StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

DRNC Leadership Practicum - Research Paper Example

Cite this document
Summary
In the report “DRNC Leadership Practicum” the author focuses on the innovation process of the Miami-Dade Police Department(MDPD). The reason for stagnation was that the members of the Mobile Field Force Training Committee (MFFT Committee) rejected most new ideas on managing civil unrest…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER95.3% of users find it useful
DRNC Leadership Practicum
Read Text Preview

Extract of sample "DRNC Leadership Practicum"

DRNC Leadership Practicum For over 40 years, the police in the city of Miami and Miami-Dade County have experienced civil unrest. As a result the police departments of these respective areas had to be innovative in order to deal with this civil unrest. The innovation process was not that smooth as a number of barriers led to the stagnation of Miami-Dade Police Department (MDPD). The reason for stagnation was that the members of the Mobile Field Force Training Committee (MFFT Committee) rejected most new ideas on managing civil unrest. As the new manager at MDPD, I am going to focus on the factors that led to successful innovation and those that blocked innovation in the department. From these factors, I am going to take a number of steps to overcome the barriers to new ideas. A number of factors led to successful innovation at MDPD in the past. First, the McDuffie Riot in 1980 led to the innovation of the modern Mobile Field Force model for response to civil unrest. Both the police departments of MPD and MPDP had sustained injuries and damages both physically and to their reputation, as a result of civil chaos (DRNC Scenario for CRJ-565). It was noted that lack of aggressive response from the officers who had been shell shocked from the communities’ reactions to the killing of Arthur McDuffie resulted to the damages. The resulting non-guilty verdict of the involved officers too resulted to the damages. The Mobile Field Force Concept was successfully used to quell the Luis Alvarez/Overtown in 1982 and the Lozano riots in 1989. The innovation of the MFF was followed by the introduction of Special Event Response Teams (SERT) as a conciliator reaction to tranquil or slightly unruly crowds (DRNC Scenario for CRJ-565, 2003). The SERT was created because such crowds could not be handled the same way as the violent mob hence MDPD had to change the tactics. Secondly, the hosting of FTAA conference in Miami, Florida in 2003 posed the threat of powerful demonstrations that could be staged by an unofficial anti-globalization collaboration of unionists, communists, and anarchists. Similar protests had been witnessed in Washington D.C., Montreal, Canada; Genoa, Italy; and Cancun; Mexico, targeting the World Trade Organization conferences, G-8 conferences, and world Economic Forum conferences. The Mobile Field Force could no longer counter this new type of radicalized adversaries hence need for a new concept. Therefore, the lieutenants who had been aware of the problem in Seattle, Genoa and Montreal for several years suggested that the new paradigm demanded that changes be made to the tactics and weapons used by field officers. Among the recommendations made were the use of paperball and less lethal munitions, which were never implemented by the Field Force Training Committee. Age and experience also led to successful innovations in that the retirement of the old members of the Field Force Training Committee and replacement by the new cadre of veteran officers who had participated in the FTAA frontlines. These new officers implemented the recommendations initially rejected by the old committee such as the use of paperball munitions and use the bicycle for patrols (DRNC Scenario for CRJ-565, 2003). The old board stuck in the “stomp and grind” tactics, and perhaps since they were last involved in the frontlines in the 80s, it was difficult for them to embrace the change of tactics. The new committee had experienced a new paradigm hence were able to innovate new ways of dealing with civil unrest. Despite the past successes in innovation, resistance from the old Mobile Field Force Training Committee blocked change within the MDPD. They were too rigid to embrace change hence stuck in the old tactics that the forces used to deal with civil unrest. Age here and exposure played an important role here. First, the members were last involved in the frontlines in the 80s, here were not aware of the new paradigm shifts in civil unrest. Secondly, they had not encountered the frontiers during the violent protests in the late 90s and early 2000s by the radical anti-globalization groups. Lack of experience among the members of the old training council made it difficult for them to accept change. Lack of young minds with vast knowledge on the paradigm shift in civil disorder management by the police hindered innovation in the MDPD a great deal. The committee members had become cynical and desensitized because of the rejections of its ideas over the years (DRNC Scenario for CRJ-565, 2003). This means that the members gave