Police Leadership in The General Directorate of Abu Dhabi Police situated in Abu Dhabi

Police Leadership

Name

Course

Affiliation

Date

Organizational Purpose

The General Directorate of Abu Dhabi Police situated in Abu Dhabi is one of the police agencies in the region that offers considerable service to the people and the country at large. In conjunction with other organizations and agencies it’s able to undertake its mandate and offer security service in the area under its jurisdiction. The mission of the organization is to preserve security stability to the region and the country at large, offer crime reduction provision an reduction or the removal of the sense of fear amid the people of Abu Dhabi as well as the entire region close to its services or jurisdiction. In addition, GHQ has a unique mission that offers attainment justice among the people or the general public.

The vision of the organization is to thrive as a security and police force that is more effective and efficient in the areas of responding to the needs of the people and the society at large with the highest level of training and integrity for the sake of the nation and its people. GHQ is works in accordance to various values in order to develop integrity, respect, and honesty for human rights. As a result of this, it is able to offer service to the society as well as the people in the right framework and manner to depict security and law enforcement functions. The organizations offers service fairly as well as deals with people kindly, tactfully and in a reasonable manner. The organization promotes teamwork because it appreciates groups and individuals in achievement of organizational goals and objectives.

With consideration of the working department (Security Information Department) we concentrate on two core goals or objectives:

The department grant access and privileges for government employees on the police related applications 

The department makes random auditing on those users to check if there is any abuse.

The department ensures that the employees work in accordance to the mission and vision of the organization as well as maintain a considerable organizational strategy in various ways; first, the organizations trains its personnel in a unique way to promote understanding of the goals. Their goals are intertwined with the organization mission and vision hence very easy for them to tear the line based on this two. Secondly, the GHQ offers refresher military and paramilitary courses to its personnel. This always acquaints them to remain vigilant to the organization mission, vision and strategy.

Team Purpose

The department I work with has two main purposes that is: the department grant access and privileges for government employees on the police related applications and two, the department makes random auditing on those users to check if there is any abuse. In order to constantly communicate this purposes to the team, the department ensures that there are various meeting in place. First, the department conducts it parade twice a day to inform the personnel about the purpose as well as any other information that needs to be shared on that day. This parade differs in times as the duty officers are informed of the purpose each time they report to their duty posts or stations. Secondly, there exist a general parade whose participants are all the personnel on board starting from the GHQ commander to junior officers that form the team (Schafer, 2010). During this parade or meeting, the senior officers inform the others about their departmental started purpose and also requests post commanders or immediate senior officers such as the department heads to ensure that this information is also communicated to the junior officers in the department. In the department we work as a team hence all the information from the top management of the organization is shared to our team leader. With this we are able to garner all the information needed to undertake our roles in order to meet the intended purposes of the department.

There are also several ways that I can ensures that my team working in the department has common sense of towards the purposes or the department as well as their goals; I always inform each personnel about his task or goals for that respective day and also remind him/her about the general objective of the team in attainment of the department purpose. The other way to denote that the personnel are at per with their sense towards goal department objectivity is by conducting a performance appraisal to determine their performance sensibility (Schafer, 2010).

Communication is a key factors towards better and effective workplace at the department. However in order to evaluate this skills, we undertake skills assessment after every year. The mostly used test is HYPERLINK “http://www.skillsyouneed.com/ips/myers-briggs-type-indicators.html” Myers-Briggs Type Indicators. After undertaking the test, the results are analyzed and the strengths are weaknesses are evaluated. With the weaknesses measure are undertaken to make sure that the strengths are eliminated and converted to positive communications skills for better police service delivery. There are various ways that communication skills can be improved in such cases: first, when the skills are low the personnel is referred to a public relations communications training whereby they are trained on how to develop their communication skills. The second is individual analysis of the weaknesses and defining the steps towards improving performance with respect to communication skills. In order to meet the right communication skills needed, the weaknesses can also be built by enhancing exposure to the clients who in this case are the public and the society at large.

