Emotional Intelligence in Law Enforcement Emotional Intelligence for Officer in a Law Enforcement Environment

Law enforcement officers constitute exceptional and diverse personnel that experience a broad range of emotions. They therefore encounter numerous and strange challenges. Because of the nature, perception and significance of the services these officers offer to the public, their occupation is always under scrutiny and expected to portray high level of public standards. In addition, due to the demands and high expectations from the public, it is imperative to know whether emotional intelligence is vital in identifying the competence of law enforcement officers. The very important element in law enforcement field is the expertise of emotional intelligence competence.

This report illustrates that for an officer to manage the moods and emotions that emanates from the nature of their profession, self-awareness and leadership styles are significant because they tend to increase the perceptions and enhance future efficiency and success. Furthermore, other research used to compile this report indicates that sharing of emotions improves team building, in that, officers that are capable of modeling suitable emotions in the course of ambiguities are likely to heighten group solidarity, which is an exceedingly indispensable aspect for the law enforcement organizations, which often encounters ambiguity.

In addition, law enforcement is vibrant and proficient, and deviating from the cultural standards is unappreciated. This is an exceptional context within the law enforcement field and might be drawback in other organizations, but the procedure of considering emotional intelligence competence from excellent officers ensures effective succession planning. This report is very clear that even though expertise is significant for the success of the organization, there is a need to go a step further and identify, select, appraise and develop personnel based on emotional intelligence competence and other primary leadership styles. For this reason, the organization must take necessary steps of training and retraining the existing officers on the needs of possessing emotional intelligence competencies and d other valuable leadership styles that goes beyond the public perceptions.

In essence, the law enforcement organizations should establish systematic and focused strategies that assists identify the impacts of emotional intelligence on officer's performance. As the report indicates, a potential avenue that necessitates future research that would focus on comparing officer's insight of their emotional intelligence, and the insights others have on them. This establishes a multirater quantifier of emotional intelligence. In a similar vein, this report examines the significance of training the officers and cites the effective ways and strategies employed by the organization in order to ascertain limited compromise on public security. Furthermore, the report illustrates the significance of possessing individual knowledge and understanding pertaining to emotional intelligence and it influences on leadership development.

In essence, for the law enforcement organization to serve and safeguard the various interests of the public, there is a need for its officers to learn and manage their feelings and emotions and use that knowledge in their thinking and executing actions. In the contemporary Law enforcement Organizations, high rank officer must efficiently stimulate, develop and ensure effective communication with their subordinate officers through proper management of their relationships and emotional associations in order to equate the demands of the organization and the public. When law enforcement officers portray significant emotional intelligence and effective leadership competencies, they provide best services to the public.

Historically, law enforcement agencies emphasized on using totalitarian leadership styles in dealing with various challenge affecting the society. For this reason, the qualification of best public servants revolved around traits such as, dominance, personal accomplishment and masculinity. However, in the contemporary world, based on the diverse challenges, there is complete transformation in police organization, in that, there is establishment of community-based policing and a transformed police culture that focused on operational effectiveness to one that emphasizes on team work and effective processes that calls for new leadership patterns and law enforcement organizations (Engels, 2001).

This report emphasizes on two modern significant leadership models that seems to counteract the various challenges that springs out from the Police organizations. They are Emotional Intelligence (EQ) and Transformational Leadership (TL) or rather primary leadership styles.

Emotional Intelligence (EQ) comprises of both the emotional and social competencies that a high rank officer and subordinate officer must possess in executing their daily duties, whether internally or externally. Internal activities relates to the relationship that officers have with each other despite of their ranks, while as external activities pertains to the officers interaction with the public. In other words, emotional intelligence comprises the ability to examine one's feelings and emotions in order to execute decisions and actions that determines the going concern of the organization.

On the hand, primary leadership styles, or rather Transformational Leadership pertains...

In this regard, Emotional Intelligence influences leadership development among the junior officers, because it emphasizes on improving leadership efficacy. Primary leadership styles should necessitate the efficiency of law enforcement organizations attempts to change the administrative operations to modern forms that emphasizes on community servicing and other flexible supervisory strategies. As cited by xxxxxxxx nurturing human relations knowledge, motivating personal initiatives for solving challenges, and reiterating to the public demands using ethical ideologies portrays a transforming roles of law enforcement officers and this presents new leadership styles of law enforcers. This report purposes to emphasize the significance of emotional intelligence and key leadership styles in Law enforcement organizations. As a competency, emotional intelligence is a wide area comprised of various facets as discussed in the following section.
The different facets pertaining to Emotional Intelligence

Daniel (2004) cites that emotional intelligence is very critical towards the success of an organization that leadership styles. However, Daniel says that these two aspects must correlate for the officers to offer efficient services. In a similar vein, XXXxxxx asserts that the moods and emotions of law enforcement officers while in the due course of executing their duties may influence their decision and actions. In broader terms, a law enforcement officer should observe caution while executing their duties either within the organization or outside the organization. The role they play is very sensitive and any compromises whatsoever may be grievous to both the officers and the general public. This report postulates serious challenges that emotional intelligence might have in the work environment, interpersonal associations, and the efficacy of decision-making process. Xxxxxx provides a theoretical model that systematically connects emotional intelligence to productiveness of organizational change, at macro and micro organizational levels. Furthermore, Lennox & Wolfe, (1984) suggests that emotional intelligence affects leadership efficiency by focusing on six indispensable leadership styles that include;

Leadership quality that accentuates on creation of collective objectives

A leader that instills in officers that positive reception of the significance of work activities,

A leadership style that upholds work enthusiasm, confidence, hopefulness, collaboration, and trust,

A leadership that encourages flexibility in decision-making process and change

A style that establishes and maintains a significant uniqueness for the organization

As well, Lennox & Wolfe, (1984) provides practical evidence that emotional intelligence has close link with interpersonal relations and collaboration. In a similar vein, Lennox & Wolfe, (1984) links emotional intelligence with the capacity to improve team performance and gives a constructive response. This report identifies four facets of emotional intelligence that tremendous contributes toward quality decision-making and effective leadership styles. They include>

1) Self-awareness

2) Compassion,

3) Managing relationship

4) Emotion management

Self-Awareness is the capability of an individual to evaluate his/her emotions, feelings and leaderships traits. It also involves the way an individual expresses his/her feelings pertaining to a particular organizational situation. In summary, self-awareness is a dimension that an individual applies in self-reflecting and understanding their emotions. This is very important because it guides a leader in applying the emotional information to make decisions and execute actions.

The extent of understanding one's feelings will affect the effectiveness of communicating emotions. This should also improve communication among other officers in terms of necessitating the acknowledgement of others wants, goals and objectives.

Empathy pertains to evaluating the feelings of others. In social psychological field (Mead, 1930), it involves of "assuming the role of the other person" and experiences, in addition to understanding the individuals emotions from their perceptions over and above your own. This interpersonal skill is essential to the manager's capacity to develop a form of interpersonal relationship with junior officers (Batson, 1987) that facilitate the subordinates and high-ranking officers to collaboratively analyze and conceptualize apparently challenging issues at critical levels of scrutiny. Such conceptual reasoning as influenced by empathetic examination is not approachable through typical technical approaches used in problem solving.

Managing Relationships is the capability to recognize and appreciate the feelings and behaviors of others and to transform one's own emotional reaction to that level of acknowledgment (Lennox & Wolfe, 1984). It is the recursive analysis of self and other people is feeling. An officer that is intellectually gifted on this model, is capable of handling conflicts and influence others behavior in constructive ways.

Emotion Management -- This dimension comprises that aptitude to control emotions and behaviors pursuant to their situational…