MUST BE APA...APA...APA...APA CORRECT TITLE, HEADINGS, SUB-HEADINGS, AND FORMAT

The most difficult job within a law enforcement setting is having the ability to create change. It could be a change in policy, procedures, or even technology upgrades that directly benefit the department, and there will still be resistance to change. However, law enforcement is a field that is ever changing in which the unexpected is a normal occurrence. I would hope to bring excitement, direction, and a new way of thinking to the organization. In this paper I am to show the importance of having shared values, the collaboration of all internal and external departments, and identify and finding resolve in problem areas will move police department into a more desirable position than in recent years.

Shared Values

Shared values are one of the factors to consider during organizational change. According to Spector (2013), what is used to describe strong corporate cultures? Spector (2013) adds that shared values are likely to enhance the change process. Based on this concept, I would first make sure that there is a strong corporate culture. One way to ensure a strong corporate culture is through communication. There should be excellent communication among employees and management. Another way to ensure a strong corporate culture is through alignment. I would hope to align both the department and the officers underlying assumptions in an effort to implement changes through my leadership. In order to be an effective leader within the profession and prospective department, I believe sharing my vision and explanation of implementing are an important part of successful change. Also, by sharing a vision and explanation of implementation, this action can create or enhance the feeling of understanding and stability within the community.

Collaboration

Collaboration is another element to consider during change. The change should involve all key stakeholders. Collaborate is dependent upon a good and established network. According to Spector (2013), management should collaborate with employees, set an expectation, and ensure consistent training to ensure changes will be followed. In addition, management should also acknowledge why change is important. This action also allows those who actually deal directly with the public to have a voice in making some of the changes. Another key faction is, different departments should also collaborate (Ferguson, 2015). They should all have a shared vision and unite. A shared vision of purpose and meaning are motivators that will assist in paving the path to a preconceived thought process and provide a sense of fulfillment to policy change. As leader, I should strive to communicate with the employees, ask them about their perception, and request their opinions before the implementation of the change process.

Diagnoses

Proper diagnoses are also very important when it comes to change. Proper diagnosis enables the organization identify main problem and come up with viable solution. Spector (2013) reveals that proper diagnosis of the problem will enable defining the steps that need to be taken to connect the unit to ensure efficiency and effectiveness. The same applies within a police department, when it can form a commitment to the community and fellowship of the profession. Displaying this through the establishment or renewed community partnerships, problem solving, proactive approach, innovative ideas, and better methods of interacting with the public (Ferguson, 2015). My focus will remain on research and consults with different departments to diagnose the actual problem before initiating change.

Restoration

In order for restorative justice to work, we must move beyond oppositional caricatures of justice, address the relationship between consequentialism and retributivism. The move is significant because it gives fewer promises and uses conditions that are more accurate. By creating an atmosphere were situational leadership is standard daily operation and “Situational Followership” where officers can distinguish between required strict compliance and collaborative problem solving skills are more appropriate. We are all in this fight together, so why not try to ensure stability.

Conclusion

Achieving change in the criminal and justice department is not an easy task. However, by adhering to certain principles, it is easy to initiate effective change. An organization intending to initiate change should find ways of solving resistance to change. That is why Ferguson (2015) argues that one must have a sense of dissatisfaction with the normal routine before there can be motivation for someone to change his or her behaviors. He believed this was the only way for behavior patterns to be altered (Spector, 2013).The paper identifies some of the principles to consider. Some of the principles identified include the principle of shared values, the principle of collaboration and ability to make proper diagnosis of the problem

References

Ferguson, C. A. (2015). Culture, Tradition and Alternative Justice: An Evaluation of Restorative Justice Development in New Zealand and Northern Ireland. Durham: Durham University.

Spector, B. (2013). Implementing Organizational Change: Theory Into Practice (3rd ed.).

Upper     Saddle River, NJ: Prentice Hall.