Leadership Style

There exist factors that come in hand to ensure that we have the best leadership style on board. As for the case of the department, the following are the factors to consider for a better leadership style:

Leader personality: many people adopt a leadership style and implement it all along or in all situations. It is worth to identify a certain leader personality before adopting a leadership style. For example, it is important to denote what the personality traits that the personnel portray. This is important as it will inform me on the best way to lead the team as well as to manage them. Having known that managing people as well as leading them are two different roles to handle, it is important to ascertain the best leader personality before making the decision on the leadership style to adopt (Silvestri, 2007).

Time available/ Roles: Before taking into account the type of leadership style to adopt, it is important to ensure the available time and roles availed and available for the personnel to administer the purpose of the team and that of the department. This is because leadership style differs with time. A long term relationship with employees calls for a different leadership style as compared to a short-time relationship. For example, an officer commanding a platoon with a mission to looking for a thief in town will have a different leadership style as compared to me mandated with leading the entire department such as my department for 3 years (Steinheider & Wuestewald, 2008).

The leadership that one uses determine a lot what the employees will be or the personnel or the team. One is that the relationship that a leader has with the team affects his or her next mission competencies. A close and understandable relationship with the personnel build a better teamwork as well as group work.

Based on others view about my leadership style and behavior I got a rate of 4/5 using Myers-Briggs Type Indicators. This means that my leadership style is now that bad to my team as well as the personnel that am managing. A clear indication that I am taking the right steps towards meeting the purposes of the department in administering its mandate as a GHQ police service security information department. This later defines that I am a transformational leader, adopting transformational model of leadership.

Action Plan

Goals

To ensure that the department works effectively and all team members have a team spirit or motivated to work

To ensures that their exist effective communication that will steer leadership in the team

Actions

I will motivate my team by establishing rotational working environment

Advocating for me team to take part in various leadership training programs that exist

Have a better relationship with my team at all cases and time.

I will know that I have improved my leadership skills after scoring 5/5 at the test and that my team is very satisfied with the workplace. In addition, I will know that I have improved my leadership skills if the clients as well as GHQ are satisfied with our departmental service to them. I will evaluate myself again after a year.

Motivating, supporting and developing the team

In order to support my team member’s individual, I have taken actions to ensure that each team member undertakes communication skills and leadership training courses are a nearby university. This is to build their skills on those areas. For those that have completed their courses they are proving reliable than before to the team and the department at large.

One of the challenges of a police service is developing of staff. Therefore, with my team members I have developed them in that I motivate them by giving them constant off duty via rotational schedule. This make them more effective in the workplace once on duty. The same happens to the entire team (Steinheider & Wuestewald, 2008).

There are various ways that I motivate individuals’ team members. However, I use Maslow theory of motivation as guide. With rotational schedule and training programs individual’s members are able to attain their needs at a higher level as designated by Maslow’s theory of motivation.

My team is always motivated due to the fact that most of them have met all the lower levels needs in the Maslow ladder. They are able to meet the workplace threshold hence able to execute their mandate without any problem (Kemp, Madsen & El-Saidi, 2013).

References

Ghufli, A. H. B. (2014). Training needs analysis: an empirical study of the Abu Dhabi police (Doctoral dissertation).

Kemp, L. J., Madsen, S. R., & El-Saidi, M. (2013). The current state of female leadership in the United Arab Emirates. Journal of Global Responsibility, 4(1), 99-112.

Schafer, J. A. (2010). Effective leaders and leadership in policing: traits, assessment, development, and expansion. Policing: An International Journal of Police Strategies & Management, 33(4), 644-663.

Silvestri, M. (2007). Doing” Police Leadership: Enter the “New Smart Macho.Policing & society, 17(1), 38-58.

Steinheider, B., & Wuestewald, T. (2008). From the bottom‐up: sharing leadership in a police agency. Police Practice and Research: An International Journal, 9(2), 145-163.