Discipline and morale are closely related. Morale is how a person feels; discipline is how a person acts. The purpose of discipline is to promote desired behavior. This may be done by encouraging acceptable behavior or punishing unacceptable behavior. An agency’s policy and procedure manual is the foundation on which most discipline must be based. Discipline is a fundamental management right.
The 10/80/10 principle divides the workforce into three categories: 10 percent who are high achievers, 80 percent who are average achievers and 10 percent who are unmotivated troublemakers and cause 90 percent of management’s problems. A problem employee exhibits abnormal behavior to the extent that the behavior is detrimental to organizational needs and goals as well as the needs and goals of other department personnel. In addition to problem employees, law enforcement managers must also be able to deal with people who, although not technically “problem” employees, are extremely difficult to work with. These include yes people, passives, avoiders, pessimists, complainers, know-it-alls, exploders, bullies and snipers. To deal with problem people, get their attention, identify the problem behavior, point out the consequences, ask questions, listen and explain expectations. Avoid defensiveness.
A primary rule of effective discipline is that it should be carried out as close to the time of the violation as possible. Progressive discipline uses disciplinary steps based on the severity of the offense. The steps are usually (1) oral reprimand, (2) written reprimand, (3) suspension/demotion and (4) discharge. The offense and offender, how the offense was committed and the offender’s attitude and past performance are important considerations in assigning penalties.
Discipline, either positive or negative, depends on the use of consequences. The balance of consequences analysis considers behavior in terms of what positive and negative results the behavior produces and then focuses on those results. Personal, immediate and certain (PIC) consequences are stronger than organizational, delayed or uncertain (ODU) consequences. Managers should change the balance of consequences so that employees are rewarded for desired behavior and punished for undesired behavior—not vice versa.
The PRICE Method consists of five steps: (1) pinpoint, (2) record, (3) involve, (4) coach and (5) evaluate. Both praise and reprimands can be effectively accomplished in one minute. An effective manager usually gives four times more praise than blame. Managers can also give strokes. These strokes might be positive, negative, absent, crooked or plastic. The focus should be on positive strokes.
Discussion Questions
1. When should human error result in dismissal? Explain your answer.
2. Do you think that supervisors should be held criminally as well as civilly responsible for their subordinates actions?
3. The Circular Use of Force Continuum takes into account much of what a police officer may need to do. Do you think there is anything that may have been left out? Would you change any aspect of the continuum?
I think human error should result in dismissal when an employee is repeatedly making mistakes and is costing the department. If the employee is aware of the knowledge of rules, regulations, expected behavior: and discipline has been given and those terms were violated; still the employee doesn't carry out the duties of what is expected of them of then the next soulution is dismissal because they are not able to perform at the level the job demands.
1. The dismissal due to human error depends on many factors. For instance, the policy of the workplace, the situation that the employee caused, if this is a constant employee who is a consistent trouble maker who does not work effectively, etc. If the person‘s attitude is the same as his/ her work (negative) and nothing productive is being done to advance the workplace then its “dismissal time.
2. Only if the action is not within a professional and policy matter. If he/she approaches the action in an unlawful mode then there might be a possible cause of action that can take place.
3. No I do not think there is anything that may be left out or any changes that need to be made. Like stated in the text “Whether a department uses any type of force of continuum (linear or circular), it should not replace a carefully crafted use-of-force-policy.
I agree with you Tyler but I wish there is a policy for those whose attitudes are not professional. Man I deal with non-ethical employees on a daily basis and sometimes my boss just looks the other way.
I agree that repeated instances that seem like mistakes should be cause for discipline up to and including dismissal. This might to some training process in addition to the discipline.
Trouble makers can pretend to do the right thing, but have bad intentions. These need to be identified and you are right "it's dismissal time" (very funny)..
The continuum is a guide and used to evaluate policy decisions and develop training, etc.
i believe human error should result in dismissal when the same mistake happens over and over again. when the employee makes the first erroe and he is corrected on it, thats fine. the second error for the same offence requires maybe a little pep talk. the third error i think is starting to show flat out defiance.
