Decision Making | EssayIvy.com

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Decision Making

The main important element in the society is the movement towards a society that is service

provided, the following trend has been seen to have a significant influence on jobs, working

conditions and working times. The economic progress, scientific progress and the political stability

of a democratic state to increase the welfare of the public, with also bringing a change in the

educational structure. The above-mentioned elements to interact with each other affecting both the

lives of an individual and that of the people in the society in general. Understanding the police

service as both a helper and a friend to the public, in general, is an important example of the

changing attitude and values in the society. The society might also view the police service as a

benefactor for the conservation of safety of the public and order. Nevertheless, the police force has

since faced the changing attitude of the people towards a working environment.

The police force should be involved in decision-making process affecting their spheres of

actions. There should also be transparency and a communication need that is substantial, also their

work should more than often be appreciated by the public. As a cooperative leader one should be

able to see to it that the following are met either through delegating goal definitions and

responsibilities. The law enforcement department is filled with decision-making processes, in

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which some decisions are always made is a split seconds, at the same time other decisions will

also take more than weeks in order to be complete. Appropriate decision making becomes

something that the job demands and expects those involved to make right.

In order to see to it, I will be breaking down decision making into a strategic decision that

is tactical (Tactical decisions are those that are regarded as expecting an immediate answer). In

this type of decision little time is always required in processing the information provided. On the

other hand, strategic decisions are those that are required later and not immediately. These are

more deliberate and plenty of time is always required for the process. An appropriate visualization

is that comparing the decision making variance between a detective sergeant and that of a sergeant

in patrol. For instance, a road patrol sergeant will be in a position to make a hundred decisions in

a single day whereas a detective sergeant will tend to make the same number of decisions made

by a sergeant on road patrol for months. As always seen the detective sergeant will always tend to

handle strategic decisions that are revolving around over with calls whereas at the same time the

road sergeant will handle tactical decisions that do revolve around calls that are in-progress.

As the manager in charge of the police department, my solving problem techniques should

always be in line with the current constitution. I will also be facing more demanding expectations

of both rapidness and the quality of my performance, this exposed to more comprehensive and

intricate policing situations. This will constitute of information technology, such as evaluating and

recording of data and also the research works of the rudimentary legal fundaments before the

process of decision making is started. The important factor of each of the leadership activities

should also be sound and professional. As the police manager, I have been able to obtain the

professional know-how which appears to be appropriate in my career level which has seen to it

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that I do solve problems that are arising on a particular level in a more professional manner. I also

have the managerial qualifications which will enable me to organize and force my district. As the

new manager I will also see to it that new phenomena and challenges should also be identified in

time alongside they analysis made, in case there exist new forms of crime in the region, whether

or not the general public requires a change in the security system and also being able to cope up

with the new trends in the society. As the manager I should also learn to work in a manner that is

conceptual, anticipating and that which is innovative. At the time I should be in a position to

support other members of the staff and their willingness to learn.

Whenever questioned on the reasons to why the number of women staff is low in the

department, most of the commissioners will cite this as lack of concern from the female applicants.

Those that accept this to be the aim for the females under-representation always tend to fail in

recognizing the importance of a preemptive effort in enrolling and the achievement in which these

determinations have towards increasing the number of the female participants in the police

department. Towards recruiting the female officers, I will ensure that I have used various police

agencies that always prefer adopting a progressive recruit strategy. In order to see to it that more

female participants have been recruited, I will ensure that the first step in my recruitment is to do

away with the traditional strategy of recruitment where vacant positions are advertised and then I

wait for candidates to come to the department with their application forms.

Another step that can be taken towards recruiting female officers is through forming a

diverse enrollment team. All the departments should be having a staffing team whose job is to

educate the public about the police employment and its importance all with an aim of attracting

the potential candidates for the jobs. The recruitment staff should also be able to reflect during the

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process the type of applicant they want to employ. Among the blockades that might have prevented

the women from considering the occupation of being a police officer is due to the nonexistence of

a feminine role model and counsellors who work in the department. The candidates with a potential

who visits the career fairs will tend to be more open in considering the job whenever they see

female recruiters and are to have a conversation with them at the same time about their experience

working in the police department. I will also be able to create a web page that has all the necessary

information on the respective departments. The web pages will comprise the rudimentary

information on the division and also I will include a subpage on engagement, even though the

evidence here will be limited and mostly the information will consist on the benefits of information

and the salary, the necessary steps in the process of hiring, the upcoming dates for the tests and

also the basic requirements for the jobs.

