Table of Contents
Toxic police normally emphasize on fighting, protection, and controlling instead of facilitating their subordinates to discover their leadership roles and strengths. Toxic police leaders value service to themselves rather than service to the public through ethics. The leadership is attributed to their wider experience in their career as they dont mind the interests of their juniors. They oppose the promotion of the hardworking subordinates who perform uprightly. They are seen as competitors and they are humiliated in public. The reasons why police would accommodate such behavior is because; toxic police leaders have well-organized presentations for the bosses; they are always ready to take in any task without minding the effect on their juniors. As subordinates fear their superior, they accept and act quickly to the direction given but comply with no commitment. The paper will lay an explicit focus on toxic police leadership.
Governments are expected to establish and enforce human rights standards through their police agencies to assure the organization of their human rights. Its essential for the public to have trust in their security agencies as this promotes cohesion. The public can cooperate and report anything suspicious to the security agencies, and this promotes security for all. When the public loses trust in their law enforcement agencies as a result of non-cooperation and toxic in police leadership, the public doesnt cooperate with the police agencies, and this makes maintaining security difficult as the public.
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Many subordinates and other people in police organization see these toxic leaders as arrogant, petty, inflexible and self-serving among the police officers spread quickly, and they will keep away from toxic leaders. In a police agency a chief level officer asked how one can know a toxic leader in an organization. The previous supervisors to bring officers to their area are the ones that the police officers dont want.
Patrol officers dont voluntarily choose the area of a supervisor as these signs are depicted. A clear lack of concern for the welfare of subordinates; a personality technique that has a negative impact on an organizational climate; the subordinates are convinced that the leader is motivated or driven by self-interest. The culture in police organization helps to keep toxic individuals in leadership. A specific behavior doesnt necessarily depict one as toxic; it is the accumulative impact of de-emotional behavior on climate and unit morale over time that tells.
According to a survey, when police officers from many different police organizations and at various levels were asked whether they have toxic leaders in their organization they responded with a strong affirmative. Promotion and assignment changes provide a way within which toxic police leaders use to move from one region to another spreading their toxic behavior inside the police organization. Its important to restructure the police agencies in a way that roles and responsibilities are effectively managed through defined procedures.
Toxic leadership normally triggers embarrassing impact on police officers and police organization culture. Toxic leaders leave away an environment with no purpose, commitment and motivation since they deny police departments and officers true leadership. By bringing out toxic leaders to light, would go along the path to find a solution for the problem. Unfortunately, efforts such as employee surveys, multi- later leader assessments and climate assessments are not mainly used in police organizations. The discussion stems from questionable states that these things do not translate or work well with police organizations as culture in police organization condones toxic leadership.
Toxic leaders only thrive within toxic cultures as promotion and moving them within the police organization can be a wrong response to the organization as it only serves to support them. The police executives normally lose integrity when in essence they allege to be the custodians of healthy and ethical police values but they fail to take decisive actions against the toxic police leaders. Long-term welfare and health of the members of the police organization are important as it ensures that services are effective and that the subordinates are working in good faith.
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Importance of Sound Leadership in Police Organizations
Its important when developing strategies first to examine and evaluate the conditions under
which police agencies work. Not anyone can be able to do as it requires much sacrifice. It mandates hours upon hours of rigorous mental and physical training. Committing to being a law enforcement officer demands sacrifice and dedication. Such a job requires long working hours, working on holidays, and missing even family and in some cases family events. Officers are in most instances expected to work past the scheduled quitting time due to the nature of their work. In many occasions, the law enforcement officers are usually called when off duty to respond to a distress call or a tragedy. They are alert at all times, and they keep their phones on when off duty as a tragedy can occur at any time and demand more reinforcement.
More and more law enforcement officers dont make it home. They face difficult challenges
in their daily activities as they make ultimate sacrifices.The nature of their workplaces them in serious harm. Their jobs are dangerous, tedious, frustrating, but much rewarding. It rewards as they significantly improve the quality of life of citizens in their communities through maintaining peace and order despite sometimes operating in overwhelming odds. When other people flee at the sound of a gunshot, the police are expected to run towards it. As a result, they are at times disabled, assaulted, or even killed on their job as they are expected to serve as the publics barrier to protecting citizens from violent criminals.
Based on the above conditions that police operate in, it can be traumatizing when the agency
has toxic leadership. The subordinates may not be well positioned to address and counter the issue of toxic leadership as toxic leaders and normally unconcerned about their welfare and are immune to any influence from below. Leaders serving at top executive leadership in police organizations are well positioned to deal with the problem of toxic leadership as they are granted power and authority to address toxic leadership.
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Mitigating Toxic Police Leadership
However, police organizations need to take decisive steps aimed at minimizing the number
and extent of toxic leaders. Its essential that they share a common vision of good leadership. Some of the measures that can be implemented by police organizations in mitigating toxic management and leadership take account of putting a label on the problem and addressing it openly. Secondly, developing and selecting leaders based on leadership styles and not limited effectiveness and technical skills. Holding supervisors in charge of leadership styles portrayed by their subordinates; adopting 360-degrees integrated evaluations and climate assessments as part of its developmental tools. Finally, incorporating hard talk with the subordinates who envision toxic attributes helps to effectively address behaviors that dont conform to the organization’s values. Its important that police organizations have goals and within this formulate structures for strategic decisions, creation of information security guidelines and policies, and controls to examine and monitor whether progress is being made in achievement of goals. Its important to also have clear processes of working as this assures streamline operations. Processes deal with implementing and managing information security processes and all the related roles, procedures and activities. Police officers working within the organization need to uphold to the rule of law and understand the scope and capacity of their work. There is need to restructure the police agencies in a way that roles and responsibilities are effectively managed through defined procedures. In this way, ones responsibility is clearly defined and they became responsible for their actions. Technology also plays an essential role as relating to information security governance with physical information technology assets that the agency manages both internally and externally.
Conclusion
Toxic police leadership indeed derails community policing efforts. The relationship between the law enforcement officers is paramount to the dedication of their work, and this is reflected in the outcome. The nature of partnership development is necessary for sustained and successful community policing. Toxic leaders within police organizations negatively impact on their work of securing the general public. It’s, therefore, important for the top executives in police organizations to foster respect, human dignity, and ethical standards in discharging their duties and ensure that they uphold the rule of law.
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