The Police Profession Is Badly Impacted by Ongoing Unethical Behavior of Police Personnel and A Lack of Applied Knowledge and Standards of Ethical Leadership in Police Promotional Processes
The Police Profession Is Badly Impacted by Ongoing Unethical Behavior of Police Personnel and A Lack of Applied Knowledge and Standards of Ethical Leadership in Police Promotional Processes
ISSN No:-2456-2165
Abstract:- The article's goal is to analyze how ongoing Keywords:- Leadership, Organizational Commitment,
unethical behavior by police personnel and a lack of Continuance Commitment, Unethical Behavior of Police
applied knowledge and ethical leadership standards in Personnel, Lack of Applied Knowledge and Standards of
the promotion of police officers negatively impact the Ethical Leadership, Police Promotional Processes.
police profession. Police organizations require the right
resources to build a greater sense of ethical leadership in I. INTRODUCTION
order to conduct operations and engage with
communities more successfully, according to public ‘Ethical leaders’ refers to individuals who conduct
officials, experts, and practitioners. The article argues themselves ethically, reflecting honesty, respect, fairness,
that unethical behavior by police personnel and a lack of integrity, respect, openness and democratic interaction,
applied knowledge and ethical leadership standards in which increase employees’ commitment level. Police
the promotion of police officers have a negative impact agencies seek to advance ethical officers into higher
on the police profession in several ways. First, it erodes leadership roles, but no strategy has been found in the
public trust in the police. When people see police officers academic literature that focuses on doing so. Although
engaging in unethical behavior, they are less likely to police departments aspire to promote ethical individuals to
believe that the police are there to protect them and higher leadership positions, no approach has been found in
more likely to see them as a threat. This can make it the research literature that focuses on the promotion of
more difficult for the police to do their jobs effectively, ethical police officers (Barker, 2017; Hanson & Baker,
as people are less likely to cooperate with them or report 2017). This is the basic issue to be addressed in this study.
crimes. Second, it can lead to increased crime. When Examination of moral leadership requirements for police
police officers are corrupt, they may be more likely to promotion, officers with unknown or unproven character
take bribes or ignore crimes. This can create an qualities have been promoted, hurting the profession due to
environment where criminals feel emboldened to commit a lack of applied knowledge and standards and the
crimes, knowing that they are unlikely to be caught or continuous unethical actions of police officers. The lack of
punished. Third, it can damage the reputation of the applied knowledge and standards for ethical leadership in
police force. When police officers engage in unethical the promotion of police officers is a major problem (Stinson,
behavior, it can damage the reputation of the entire Liederbach, Lab, & Brewer, 2016). It allows officers with
police force. This can make it more difficult for the unknown or unproven character traits to be promoted, which
police to recruit and retain good officers, and it can also can lead to unethical behavior and a loss of public trust.
make it more difficult for them to get the resources they
need to do their jobs. Fourth, it can increase the risk of The loss of public trust is one of the most serious
civil lawsuits. When police officers engage in unethical consequences of unethical behavior by police personnel.
behavior, they can be sued by the people they have When people see police officers engaging in unethical
harmed. This can cost the police department a lot of behavior, they are less likely to believe that the police are
money, and it can also damage the reputation of the there to protect them and more likely to see them as a threat.
department even further. The article argues that police This can make it more difficult for the police to do their jobs
organizations need to do more to build a greater sense of effectively, as people are less likely to cooperate with them
ethical leadership. This includes providing training on or report crimes.
ethics to all police officers, establishing a system for
reporting and investigating unethical behavior, and
holding officers accountable for their actions. It also
includes promoting officers who demonstrate strong
ethical leadership. By taking these steps, police
organizations can help to create a more ethical police
profession that is respected by the public.
Internalized Moral Perspective: The term ―leadership‖ can be defined in terms of the
In response to peer pressure, societal pressure, or action of leading a group of people. This is usually done to
organizational pressure, it refers to self-regulation that is attain specific goals. Leadership is important in any business
directed by internal standards of morality, ethics, and values. setting (Ciulla, 2020). This is because it helps give direction
As a result, people behave morally and openly. This element toward success. This is done by the ability of effective
is regarded as genuine because the leader's activities align leaders of providing the vision, making quick decisions, and
with their ideals and beliefs. gaining the creative cooperation of the employees.
Therefore, there has been a renewed interest in the topics
V. LEADERSHIP concerning leadership. Consequently, a large number of
researchers (Batırlık et al., 2022; Fu et al., 2022) have
Police are required to understand and effectively studied leadership. In this regard, it should be noted that
operate in a complex social, political and organisational leadership is neither a one-dimensional construct nor a
environment (Casey and Mitchell, 2007). Good leadership is simple multi-dimensional construct but s rather a collection
fundamental to high performance in such realms and as such of various multi-dimensional constructs.
the need for good police leadership is greater than ever
(Meaklim and Sims, 2011). Leadership is a complex and multifaceted concept that
has been studied by scholars for centuries. There is no one
Police officers are required to understand and effectively definition of leadership that is universally accepted, but
operate in a complex social, political, and most definitions agree that it involves the ability to influence
organizational environment. This requires them to have others to achieve a common goal. Leadership is important in
a variety of skills, including: any setting where people work together to achieve a
common goal. In a business setting, effective leadership can
Critical Thinking: help to improve employee morale, productivity, and
The ability to think critically and analyze situations is innovation. It can also help to create a positive work
essential for police officers. They need to be able to assess a environment and attract and retain top talent.
situation quickly and make sound decisions.
