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Gabriel Gonzales
LEPS-599 Integrative Capstone
Ethical & Effective Leadership Reflection
https://gabrielgonzalesnationalcity.weebly.com/
October 6th, 2020

Law enforcement organizations possess a responsibility like no other profession. When

faced with extreme adversity, an officer must always make sound, reasonable decisions. Officers

perform under extreme emotions and conditions and can accumulate the weight of intense

scrutiny from the public. An officer's instinctive desires are routinely challenged when acting in

the course of their duties, which makes them vulnerable to physical and emotional pain. To

correctly resolve conflict and make rational decisions, police officers' morality and integrity must

be deep-rooted in their hearts and minds. It is incumbent on law enforcement professionals to

stimulate a culture of effective and ethical leadership to remain within an organization's core

values.

Promoting ethical and effective leadership is evident in the following reports I have

selected from my master's program at the University of San Diego. Through these reports, I

believe I demonstrate the practical understanding of ethics in law enforcement, more so during a

challenging and dynamic environment. I validate an ethical decision-making process toward

conflict resolution, which I believe to be vital to the practice of law enforcement.

In my case study analysis of National City, I acknowledge the department's past practices

and culture from the 1980s to the present day. Over time, under diverse leadership, the

department fluctuated when assessing the need for enforcement over community relations. Police

and community interactions were ineffective, which resulted in a buildup of the underlying
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conflict. As a result, the nickname "Nasty City" was born. A new tactic of policing was

introduced by new leadership, which drastically improved policing and community relations.

In my Workplace Conflict Resolution Plan, I demonstrate my understanding of

workplace conflicts within a law enforcement organization and how they affect work

performance. My knowledge of workplace conflicts considers the organizational structure and

the mindset of law enforcement personnel that develops over time. When included in workplace

disagreements, these factors contribute to the fundamental causes of decreased motivation and

chronic disputes. This report encourages alternative approaches to resolving conflict where

conflict is valued and seen as an opportunity for improving relationships.

In my inaugural address to the community, I play the role of the Chief of Police. I address

members of the community after being newly appointed. In this speech, I recognize the diversity

of the community and their differing opinions. I encourage an environment of completely open

and honest discussion to unearth underlying conflicts. I also encourage members of my

department to do the same. I support and respect those who disagree with an issue, or have an

opposing view, so our organization can better understand and address community desires.

These works connect with my profession in law enforcement as a current officer and

future leader. During these times, I have noticed, now more than ever, that law enforcement is

heavily influenced by officers' decisions and society's demands. Effective leadership actions and

sound decision making by leaders are vital to preserving our profession's integrity. Modern law

enforcement requires current leaders to anticipate future change. I have learned that this change

should not always be challenged but accepted, and I believe we must adapt accordingly.