Ethical Expectations for Law Enforcement Personnel
Impact Of Unethical Behavior On The Public Perception Of Law Enforcement
Ethical behavior dictates acceptable conduct that people expect from each other. Unethical behavior creates skepticism about the effectiveness of law enforcement bodies in upholding the law and protecting citizens. According to Fernandes & Meyer (2018), unethical behavior such as corruption makes people lose confidence in law enforcement, leading to retaliation and lack of cooperation in enforcing laws. Unethical behavior also creates a perception that the laws do not apply equally to the public and law enforcement officers. For example, unethical behavior such as lying to safeguard the interests of law enforcement bodies and officers may create the perception that the officers and the law enforcement bodies are above the law and that their interests are above public interests. Other unethical behaviors, such as intimidation and excessive force, also create a negative perception of law enforcement, mainly when they target a specific group of people. For example, the Black Lives Matter movement is founded on the perception that law enforcement discriminates against black people by using excessive force when arresting them and denying them a fair trial. This has made many African Americans and minority groups lose faith in the justice system because they question the impartiality and integrity of law enforcement officers in upholding the law.
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Impact Of The Public Perception Of Law Enforcement Integrity On Operational Issues
The perception of law enforcement integrity creates various operational issues and limits the ability to address them effectively. For example, it reduces the collaboration between law enforcement officers and the public, making it hard to prevent crime and arrest those breaking the law. It also makes the public reluctant to report crimes and resolve punishing criminals through mob justice or any other action deemed appropriate by the public due to the assumption that the affected parties will not get justice. The perception of law enforcement integrity has also been attributed to a high crime rate because anyone can get away with a crime as long as they have the money to bribe law enforcement officers. This makes it hard to fight crime, particularly in areas where the police protect known criminal organizations. Another operational issue emerging from the perception of law enforcement integrity is protecting law enforcement officers. The public may retaliate against a police officer known for receiving bribes and protecting criminals, thus creating concerns about the safety of police officers and their families, especially in areas with a high crime rate.
Influence Of Organizational Culture On Behavior
According to Collins (2021), organizational culture outlines acceptable attitudes and behaviors in an organization. It also dictates the values that every employee should uphold. For example, in an organization where accountability is among the guiding values of organizational operations, employees must be responsible for their actions and the outcomes of their decisions. This promotes responsible behavior characterized by adherence to acceptable practices and ethical conduct to avoid any actions that could negatively impact the organization. Values such as integrity promote good behavior and contribute to overall organizational performance and reputation. Corporate culture also influences behavior by outlining the consequences of unacceptable behavior. Employees in organizations with strict rules on employee conduct and harsh punishments, such as termination, behave well. Organizational culture is also founded on laws and norms that define behavior. For example, organizations encouraging risk-taking and innovation promote teamwork, cre, activity, and high-risk acceptance. Employee behavior should also align with an organization’s routines, policies, and procedures, thus dictating behavior.
Leadership Behavior That Negatively Influences Organizational Culture And Officer Conduct
Leadership behavior significantly impacts organizational culture and officer conduct. According to Schein (2016), leaders shape an organization’s culture by creating a vision and determining what is essential in realizing the vision. Leadership behavior can negatively influence organizational culture and officer conduct by making the wrong impression of the organization’s interests. Leadership behavior suggests that an organization’s profitability is more important than employees’ health and welfare, and the community may negatively influence organizational culture. For example, leaders ignorant about how the organization’s activities negatively affect the community may create a bad corporate image, thus negatively impacting corporate culture due to reduced meaningfulness of the organization’s work. Leaders who fail to embrace diversity may negatively impact corporate culture and officer conduct by promoting discrimination and inequality. This could increase employee turnover and create a bad reputation for the company.
Leadership Behavior That Positively Influences Organizational Culture And Officer Conduct
Leadership behavior can positively influence organizational culture and officer conduct by creating an environment that fosters well-being, appreciation, connection, and meaningful work. For example, a leader encouraging employees to give feedback and contribute ideas in decision-making promotes collaboration, creating a foundation for connection. This also increases a sense of belonging, thus increasing employee commitment and productivity. Leaders who allow employees to try out new ideas without micromanaging them create an innovative culture directly linked to improved performance. A leader’s behavior can make meaningful work by creating an inspiring vision and leading by example to motivate employees to focus on realizing the vision (Frémeaux & Pavageau, 2020). Significant work also includes ensuring that the organization’s activities do not negatively affect the community. This requires ethical behavior and accountability. A leader concerned about employees’ well-being creates a positive organizational culture where employees feel valued and appreciated.
References
Collins, D. (2021). Models of organizational culture. Rethinking Organizational Culture, 25-43. https://doi.org/10.4324/9781003174431-4
Fernandes, C., & Meyer, B. (2018). Corruption in Brazilian public administration: A study on the perception of law enforcement agents. Journal of Public Administration and Governance, 8(2), 119. https://doi.org/10.5296/jpag.v8i2.13256
Frémeaux, S., & Pavageau, B. (2020). Meaningful Leadership: How Can Leaders Contribute to Meaningful Work? Journal of Management Inquiry, 1-13.
Schein, E. H. (2016). Organizational culture and leadership. John Wiley & Sons.
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Question 
Before beginning work on this assignment, please review the required resources for this week’s module. It has been said that law enforcement personnel are held to a higher standard than other members of society in part because they are entrusted with the authority to take someone’s freedom or utilize lethal force if deemed necessary. Society has a very reasonable expectation that law enforcement personnel will conduct themselves with integrity. However, time and again, we turn to the media and hear reports of an officer whose conduct does not rise to that standard. In this paper, you will discuss how officers who fail to maintain ethical standards personally or professionally can impact law enforcement and how the organizational environment and leadership behavior can positively or negatively impact officers’ conduct.
Ethical Expectations for Law Enforcement Personnel
In your paper,
Discuss how unethical behavior impacts the public perception of law enforcement.
Explain how the public perception of law enforcement integrity impacts operational issues.
Describe how organizational culture influences behavior.
Discuss leadership behavior that can negatively influence organizational culture and officer conduct.
Identify leadership behavior that can positively influence organizational culture and officer conduct.