In what ways is the police administrator exposed to liability

Forum Assignment for the Week: 300 Words minimum for each question For this week’s Forum, respond to the following:  

1. In what ways is the police administrator exposed to liability? What can he/she do to reduce this liability exposure?

2. What is necessary for positive organizational change to occur within a police agency?

 

***Your post must also end with a “Question to the Class” – something related to the topic that you found thought-provoking and about which you’d like to know more and have further dialog. ***

General Instructions Applicable to All Forums:

enlightened Please note that the questions are comprehensive, requiring the base knowledge presented in the text before applying the analytical and critical evaluation necessary to meet program goals.

You must respond to each individual question on the forum board. The required individual response for EACH question is 300words with citations and two references in APA format . Failure to respond with an individual response of 500 words of your original work to a particular question and/or citations and two references in APA format will result in the student NOT earning maximum credit for that response. While 500 words of your original work is the MINIMUM acceptable response length, there is no maximum word limit. So you are aware, the classroom software utilized by AMU, SAKAI, automatically provides faculty with the word count in each individual response.

Copying of published material, which is plagiarism, is prohibited and any instances of it, including forum posts, will result in a zero score without an option for re-submission to recoup lost points and a report sent to the Registrar’s Office per University policy.

 

Discussion forum posts will be graded on verbal expression, critical thinking, making an effort to not just participate in but contribute to the dialog with initial and reply posts of a substantive nature commensurate with graduate level studies. Posts must have correct grammatical construction, spelling, and punctuation with no texting or other casual style language.

Reading and Resources

Week 7 – Legal Aspects and Organizational Change

Bhave, S. (2011). The innocent have rights too: Expanding Brady v. Maryland to provide the criminally

innocent with a cause of action against police officers who withhold exculpatory evidence.

Creighton Law Review, 45(1), 1-31. Retrieved from http://law.creighton.edu/index.aspx?p=403

Case, A. (2010). Protecting rights by rejecting lawsuits: Using immunity to prevent civil litigation from

eroding police obligations under Brady v. Maryland. Columbia Human Rights Law Review, 42(1),

187-231. Retrieved from http://www.columbia.edu

Mathern, A. J. (2012). Federal civil rights lawsuits and civil gideon: A solution to disproportionate police

force? Journal of Gender, Race & Justice, 15(2), 353-378. Retrieved from http://law.uiowa.edu

LESSON NOTES:

Legal Aspects and Organizational Change Lesson

· Week 7

“People don’t resist change. They resist being changed!”…. Peter Senge

Why are our law enforcement agencies resistant to change?

Maybe one reason is that the vast majority of our administrations do not tolerate failure. We are not talking in life or death situations here but in just the day to day operations of our agencies. In business, a certain degree of risk taking and failure are tolerated. In many cases, failure can be somewhat of a badge of honor, at least you took the risk to succeed in ways no one else would. However in paramilitary organizations, if an officer fails while trying, that officer’s actions will not be tolerate and typically this message is sent loud and clear to all, thus stifling innovation and attempts at success that vary any from the norm.

Resistance to change comes from people. People like to operate in their comfort zone. For many the ways things are is fine. They know the rules, they know what they can and cannot do and they can survive and maybe even succeed in such an environment. Introduce something new and this delicate balance is upset. All of the sudden in order to maintain or possibly succeed the rules and possibly the players have changed. This causes pain, discomfort, uncertainty, uneasiness and work on their part. Many people do not like this.

Change can also disrupt the balance of power in an organization. Those in authority positions got there by their knowledge and skill in the current system. It may have taken them many, many years to build that knowledge and skills so they can work themselves into such a position. Change would disrupt this power and possibly erode some of it. They want others who wish to obtain power to do so and pay the same price that they paid. Others they may feel did not “earn it” properly and thus they will not support a redistribution of power.

With power comes control. If power is redistributed, so is the control associated with it. Control of personnel, budgets and resources would be eroded with a redistribution of power.

Communications difficulties also cause resistance to change. The administration of an agency may have all the best intentions for bringing in a new piece of hardware or technology but if the reasons are not communicated to the patrol division, rest assured the patrol division will make up there own reasons. Typically, they will not match up with the administrations. This causes conflict and resentment and the resistance to change since all are not on the same page as to the reasons why or even as to the benefits of such a piece of hardware or technology.

The last point to touch on is sometimes people don’t know what they don’t know. For example, you get someone who spends their whole career at one agency and rise up to a position of authority in that agency. If they have not received outside education or exposure during their rise to the top, they may have a very closed minded view on things. Their limited experience will lead to limited solutions to problems. When seeking a solution, they will review what was done in the past and maybe seek out responses from agencies in their own back yards, probably a similar response as to what they find in their agency. By not knowing the resources out there, not having the ability to analyze and question, they don’t know what they don’t know. Chances are whatever caused the issue to rise to the forefront will remain after the “solution” is applied, since this is what probably happened in the past and the issue came up again. Not knowing what you do not know is a very dangerous thing, and is very limiting.

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