Running head: LAW ENFORCEMENT LEADERSHIP & ETHICS

Ethics, Leadership and Gadsden County Law Enforcement

Brenda Bowman Sizemore
Keiser University
Dr. Theresa Rouse
EDL750: Leadership Theory & Management
February 08, 2013













LAW ENFORCEMENT LEADERSHIP & ETHICS 2
Abstract
Law enforcement is a profession that is based on moral turpitude. Due to the power that is
provided to law enforcement by the public, it is important that officers carry out their
professional duties in an ethical manner. A breech of the publics trust can be detrimental to the
law enforcement profession. For, the public relinquishes some of their freedoms to allow an
officer to protect and serve them. The public needs the protection of law enforcement, just as
law enforcement needs the vested powers that the public provides. When the confidence of the
public is betrayed the foundations of the United States Constitution is also breeched. Therefore,
it is essential that law enforcement officers act in an ethical manner. This paper will review how
the past actions of Gadsden County law enforcement officers provide that there is a need for
ethical training. A review of the literature will support the need and provide suggestions based
upon the strategic needs of Gadsden County law enforcement.











LAW ENFORCEMENT LEADERSHIP & ETHICS 3
The Need for Law Enforcement Ethics Training
Gadsden County, Florida is a rural community located in Floridas panhandle. The
majority of Gadsdens population is minority (U.S. Census Bureau, 2012). The county is served
by seven law enforcement agencies, which includes one sheriffs department that serves the
entire county. Recently and in the past, Gadsden County law enforcement leaders have watched
as fellow officers and police leaders relinquish their standards due to ethical and criminal
violations. An example of a few of the violations that individualized Gadsden County law
enforcement officers have participated in is drug abuse, homicide, rape, theft and impaired
driving (Bowman, 2013). Gadsden County is not the only community that has watched their
trusted law enforcement officers succumb to ethical and moral turpitude violations; therefore it is
essential that a solution to recognizing and preventing negative behavior by Gadsdens officers is
imperative. However, to do so agency leaders must evaluate the culture of the law enforcement
profession to gain a better understanding on how to make ethical change.
The Police Subculture and the Blue Wall of Silence
Gadsden Countys law enforcement subculture is not very different than those established
in traditional small communities. Within the county most officers know each other and are eager
to assist, defend or lend support to their fellow officers. The culture of the law enforcement
profession allows the formation of a tight bond between the officers and their coworkers. This
bond is formed due to the officers observing society at their worst on a daily bases. The
mentality of the profession is that it is impossible for an average citizen to understand the stress
that the occupation imposes upon an officers professional and personal life. Often, one officer
will turn to another for guidance, acceptance or advice. Due to the relationship between officers
and their partners, there is a false perception that their agency leadership does not understand the
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daily obstacles that all officers face. Less seasoned officers tend to overlook that their leaders
were once line level officers in the past. As a result, when ethical violations are committed many
officers do not reveal the behavior. This failure is what leads law enforcement officers to
participate in the blue wall of silence. The problem with not revealing ethical violations is the
lack of reporting allows officers to progress toward the slippery slope. The slippery slope is a
term used when officers participate in minor ethical violations that may lead them to commit
more serious acts in the future. Some law enforcement officers believe that it is a violation of
the trust between fellow officers to snitch or reveal an unethical act. However, there are many
instances where an officers career and mental health could have been salvaged if immoral
actions were reported before progressing to more serious offenses. It is the subculture of the
Gadsden County law enforcement that promotes the blue wall of silence.
Martins (2011) research agrees that the policing profession has its own unique
subculture. Some would say the culture has evolved into a support mechanism that provides an
emotional foundation for officers. The literature sustains that law enforcement officers share a
unique bond and this bond is similar to those shared by large families. It is this bond that can
either promote or rid the profession of ethical violations. Law enforcement officers know the
challenges that their comrades face on a daily bases. They understand what it is like to live from
pay check to paycheck and the stresses that the occupation can place on an officers family life.
Therefore, if line level leaders are not properly trained in leadership and accountability ethical
violations may be overlooked. Those who overlook the violations consider this as a means of
support for their subordinate officer (Martin, 2011).
