Baigiamajame magistro darbe „Gero valdymo koncepcijos įgyvendinimas policijos pareigūnų veiklos valdyme: Šiaulių apskrities vyriausiojo policijos komisariato kriminalinės policijos padalinių atvejis“ yra nagrinėjamas Gero valdymo koncepcijos taikymas Lietuvos policijos pareigūnų vidaus valdyme. Šiuo darbu siekiama išanalizuoti Gero valdymo koncepcijos taikymą specifinėje viešojo sektoriaus organizacijoje – statutinėje valstybės tarnyboje – Lietuvos policijoje bei ištirti ir įvertinti Šiaulių apskrities vyriausiojo policijos komisariato kriminalinės policijos padaliniuose taikomo valdymo atitikimą Gero valdymo koncepcijai. Magistro darbą sudaro trys pagrindinės dalys, išvados, rekomendacijos, literatūros sąrašas bei priedai. Pirmojoje darbo dalyje atlikta Gero valdymo koncepcijos sisteminė analizė, kurios metu nustatyta, kad Gero valdymo koncepciją galima pritaikyti ne tik makrolygmenyje – valstybės ir savivaldos valdymo sferose, bet panaudojus šiame lygmenyje apibrėžtus principus juos pritaikyti ir mikrolygmenyje – viešojo sektoriaus organizacijos valdyme. Antrojoje dalyje pateiktos Lietuvos statutinės valstybės tarnybos veiklos valdymo ypatumų teorinės įžvalgos, išskiriant ir pabrėžiant Lietuvos policijos kriminalinės policijos padalinių valdymą. Trečiojoje dalyje pristatomi atlikto kompleksinio tyrimo, kurio metu nustatytas Šiaulių apskrities vyriausiojo policijos komisariato kriminalinės policijos padalinių valdymo atitikmens lygis Gero valdymo koncepcijai, rezultatai... [toliau žr. visą tekstą] / In the master thesis of “The Implementation of Good Governance Conception in the Operational Management of Police Officers: the Case Study of Criminal Police Departments in the Siauliai County Police Headquarters“, the application of good management concepts are being researched inside the Lithuanian Police internal management. The aim of the thesis is to analyze the application of such concepts in the specific public sector organization - statutory public service, which is Lithuanian police, as well as, to evaluate how Siauliai County Police Headquarters Criminal Police Units applies the concept of Good Governance to management compliance. Furthermore, the paper consists of three main parts: 1) Conclusions 2) Recommendations 3) References and Appendices. In the first part the concept of Good Governance revealed that it can be applied not only to the macro-level of state and local spheres of government, but to the micro-level usage of defined principles in the management of public sector organizations as well. The second part contains the theoretical insights that highlight and emphasize the Lithuanian Criminal Police Department’s management. The third part presents results of a complex investigation, which was established in Siauliai County. It reflects the level of management application in terms of the Good Governance concept. Finally, the study shows that the concept of Good Governance is not yet fully established as a policy in the Lithuanian legislation, which... [to full text]

