Over the years, the criminal justice system organizations have been closely scrutinized, particularly in light of recent incidents such as race, police use of excessive force, and unjust killings of unarmed individuals. Although these are serious issues worth public scrutiny and outcry, it is important to recognize that not all law enforcement officers should be judged based on the actions of a few within the law enforcement organizations. Law enforcement, just like any other organization, consists of diverse individuals. Therefore, attributing the actions to the entire group undermines the individuality and complexity of the profession.
Aside from the public scrutiny, criminal justice organizations grapple with internal challenges such as low staff morale and lack of motivation among officers. According to McShane & Glion, organizations are negatively impacted when the employees feel demotivated, burnt out, and unsupported in their roles (2021). These internal challenges are synonymous with many criminal justice organizations across the world. Accordingly, it has an impact on the organization’s behavior. For this reason, addressing these challenges is crucial for enhancing the proper functioning of law enforcement agencies amidst the mounting external pressures and criticism from society.
Addressing the current problem
Over the past years and beyond, there has been a noticeable increase in the number of actions taken against law enforcement officers and agencies within the criminal justice system. Such actions, just to mention significant ones, include defunding the Police and cutting off funds and resource allocations to specific organizations within the criminal justice system. Notably, it is important to clarify what defunding the Police means. Novacic (2021) explains that it does not imply abolishing the Police entirely; rather, it involves spreading the funds across other agencies beyond local enforcement. This concept of defunding the Police has merits and demerits that must be considered, therefore prompting further discussion on what steps should be poetized next.
As the human resource manager, I have been tasked with addressing these pressing issues. Consequently, I aim to provide useful insights and potential solutions that can positively impact law enforcement organizations and the general public. I will provide my thoughts on the subject and concrete recommendations for improving working conditions for those in the criminal justice industry and meeting the unique demands of their jobs. In my capacity as HR manager, several pressing issues need fixing, including problems with personnel, the state of the workplace, and the availability of sufficient support systems. This whole thing is designed to make the office a better place for the officials.
Position on defunding the Police
This issue, defunding the Police, has both positive and negative aspects, necessitating a balanced consideration rather than a one-sided consideration. First, let’s explore the potential benefits of defunding the Police. One of its advantages is that reallocating funds can enable investment back into the communities for beneficial programs such as community policing, which aims to strengthen relationships between law enforcement officials and local residents. On the flip side, the negative aspect is that there are concerns regarding the unforeseen consequences of crime rates without clear data or indicators in advance. For example, Chicago redirected resources meant for its police department towards an anti-violence program called CeaseFire. The CeaseFire program entailed deploying former gang members into high-crime areas to combat the city’s high crime rate and diffuse conflicts that may escalate into violence or death (Chicago Drops CeaseFire from Anti-Violence Strategy, n,d.).Remarkably, this initiative has shown promising results. For instance, it has reduced homicides by almost 29 percent and shootings by thirty-eight percent (Chicago Drops CeaseFire from Anti-Violence Strategy, n,d. ).
Generally, in my view, reducing funding allocation for the Police could have negative implications on other critical components of the criminal justice system. It can specifically affect units such as cybercrimes and the assigned departments handling special victims. It may also result in reduced staffing at correctional facilities when resources are reallocated back to the police officers to maintain their presence on the streets. In my opinion, I am skeptical about the potential benefits of defunding the Police without putting into consideration its overall impact on various sectors and units within the criminal justice system. Defunding the Police might lead to decreased performance among the officers, which could be occasioned by stress from understaffing, mandatory overtime requirements, and inadequate compensation for their roles.
Effect on Police performance
As a human resource manager, I can say that one of the major challenges affecting employee productivity within the criminal justice system is understaffing. The consequences of understaffing include work-related fatigue, burnout, mandatory overtime, and inadequate compensation. Another significant concern is the lack of adequate mental health support for the employees who desperately need them. Burnout is a significant challenge that human resources must address. It can be described as heightened pressure stemming from work responsibilities and increased employee demands and expectations.
Prioritizing the mental health and well-being of employees, especially within the criminal justice system, is something that is very crucial, especially given the challenges being faced, such as understaffing, high expectations, and limited resources. In essence, when the officer’s mental health is neglected, some of the ramifications could include reduced work performance and overall job satisfaction.
According to xxx, employees within the criminal justice system often experience higher rates of depression and suicide compared to other professionals (Bullock & Garland, 2020). From the available data, it is absolutely concerning that less than twenty percent of police officers suffering from mental health problems sought services in the previous year ((Walden University, 2021). This evidence of a lack of proactive support for mental health issues which not only impacts the individual employees but also has broader implications for the effectiveness of the organization. Overlooking at employees’ mental health needs can result in decreased productivity, increased absenteeism, and disciplinary actions due to poor performance. In this regard, investing in initiatives targeting employee well-being through access to mental health services and counseling programs explicitly tailored to police officers would benefit both the individual officers and the organizations.
