The role of reduction leadership in promoting ethical police reduction behaviour: The findings of carte qualitative case study research.
Chief officers need to ensure they have tool access both to support in their decision-making and to constructive challenge, and the reduction barriers to challenge need to be addressed (for example, through whistle-blowing provisions).Overarching briefing document, police leadership and integrity: implications from a research programme.Surrey University academic Dr Almuth McDowall said: "Our comprehensive literature review shows that it is important for the police to focus on how to promote ethical, just and fair behaviours as much as preventing wrongdoing.Director of tool Knowledge Research and Education Rachel Tuffin said: Across the research programme, the evidence was consistent that senior police leaders play a crucial role in fostering an ethical working environment they have a direct effect on the attitudes and behaviours of officers and staff.Perpetuity Research principal researcher Sarah Webb said: The encouraging news from this research is that there tool was support for the view that police leadership styles have moved away from the often autocratic approach of yesteryear to the more democratic and participative style that characterised many.The purpose of the programme was to enable the profession to take ownership of these issues.Therefore, in addition to ensuring that management practices reduction are fair, inclusive and open, there may be value in forces trying to identify where their greatest vulnerabilities are in respect of employees feeling unfairly treated by code supervisors and senior leaders.Chief Officers wanted to understand better what factors might lead to problems emerging, highlight ways of promoting ethical police behaviour and stop similar problems recurring in the future.The publication of the Code of Ethics (College of Policing 2014) may help in this respect.Paul Quinton College of Policing, chief officer misconduct in policing: An exploratory study.Promoting ethical behaviour and preventing wrongdoing in organisations : A rapid evidence assessment, almuth McDowall University of Surrey; Paul Quinton College of Policing; David Brown College of Policing; Indira Carr University of Surrey; Emily Glorney University of Surrey; Sophie Russell University of Surrey; Natasha Bharj.Understanding these factors is central in mitigating the risks.".The reports, commissioned in 2013 by the national fitness policing leads for professional standards and police ethics, followed a series of high profile cases and national reports which code raised questions about the integrity of the police and the role of senior police leaders.Fair cop 2: Organisational justice, behaviour and ethical policing. Durham Constabulary has taken the quick lead in embracing new leadership approaches which have resulted in senior officers being more reduction open to feedback and carte reflective in their leadership styles.
Most importantly, when it comes to ensuring the police behave with integrity, the approach and examples set by front line managers were seen to be more influential than senior officers.
It identifies both organisation pressures and individual vulnerabilities that can result in misconduct amongst people doing very demanding jobs.
The etudiant full research reports are code published today on the College of carte Policing website.The need for strong and effective leadership such as leaders quick being open, acting as role models, and also being firm in terms of setting and enforcing standards was highlighted as encouraging ethical behaviour and as an essential for the successful implementation of interventions.With that in mind, there are encouraging signs that leaders have been moving to more inclusive and open leadership styles in recent carte years, as these seem more likely to promote ethical behaviour.Durham Constabulary ACC Dave Orford said: As the police service develops our professional research base, the autocratic approach of expecting a yes/no response when talking to staff just doesn't cut quick it in the modern world.Overall, the research highlights that senior leaders need to be highly aware of the risks they face to their own integrity in leadership positions, make quick sure they ask staff for constructive challenge when making decisions, and be reflective about their leadership style and its effect.There is no single approach which works as a miracle cure; having clear codes of conduct with regular feedback on how these are enforced, enhancing our understanding of who might quick be most at risk, and implementing learning activities are all important steps which organisations can.Poorly handled organisational change programmes, promotion opportunities, not dealing with under-performance, quick and access to leave and flexible working are issues which might be raised in some forces.
In policing reduction then, ethical behaviour is driven from low down the organisation and senior officers have a major role in recognising this and adequately preparing and supporting those on the front line.
A final report on police leadership will be published in June 2015.