Managing is one of the tremendous activities in any time of organization. In most scenario people have become successful managers without having critical knowledge on management issues. Organizations run according to the views, knowledge, opinions, expertise, and skills the managers. The success of an organization depend the management team. In the contemporary society, leadership and management play a critical impact in the organization. The new generation of management has come up with various potential and challenges in the management sector. The complexity of management is based on the dynamic nature of managers and the ever changing trends in organizational management. In the law enforcement management new recruits come with various mentality, traits, and skills that need to fit in the existing law enforcement environment. There are management theories that elaborate on the effectiveness of law enforcement management environment that suit the new recruits. The theories include authoritative, democratic, as well as consultative.
Authoritative theory focuses on a style of leadership whereby the manager of the law enforcing body is the leader of all leaders. The manager in this case does not only encourage the new recruits, but also directs them to do as they are told. Managing the new recruits in these aspects can sometimes be very discouraging since the new recruits are not given a chance to be part of the decision making. New recruits in the law enforcement management always believe that they are the best with experience and qualification. On the other hand, the manager seems to be having the same mentality on the issue (Hess et al. 2012). Certainly, the main recommendations in this sort of management are that the management should recognize the abilities and skills of the new recruits since they will bring in new knowledge and ideas in to the law enforcement working environment. The decision values need to be exhibited in the organization, since it should include both the new recruits and the old management team. The other recommendations is that the management should produce critical action when it is required, especially in ensuring that the new recruits are part of the action and decision making (Carpenter & Fulton, 2010). The environment should be welcoming for the recruits in the law enforcement to feel part of the management. For effective authoritative management in law enforcement for new recruits, the management should be collaborative, communicative, committed, coaching mind-set, competent and compassionate.
The best thing that the management requires is to develop trust among the new recruits. Democratic theory of management in law enforcement environment entails encouraging the new recruits to fit the system (More et al, 2012). The new recruits will come with a lot of ideas and skills that need to be listened to. Based on the theory the management environment should empower and listen to the opinions and the advice of the new recruits and incorporate them in making the organization a success (Hess et al. 2012). Another recommendation is that the management should be imaginative, pioneering, as well as adventuresome so as to empower the new recruits in the organization. The leader in the law enforcement organization should be the leader and a facilitator of those who are recruited into the organization. Every organization becomes successful by focusing on creativity and stimulating innovation, which is achieved from the new recruits.
Consultative theory also elaborates on various perspective of management in a law enforcement environment. Based on the theory the decisions are in one way dictatorial, but it takes into consideration the best interest of others in the organization. The new recruits would always want to be part of the organization and the only way to make them feel that is by putting into account their interest in making decisions (Carpenter & Fulton, 2010). The management should use the experience, skills and ideas of the new recruits in achieving success. The management environment should encourage and use the ideas of the new recruits in solving problems. It is worth noting that the recruits should not be given too much freedom since they have the knowledge but lack experience.
References
Hess, K. M., Orthmann, C. M. H., LaDue, S. E., & Bennett, W. W. (2012). Management and supervision in law enforcement. Clifton Park, NY: Delmar/Cengage Learning.
Carpenter, M. J., & Fulton, R. (2010). Law enforcement management: What works and what doesn't!. Flushing, NY: Looseleaf Law Publications.
More, H. W., Vito, G. F., & Walsh, W. F. (2012). Organizational behavior and management in law enforcement. Upper Saddle River, N.J: Pearson Prentice Hall.