Green (2013) advises that the culture of an organization can be the obstacle to change. In
order to correct this deficiency trust needs to be established between agency leaders and the
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officers. Once trust is established behaviors that model the organizational goals can be
displayed. Officers observing the behavior of those who mentor them will follow and model this
behavior. For Gadsden County law enforcement agencies to be successful, leaders must
acknowledge the current culture, model the desired behavior and then reestablish what the
desired culture should be for change to take place (English, 2013).
The Impact of Leadership and Law Enforcement Ethics
Martin (2011) advises that police ethics does not simply involve being honest. For ethics
to be present multiple actions are required. In order to exhibit ethical behavior integrity,
responsibility, courage, prudence and trust should be displayed. Martin reviewed surveys that
measured public confidence in police ethics compared to other service professions. The surveys
revealed that 84% believed the United States nursing profession displayed high ethical
standards, while only 56% of the general public had confidence in law enforcements display and
use of high ethical standards (Martin, 2011).
Many law enforcement agencies strive to appoint law enforcement leaders that display
strong ethical standards. Yet, research has found that all levels of officers should display ethical
conduct and leadership skills. Martins (2011) literature suggests that all officers employed
should possess leadership skills due to the lack of oversight they have while performing their
duties. In a traditional work setting employees have constant administrative supervision, but due
to the nature of the law enforcement profession this is not feasible. One of the most important
factors regarding police ethics is that in order for law enforcement officers to perform their
duties, they must have support from the citizens they serve. Without this support it would be
difficult for officers to perform their duties or enact their authority (Martin, 2011). Research has
established that there is a history of Gadsden officers abusing the authority granted to them by
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the public for their own personal gain. This abuse has led to the lack of confidence in Gadsden
law enforcement (Bowman, 2013).
A review of the literature reveals that some factors directly correlated with law
enforcement ethical violations are low pay, the risks of the profession, a lack of constant
oversight and the inability to responsibly manage the power they are vested with. The issue with
law enforcement ethical misconduct is that it does not only taint the officer that commits the act,
but the act taints the entire profession. The old saying that one bad apple will ruin the entire
bunch is a prime example of how ethical violations impedes the law enforcement profession
(Martin, 2011). This is the current perception by other jurisdictions of Gadsden County law
enforcement. Each ethical violation committed results in the loss of public confidence, with this
loss the officers duties becomes more difficult and all officers reputations suffer (Martin,
2011).
In Gadsden County ethical misconduct does not represent every officer, but due to past
ethical indiscretions the perception of Gadsden County officers is poor. This perception not only
impedes the professional obligations of those who commit the acts, but it impedes the obligations
of those who are considered to be officers with high integrity. One example of how the
perception impacts all Gadsden agencies is when a request for funding or assistance is applied
for and denied. Due to one agency mismanaging funding all Gadsden agencies are scrutinized
and denied funding. This reputation has caused various Gadsden County agencies to be declined
both finances and equipment assistance. Perhaps Gadsden County law enforcement leaders can
openly and honestly observe the impact of ethical violations to their agencies and put deterrents
in place to prevent future negative behavior.
Law Enforcement Accountability
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By utilizing a system of punishment and rewards, officers will be reprimanded for poor
behavior, while positive behavior will be rewarded. Implementing this system will slowly direct
Gadsden County to strengthen their ethical standards and be viewed as accountable in the eyes of
other law enforcement agencies and organizations (Gove, 2007). However, to accomplish these
missions agency leaders will need to appoint like minded supervisors to their patrol divisions. It
is important that leaders who are appointed have the best interest of the organization in their
forethoughts. Supervisors who are easily intimidated by popularity and the police subculture
would not be beneficial to bringing accountability to Gadsden County law enforcement (Collins,
2001).
Gove (2007) discussed a leaders ability to direct and motivate those they manage.
Research found that fulfilling work environments promote employees to be more productive and
endure less stress. The professional duties of an officer can be negatively impacted by negative
stress. Negative stress can delay reactions and impede decision making. The occupation of law
enforcement demands its workers to use critical thinking skills and there are many instances
where the officer will be alone in the field and need these skills. It is essential that supervision is
conducted, but in a manner where the officer is not micromanaged or consistently left to their
own demise with little oversight. Law enforcement leaders must be able to balance their
responsibilities to in a way to allow an officer to grow, while holding them accountable for their
actions. Further, leaders must know their officers so they can detect negative behaviors before
they impact job performance (Gove, 2007).