3. No I do not think anything is being left out of the Circular Use of Force Continuums, but i do believe use of force will always be controversial because the question is Why and What makes it excessive?? Officers have their reasons and so do citizens.
The Circular Use of Force Continuums is pretty much fair. The issue is that officers abuse it. If the officers follow the procedure efficiently with some education background, the results may be different in some cases.
1. A human error we all have them all the time. We tend to make mistakes every now and then at work. Yet, when it comes to very big mistakes then I agree dismissal should take place. What I mean by big errors that are not considered human any more are those such as; arriving at work late all the time or even maybe abuse of sick leave. These are errors that you can fix and you definitely can avoid.
2. I totally agree that supervisors should be held criminally and civilly responsible for their actions. We see examples of this everyday in the news. You see Chiefs of police all the time being accused of corruption and use of excessive force to name a few. They are no different than any other civilian. Everyone should be held responsible for their actions no matter what their position is. I believe that Supervisors and high authorities are the one's causing all the problems as often since they take advantage of their position.
3. The Circular Use of Force Continum does take into account much of what an officer needs to do. I really don't think anything has been left out or I would change any aspect of the continuum. It implies that an officer must exhaust all efforts on the continuum before exceeding to the next. The only problem is that not all officers do follow this continuum.
for question 2, i think it depends on the action and whether or not the supervisor knew about it. if the supervisor had no idea that the subordinates were doing things they shouldn't then no. but if the supervisor knew and was in on the entire thing then of course he should be held responisble. he is in a higher position and his training and his knowledge that comes with that supervisor position should show.
I totally agree with Mindy and Dr. Kalam. And as you stated Dr. Kalam "troublemakers tend to do the right thing, but have bad intentions." This is so true because I have one of them in my job. It's just that at times is hard for them to be identified because the one I deal with has not been yet. This is what I find so hard to understand, she really works her way around so that she does not get dismissed.
3. i dont feel that anything has been left out of the Circular Use of Force Continum. the problem happens when officers adrenalone build up the force is taken too far.
Tyler, I agree with you regarding what you said that dismissal should take place when the mistakes are costing the Department. Good Point! Because I mentioned that we all have mistakes and maybe sometimes they can be passed. But if it's these type of mistakes that are occuring as often that is costing the Dept. then dismissal should take place.
I can see your point about the dismissal for error, but on the other hand, whose responsibility is it to make sure the employee functions properly? Are they equally at fault?
Liability is also a variable here with the mistake. It does not reduce vicarious liability.
Goodmorning Group 1, Human error should result in dismissal actions after all of the disciplinary actions as been enforce or that employee can become a liability on that organization. i feel that if the employee is train in the right way by someone who is certify and continues to make the same mistakes then that oranization have all probable cause to dismiss that employee,because that employee is NOT performing up to the organiztion job Duties and Responsibilities.
it is indeed the supervisors responsibilty to make sure the employee functions properly but if you have given the employee instructions, they make a mistake, you give them advice on how to correct that mistake, they make the same mistake, the supervisor then gives them warning about the mistake, it happens again, at some point that supervisor has to take some action (maybe dismissal) or else the supervisor is gone.
2.) "yes"Supervisors should be held responsible and criminally as well as civilly for their subordinates; people that are in leadership or administrated position knows the image one must keep to represent their agency or organization, you have some supervisors that may upheld their staff because of he or she relatioship with that individual.you breake the law you answer to the law.
natalie. I totally agree with you that if they break the law then they must answer to it. Especially people that play the leadership role because they are the face of that agency.
3).Circular use of force continuums will always be an issue within the police force, you have officers that will use excessive force that does not apply. their will always be controversy.
Please answer the following questions and if needed, explain your answers fully. You are required to turn in the completed questions on December 12, 2009 at the beginning of the class session (8am).
Thank you.
