Leading Next Generation of Law Enforcement through the Emotional Intelligence Abstract

LeadingNext Generation of Law Enforcement through the Emotional Intelligence

Abstract

Thepaper first gives an overview of the article as well as some briefinformation about the author. It further highlights variousgenerations and their impacts on the law enforcement. Thesegenerations include the Baby Boomers, Y Generation, and X Generation.Baby boomers generation represents individuals born between 1946 and1964 they usually work for long hours, have a high likelihood ofremaining in one company, and sacrifice most of their family time fortheir career (Riddle, 2008). The Y generation represents a group ofpeople who consider work as being important however, they alwaysbalance their professional and family time. The presence of the YGeneration tends to change the way the law enforcement used to be.Law enforcement was traditionally administered in a paramilitarymanner policies differed from the decision-making process. The paperalso discusses the use of emotional intelligence in law enforcementas well as in leading the different generations. Additionally, itdiscusses various emotional competencies and their correspondingskills. It also highlights some leadership skills that are most oftenused on a personal or professional level. Again, the paperincorporates a thorough summary of California’s POST and mentionstrategies that are necessary in the retention of employees invarious workplaces. The paper concludes with a critique on thegeneral author`s perspective various generations with regard to thelaw enforcement process.

LeadingNext Generation of Law Enforcement through the Emotional Intelligence

Thearticle “LeadingNext Generation of Law Enforcement through the EmotionalIntelligence”is a work piece done by Lieutenant Riddle. The author is a 23 yearsold police officer from the Pasadena police department. BernardMelekian promoted her to the rank of lieutenant in 1996, and she iscurrently the leader of the traffic management throughout the city.She was once assigned to serve under the Field operations incommunity services. The author also supervises entire trafficoperations, as she is the traffic manager of the Rose bowl and thehelicopter traffic observer. She holds a bachelor`s degree in publicadministration from the University of La Verene. The articleaddresses the Y generation and its impact on the process of lawenforcement that has gradually taken a new turn. The article coversvarious key elements that concern the law enforcement in relation tothe Y generation. They include the relevance of taking care,emotional intelligence, recruitment and retention, and planning. Theauthor argues that the Y generation view loyalty, obedience, andseniority in a different way as compared to the previous generations(Riddle, 2008). Following this, the process of law enforcement facesvarious challenges that can be overcome using emotional intelligence.Emotional intelligence involves teamwork, open communication, andinput from team members.

Babyboomers represents individuals born between 1946 and 1964 theyusually work for long hours, mostly work with one company, andsacrifice most of their family time for their career (Riddle, 2008).The Y generation represents a group of people who consider work asbeing important however, they always create a balance between theirprofessional and family time. The author argues that the Y Generationis the most marketed commodity in the job market. The Y Generationincludes the young adults who were born between 1980 and 1990 theycomprise of individuals aged 20 years as well as individuals as youngas five years (Riddle, 2008).

TheY Generation gains the favor of most employers since they preferworking in a highly motivating working environment (Riddle, 2008).They work on balancing their professional and family demands.Researchers reveal that younger employees prefer working in anenvironment that values their work and needs. The Y generationprefers working without any form of supervision. Individuals enteringthe workforce are different from the supervisors the supervisors aremostly comprised of baby boomers who are retiring in large numberscreating opportunities that are open to the younger employees. Thisis because most young individuals have less experience to qualify forthe positions of supervisors. According to Riddle (2008), supervisorswill be forced to employ the El (Emotional Intelligence) leadershipstyles to lead the Y generation. The El encompasses the use ofteamwork and communication techniques when engaging the Y Generation.

Emotionalintelligence is an emotional and social learning process andcomprises of four emotional competencies (Riddle, 2008). Thecompetencies are self-awareness, self-management, social awareness,and relationship management. Each of the skills has correspondingskills, they include:

  1. Relationship Management: influence, conflict management, developing others, building bonds, communication, teamwork, and collaboration.

  2. Social Awareness: empathy, organizational awareness, and service orientation

  3. Self-management: trustworthiness, initiative, achievement drive, conscientiousness, self-control, and adaptability

  4. Self-Awareness: self-confidence, accurate self-assessment, and emotional self-awareness.

Theemotional competencies skills are important as they influence successin the working place. These competencies tend to drive anindividual’s career, and enhance his or her ability in coping withthe environmental pressures and demands. The skills are of importanceas they make such an individual to make decisions beyond thecognitive skills incorporated in problem solving and decision-makingprocess.

Iusually incorporate democratic leadership skills in daily managementof our employees at home. This skill involves all individuals in thedecision-making and problem-solving process the leader is not theonly individual who is entitled to the aforementioned process.Whenever, I need to implement some changes within the workforce, Ialways listen to their opinion prior to making any decision. Thisgives the employees the opportunity to express their opinions freely.Again, as a class leader, I always encourage my classmates to air outtheir views before we decide on how some of class work tasks shouldbe carried out.

MerleSwitzer a Californian Commission Consultant on a Peace OfficerStandard and Training (POST) analyzes the recurring issue and thebest practices that relate to the recruitment and retention of thepeace officers. The article that is based on the POST’s “BestPractices Update 2006, the Recruitment and Retention” seeks toaddress the generations that define law enforcement and the need foropen communication (Riddle, 2008). The scholar emphasizes on therelationship between teamwork, communications, and employee’s needfor sharing information. Clear communication, creates a betterunderstanding of the employees, and further enhances the concerns,ideas, perspectives that ensure employees expectations are achievedappropriately. In this post, the author addresses the needs andgenerational gap of the Y generation. The post managed to develop andlater retain the effective managers and supervisors as it employs itsstrategies. The strategies include, avoiding micro-management,employment of good listening skills, recognizing good performance,enhancing of skills in supervision, improving leadership andmanagement, employing a coaching model with employees, consistentpracticing supervision skills, and treating people with dignity andrespect.

Iagree with the author’s argument on how the generation Y ispredicted to change the image of the law enforcement nevertheless, Idisagree with most of the generalization that she has put forward. The author fails to illustrate on how individuals in the Y Generationwho may have similar skills to those of boomers should be treated.Again, the author assumes that all young adults in the generation Yhave similar characteristics this is not right. Undeniably, thereare young adults in the generation Y who behave in a similar mannerto those who belong to the baby boomers generation they work longhours and stick to one job for long. Baby Boomers also may possesssome features that are associated with individuals in the Ygeneration. The Y generation are believed to lack sufficient skillswhen rep[lacing the baby Boomers, however this may not be right asthere are many companies doing well under the supervision of the Ygeneration. El had proved its relevance in many instances forinstance, Los Angeles county Sheriff, Lee Baca used it in leading themembers of the organization. Most members of the organizationbelonged to the Y generation and they demonstrated exemplarily Elleadership skills. However, the use of El at one point may misleadthe Y generation members since it may make them fail to sacrificetheir families’ time while striving for success. It may beappropriate to use EI leadership skills in the workplace however,some members of the Y generation may relax or fail to carry out theirduties with much seriousness due the advantage they get from the topmanagement.

References

Riddle,P. L. (2008). Leading Next Generation of Law Enforcement throughEmotional Intelligence. Journalof the California law Enforcement:ProQuest Criminal Justice,42, 1, 1-12.