According to Whisenand (2011), teamwork occurs when more than one person undertakes a particular task at the same time mostly with an aim of sharing the work and making it easier. When there is teamwork, interdependent thinking and effort are highly required for easy and efficient coordination of activities. When people work in a group, in most cases there is a team leader who oversees their activities and ensures that everyone in the group is comfortable. Good examples of people who work as a group are the police. They always have the task of ensuring law and order and should thus be well led and guided to ensure that they conduct their services efficiently. The person chosen to supervise the police training should be able to influence both personal and organization development among the police officers undergoing training. For this reason, the field-training officer (FTO) is chosen from the highly trained senior officers in the police force to accomplish the task of coaching and monitoring new officers.
Sometimes, the team leader can make a mistake and in most cases, they affect the whole team since the leader heads all the activities of the group. Some of the mistakes the a team leader can make and adversely affect the whole group include being involved in group thinking, making a lot of assumptions in credit for good work and avoiding accountability. The greatest mistake the most team leaders have made is ducking accountability. Most leaders do not stand accountable for any mistake that is made by the group they are in charge of. In the police training, some field training officers do not take account of the mistakes committed by the officers being trained. These may lead to great problems later when the officers graduate from the training. Some officers leave the college without knowing how to restore order among crowds of people and later in their duties, they may use the wrong methods and this has sometimes led to death or injuries of people by the police officers who are not properly trained (Whisenand, 2011).
The wellness recovery action plan can be described as an evidence-based system which is commonly used all over the world by those working with mental health and various health challenges though they can also be used by those who want to attain maximum levels o wellness. It is a framework that one can use to create an effective approach to doing away with disturbing symptoms and other unnecessary behavior patterns. It is a tool which helps one to control their problems (Whisenand, 2011).
The wellness recovery action plan has several sections that a person must consider. The first is the Daily Maintenance Plan which involves a general description of the individual when he or she is well, the wellness tools that they use daily to ensure they are well and also the things they may require to do on any day. These are very important and should be observed keenly since a deviation from them indicates a problem. The second section involves identifying the triggers or the events that if they happened may make an individual to feel worse. Using a wellness tool, the person can develop an action plan that will be used when the difficult times come. The third section involves identifying the Early Warning Signs which indicate that a person is starting to feel worse. An action plan should also be developed to respond to these signs early in advance before one starts to experience a problem. The fourth section is When Things are Breaking Down. From the signs that are listed in the third section, the action plan should be carried out immediately the signs start appearing to prevent the person from progressing to difficult times. The fifth section is a Crisis Plan or Advance Directive. In the crisis plan, there are signs which are indicated and which tell others that they should take the responsibility of decision making and care. The sixth and last section is the Post Crisis Plan. This plan is thought before a crisis as one starts to recover from the problem. It helps one to easily go back to the wellness state (Whisenand, 2011).
According to Whisenand (2011), the major role of the police supervisor as a trainer is both coaching and mentoring the officers who are undergoing training. The police supervisor encourages personal development in each of the officers he is in charge of and also organization in the whole group. For a training program to be efficient, it should equip the trainees with the necessary skills required in their respective fields. The program should also be flexible allowing change with time. It should allow the trainees to develop positive personal qualities like being responsible, accountable and trustworthy besides the relevant field skills. In its building and implementation, the welfare of the trainees should be put in consideration to ensure that they are comfortable with it. The major training needs of a police officer currently include knowledge and discipline. They should have sufficient knowledge in order to understand the instructions given and discipline in order to maintain them.
In order to build trust in a team, the supervisor should believe in the team. This motivates the team members and encourages them to work hard so that the supervisor can continue believing in them. The supervisor can also build trust among the team by having positive personal qualities and good behavior. This creates a good relationship between the supervisor and the team. A good example is when one is given the responsibility to be in charge of others. One tries his best to develop leadership qualities to lead others even better (Whisenand, 2011).
Reference
Whisenand, P. M. (2011). Supervising police personnel: The fifteen responsibilities. (7th
Ed.).Upper Saddle River, NJ: Pearson Learning.
