A policing organization is an organization that endorses law enforcement at all levels. Therefore, this organization must do all it can to maintain law by all levels to ensure that people live in peace. Thus, this organization requires perfect leadership skills, with the top management acquiring the best leadership qualities that will be imitated by other personnel, to ensure that the entire department performs its duties excellently. Some of the examples leadership characteristics are responsibilities within policing organization are discussed below (Dobby, Anscombe & Tuffin, 2004).
They should be committed to help other people: Law enforcement professional should be dedicated to help and protect other people, because that is all policing organization is all about. They should help the helpless and protect the people who are unable to protect themselves, and most importantly do it for community service
Must be physically and psychologically fit: They should have the power and ability to protect other people, and maintain law and order at all times, and they should also be mentally stable to execute their duties successfully
Creativity: Leaders in policing organizations should be open-minded and creative, so as to develop better ways of controlling crimes and protecting people’s lives
Integrity: Leaders should endorse honesty in their places of work, and discourage ill behaviors such as discrimination and corruption
These leadership characteristics lead to an effective policing organization because a committed leader encourages integrity and creativity in the workplace. This further leads to excellence in community service, and other people in the police department as well as in the community follow that example, and report any ill behavior happening in the society, for legal actions to be taken, and this defines what policing organization is all about.
For a policing organization to be more successful, the following are some of the recommendations that should be endorsed;
Initiate and emulate teamwork
Making decisions based on date collected other than emotions
Involving other police in decision-making
Followership
Modeling
Goal setting
References
Dobby, J., Anscombe, J., & Tuffin, R. (2004). Police leadership: expectations and impact. London: Home Office.