1. What is motivation?
2. What theories of motivation have been proposed by Maslow, Herzberg, Skinner,Vroom, and Morse / Lorsch?
3. Which kind of reinforcement is more effective?
4. When should reinforcement occur?
5. What are the most common external motivators?
6. Internal motivators include what?
7. What factors might be responsible for morale problems?
8. Who is most able to improve or damage individual and department morale?
9. How morale might be improved?
10. What should promotions be based on?
11. Should promotions be from outside or from within? Explain your answer
12. How do morale and discipline differ?
13. What is the main purpose of discipline?
14. What is the foundation for most disciplinary actions?
15. What is a fundamental management right?
16. What is the 10/80/10 principle?
17. How is a problem employee characterized?
18. What types of personalities might be likely to result in problems?
19. How can managers deal with problem people?
20. What is a primary rule for the timing of discipline?
21. What should be considered when assessing penalties?
22. What steps are usually involved in progressive discipline?
23. What is a balance of consequences analysis?
24. What consequences are most powerful?
25. How can managers use the balance of consequences?
26. What does the PRICE Method consists of?
27. How much time do effective praise and reprimands require?
28. What ratio of praise to blame is usually needed?
Hello Temaka, Response on Human error! i don't think that the indiviual is showing flat ou defiance, maybe their is a communication barrier or the person that train that employee didn't fully undrestand themself. isay the trainee and the trainer needs to be retrain; i do not make any since for some one to kee making the some mistakes oevr and over nd over again!!!
Tameka I understand what your saying now and I agree. Like Dr. Kalam said yesterday some people are well known and buy their way off in the system. The system is not clear cut, precise and fair...
Hi Temaka me again. I agree with you on the liability issue however some agency and ogranization will keep this type of information in house to cover up for the agency and deal with that person on the down low.
Hi Jackie, a trouble maker is troubler maker i feel that type of indiviual only undrestands the word trouble and have no good intentions on behaving oneself by doing good! one needs to know the diffrents between being a professional at the work place.
Hi Tyler, what makes circular use of froce continuums is when one uses excessive force against another ,however there are laws that protects the citizens from such.
1.In my opinion a human error should result in dismissal when it have been happening several times or the same employee continues to commit the errors; while this person have been trained properly. We are all humans but yet not perfect, we can commit mistakes, but there is a point that they are not acceptable. At a job place we are there in certain position because we were considered qualified to perform the duties required by the job position, so mistake by mistake is not tolerated. Or the employee knows or just can’t fill the position. Also, there are little errors that employees commit sometimes stating them with false information, they call sick (and maybe they just feel staying home), arrive late to work and the normal excuse traffic, flat tire.
2.Yes, because what it the difference? Only because a person in uniform can commit mistakes cannot be punished like a civilian. In my opinion the law has to be equal. If you commit a mistake that caused damage pays for your bad decision or wrong doing. Supervisors should be held responsible for the mistakes committed in their agency, because they are in those positions because they are considered well trained to manage and monitored their staff. They should be aware of what their officers are doing, paying attention on what is going on their agency. There are times when is really hard to identify an officer to be doing the wrong, but that is why the supervisor have to know strategies to identify if there are issues going on in their agency. You break the law then you have to know how to explain the law.
Hi, Natalie and Tyler. I agree with your post. Police officers most of the time abuse of their power or position to break the law or take advantage from the law. it is all abuse of their job position against the civilians. There are laws that protect the civilian but yet police officers most of the time know how to break the law and not be caught.
3.I do not think anything is left have been left out on the circular use of force continuum. The problem is that police officers abuse of their position and use excessive force, well all depends how trained and how this police officers knows his procedures. There are always some that follow the rules and others that break the rules.
Tameka, I agree with your post. The supervisors’ role is to be aware that he/she departments is functioning well, that there are no malicious intensions between staff going on. But there are possibilities that they do not identify these issues. But when they found out that a certain employee continues to commit mistakes and some he/she has advice this employee and he do not follow the rules, the answer is dismissal. First time the supervisor gives a verbal warning, second a written report, third suspension, and finally dismissal. There most of the time give opportunity to the employee to fix their mistakes but if they do not take positive actions on it. Yes they should be fired.
