Introduction
The matter of budget cuts affects many a governmental organization and to be able to deal with it is an efficient chief’s responsibility. The issue at hand is how to implement budget restrictions and what basis to use to lay off workers. The external influence, in this case, is the public perception and internal influence concerns the workers’ performance and mental health. Considering these factors, the best possible solution in this situation lies in using the method that aligns best with the department’s mission statement.
Discussion
The presented issue could be resolved using the diversity tactic or the performance tactic. In the first case, the chief could opt for the diversity plan, in which it is ensured that there is an equal number of police officers and personnel from various demographics. This approach would be beneficial in obtaining the public’s approval and support. The downside of this method would be the potential to fire workers that are more professional and fitted for their positions.
Another matter to consider is the benefits of a diversified workspace. Employees from varying backgrounds that possess diverse experiences and approaches to life can make unique decisions. They can point out flaws in people’s approaches toward subjects that are more familiar to them. Therefore, the advantages of having different perspectives in the working environment include higher productivity, better problem-solving, and the ability to identify and manage potential biases. In addition, laying off minority group members could be a source of a legal case for discrimination.
The trust between the public and the police is the essential element of the police forces’ success in protecting the citizens and communities. In a situation when this trust has been compromised, it is imperative to take steps to rebuild it. The current socio-political discourse heavily revolves around the subject of equal rights and support for minority groups. The public’s opinion could easily be swayed in the negative direction if the police system does not show this support as well.
The second solution is to base the firing process on performance and seeking input from trusted coworkers. The resulting layoffs might upset the public, further intensifying the problem. On the other hand, basing retaining on performance qualities does not necessarily entail a significant loss of workers from minority groups. Their diversified experiences are likely to place them in a position of higher prowess. In addition, the best managing practice is to be fair and consistent, which is exemplified in this approach.
It is necessary to maintain a focus on community policing while maintaining and improving relationships with the community by ensuring public safety to keep with the department’s mission statement. Given the diminished state of the force, it is expected that the public will feel less secure, and it is imperative to defend the citizens with the utmost diligence. In this particular case, the prioritized job functions are patrolling, reporting, observing, and responding to emergencies, and high-visibility policing. Therefore, the second solution is the best course of action. To implement it, the workers’ performance needs to be analyzed and evaluated. Furthermore, a thorough evaluation will create a basis for a fair and just distribution of work and assignments for the retained professionals.
To keep with the mission statement, staffing within the patrolling division need to be prioritized. To do so, it is first necessary to identify community issues and conditions. Based on which problems are prominent in the department’s area of jurisdiction, the personnel needs to be chosen accordingly. For example, if the neighborhoods suffer from street crime, officers with experience in aggressive patrol will be essential for the force (Cordner, 2019). Secondly, officers with provenly good public relations and communication skills need to be placed in the prioritized group. It is imperative to remember that police forces rely on the community’s cooperation and trust. Police officers that can communicate clearly and transparently are highly valuable in the instance when the connection between the force and the citizens need to be repaired.
To carry out a just and fair laying-off process, several factors need to be taken into consideration. The chief needs to consider psychiatric evaluation to establish the workers’ mental state and ability to perform in stressful situations. The officer’s and staff’s mental health is a crucial factor to consider, given the fact that due to cuts, their work will suffer significant complications.
It is highly necessary to consider the impact the diminished employee circle will have on staff morale and overall motivation. The principles based on emotional intelligence (EQ) leadership would be beneficial for this instance. Such qualities of EQ as self-awareness, empathy, and social skills, will allow the chief to know the inner workings of the employees’ relationships and office climate (Cordner, 2019). The first management method for this situation will be to meaningfully interact with colleagues and identify those who are considered unreplaceable pillars of the work environment. These people cannot be laid off from their positions since their removal will be a detriment to morale. The second management method is to be clear, honest, and open to communication. An air of uncertainty within the structure could lead to heightened stress and anxiety among the officers, which, in turn, might result in workspace conflict. In the given situation, confrontations are one of the least favorable occurrences in the process of creating a positive public perception of the department. The third management method would be to show self-regulation by staying calm and collected and thereby motivating colleagues to do the same.
The budget cuts, more specifically the restrictions on equipment and programs fundings, can affect the officers’ motivation and performance. Several steps can be taken to implement these cuts without risking detrimental outcomes. First, the items that could be considered luxurious can be cut out of budget planning. Second, certain items could be removed by precedent simply consulting other departments and identifying what they had found to be unnecessary. In addition, instead of replacement, the equipment could be renovated or repaired. The use of these strategies would lessen the impact of newly imposed budgetary restrictions.
Conclusion
In conclusion, when deciding layoffs and budgetary restrictions, a plethora of factors need to be considered. When devising an appropriate solution, it is imperative to adhere to the department’s mission statement and maintain fairness and justice toward the workers. To ensure this fairness, various evaluation and prioritization processes need to take place. Given the undoubtable hardship presented by this situation, it is the leader’s responsibility to motivate and support the workers throughout this ordeal.
Reference
Cordner, G. W. (2019). Police Administration (10th ed.). Taylor & Francis. Web.