Ethics is the art of doing the right thing; whatsoever that thing may be ( Miller and Blackler, 2005) . Ethics roots from the values upheld in the society as the right entity of handling other or else something. For instance, ethical principles argue that the right thing is always good as the wrong deed is always wrong and there is nothing more or less. When officers fail to act right, especially when they openly misconduct their duties; they lower the public trust on the institution of policing as well as degrading law on its course to serve the people. Sticking to high ethical morals is vital and productive in the achieving of the policing mission and tactic. The essay is set to explain on how to conduct a contusive working environment for both the client and the employee as it looks into police department as an institution.
Establishing the ethical policy:
The first step in acquiring an ethical culture in this organization is through investigating to tell the magnitude of immoralities in the police department your heading. A committee set by the criminal investigation team, human resource and human rights can assist in conducting a report. The committee formed by an odd number to avoid a clash on decision-making, and facilitate membership renewal periodical as agreed (Williams, 2006). A proposed work plan set on how to review and implement the new acts in place; the secretary to the group will update on the calendar. The main character here is the police officer needs to revisit the oaths plead as they got into work. They need to understand that there mandate to deliver justice, excellence, humility, harm reduction and service them.
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Justice; the police expected to treat people fairly and handle them in good faith as well as portray racial and social justice. Excellence; status quo should not satisfy the police as all the systems and processes checked with an eye of improvement. Humility; the police need to learn from both good and bad and share to the others, even though the officers should listen to others keenly and ask questions though considering their concerns. Harm reduction; explore to come up with new ways to combat crime and enhance human safety. Service; police is to maintain the society and thus there will be that urge to have them working for the interest of the community.
Second, as the managerial leader in the department, you must be very vigilant on who joins the organization. By so doing the involvement of the police administration service that is held with the mandate to recruit the cops is quite essential. Selecting of the officers who share same virtues as you do is an added advantage on building the ethical culture and a good rapport to the society. Encouraging the art of socialization by the newly brought in officers is a satisfactory progress value to teamwork and morale-boosting among the officers. Additionally, as a way of encouraging and influencing moral behavior, it is essential for the new officers to hear on what the managing staff advocates as the core virtues. These police officers will after that learns the ways of operation in this department as a basic way of working.
Communicating to the members:
Ethical misconduct is a long time challenge in the peacekeeping officer and addressed from the bottom line during police recruits. As though, learning is not a one-time act but rather a process that needs review and reinforcement. There is need to conduct training on moral values expected from the officer's careers as they oblige their duties. The conducted training should be formal and posed in a structured framework, as well as informal communicated in the brief settings such as parades and team meetings. There is need to bring in the officers in ranks such as the line supervisors and the other middle management to acquired training and deliberate the learnt skills to the lower levels. However, no training is efficient if the managing leadership fails to set a moral view on ethical leadership. Therefore, decisions made on policy formulations, discipline and awarding promotions must meet just-culture within the institution.
Once the complete documentation on ethical values is ready, assemble the police officers and ask them to participate in the implementation process. Work with the human right department in the office, communications authority and other applicable authorities that seems useful sources to meet the targeted agenda. It is suggested to send the message in a straightforward way involving the primary leaders responsible in the critical areas in the department. The move is essential as they can help support, provide support and control where necessary. Furthermore, those in the ground will give a channel of giving feedback and circulate information as requested. There is also need to develop a direct link with the commissioned officers by inviting them to participate in decision-making over the arouse matters in the institution.
Inspection to ensure compliance:
The formed committee to draft the ethical document is responsible for the review and compliance to the norms set. The committee has the mandate of punishing the misconducted police officer and therefore required to counter-check on the officer's mode of conduct to ensure they all comply with the solid moral values. As life is a dynamic process, the document will undergo reviews to adjust the rules and regulations to suit the officer upholding it and the society serviced. However, in doing all that the report should supply to the ground officers so that they can read through and understand why it is important.
How to reinforce:
To show its seriousness, actions are expected by the line supervisory, and those other middle ranks officers as the ambassadors of the code. For it to be meaningful and appear serious to act on, these officers will apply simple strategies to ensure clear understanding and adherence to the document. Furthermore, there will be monitoring, and evaluation process conducted quarterly to ensure its success. As learning is a continuous process, future ethical training in the department upholds intensive and must address the real issues on the ground (Burke, 2001). Also, instead of merely telling an officer that he is overreacting or should humble; say the action he/she would face in misconduct of law.
References
Burke, S. B. (2001). Reputable Conduct: Ethical Issues in Policing and Corrections. (Book Review). The FBI Law Enforcement Bulletin , (10). 19.
Miller, S., & Blackler, J. (2005). Ethical issues in policing / Seumas Miller, John Blackler . Aldershot, England; Burlington, VT: Ashgate, c2005
Williams, K. S. (2006). Ethical Issues in Policing. Cambrian Law Review , 129
