In the previous studies, job stressors and social resources have been found to be the most common predictors of organizational commitment across professions. However, up to date, stressors that are rather certain to the law enforcement profession have little consideration in such context. The paper is addressing the direct influence of civilian related challenges on organizational commitment in the police officers. The involvement of employees in any organization provides positive feedback for any institution, including law enforcement bodies. But practices like feedback from the supervisor and organizational support have a significant influence on the increasing organizational commitment in other kinds of firms or institutions (Johnson, 2015). The corporate police environment is unique and can hold back the facilitation of these features. Therefore, this essay will consider the impact of supervisor feedback and the perception of support from the department regarding the commitment of the officers as well as the officer’s character influences.
Today, the law enforcement practice requires the officers to understand the direction of thinking of the people and act in the uncertainty, chaos, and fear of dynamic encounters. The reasons behind decision making as the cops with the suspect during a crisis like multiple car accidents with several casualties, tornado, hurricane a blizzard or fire breakout. The understanding of such situations will help the management to decide on the technologies, policies, processes, and procedures to offer services to the streets. The needs and dynamics of the current population give an insight on the design program from the streets to the courts that will advance police department’s effectiveness and efficiency (Johnson, 2015).
The philosophy of decentralized control
According to the various types of situations, adversaries, and crises, the law enforcement authorities are most likely to face in future does not require the multiple bureaucracies in handling different cases in the policing sector. There is a need for law enforcement cultural changes that embrace a philosophy of a decentralized system for action based on the level of professional confidence and trust among the leaders of law. The ethos will offer principles for practicing good judgment in unique situations, without the formulas and checklists. Particular tools like weapons and the necessary procedures are ingrained through repetition and training. The idea advocates for the adaptability in the application of the techniques in the street environment (Myhill & Bradford, 2013).
The procedures and policies must be drafted in a way that leaves the specifics to the cops on the street facing the bottom-up method. It will enable the police to pick on the best solution for the appropriate situation. At the tactical phase, the enforcement officer will decide according to the specific conditions of the surrounding, crisis and his/her resources together with the mission and intentions of the departmental leaders to arrive at the best judgment (Myhill & Bradford, 2013). The current teaching and training of the police officers relies on the specific habits and methods which are continuously repeated despite the situation (Johnson, 2015).
The difference between the current training and the suggested philosophy is more or less similar to the comparison between the tactics and techniques. For instance, procedures need inflexibility and a lot of repetition while tactics are much based on the flexibility creativity and sound judgment. The officers only have the possibility of gaining the mandate to execute the new initiative with experience and education. In most cases, tactical dilemmas have more than a single solution.
Coaching and training based leadership
Leadership and development that focuses on creating an enabling, supportive and understanding environment will help in building cohesion based on the mutual trust, shared experiences and empathy as well as self-sacrifice. These characters promote both effectiveness and efficiency. In the bid of converting such attributes into action, the leadership of the enforcement institutions should portray the roles on a daily basis and not only during the crisis. The administration should be a regular practice and not an event driven. Good leaders develop their teams on a daily basis thus making them ready for any scenario. Micromanaging of the officers while dealing with a crisis can bring more adverse impacts since it creates uncertainty and chaos in the enforcement of the law (Myhill & Bradford, 2013).
Achieving efficiency and effectiveness in the criminal justice systems
The capability is commonly referred to as the ability to perform maximum productivity with little wastage regarding expenses or input. On the other side, effectiveness may merely mean succeeding in producing the intended results. Policing depends on a lot of the efficiency of the system like ensuring that gathering of information and evidence, dissemination together with documentation procedures in the reporting phase are appropriate. Any breach of the entire process can mess the management because it may lead to the point of zero defects environment that creates a frontline that waits for instructions on timely decisions and careful problem handling. Feedbacks regarding the procedures, regulations, and policies should be up to date. The nature of feedbacks police makes, and the kind of input from the officer on the street should be acceptable, as he/she interacts with the occupants and the environment. It will define the orientation of the street police officers regarding the situation at hand as well as the impacts of the actions taken together with the type of decision. Therefore, it is clear that we need to distinguish between the efficient and effective by balancing them according to the unfolding scenario (Johnson, 2015).
The policy and procedures must be considered as a framework that relies on the foundational principles and involves room for adaptation, ideas, and people for them to be wholly adequate. Most of the challenges experienced by the law enforcers are a complex mix of law, systematic in nature, conditioned responses and the organization we work or live in. The safety and law enforcement in the streets needs a lot of evolution and learning. The various bureaucracies in the justice system can be reformed by the elimination of some regulations, processes. And procedures, which stifle the initiative and work together in developing the new rules, policies, procedures, and processes to make everything useful, to enhance cohesive top down/ bottom up organizations, that trust one another in executing all aspects of the policing job requirements.
Conclusion
Conclusively, the initiative is aiming at professional -centered problem-solving skills and continually emerging challenges in the criminal justice department, the strategy to protect and serve the public domain. The officers must have in mind all the elements of conflict and problems that the ordinary citizens face and the performance of the cops in the process of dealing with such situations. The law enforcement experts handling these cases takes the ability to exercise numerous critical tasks operating in a synergetic manner through a continually changing environment (Haas, et al. 2015). The leadership training and climate gave to the police officers responsible for law enforcement should not only emphasize on the meeting the assigned tasks but also consider developing the necessary attributes and values towards the effectiveness of the mission statements, procedures and policies. Despite the various barriers faced by the police managers, the mentioned characteristics and other organizational level features are reliable predictors of the police officer organizational commitment (Haas, et al. 2015).