The evolution of police organizations and leadership in the Unite

Sirisha Kamineni

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252 pages

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Abstract

The quantitative research component of this study surveyed Massachusetts police chiefs on the respondents' attitudes about the continued utility of civil service for the chief's position and the concomitant issue as to when leadership training should begin. A number of subordinate issues were embedded in the survey to test the respondents' attitudes about technology, ethics and integrity training, working with multicultural groups and policing strategy; generally these were subsets of the leadership issue. The qualitative research, a case study of a mid-size Massachusetts police department, focused on the civil service issue and implementation of community policing.

Figures (34)

Figure 1. Size of Department. no civilians to a high of 134 civilians employed at the respondent’s department.

Figure 2. Department Size Cross-tabulated with Removing Chief’s Position from Civil Service. departments are more inclined to have a contract chief. favor removal of the chief’s position from civil service but the chief’s in the smaller

Figure 3. Chief’s Educational Background and Should the Position Remain in Civil Service.

Figure 4. Who could best effect change? C hief Hired from Outside Department or Chief who Came up Through the Ranks.

Figure 5. Who Would Best Effect C hange Cross-tabulated with Department Size. through the ranks could best effectuate change (See Figure 5.Who Would Best Effect

Figure 6. Chief’s Educational Background Cross-tabulated with Who Would Best Effect Change. who moves up through the ranks (See Figure 6. Chief’s Educational Background and

the police academy. (See Table 4. Leadership Training: When to Begin). This response did not change when cross-tabulated with the size of the department

Figure 8. Leadership Training Cross-tabulated with Size of Department.

Figure 9. Leadership Training Cross-Tabulated with Educational Background.

department obtain some type of college degree.” Figure 10. Education and Training.

Table 6. Receptive to Policy Initiatives*

The third question focused on whether leadership training should be available to the rank

Table 9. Should Leadership Training Be Available to the Rank and File.*

Leaders in Law Enforcement and Table 14. There is a Need for More Minority Leaders in

The respondents were asked whether they believed that their upper-management in the past five years (See Table 17. Number of Leadership Conferences A ttended). The respondents were asked how many leadership conferences they had attended

Figure 12. Leadership Styles.

Table 18. Dispatched Calls for Service by Patrol Squad, 19927°!

residents:7** The sentiments expressed by the Carroll Buracker team are reminiscent of the

has received training on ethics and integrity (See Table 21. Received Ethics Training)

Many of the police chiefs noted that their ethics and integrity training had been