Conflict of interest allegations became a prominent part of the political and public sector in the 1980s and 1990s in Australia and elsewhere. The arena of policing was not immune, and in Victoria, the Ombudsman drew particular attention to the problem and expressed concern about the rise in public complaints relating to alleged conflicts of interest on the part of police officers. Against this background, permission was granted by Victoria Police for a major study of conflict of interest complaints against police officers within their jurisdiction. Access was granted to all public complaint case files where conflict of interest was the focus of the allegations, from the period 1988???1998. A total of 377 usable complaints files were examined, involving 539 police officers. Through extensive examination and analysis of these complaint case files, a comprehensive map of the particular kinds of interest involved, the nature of the conflicts with official police duties, and the particular contexts within which conflicts of interest emerged, was developed. Analysis of the case files identified 25 different types of problems related to conflict of interest. These were spread across the private and public realms of police officers??? involvements. Previous studies of conflict of interest have focused largely on the opportunities for misconduct arising in the public realm of police work and police duty, largely neglecting attention to the private realm of the relationships and involvements of a police officer that give rise to conflicts of interest. In this study, the specific private interests that gave rise to problems were able to be identified in 35 percent of all cases. Three broad problem areas were identified: (i) outside employment, private business interests, political, social, and sporting interests and involvements; (ii) family-based involvements, especially those involving family law problems; and (iii) problematic personal relationships, including relationships with criminals, informers, and persons of ill repute. These conflicts of interest were related to a range of breaches of official police duty, including the misuse of police authority for personal or family benefit, the use of police position to facilitate personal relationships, and inappropriate disclosure of confidential police information. When the conflict of interest identified related specifically to a police officer???s official or public role as a member of the police force, the main types of misconduct identified included three broad areas: (i) the use and abuse of police powers and authority; (ii) the use and abuse of police resources, including information; and (iii) the receipt of gratuities and breaches of the law. These problems were shown to play out in a range of ways, encompassing such behaviours as misuse of the police identity, inappropriate accessing of police information, involvement in investigations where the police officer concerned has a personal interest in the matter, failing to take appropriate police action against friends, family, or associates, the exercise of improper influence in civil matters, and engagement in harassment and discrimination. This study offers some important conceptual developments in relation to the notion of conflict of interest, focusing on the importance of the distinction between a conflict of interest and an associated breach of duty. The study noted that it is often erroneously assumed by police that if there is no breach of duty evidenced, then there is no problem of conflict of interest. The study also offers an important insight into the oversight and accountability processes involved in Victoria Police, emphasising the importance and effectiveness of the oversight role of the office of the Victorian Ombudsman. Evidence also suggests that the internal review processes within Victoria Police are by-and-large stringent, and that senior police management are genuinely interested in making police officers more accountable for their actions. However, it is concluded that both front-line operational police officer and police management often have a limited understanding of conflict of interest, and problems attendant to conflicts of interest. The study???s insights into the problem of conflict of interest are significant insofar as this problem is related to police misconduct???ranging from minor to serious???of various kinds. Attention to the problem of conflict of interest may be an important element in preventing ???upstream??? police misconduct and corruption.

The research problem that was investigated in this study was to identify, explore and confirm the problems and management obstacles encountered with the change process in the South African Police Service (SAPS) from the time when South Africa became a democracy in 1994. Although national legislation and SAPS policies and directives that encourage change in the SAPS indicated the movement towards change to implement transformation, it is questionable in what way these principles of transformation are successfully implemented, what the significance and implications of these legislation and directives are, and also the effect they have on transformation in the SAPS. Data was collected from questionnaires, a literature study, focus group interviews and interviews. Structured questionnaires concerning transformation in the SAPS were designed and distributed to 39 station commissioners in the Pretoria and Soweto policing areas. Furthermore, a literature study including material such as official SAPS documents, media and newspaper reports, library sources and national legislation regarding change has been presented. Data was also collected from non-commissioned officials who participated in four focus groups interviews, and four semi-structured interviews were conducted individually with four station commissioners in the Pretoria and Soweto policing areas. International best practices have also been consulted. The research conducted indicated that although progress has been made with transformation in the SAPS a breach exists between national legislation, SAPS policies and directives and the implementation thereof, which have an impeding influence on the transformation process in the SAPS. It is clear that internal communication is an essential and dynamic instrument in the SAPS, however, communication of the transformation process does not have the impact at ground level that it is supposed to have. It is also clear that members at ground level lack knowledge of the transformation process in the SAPS and the implementation thereof. In addition, conveying the sense of urgency to members at ground level need attention and must be communicated clearly and timeously. Training and development at the lower hierarchical levels of the SAPS also need priority to enhance service delivery, public relations, the morale and conduct of members. A high number of members also need to be motivated during transformation and their readiness towards the process has to be addressed to adapt to the changes. Reasons for resisting transformation in the SAPS need urgent attention as well because this has a negative effect on the daily functioning of members. The recommendations drawn from the conclusions made in this study may provide a number of solutions that can be implemented in the SAPS to reduce the obstacles impeding the transformation process in the SAPS to enhance and improve transformation in this organisation. / Criminal Justice / M. Tech. (Criminal Justice)