up on innovation, since none of the proposed ideas were adopted by the committee. Lastly, there was much debating in the committee, out of which nothing good came out. Many ideas were born but were killed, as they could not be allowed by the old committee. Based on the above identified factors I am going to take the following steps to overcome the barriers to new ideas, and ensure that the DRNC is held successfully. Firstly, I would ensure that all members of the Mobile Field Force Training Committee went for a refresher course at least after every five years. This refresher course will help them get updated on the current trends and paradigm shifts in civil disorder management. The course will further help them accept new ideas and concepts with less or no resistance. New members of the committee will also undergo some training on new paradigm shifts in civil disorder before they are allowed to get involved fully in the committee’s business. By so doing, I will overcome the barrier of experience among the rigid committee members who may still be stuck in their old tactics. This goes hand in hand with the second step, whereby most of the MFFT Committee members will be the lieutenants who were involved in the frontiers in the most recent protests. These members will provide an insight to the committee on current crowd behaviors, which will in turn help the Committee, come up with new tactics on how to handle the protesters. Thirdly, I would put the age limit on committee members. Old members above 60 years of age should not serve in the MFFT Committee. I would rather engage young and innovative minds preferably those who have been at the frontiers in the recent civil unrests. By accepting these young associates’ ideas, they will become undoubting and witty. Involving young lieutenants will also help reduce the debates witnessed. These debates would occur between the young flexible and the rigid old members of the MFFT Committee as to what should and what should not be incorporated in the new strategic direction of the department. I would embrace the analytical mode of decision making to ensure that the top quality officers are recruited and retained in the MFFT Committee. Those individuals who are less creative will be dropped from the committee and replaced with innovative ones to ensure continuity in its innovativeness. Every member of MDPD should be encouraged to bring in their innovative ideas by being rewarded. Rewarding can be in terms of material incentives like money or psychologically by accepting and implementing their ideas, which will make them feel relevant in the department. Also in order to encourage new ideas from frontline officers, I will ensure that they are constantly in touch with the MFFT Committee. They will therefore update the committee on new ideas that could help improve crowd control tactics from their recent experiences in crowd controlling activities. This collaboration will make the committee keep updated on new changes in crowd behaviour and find appropriate ways of dealing with these mobs. It will also create a joint environment that generates consultation, problem-solving and great ideas. However, the committee will continuously evaluate these ideas for further development. In a nutshell, the Mobile Field Forces Training Committee should comprise of young, vibrant and innovative minds that will not only innovate new ideas but also help take the department to the next level. Old rigid individuals should be retired from the committee to pave the way for young and flexible minds in order to effect recommended changes without much struggle. The obstacle of the chain of command will have been done with, and members of the department will no longer feel isolated, but part of the division. This departmental change will boost their confidence; make them very cooperative for the effect strategic planning and implementation of the plan to host the DRNC. Confident officers will do their work with all their hearts, ensuring a successful implementation of the plan. Younger members of the MFFT Committee will not be looking down upon information from the equally youthful front liners. Hence, there will be no lengthy and fruitless discussions as the ones witnessed in the committee that was formed in the 80s. References DRNC Scenario for CRJ-565 (2003), Leadership in Criminal Justice Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(DRNC Leadership Practicum Research Paper Example | Topics and Well Written Essays - 1500 words, n.d.)
DRNC Leadership Practicum Research Paper Example | Topics and Well Written Essays - 1500 words. Retrieved from https://studentshare.org/management/1869316-drnc-leadership-practicum
(DRNC Leadership Practicum Research Paper Example | Topics and Well Written Essays - 1500 Words)
DRNC Leadership Practicum Research Paper Example | Topics and Well Written Essays - 1500 Words. https://studentshare.org/management/1869316-drnc-leadership-practicum.
“DRNC Leadership Practicum Research Paper Example | Topics and Well Written Essays - 1500 Words”, n.d. https://studentshare.org/management/1869316-drnc-leadership-practicum.
  • Cited: 0 times