Positive approaches to address the problem
The issue at hand is a pressing issue that needs an appropriate approach. It is important first to note that ensuring adequate staffing levels is a priority. As HR Manager, my suggested strategy will be to focus on having enough personnel to cover shifts effectively. This will help reduce and limit overtime hours significantly. Also, the employees working overtime will have restrictions on the amount of extra time they can accrue to allow for necessary breaks and prevent burnout (Stewart & Brown, 2019). Another strategy will entail recognizing employees with outstanding performance by offering them initiatives such as gift cards(Stewart & Brown, 2019). Periodic bonuses would also form part of the strategy. Mental health support for all employees would be a top concern. This would entail providing them with full coverage for seeking counseling services from qualified professionals while ensuring that the confidentiality of their records is maintained. It is essential that all officers are informed and are aware of the Law Enforcement Mental Health and Wellness Act of 2017. This law underscores the significance of mental well-being in enabling professionals within the criminal justice system to fulfill them as per ethos of “protect and serve.” According to this act, effective job performance within the law enforcement industry requires good mental health (Law Enforcement Mental Health and Wellness (LEMHWA) Program Resources | COPS OFFICE, n.d.).
Suitability
Getting employee input or feedback is vital as it helps maintain a harmonious work environment that benefits both the employees and those around them. Whereas there may be perception that employees are solely responsible for following instructions provided, it is important to consider what happens when stress hinders their productivity levels (Stewart & Brown, 2019). As such, recognizing and responding to the needs of each individual is key in leadership roles. This is because each person has unique needs. In light of this, it is important to stress that listening attentively to employee feedback and acting upon it can prevent burnout and enhance overall productivity.
Managers and supervisors should be cognizant that despite their positions of authority, employees are vulnerable to mental fatigue, which can hinder their ability to deliver (Stewart & Brown, 2019). Having open communication channels ensures concerns are raised and addressed promptly. This fosters a supportive workplace culture where employees feel valued and heard. Additionally, creating an atmosphere where employees’ welfare is given top priority raises their morale and lowers the risk of potential issues emanating from unresolved stress or dissatisfaction among team members.
In order to motivate employees, it is essential to understand what resonates best with each individual. The major problem is staffing shortages, and addressing them should be a top priority to ensure operational efficiency. Showing support for the team members and getting input from them can make them feel valued, ultimately boosting their morale and encouraging them to fulfill their roles effectively (Stewart & Brown, 2019). An organization’s overall performance improves when staff perceive their superiors can handle situations competently, increasing their interest in their responsibilities diligently.
Conclusion
The issue of defunding the Police has been a topic of discussion lately. While this approach may present some merits, there are significant concerns regarding its negating impacts. The funding shifts could result in staffing reductions, which can result in human resource challenges such as staffing reductions, increased stress among employees caused by understaffing, mandatory overtime demands, and inadequate compensation. To address these challenges, it is important to prioritize employee well-being, particularly their mental health needs. Not addressing mental health issues can contribute to decreased performance and productivity. Investing in initiatives such as counseling services tailored specifically for police officers is important not only for helping the individual officer but also for the overall effectiveness of the organization. The problem of staffing must be managed and resolved by appointing trustworthy workers. If overtime is required, shifts should be alternated, and the total amount of overtime hours should be restricted to allow for necessary breaks for mental health.
References
Bullock, K., & Garland, J. (2020). Understanding the mental health and well-being of police officers: Causes, consequences and responses to stressors in police work. Policing and Mental Health, 241-253.
Chicago Drops CeaseFire from Anti-Violence Strategy. (n.d.). FRONTLINE. Retrieved March 6, 2024, from https://www.pbs.org/wgbh/frontline/article/chicago-drops-ceasefire-from-anti-violence-strategy/#:%7E:text=The%20city%20of%20Chicago%20has
Law Enforcement Mental Health and Wellness (LEMHWA) Program Resources | COPS OFFICE. (n.d.). Mental Health. Retrieved April from https://cops.usdoj.gov/lemhwaresources
McShane, S., & Glinow, V. M. (2021). Loose Leaf for M: Organizational Behavior (5th ed.) [Ebook]. McGraw Hill.
Novacic, I. (2021). “Defund the police” made headlines. What does it look like now?. CBS News Originals.
Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
Walden University. (2021, September 15). 5 Reasons the Mental Health of Police Officers Needs to Be a Priority. Www.waldenu.edu. https://www.waldenu.edu/programs/criminal-justice/resource/five-reasons-the-mental-health-of-police-officers-needs-to-be-a-priority
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