Ms. Johnson responding to your comment on my previous answer regarding troublemakers. I understand that troublemakers are what they are called "trouble," but there are some that do try to hide what they are in doing good. Some way or the ther they get away with it, this is sometimes you can't categorize them.
Temaka, i agree it is the supervisors responsibility to ensure that the employee function properly within the agency and if and when the employee s given instructions and continue to make maybe that employee is not reciveing the sender( the Supervisor information correctly maybe someome else can train that individual train.
jackie i agree with some may hide in what they are doing good, to me that is hiding behide the trouble that they cause that is the only good that they are sometime good at; do remember where every one may go they will always carrie themself.
Hi May-leen, i somewhat disagree it does not matter how well some not all oficers are train most of the times in the heat of the moment that training goes out the window.
hi guys, i had to go to work and i just got back in about an hour ago. thanks for all your comments and feedback to what i had to say. i wish I could have been on live to answer some of the questions you may have had for me. anyways everyone made great points and i'll see you guys next class.
Welcome to our Asynchronous Blog for DSC1006 Introduction to Homeland Security. You should respond to the questions and follow the instructions from our class meetings on Saturday.
Discipline and morale are closely related. Morale is how a person feels; discipline is how a person acts. The purpose of discipline is to promote desired behavior. This may be done by encouraging acceptable behavior or punishing unacceptable behavior. An agency’s policy and procedure manual is the foundation on which most discipline must be based. Discipline is a fundamental management right.
ReplyDeleteThe 10/80/10 principle divides the workforce into three categories: 10 percent who are high achievers, 80 percent who are average achievers and 10 percent who are unmotivated troublemakers and cause 90 percent of management’s problems. A problem employee exhibits abnormal behavior to the extent that the behavior is detrimental to organizational needs and goals as well as the needs and goals of other department personnel. In addition to problem employees, law enforcement managers must also be able to deal with people who, although not technically “problem” employees, are extremely difficult to work with. These include yes people, passives, avoiders, pessimists, complainers, know-it-alls, exploders, bullies and snipers. To deal with problem people, get their attention, identify the problem behavior, point out the consequences, ask questions, listen and explain expectations. Avoid defensiveness.
A primary rule of effective discipline is that it should be carried out as close to the time of the violation as possible. Progressive discipline uses disciplinary steps based on the severity of the offense. The steps are usually (1) oral reprimand, (2) written reprimand, (3) suspension/demotion and (4) discharge. The offense and offender, how the offense was committed and the offender’s attitude and past performance are important considerations in assigning penalties.
Discipline, either positive or negative, depends on the use of consequences. The balance of consequences analysis considers behavior in terms of what positive and negative results the behavior produces and then focuses on those results. Personal, immediate and certain (PIC) consequences are stronger than organizational, delayed or uncertain (ODU) consequences. Managers should change the balance of consequences so that employees are rewarded for desired behavior and punished for undesired behavior—not vice versa.
The PRICE Method consists of five steps: (1) pinpoint, (2) record, (3) involve, (4) coach and (5) evaluate. Both praise and reprimands can be effectively accomplished in one minute. An effective manager usually gives four times more praise than blame. Managers can also give strokes. These strokes might be positive, negative, absent, crooked or plastic. The focus should be on positive strokes.
Discussion Questions
1. When should human error result in dismissal? Explain your answer.
2. Do you think that supervisors should be held criminally as well as civilly responsible for their subordinates actions?
3. The Circular Use of Force Continuum takes into account much of what a police officer may need to do. Do you think there is anything that may have been left out? Would you change any aspect of the continuum?
I think human error should result in dismissal when an employee is repeatedly making mistakes and is costing the department. If the employee is aware of the knowledge of rules, regulations, expected behavior: and discipline has been given and those terms were violated; still the employee doesn't carry out the duties of what is expected of them of then the next soulution is dismissal because they are not able to perform at the level the job demands.