M.A. / The management of human resources is becoming increasingly important for the continued existence of South African organisations. Political, economic, technological and demographic pressure is forcing organisations to change. Employee involvement through the activation of small groups is of crucial importance to organisations that have to adapt to a fast-changing environment. Organisations must establish the necessary climate, structures and processes that effect teamwork, flexibility and quality service-rendering in a supportive way. Quality circles are an improvement intervention for organisations, which is based on the principle of participative management. Quality circles are aimed at improving individuals' working conditions through participative management, which will promote self-management in support of an organisation's objectives. The successful implementation of quality circles results in motivated employees who will give the organisation the necessary competitive edge to tackle challenges in a dynamic way. At a time when matters such as transformation, affirmative action and equal opportunities play an important part in the South African Police Service, training education and development are of cardinal importance. The correct implementation of the participative management style serves as the basis of an organisation's success. The quality circles technique sets guidelines for the correct implementation of the participative management style. The participative management style has a positive impact on performance, production, morale and job satisfaction. Numerous research findings prove that participative management does indeed make a difference. Quality circles represent a technique that facilitates the process of participative management. The need for an interventionist strategy to facilitate the process of development and change within the South African Police Service has been identified. This study subscribes the said need since its objective is to make recommendations that could be of value to the South African Police Service. An exploratory study was done with regard to the implementation of the participative management style in the South African Police Service. Data was gathered by means of questionnaires that were processed quantitatively, with the purpose of establishing to what extent the SAPS is experiencing the need for quality circles and which problems should be addressed by means of quality circles. Through this study the SAPS was made aware of the advantages and the functioning of the quality circles for the effective implementation of the participative management style. The recommendations are practical an could lead to increased productivity and job satisfaction. Qualitative data was gathered by means of and extensive literary study and quantitative data was gathered by means of questionnaires. The trustworthiness of the method of gathering the qualitative data was confirmed by means of literaturecontrole The reliability and validity of the method of gathering the quantitative data was confirmed by means of a factor analysis.

M.A. / The purpose of this study is to proide the SAPS with guidelines for managing the process of cultural change and to facilitate its transition from a militaristic to a learning organisation.

Forming communications networks between civilian government agencies and police departments -- Community-policing.

No description available.

Police and the community--COP program.

The research examined the work of the Fontana Police Department in light of a theoretical framework of managing for results. This study consists of a review of the literature, which provides background and basic knowledge on managing for results, high performing public agencies, strategic planning, outcome measurement, and results-based budgeting along with a policy analysis and an examination of the operations of the Fontana Police Department.

The study on "Evaluation of personnel management capabilities of the Federal Police of Ethiopia in Addis Ababa” had the following research questions: How is the Federal Police in Ethiopia Structured? What are the international standards for personnel management capabilities? What is the current personnel management capability in the Federal Police? How should shortcomings in personnel management capabilities of the Federal Police be addressed? In the study, an empirical research design and qualitative research approach were adopted. The data collection methods were: literature, documents and interviews. The data was analyzed by four-step Data Analysis Spiral TechniquesThe primary Findings are: International standards for personnel management capabilities should be set and certified by authorized bodies. The personnel management capability of the Federal Police of Ethiopia was characterized by incompetence. The Main Recommendations are: Further research should be conducted on the personnel management capability of the Federal police of Ethiopia. An authorized body should set standards and certify personnel managers' capabilities of the Federal Police of Ethiopia. / Police Practice / M. Tech. (Human Resource Management of Policing)