Motivation is a critical aspect in the law enforcement profession. Officers work long
shifts and often see the worst society has to offer. Law enforcement leaders should assist in the
motivation of officers by empowering them in their work environment. Gove (2007) advises that
LAW ENFORCEMENT LEADERSHIP & ETHICS 8
if leaders allow and encourage officers to use critical thinking skills, performance, transparency
and accountability will follow. When professionalism is displayed the ethics of the organization
will be present. To accomplish this task a leader must communicate with their officers. The
more communication that takes place will allow each to recognize individualized talents, abilities
and weaknesses. By recognizing these traits a supportive environment will be created to further
enhance skills. Constructive criticism should be offered to correct deficiencies, while rewards
for desired performance are given. Gove suggests that for this to be accomplished todays law
enforcement leaders may need to learn or enhance their skills in the area of empowerment and
communication.
Gove (2007) advises that many law enforcement leaders do not empower their officers,
for they fear that this will remove their own powers, minimize their own accomplishments and
identity as a leader. In order for positive change to occur leaders must initiate the change and not
allow their organization to remain stagnate or frozen in past cultures. To accomplish these tasks
leaders must take some risk and place trust in their officers. They should rely upon the
professional development they have provided to their officers and hold officers accountable by
monitoring their progress in the field. Gove advises that the following are obstacles to
organizational accountability:
A lack of communication and no clear organizational goals.
No rewards or means for measuring outcomes.
Failure to oversee the daily activities of officers.
Failure to address negative behavior or poor performance to avoid confrontation.
Fearing that acting on negative behaviors will label a leader and make them the least
popular among the officers.
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The literature illustrates that accountability can only surface when there is direct oversight of
the activities of the organization. For accountability to occur, leaders must make certain that
strong leadership is in place and officers are held responsible for their actions. To accomplish
this task, leaders should not micromanage or make the decisions for their officers, but encourage,
communicate and model the desired behavior. This can be achieved by acknowledging and
rewarding good performance, while acknowledging, offering constructive criticism and
reprimanding poor performance. Empowering officers does not take the authority over
monitoring employees away. This action allows leaders to give officers the approval to use skills
possessed, while being monitored. By allowing each officer to take part in accomplishing the
mission and goals of the organization, the aims of the police organization being met and officers
are being taught valuable leadership skills to utilize in the future (Gove, 2007).
Politics, Policing and Ethics
Perego (2012) advises that the profession of policing is a political environment. Police
leaders who are selected need to be appointed for their leadership style. Selecting a law
enforcement leader because of who their status or who they know will not necessarily benefit the
citizens. Those in charge of selecting police leaders need to leave the politics out of policing and
select those who will bring transparency and ethics back to the citizens of their jurisdiction
(Perego, 2012). Officers need to know how to carry out their professional responsibilities
without influence from politics and with the use of positive and substantiated discretion. In order
to uphold ethics in policing it is critical that these skills are taught and mastered. The job of law
enforcement officer not only requires engagement in high liability areas, but in areas that
requires in-depth interaction with the community (Baro & Burlingame, 1999). By modeling and
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teaching Gadsden officers how to use discretion properly, the ethical integrity and accountability
of Gadsden County law enforcement can be restructured.
Curving Unethical Behavior
McClellan and Gustafson (2012) advise that as the career of law enforcement has moved
toward professionalism, considerations of what will make a law enforcement agency professional
needs to be well though-out. There has been an ongoing debate about the education of law
enforcement officers and its correlation with the level of ethics they maintain. Many uphold that
college educated officers commit fewer ethical violations and perform their duties better than
those who have not obtained higher education. Research conducted by the Presidents
Commission on Law Enforcement found a positive correlation between law enforcement officer
education and on the job performance. The research showed that the educational requirements of
law enforcement officers are fairly low throughout the United States. At the time of the research,
a bachelors degree was not a requirement to become an entry level officer in the United States.
Due to the lax educational requirements for policing, McClellan and Gustafson found that this
may cause an undermining of the profession. Employing officers with only basic academic
education and a lack of higher education have been found to be predictors for ethical misconduct.
One of the reasons for this revelation is that higher educated employees tend to utilize problem
solving and critical thinking skills more so than the less educated employee (McClellan &
Gustafson, 2012).
McClellan and Gustafson (2012) discovered that many in the educational field consider
law enforcement to be trade work. The skills learned are taught in basic recruit training, but
beyond this training the requirements are minimal. It has been suggested that with a lack of
educational requirements the publics perception of police knowledge, skill and abilities can be
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questioned. It was found that the classification of professional is directly correlated with how
education, knowledge and the services provided are measured and the outcomes are analyzed.
