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Ethics, The Challenge of the
Future
Ethics is our greatest training and leadership need. In addition to the fact that most organizations do not conduct internal ethics training, nothing is as devastating to individual organizations and our entire profession as much as scandal. This devastation may have many repercussions. One of the most detrimental consequences is a civil suit. This form of civil litigation is more than just tempting to the media, it is irresistible. The negative publicity can be amazingly destructive, regardless of the type of employer. Secondly, are the personal consequence individual supervisors suffer. Many supervisors lose their jobs or are demoted. Others are more fortunate, yet may never be promoted again. Finding your name or picture on television or the focus of a newspaper story about corruption is an overwhelming public humiliation for any officer. Lastly, two recent independent studies confirm that more officers die from suicide than homicide. One study found the police suicide rate to be eight times that of murder. Some officers do so because they have found themselves involved with some type of misconduct. Leadership commitment is a step that begins with top administrators, yet never ends. It is the foundation upon which ethics will become a way of life. Led by the chief administrator, the commitment must be strong and unyielding. All aspects of the organization must be guided by the mission statement, organizational goals, and a commitment to ethical standards to guide all efforts toward achievement of the mission. What is the most difficult part of developing an ethical organization? The courage to take the first step and having a sincere commitment. Many have done so. They’re glad they did, but few would say it was easy. In a sense, it’s like any great achievement: only hard work makes it happen. The path to becoming an absolutely ethical organization begins with taking one giant step: sincere commitment. Such commitment may be more difficult than it appears. At first glance, most administrators believe they’ve already made the commitment, after all, they are dedicated, sincere, and loyal to the highest ideals of the office. They have attended numerous seminars and management training courses. Middle management and line supervisors have attended appropriate supervision courses, and all staff is versed on the traditional fundamentals of management and supervision. Administrators must commit themselves and their staff to a leadership style that develops skills, abilities, and the potential within all employees of the organization. At the same time, they must always be ethical role models. The administration is the key to success or the catalyst for failure, because it controls the tone of the organization. They are the ones who create the atmosphere. Motivation starts at the top. Employees can be motivated by dedication to the agency or driven by self-serving interests. The staff will follow the policies and examples set by the chief administrator. Subordinates follow the examples of their immediate supervisor. As leaders, we assume a tremendous amount of responsibility. We are responsible for preparing and leading employees by instructing, demonstrating, monitoring, and evaluating their progress. Responsibilities extend not only to employees, but to the organization, community and profession as well. The line supervisor is the ideal "vehicle" to instill ethics, knowledge, skills and abilities. He is the employee’s most influential role model; the one who shapes and molds the belief and attitude of the workforce. For ethics to become a way of life, it must be supported by a strong leadership commitment, and grow upon a leadership style that promotes respect, fairness and honesty.
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