Inspirational leadership is essential for police leaders. And finally, there have been changes in the public's
Police officers are often faced with difficult and challenging expectations of the police. The population used to be more
situations. Inspirational leaders can help to motivate and likely to submit to police authority in the past. However, the
support their officers, and they can help to create a positive public now expects more transparency and responsibility
and productive work environment. Leadership is a complex from the police. As a result, ethical leadership has received
and important topic, and there is no one-size-fits-all more attention, and decision-making has become more
approach. However, by understanding the different theories democratic. The transition to a more communal and
of leadership and the qualities of effective leaders, you can collaborative leadership style is still under progress. But if
develop your own leadership skills and become a more the police are to face the difficulties of the twenty-first
effective leader. century, it is an essential shift.
In this regard, it can be suggested that there are several In the past, law enforcement organizations were
types of leadership and researchers have used separate frequently run by autocratic leaders who expected blind
multi-dimensional constructs for defining and measuring devotion from their staff members. Although this leadership
these types of leadership styles. Some examples of these style was excellent at upholding discipline and order, it
leadership constructs are authentic leadership (Ghayas et al., could also be oppressive and foster a toxic work
2023), servant leadership (Turner, 2022), and environment. A growing trend in law enforcement in recent
transformational leadership (Mach et al., 2022). While in years has been toward more democratic and participatory
moral leadership, the leaders set moral standards. This is all leadership philosophies. The workforce is becoming more
about demonstrating self-discipline and remaining unselfish, diverse, there is a need for greater accountability, and there
hence, serving as a role model for others. This increases the is a desire to establish a more supportive and effective
level of confidence the employees have in their leaders (Hou workplace, all of which have contributed to this transition.
et al., 2019). Leadership is an ability to inspire others to
achieve common goals by providing strength, inspiration The shared decision-making model serves as the
and motivation to achieve them. Leadership is a rational foundation for democratic leadership. This means that when
attitude in making strategies, taking fast, precise actions and making choices, leaders consult with their staff members
being able to carry out a thorough analysis. Leadership is and consider their opinions. This management approach can
not about being in charge or having power over others. It is promote improved decision-making as well as increase
about inspiring and motivating others to achieve their goals. employee trust and cooperation. By allowing employees to
It is about creating a shared vision for the future and have a say in how their work is carried out, participatory
working together to make it a reality. leadership goes a step farther than democratic leadership.
Employee engagement and a sense of belonging to the team
are more likely under this leadership style. Although the
transition to more democratic and participatory leadership
styles is still in progress, it is evident that the need for
Among the advantages of democratic and participatory More et al. (2003) noted that "supervisors serve as a
leadership approaches in law enforcement are the communications link between the line and higher
following: management. They are responsible for turning the concepts
and visions of those in higher positions into the 'nuts and
Increased Trust and Cooperation: bolts' reality of police work" (p. 19). Regardless of rank
Employees are more likely to respect and work with level, each leader has an impact on the success of the
their bosses when they feel like they have a say in how organization. First-line supervisors are considered one of the
decisions are made. more crucial leadership levels in a police agency. They are
given direction from the middle management leaders about
Better Decision-Making: agency goals and mission changes. However, they are given
Leaders are more likely to take better decisions that are significant autonomy to run their shifts or squads (More et
in the best interests of the organization when they consult al., 2012; Peak, 2015).
with their subordinates.
First-line supervisors are considered one of the most
Increased Employee Satisfaction: crucial leadership levels in a police agency. They are
Employees are more likely to be content with their jobs responsible for the day-to-day operations of the agency, and
if they feel that they are a member of the team and have a they play a vital role in ensuring that the agency's goals and
voice in how their work is done. objectives are met.
Reduced Turnover and Absenteeism: First-line supervisors are responsible for a variety
Employees are less likely to leave or skip work when of tasks, including:
they are happy in their positions.
Supervising the Work of Officers and Other Staff:
Improved Public Relations: First-line supervisors are responsible for ensuring that
Law enforcement organizations are more likely to win officers and other staff are performing their duties
the public's trust and support when they are perceived as effectively and efficiently. They also need to provide
being more democratic and participatory. guidance and support to their subordinates.
