In parallel to establishing comparable wages and civilian career advancement program, law enforcement agencies should provide applicable trainings to civilian employees to enhance their professional support within the organization. In some law enforcement agencies, civilian employees do not acquire close to the amount of trainings than their sworn counterparts received, but could most definitely use the essential trainings to support their sworn counterpart. According to the United State Department of Justice report on basic state and local law enforcement training, sworn officer’s basic trainings consist of (but not limited to): crime prevention, firearm proficiency, public policy and law, ethics commission, crime victims’ rights, and documentation
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The challenge for law enforcement agencies is that both civilian staff and sworn officers do not feel valued or trusted by one another. Alderden and Skogan stressed the importance of organization focus on the underline work issue with civilian-sworn officer tensions. Surrounding the police sub-culture, there are known police cynicism and distrust of civilians which can be carried over civilian support staff and caused tensions between the two groups (Cochran & Bromley, 2003, p. 90). Ortega, Brenner, and Leather (2007) identified one of police officer job stressors is interpersonal conflict, which included colleague’s poor understanding of their job (p. 40). Poor peer support and understanding of police officer’s work environment could lead to unhealthy interpersonal relationship among colleagues. The studied of civilian’s relationship with their sworn counterpart in law enforcement has been traditional tense which creates “...isolation and solidarity among police officers, and their convictions that outsiders cannot possibly understand their job” (Alderden & Skogan, 2014, p. 264). In this matter, sworn officers also viewed civilians as also the member of the public that cannot relate to their daily responsibilities and duties. Other …show more content…
Longenecker and Neubert (2000) realized that in some cases the top management lacks the encouragement of team cooperation because they do not see any value in doing so (p. 39). Taken this into account, cooperation among co-workers will not work and often breaks down without management’s support (Longenecker & Neubert, 2000, p. 39). Organization managers can facilitate the continuous employees’ interaction and solidarity. In the end, it is deemed that effective team building and collaboration can improve employee’s job satisfaction and commitment to the organizations (Longenecker & Neubert, 2000, p. 39). Moreover, establishing an environment of good inter-professional teamwork is an important way to increase staff communication and job satisfaction (Toofany, 2007, p. 26). Team building may also cultivate co-worker’s social support and feel a sense of value within the team. Ibrahi (2014) affirmed that those employees who received support from their colleagues believed that they were valued members of the organization (p.
The challenge for law enforcement agencies is that both civilian staff and sworn officers do not feel valued or trusted by one another. Alderden and Skogan stressed the importance of organization focus on the underline work issue with civilian-sworn officer tensions. Surrounding the police sub-culture, there are known police cynicism and distrust of civilians which can be carried over civilian support staff and caused tensions between the two groups (Cochran & Bromley, 2003, p. 90). Ortega, Brenner, and Leather (2007) identified one of police officer job stressors is interpersonal conflict, which included colleague’s poor understanding of their job (p. 40). Poor peer support and understanding of police officer’s work environment could lead to unhealthy interpersonal relationship among colleagues. The studied of civilian’s relationship with their sworn counterpart in law enforcement has been traditional tense which creates “...isolation and solidarity among police officers, and their convictions that outsiders cannot possibly understand their job” (Alderden & Skogan, 2014, p. 264). In this matter, sworn officers also viewed civilians as also the member of the public that cannot relate to their daily responsibilities and duties. Other …show more content…
Longenecker and Neubert (2000) realized that in some cases the top management lacks the encouragement of team cooperation because they do not see any value in doing so (p. 39). Taken this into account, cooperation among co-workers will not work and often breaks down without management’s support (Longenecker & Neubert, 2000, p. 39). Organization managers can facilitate the continuous employees’ interaction and solidarity. In the end, it is deemed that effective team building and collaboration can improve employee’s job satisfaction and commitment to the organizations (Longenecker & Neubert, 2000, p. 39). Moreover, establishing an environment of good inter-professional teamwork is an important way to increase staff communication and job satisfaction (Toofany, 2007, p. 26). Team building may also cultivate co-worker’s social support and feel a sense of value within the team. Ibrahi (2014) affirmed that those employees who received support from their colleagues believed that they were valued members of the organization (p.