Professionalism is directly correlated with the amount of education that an organizations staff
possesses. Due to the public and organizations heavily weighting law enforcements
professionalism, it is essential that law enforcement leaders make certain their officers have the
knowledge, skills and abilities needed to perform their duties in a manner that the public expects
(McClellan & Gustafson, 2012).
Baro and Burlingames (1999) research upheld that higher education for law enforcement
officers should be considered. One of the main reasons for the consideration is the correlation
between higher education, ethics and law enforcement accountability. Some of the reasons
provided for this oversight are manpower shortages, finances and a lack of insight to the benefits
of education (Bowman, 2012). Perhaps if leaders reviewed the literature on the positive aspects
of higher education they would be more willing to implement policy that would reward officers
who sought to increase their knowledge. Within the police profession there is a mentality that a
strict regime or paramilitary structure is needed for obedience. Due to the safety issues that an
officer faces while in the field this may be true to an extent, but emphasizing only the high risk
aspects of the profession will not lead to accountability or professionalism (Baro & Burlingame,
1999).
Martin (2011) agrees with Baro and Burlingame (1999) on this matter. Not all the tasks
related to law enforcement profession centers around apprehension. Further, the emphasis on
productivity instead of how duties are carried out can be a slippery slope for ethical violations.
There are many tasks that require communication, writing skills and community interaction, but
officers are rewarded for productivity, stats and the number of citizen contacts they make,
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Leaders need to consider the professionalism displayed while achieving these outcomes. A
review of the literature has found that there is a direct correlation between law enforcement
ethics and an officers level of education. Research has found that officers who have higher
levels of education have proven to be involved in less instances that result in liability against the
agency and generate lower reports of citizen complaints. As previously stated, there is ambiguity
regarding how agencies measure performance in relation to an officers level of education, job
performance and completion of tasks. For an officer may be able to complete the tasks of the
profession, but does he or she do so in a manner that is legal, ethical and in align with the
agencies mission and goals is the unanswered question (Baro & Burlingame, 1999). Perhaps in
the future research can be conducted on how Gadsden officers level of education correlates with
their professional responsibilities.
Baro and Burlingame (1999) found that many police leaders do not recognize the
correlation between higher education and job performance, because of the current standards used
to assess an officer. Many law enforcement agencies measure officers on their arrest and
response times instead of the outcomes of cases and decision making abilities in the field. A
review of the literature upholds that this mindset needs to be changed. The use of problem
solving abilities, critical thinking skills and discretion are heavily weighted factors when ethical
issues arise in the field. Research over a five year period was conducted and established that
officers with higher education generated less citizen complaints than those without college
education (Baro & Burlingame, 1999). It is suggested that updated research regarding the
correlation between law enforcement and higher education be completed to determine the impact
higher education has on police ethics.

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Conclusion
Law enforcement is a profession where the moral turpitude of the officer is of utmost
importance. The subculture of the profession can directly influence or hinder the integrity and
professionalism of a law enforcement organization. Within Gadsden County, it is suggested that
agency leaders look for solutions in creating transparency and accountability within their law
enforcement organizations. By changing the culture of Gadsdens law enforcement agencies the
blue wall of silence can be tore down and officers on the slippery slope can be directed onto their
intended paths. Leaders of Gadsdens law enforcement agencies should be properly educated in
the motivation, empowerment and supervision of line level officers. Supervisors should be
encouraged to oversee the officers they are responsible for and not leave them to their own
demise. Officers must be held accountable for the decisions they make, their performance in the
field and the way they carry out their professional obligations. Positive performance should be
rewarded by leaders, while reprimands for inadequate performance should be carried out. By
holding Gadsdens organizational members accountable, transparency will be granted to the
organization as a whole and the perception of the public will become favorable.
Research has found that there is a direct correlation between an officers job performance
and the amount of education received. Perhaps Gadsden County law enforcement agencies
should consider re-examining educational requirements for their officers in order to strengthen
their professionalism and to enhance officers critical thinking and problem solving skills.
However, if agency leaders are appointed for the wrong reasons no amount of education,
oversight or reward will bring accountability to the agency. Politics should be separated from
public service to make certain that the appropriate discretion is being utilized in the field. By
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implementing the above recommendations Gadsden County law enforcement organizations and
their leaders should be on a direct path to professionalism.





















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