In the current culture, the internet is more than often, a main tool used by people in

conducting research and also in gathering information. The administrators should also understand

that the webpages can be a acute information sources for the public and also for the applicants with

a potential. A good number of the candidates will consistently visit the webpage of the department

before being employed or seek employment in this departments. Therefore it is for this reason that

the evidence included on the website as well as the general performance will always affect the

latent candidates apply for the employment. Hence it is for the following reasons that the webpage

should be observed as a boundless opportunity advertising the department to the members of the

communal and also to the applicants with a potential.

The department’s web pages should also retain online requests. While other police

divisions requires that its applicants go to the police department and ask an application form, fill

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it out and then return it to the agency. Online application has proven to be more accessible to

candidates who have interest in joining the department at the same time it is easier for the

administrators to be able to process. Through online application the additional necessity a applicant

requires to access a police station is also removed, this may also be a psychological obstacle for

the candidates with interest in the initial stages of engagement. Sexism should also be kept out of

the workplace, irrespective of the employment strategies, the feminine applicants prefer working

in areas where agencies don’t tolerate or even promote sexism. The first-line supervisors and the

administrators should also pay special courtesy the daily duty assignments, promotions, and

assortment of units regarded as special.

In order to implement a culture that is stigma-free throughout the department, I will ensure

that all the police officers in the department get proper training on how to interact with one another

while at the same time I will also create seminars for the officers to attend with qualified personnel

providing them training. I will also ensure that this has been done annually. In order to prevent this

and racism at the administration, I will encourage all the officers to review the existing policies.

The employers will also be enlightened on the need of all the officers to work in a safe environment

without having a fear of being abused, harassed or even discriminated. I will engage the officers

making it clear that in the workplace there is a zero tolerance for any form of harassment or even

racism. Nevertheless, I will ensure that all of the officers are trained on how they are able to support

members who are victims of abuse and also on how to be able to represent them. I will personally

ensure that I do support the affected staff members and also review the procedures in place where

anyone can report such cases of racism or any abusive incidents without being noticed by the

colleagues. I will also establish a committee at the department that focuses on anti-racism projects,

where the committee will also be able to identify any issues that discriminate based on race as they

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also find the solution to such a problem. I will also hold team building sessions that provide the

employees a chance to learn more about each other, I will also ensure to treat all the cases of racism

the same according to the established policy through this the victims will be encouraged that the

situation is going to be handled accordingly. I will also ensure to encourage open communication

with the employees in order to get them encouraged in reporting more such cases.

In ensuring that conflict is reducing among the officers I will hire a P.I.O (Press

Information Officer), I will also see to it that any information released is not only simple but

direct. I will ensure that there is a deadline pressure as media always has a deadline, I will also

work towards eliminating ignorance and any form of reduced misinformation. I will also ensure

that the pregnant officers have been protected according to the pregnancy discrimination act, no

pregnant woman will also be denied any kind of promotion, pay rise all with the notion of them

becoming pregnant in future or even pregnant in the present.

Since most of the absenteeism is not brought about by illness I will only be able to

control an approximate of 60% absenteeism. As the officer in charge, I won’t be able to control

absenteeism that has been brought about by personal reasons even though I will be able to

improve the turnover ratio with the assistance of the following mentioned initiatives. In order to

see to it that I have controlled absenteeism among the officers, I will improve their motivation,

even though it will be quiet difficult and simple, this will be possible through the intrinsic

enhancement motivation that they acquire from their work. The motivation will majorly target

the most disciplined officers and those who are consistently punctual in reporting to work this

can be through a recognition program or even a rewards and family trips across the globe. I will

also see to it that the job satisfaction has since been improved, this can then be obtained through

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cutting down on the workplace stressors in making the environment more enjoyable experience

where there is a constant feedback or even honesty.

I will also ensure that there is a job rotation or a job enlargement plan. One of the reasons

the officers might end up being absent from work with false reasons is that the lack of having a

task that is challenging, repetition of the same task over and over, burnout, boredom or even

career growth opportunities. I will be able to control this through starting up rotational programs

that which will be able to control boredom. The officers will also be assisted in taking to new

tasks or role at the same time they will be able to learn new skills and knowledge. I will also

come up with discipline rules for absenteeism, the practices of rewarding and even punishing

other workers won’t be effective towards controlling the cases of absenteeism at the department,

and the department will also be offering financial reward upon any record of a decreased

absenteeism nevertheless as always see most of the employees if not all will be motivated

towards reacting to such strategies.in cases where the latter has been brought about by personal

matters, the officers are allowed to be flexible in their schedule permanently or even temporarily.

This will also assist the officers to be able to keep a balance in their professional and personal

lives.

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