). This little contact can be a reason for the conflict which exists among the two groups. Police officers may feel misunderstood if their supervisors are not spending enough time with them, but complete evaluations on their work which they often do not observe. Supervisors may also hold conflict because they are expected to supervise many individual police officers and may be legally accountable for their decisions, many of which they are not directly involved in (Johnson, 2015). Conflict exists from both sides, so having open and honest conversations about changing the current police culture and leadership should be given priority. Reducing conflict among police supervisors and their subordinates shows so many positive ramifications that conflict resolution should attempt to occur within police department nationwide.ReferencesCarlson, D., Ferguson, M., Hunter, E., & Whitten, D. (2012). Abusive supervision and workfamily conflict: The path through emotional labor and Burnout. The Leadership Quarterly, 23(5), 849859. https://doi.org/10.1016/j.leaqua.2012.05.003
Here is Catherine’s post to respond back to Hello everyone, the difficulties between minority communities and law enforcement have been a prevalent issue for many years. Suspected bias reactions on the side of law enforcement officers have been seen in previous decades that have created an ever-widening crevasse between officers and minority members. In response to the continuing fear many within the minority community have spoken out or struck out against law enforcement officials and agencies around the country. This can be seen in various fashions including peaceful protest, lobbying for changes in law enforcement oversight, in passive forms such as not cooperating with law enforcement or not reporting criminal activities, and in less peaceful means including attacks on law enforcement officers. ConflictThe conflict between law enforcement officers and community members can be expected during negative interactions, such as during a traffic stop or the arrest of an individual. At these points, the individual may feel as though they were not performing an act which they feel they should be punished for and in turn feel as though they are being targeted by authorities. Other, more serious interactions between law enforcement and community members can also occur with more serious consequences for those involved as well as affecting future interactions between community members and officials.Brunson and Pegram (2018) explain studies involving the vicarious experiences of individuals in which citizens have heard about or seen negative interactions between law enforcement officials and community members. In some such instances, studies found that the citizen after seeing or hearing about this incident are less likely to have a positive attitude toward law enforcement. Those negative attitudes toward officers could be further exacerbated if the individual themselves then has their interactions with law enforcement. In these cases, the individual may bring the negative attitude they developed from the information they have seen into their contact with an officer. During these situations, an officer and the community member’s safety may become increasingly in jeopardy. Increased negative opinions of officers may also lead some individuals to feel as though need to take matters into their own hands. Brunson and Wade (2019) provided results from interviews conducted with fifty young African American males from Brooklyn and the Bronx in New York. The responses to these interviews included individuals providing their renditions of their first-hand encounters with law enforcement officers. In one instance the respondent explained how they developed their mistrust through multiple unwelcome” encounters with police. In another instance, an interviewee explained how his negative encounters lead to his conclusion that officers were harassing young African American males.According to Brunson and Wade (2019), the results of their interview study of African American males included over fifty percent of the respondents pointing out publicized encounters with law enforcement as additional justification for their mistrust of officers. They continued by explaining that over ninety percent of their respondents had stated they would not contact law enforcement officials in the event a loved one or themselves were being threatened with violence. To address some of the mistrust minority community members have toward law enforcement officials, agencies and communities have taken steps to better the relationships between both. Addressing the IssuePrescott, J. (2018) mentions the use of outreach interventions has been shown in studies to increase awareness of policies and programs. These interventions are intended to provide community members with a better understanding of how and why certain situations warrant a response by law enforcement officers. Antrobus, Thompson, and Barak (2019) discuss research that indicates a link between perceived procedural justice and an increase in the publics trust in law enforcement also increasing community members’ willingness to cooperate with officials. These types of steps could have positive influences on community and law enforcement relations, as community members can see correlations between enforcement activities. Other steps have been taken to create bonds between officers and community members. James, James, and Vila (2018) explain during the Presidents Task Force on 21st Century Policing areas identified included that building trust and legitimacy is one of the six critical pillars necessary to de-escalate ongoing tensions between law enforcement and minority communities. Atchison (2019) builds on James, et. al. by mentioning the Final Report of the Presidents Task Force on 21st Century Policing providing the recommendation that law enforcement should be based on the form of six pillars which included: Building Legitimacy and Trust; Policy and Oversight; Technology and social media; Community Policing and Crime Reduction; Training and Education; and Officer Wellness and Safety. This approach would provide a more transparent appearance of a law enforcement agency to the public it serves, allowing members of the community a better understanding of the agency and why certain actions were taken during a specific incident. At the same time addressing the issue of legitimacy would also help in bridging the gap seen between some law enforcement agencies and civilian communities.Biblical WorldviewEphesians 6:4 (NKJV) says, fathers, do not exasperate your children; instead, bring them up in the training and instruction of the Lord. It is often that civilians look at law enforcement officers as authority figures but also with a negative mindset. This can be caused by an individuals interactions with officers or even those interactions of others that may find their way onto social media. In each case, the individuals opinion may be the deciding factor in their willingness to cooperate, and their perception may be affected by several factors. Understanding how each views law enforcement officials would be beneficial in developing and mastering programs to address the issue of civilian cooperation with officials. Reference Antrobus, E., Thompson, I., and Barak, A. (2019). Procedural justice training for police recruits: Results of a randomized controlled trial. Journal of Experimental Criminology