ReplyDelete1. The dismissal due to human error depends on many factors. For instance, the policy of the workplace, the situation that the employee caused, if this is a constant employee who is a consistent trouble maker who does not work effectively, etc. If the person‘s attitude is the same as his/ her work (negative) and nothing productive is being done to advance the workplace then its “dismissal time.
ReplyDelete2. Only if the action is not within a professional and policy matter. If he/she approaches the action in an unlawful mode then there might be a possible cause of action that can take place.
3. No I do not think there is anything that may be left out or any changes that need to be made. Like stated in the text “Whether a department uses any type of force of continuum (linear or circular), it should not replace a carefully crafted use-of-force-policy.
I agree with you Tyler but I wish there is a policy for those whose attitudes are not professional. Man I deal with non-ethical employees on a daily basis and sometimes my boss just looks the other way.
ReplyDeleteTyler:
ReplyDeleteI agree that repeated instances that seem like mistakes should be cause for discipline up to and including dismissal. This might to some training process in addition to the discipline.
2. Mindy I agree that if its not within their rights or job policy then they must be liable for their actions.
ReplyDeleteGoing to church I will return with further responses.
ReplyDeleteHello Mindy:
ReplyDeleteTrouble makers can pretend to do the right thing, but have bad intentions. These need to be identified and you are right "it's dismissal time" (very funny)..
The continuum is a guide and used to evaluate policy decisions and develop training, etc.
i believe human error should result in dismissal when the same mistake happens over and over again. when the employee makes the first erroe and he is corrected on it, thats fine. the second error for the same offence requires maybe a little pep talk. the third error i think is starting to show flat out defiance.
ReplyDelete3. No I do not think anything is being left out of the Circular Use of Force Continuums, but i do believe use of force will always be controversial because the question is Why and What makes it excessive?? Officers have their reasons and so do citizens.
ReplyDeleteThe Circular Use of Force Continuums is pretty much fair. The issue is that officers abuse it. If the officers follow the procedure efficiently with some education background, the results may be different in some cases.
ReplyDeleteGood Morning!
ReplyDelete1. A human error we all have them all the time. We tend to make mistakes every now and then at work. Yet, when it comes to very big mistakes then I agree dismissal should take place. What I mean by big errors that are not considered human any more are those such as; arriving at work late all the time or even maybe abuse of sick leave. These are errors that you can fix and you definitely can avoid.
2. I totally agree that supervisors should be held criminally and civilly responsible for their actions. We see examples of this everyday in the news. You see Chiefs of police all the time being accused of corruption and use of excessive force to name a few. They are no different than any other civilian. Everyone should be held responsible for their actions no matter what their position is. I believe that Supervisors and high authorities are the one's causing all the problems as often since they take advantage of their position.
3. The Circular Use of Force Continum does take into account much of what an officer needs to do. I really don't think anything has been left out or I would change any aspect of the continuum. It implies that an officer must exhaust all efforts on the continuum before exceeding to the next. The only problem is that not all officers do follow this continuum.
for question 2, i think it depends on the action and whether or not the supervisor knew about it. if the supervisor had no idea that the subordinates were doing things they shouldn't then no. but if the supervisor knew and was in on the entire thing then of course he should be held responisble. he is in a higher position and his training and his knowledge that comes with that supervisor position should show.
ReplyDeleteI totally agree with Mindy and Dr. Kalam. And as you stated Dr. Kalam "troublemakers tend to do the right thing, but have bad intentions." This is so true because I have one of them in my job. It's just that at times is hard for them to be identified because the one I deal with has not been yet. This is what I find so hard to understand, she really works her way around so that she does not get dismissed.
ReplyDelete3. i dont feel that anything has been left out of the Circular Use of Force Continum. the problem happens when officers adrenalone build up the force is taken too far.
ReplyDeleteTyler, I agree with you regarding what you said that dismissal should take place when the mistakes are costing the Department. Good Point! Because I mentioned that we all have mistakes and maybe sometimes they can be passed. But if it's these type of mistakes that are occuring as often that is costing the Dept. then dismissal should take place.
ReplyDeleteJackie good morning, do you think that supervisors should be held responsible without knowing what was happening?