Overall, it's a good thing that law enforcement is Enforcing Departmental Policies and Procedures:
moving toward more democratic and participatory First-line supervisors are responsible for ensuring that
leadership methods. These leadership philosophies are more departmental policies and procedures are followed. They
likely to increase employee cooperation and trust, enhance also need to take disciplinary action when necessary.
decision-making, and lower absenteeism and turnover.
Additionally, they can aid in enhancing public relations and Communicating with the Public:
enhancing the efficiency of law enforcement groups. First-line supervisors are often the first point of contact
for the public. They need to be able to communicate
According to More et al. (2012), the majority of effectively with the public and to build relationships with
agencies have abandoned the autocratic approach, even community members.
though some larger agencies still exhibit certain signs of it
because of their size and scope. A new generation of law Resolving Conflicts:
enforcement professionals is entering the field, and it has First-line supervisors are often called upon to resolve
been argued that they favor a more participative leadership conflicts between officers, between officers and the public,
style, making democratic and transformational leadership or between officers and other staff. They need to be able to
styles more prevalent in the field today. mediate these conflicts and to find solutions that are
acceptable to all parties involved.
More et al. (2012) found that while some larger
agencies retain some vestiges of the autocratic style due to Maintaining Morale and Motivation:
their size and span, most agencies have left that style behind. First-line supervisors need to be able to maintain
They also found that a new generation of officers is coming morale and motivation among their subordinates. They need
into the profession, and they prefer a more participative to create a positive work environment and to provide
leadership style. This is likely due to a number of factors, opportunities for their subordinates to grow and develop.
including the increasing diversity of the workforce, the need
for greater accountability, and the desire to create a more First-line supervisors play a vital role in the success of
positive and productive work environment. Democratic and a police agency. They are responsible for ensuring that the
participative leadership styles are more likely to be effective agency's goals and objectives are met, and they play a key
in law enforcement agencies because they can help to build role in building relationships with the public.
Further, Vito and Higgins cited Girodo (1998), who Authentic Leadership:
surveyed high-level police managers from North American, This type of leadership is based on the belief that
European, and Pacific countries, asking them to characterize leaders should be genuine and transparent. Authentic leaders
their management style. Girodo's (1998) survey results are often self-aware and ethical, and they are able to build
showed that administrators, leaders typically found in chief trust and rapport with their followers.
executive and senior leader law enforcement positions, most
often chose the autocratic style. Senior police leaders Laissez-Faire Leadership:
indicated that the administrative level “of responsibility Laissez-faire leaders give their followers a lot of
[was] best handled with strategic interpersonal relations and freedom and autonomy. They are not very involved in the
power or control tactics” (Girodo, 1998: 426), like those day-to-day operations, and they often let their followers
found in the autocratic style. Conversely, leaders who figure things out for themselves.
directly led officers, such as middle managers and first-line
VI. ORGAIZATIONAL ETHICAL CLIMATE Today, to develop a climate that encourages and
supports employees’ moral philosophy holds a great
How organizations function and their adaptability to importance for organisations. Accordingly, the more the
change has been the focus of attention for many decades climate of the organisation is perceived ethical the less
(Fatile, 2014; Kotter, 2006). Ethical climate informs unethical decision- making will be done. Studies (Grojean,
organisation members about what they can do and what they Resick, Dickson, & Smith 2004; Jaramillo, Mulki, &
should do (Victor & Cullen, 1988). The relationship Solomon, 2006; Mulki, Jaramillo, & Locander, 2006; Omar
between ethical climate and employee behaviour is critical and Ahmad, 2014; Ulrich et al., 2007; Wimbush & Shepard,
because unethical behaviour can be costly to organisations 1994) conducted until today often show strong evidence that
and society (Barsky, 2008). ethical climate is related to various behaviours in
organisations.
The ethical climate of an organization refers to the
shared perceptions of what is considered ethical behavior However, it is observed that most researches have
within the organization. It is influenced by a number of focused on explaining the predictors of an ethical climate
factors, including the organization's values, its leaders, and rather than the direct or indirect effect of ethical climate on
its culture. The ethical climate of an organization can have a organisational outcomes (Shin, 2012). In this study, we
significant impact on employee behavior. Employees are examine whether ethical climate plays a mediating role on
VII. CHARACTERISTICS OF POLICING It was not just the ability to make decisions but also the
ability and willingness to make unpopular decisions that was
We identified seven characteristics in the reviewed important, although these should be well informed and
literature that are perceived to be typical of good leaders. based on appropriate research (Schafer, 2008). Involving
First was being ethical, defined as exhibiting a sense of officers in the decision making process, with a flow on
integrity and honesty and being able to demonstrate and benefit of increased organisational commitment, (which we
generate a sense of trustworthiness amongst one’s deal with in greater detail below), was important. Related to
subordinates (Schafer, 2010a). Trust and trustworthiness decision making was being a critical, strategic and creative
were, then, related with research suggesting a need for thinker (Gaston, 1997). The literature suggested that finding
leaders to act in ways that developed trust, through the time and having the ability for strategic thinking was