CHECK THESE SAMPLES OF DRNC Leadership Practicum

Week 3 posts 8000

It provides students an obligation, to develop leadership qualities, impact healthcare, quality improvement, and better patient outcome.... You explained that interdisciplinary involved people in the same discipline.... They are of different levels of skill.... Interdisciplinary, on the other hand, involves two or more… You have further continued to set out the roles of nurses very well; each with an explanation that befits it....
1 Pages (250 words) Assignment

Change Model to Expand the Business

This research is being carried out to evaluate and present the short-term changes that might be implemented by the XYZ Inc.... a retail chain associated with selling luxury watches, jewelry, and handbags to expand its business in Shanghai, China.... hellip; This research will begin with the statement that in the present 21st century, several business enterprises have expanded business operations in the international marketplaces with globalization....
6 Pages (1500 words) Essay

Leadership in Health Care Organizations Practicum

More so, this role Leadership in Health Care Organizations practicum al Affiliation Leadership in Health Care Organizations practicum The charge nurse is very important personnel in the hospital setting because the role he or she plays is significant.... I am supposed to provide leadership in every case when in the hospital and help where I can in home problems that affect their work output when they are in hospital.... ased on Servant leadership: The Seven Distinctive Characteristics of a Servant Leader by Darryl DelHousate & Bobby Brewer, my responses compare to the view power in the sense that a leader must first be a servant to the people that he leads....
2 Pages (500 words) Coursework

Leadership in Health Care Organizations Practicum

I was working as a nurse student at a given health center and was placed under a nurse leader who was an experienced nurse at the telemetry department. At first, the nurse leader was Leadership in Health Care Organizations practicum al Affiliation Leadership in Health Care Organizations practicum Both in my personal and professional life, I have been in situations that made me act as a leader and under a leader.... ccording to servant leadership, the issue of purpose for a leader is to help those under him or her be the best they can be and develop both professionally and personally by cultivating an atmosphere that allows the subordinates to do so....
2 Pages (500 words) Coursework

Leadership in Health Care Organizations Practicum

I have stayed in the Leadership in Health Care Organizations practicum al Affiliation Leadership in Health Care Organizations practicum In professional life, we meet different kinds of leaders who are different both in character and how they handle their subordinates.... She knew that an inexperienced and required help and leadership from a highly experienced nurse to ensure that I learn the necessary skill in nursing practice.... ccording to servant leadership, provision is an important element for leaders in the sense that they are supposed to provide direction to their subordinates....
2 Pages (500 words) Coursework

Leadership in Health Care Organizations Practicum

I was just green and… I was also nervous about not only my performance but how I would relate with my supervisor and the rest of my colleagues as this would affect my work performance and appraisal. My supervisor was the opposite of what I had heard Leadership in Health Care Organizations practicum Affiliation: Everyone is basically nervous when going to a new place and especially where one's skills, intelligence and perseverance are likely to not only be observed but tested as well....
2 Pages (500 words) Coursework

Leadership in Health Care Organizations Practicum

Affirmation involves reviewing something carefully and branding… As a nurse leader, I lead nurses in my department and takes responsibility for their wellbeing as well as ensuring that they fulfill their roles successfully. At work, I affirm nurses first by acknowledging that they are important in terms Leadership in Health Care Organizations practicum al Affiliation Leadership in Health Care Organizations practicum In a working environment, affirming people is very important because it teaches them to be responsible and also makes them feel needed in the work environment and that what they do is important for the institution....
2 Pages (500 words) Coursework

Contribution of Leadership to Quality Care

leadership plays an important role in nursing for which it has become one of the most significant issues of the era.... It has become very essential for the health care stitutions and hospitals to recruit nurses, who have efficient leadership skills that would be beneficial to provide good quality health care to the patients (The Faculty of Medical leadership and Management, 2015).... Possessing a powerful and effective leadership skill is very essential for the nurses, especially who are in the top most positions....
13 Pages (3250 words) Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us