ReplyDeleteTameka:
ReplyDeleteI can see your point about the dismissal for error, but on the other hand, whose responsibility is it to make sure the employee functions properly? Are they equally at fault?
Liability is also a variable here with the mistake. It does not reduce vicarious liability.
Goodmorning Group 1, Human error should result in dismissal actions after all of the disciplinary actions as been enforce or that employee can become a liability on that organization. i feel that if the employee is train in the right way by someone who is certify and continues to make the same mistakes then that oranization have all probable cause to dismiss that employee,because that employee is NOT performing up to the organiztion job Duties and Responsibilities.
ReplyDeleteJackie:
ReplyDeleteExcellent point about the chiefs and their level of responsibility. This should and has included prison time (Ken Jennie).
Error's stemming from improper training or bad policy are probably the most common. As such, there is a management problem....
it is indeed the supervisors responsibilty to make sure the employee functions properly but if you have given the employee instructions, they make a mistake, you give them advice on how to correct that mistake, they make the same mistake, the supervisor then gives them warning about the mistake, it happens again, at some point that supervisor has to take some action (maybe dismissal) or else the supervisor is gone.
ReplyDelete2.) "yes"Supervisors should be held responsible and criminally as well as civilly for their subordinates; people that are in leadership or administrated position knows the image one must keep to represent their agency or organization, you have some supervisors that may upheld their staff because of he or she relatioship with that individual.you breake the law you answer to the law.
ReplyDeletenatalie. I totally agree with you that if they break the law then they must answer to it. Especially people that play the leadership role because they are the face of that agency.
ReplyDelete3).Circular use of force continuums will always be an issue within the police force, you have officers that will use excessive force that does not apply. their will always be controversy.
ReplyDeleteTameka:
ReplyDeleteWell said...that is the process.
out to church will respond after.
ReplyDeleteGod bless!!
natalie, Tyler yes you break the law, you must answer to it but unfortunately our CJ system is not that clear cut and precise.
ReplyDeleteWeek 2 questions from Chapter 9 and 10
ReplyDeletePlease answer the following questions and if needed, explain your answers fully. You are required to turn in the completed questions on December 12, 2009 at the beginning of the class session (8am).
Thank you.
1. What is motivation?
2. What theories of motivation have been proposed by Maslow, Herzberg, Skinner,Vroom, and Morse / Lorsch?
3. Which kind of reinforcement is more effective?
4. When should reinforcement occur?
5. What are the most common external motivators?
6. Internal motivators include what?
7. What factors might be responsible for morale problems?
8. Who is most able to improve or damage individual and department morale?
9. How morale might be improved?
10. What should promotions be based on?
11. Should promotions be from outside or from within? Explain your answer
12. How do morale and discipline differ?
13. What is the main purpose of discipline?
14. What is the foundation for most disciplinary actions?
15. What is a fundamental management right?
16. What is the 10/80/10 principle?
17. How is a problem employee characterized?
18. What types of personalities might be likely to result in problems?
19. How can managers deal with problem people?
20. What is a primary rule for the timing of discipline?
21. What should be considered when assessing penalties?
22. What steps are usually involved in progressive discipline?
23. What is a balance of consequences analysis?
24. What consequences are most powerful?
25. How can managers use the balance of consequences?
26. What does the PRICE Method consists of?
27. How much time do effective praise and reprimands require?
28. What ratio of praise to blame is usually needed?
Tameka when you said that "our CJ system is that clear cut and precise." What are you trying to say, to whom, those in the higher positions?
ReplyDeleteHello Temaka, Response on Human error! i don't think that the indiviual is showing flat ou defiance, maybe their is a communication barrier or the person that train that employee didn't fully undrestand themself. isay the trainee and the trainer needs to be retrain; i do not make any since for some one to kee making the some mistakes oevr and over nd over again!!!
ReplyDeleteTameka I understand what your saying now and I agree. Like Dr. Kalam said yesterday some people are well known and buy their way off in the system. The system is not clear cut, precise and fair...
ReplyDeleteHi Temaka me again. I agree with you on the liability issue however some agency and ogranization will keep this type of information in house to cover up for the agency and deal with that person on the down low.
ReplyDeleteHi Jackie, a trouble maker is troubler maker i feel that type of indiviual only undrestands the word trouble and have no good intentions on behaving oneself by doing good! one needs to know the diffrents between being a professional at the work place.
ReplyDeleteTemaka i agree with what you said about our CJ system, maybe the hold CJ system needs to be revise from the top.
ReplyDeleteHi Tyler, what makes circular use of froce continuums is when one uses excessive force against another ,however there are laws that protects the citizens from such.
ReplyDelete1.In my opinion a human error should result in dismissal when it have been happening several times or the same employee continues to commit the errors; while this person have been trained properly. We are all humans but yet not perfect, we can commit mistakes, but there is a point that they are not acceptable. At a job place we are there in certain position because we were considered qualified to perform the duties required by the job position, so mistake by mistake is not tolerated. Or the employee knows or just can’t fill the position. Also, there are little errors that employees commit sometimes stating them with false information, they call sick (and maybe they just feel staying home), arrive late to work and the normal excuse traffic, flat tire.
ReplyDeleteYou are right natalie but officers abuse that power everyday and citizens are not always protected by the law.
ReplyDelete2.Yes, because what it the difference? Only because a person in uniform can commit mistakes cannot be punished like a civilian. In my opinion the law has to be equal. If you commit a mistake that caused damage pays for your bad decision or wrong doing. Supervisors should be held responsible for the mistakes committed in their agency, because they are in those positions because they are considered well trained to manage and monitored their staff. They should be aware of what their officers are doing, paying attention on what is going on their agency. There are times when is really hard to identify an officer to be doing the wrong, but that is why the supervisor have to know strategies to identify if there are issues going on in their agency. You break the law then you have to know how to explain the law.
ReplyDeleteHi, Natalie and Tyler. I agree with your post. Police officers most of the time abuse of their power or position to break the law or take advantage from the law. it is all abuse of their job position against the civilians. There are laws that protect the civilian but yet police officers most of the time know how to break the law and not be caught.
ReplyDelete3.I do not think anything is left have been left out on the circular use of force continuum. The problem is that police officers abuse of their position and use excessive force, well all depends how trained and how this police officers knows his procedures. There are always some that follow the rules and others that break the rules.
ReplyDeleteTameka, I agree with your post. The supervisors’ role is to be aware that he/she departments is functioning well, that there are no malicious intensions between staff going on. But there are possibilities that they do not identify these issues. But when they found out that a certain employee continues to commit mistakes and some he/she has advice this employee and he do not follow the rules, the answer is dismissal. First time the supervisor gives a verbal warning, second a written report, third suspension, and finally dismissal. There most of the time give opportunity to the employee to fix their mistakes but if they do not take positive actions on it. Yes they should be fired.
ReplyDeleteMs. Johnson responding to your comment on my previous answer regarding troublemakers. I understand that troublemakers are what they are called "trouble," but there are some that do try to hide what they are in doing good. Some way or the ther they get away with it, this is sometimes you can't categorize them.
ReplyDeleteTemaka, i agree it is the supervisors responsibility to ensure that the employee function properly within the agency and if and when the employee s given instructions and continue to make maybe that employee is not reciveing the sender( the Supervisor information correctly maybe someome else can train that individual train.
ReplyDeletejackie i agree with some may hide in what they are doing good, to me that is hiding behide the trouble that they cause that is the only good that they are sometime good at; do remember where every one may go they will always carrie themself.
ReplyDeleteHi May-leen, i somewhat disagree it does not matter how well some not all oficers are train most of the times in the heat of the moment that training goes out the window.
ReplyDeletehi guys, i had to go to work and i just got back in about an hour ago. thanks for all your comments and feedback to what i had to say. i wish I could have been on live to answer some of the questions you may have had for me. anyways everyone made great points and i'll see you guys next class.
ReplyDelete