The document discusses strategies for addressing resistance to organizational change, specifically regarding implementing community policing policies within law enforcement. It emphasizes the importance of shared values, collaboration between internal and external stakeholders, and properly diagnosing problems. It argues that in order to reduce resistance and increase buy-in for changes, leaders must communicate the importance and vision for changes, involve employees in the process, and address the real issues driving any dissatisfaction with the current approach. Fostering a strong culture, obtaining input from all affected groups, and accurately identifying the root challenges are keys to facilitating meaningful and effective transformations within an organization.

1. My preliminary ideas for the Unit VIII Final Project include
assessing the environmental situation to determine the most
appropriate course of action based on reactions. This thought
process surprisingly conquers to the core competencies of the
use of self-framework. Seeing involves employing the senses in
assessing situations to increase the scope of awareness and
understanding of the apparent and hidden conditions. Knowing
will involve the use of my professional skill and knowledge
gathered from experience. It will help me interpret the collected
data and device and appropriate strategy to tackle the problem.
The informed awareness of my cognitive processes will
especially help me discern the most applicable strategies that
will promote positive thinking and cooperation. The article's
demonstration of the different stages of managing self has
reinforced my ideas that change is a process that gradually
develops to inspire the change of behaviors and choices.
the problem of police brutality. I would first shed light on
circumstances surrounding police brutality; especially those that
have involve African-Americans, jurisdiction, and adopted
measure. I look to draw approximately three research
conclusions, which might relate to my department, and how I
can be effective in advising change of policy or procedure
within my organization. Police brutality is an ethical issue that
can affect any agency and the criminal justice system as a
whole. The differences in cultural diversity, beliefs, religion,
values, race, and sexual orientation remain to be a major
challenge in combating police brutality. Lastly, religious
affiliation and ethnicity also plays a huge role in many of the
ethical decisions made among police officers.
According to (Maguire & Radosh, 1996), ethics are the moral
principles of duty and virtues that govern the individual
conduct. With that thought process, I hope to illustrate how
changing my own preconceived notions of other people’s

2. behaviors or actions can draw others to examine their own
mindset, behavior, how they respond to calls of service and
problem solving. I think this can be obtained by enhancing
respect for those having issue’s with abuse of power, creating
accountability for unethical conduct or deceit, expect integrity,
and develop excellence throughout the department.
These actions by Nayar inform my thoughts as I develop plans
for my Unit VIII final project. This case study of HC
technologies informs me that for a company to be successful,
too much efforts should not be put on the top level management
and pleasing of clients. The most important thing is to prioritize
employees first before anything else. Employees are the ones
who work directly with the clients and are the ones who
receives orders from the top managers and executes them (Su,
2014). This means that they are the central part of every
organization, and should always be prioritized. Valuing
employees means that the entire organization is valued, and this
can ensure much efforts are put and growth realized.
Maguire, B., & Radosh, P. F. (1996). The past, present, and
future of American criminal justice. United States: General Hall
Inc.,U.S.
Spector,B. (2013). Implementing Organizational Change:
Theory Into Practice (3rd ed.). Upper Saddle River, NJ: Prentice
Hall.
Jamieson, D., Auron, M., & Shechtman, D. (2010). Managing
use of self for masterful professional practice. OD
Practitioner, 42(3) 4-11

3. Nayar, V. (2010). Employees’ first, customers second: Turning
conventional management upside down. Boston, Mass: Harvard
Business Press.
Top of Form
HCL Technologies puts employees before customers: … and
reaps rich rewards in terms of market-leading innovation and
profitability. (January 01, 2014). Human Resource Management
International Digest, 22, 1, 11-14.
Top of Form
Su, Y., & Chen, L. (2014). Modern Oriental corporate culture:
A case collection.
Spector, B. (2013). Implementing Organizational Change:
Theory Into Practice (3rd ed.).
Upper Saddle River, NJ: Prentice Hall.
DESIGN AND REDESIGN FOR CHANGE
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DESIGN AND REDESIGN
Design and Redesign for Change
The most difficult job within a law enforcement setting is

4. having the ability to create change. It could be a change in
policy, procedures, or even technology upgrades that directly
benefit the department, and there will still be resistance to
change. However, law enforcement is a field that is ever
changing in which the unexpected is a normal occurrence. I
would hope to bring excitement, direction, and a new way of
thinking to the organization. In this paper I am to show the
importance of having shared values, the collaboration of all
internal and external departments, and identify and finding
resolve in problem areas will move police department into a
more desirable position than in recent years.Shared Values
Shared values are one of the factors to consider during
organizational change. According to Spector (2013), what is
used to describe strong corporate cultures? Spector (2013) adds
that shared values are likely to enhance the change process.
Based on this concept, I would first make sure that there is a
strong corporate culture. One way to ensure a strong corporate
culture is through communication. There should be excellent
communication among employees and management. Another
way to ensure a strong corporate culture is through alignment. I
would hope to align both the department and the officers
underlying assumptions in an effort to implement changes
through my leadership. In order to be an effective leader within
the profession and prospective department, I believe sharing my
vision and explanation of implementing are an important part of
successful change. Also, by sharing a vision and explanation of
implementation, this action can create or enhance the feeling of
understanding and stability within the community.
Collaboration
Collaboration is another element to consider during change. The
change should involve all key stakeholders. Collaborate is
dependent upon a good and established network. According to
Spector (2013), management should collaborate with employees,
set an expectation, and ensure consistent training to ensure
changes will be followed. In addition, management should also
acknowledge why change is important. This action also allows

5. those who actually deal directly with the public to have a voice
in making some of the changes. Another key faction is, different
departments should also collaborate (Ferguson, 2015). They
should all have a shared vision and unite. A shared vision of
purpose and meaning are motivators that will assist in paving
the path to a preconceived thought process and provide a sense
of fulfillment to policy change. As leader, I should strive to
communicate with the employees, ask them about their
perception, and request their opinions before the
implementation of the change process. Diagnoses
Proper diagnoses are also very important when it comes to
change. Proper diagnosis enables the organization identify main
problem and come up with viable solution. Spector (2013)
reveals that proper diagnosis of the problem will enable
defining the steps that need to be taken to connect the unit to
ensure efficiency and effectiveness. The same applies within a
police department, when it can form a commitment to the
community and fellowship of the profession. Displaying this
through the establishment or renewed community partnerships,
problem solving, proactive approach, innovative ideas, and
better methods of interacting with the public (Ferguson, 2015).
My focus will remain on research and consults with different
departments to diagnose the actual problem before initiating
change. Restoration
In order for restorative justice to work, we must move beyond
oppositional caricatures of justice, address the relationship
between consequentialism and retributivism. The move is
significant because it gives fewer promises and uses conditions
that are more accurate. By creating an atmosphere were
situational leadership is standard daily operation and
“Situational Followership” where officers can distinguish
between required strict compliance and collaborative problem
solving skills are more appropriate. We are all in this fight
together, so why not try to ensure stability.
Conclusion
Achieving change in the criminal and justice department is not

6. an easy task. However, by adhering to certain principles, it is
easy to initiate effective change. An organization intending to
initiate change should find ways of solving resistance to
change. That is why Ferguson (2015) argues that one must have
a sense of dissatisfaction with the normal routine before there
can be motivation for someone to change his or her behaviors.
He believed this was the only way for behavior patterns to be
altered (Spector, 2013).The paper identifies some of the
principles to consider. Some of the principles identified include
the principle of shared values, the principle of collaboration and
ability to make proper diagnosis of the problem
References
Ferguson, C. A. (2015). Culture, Tradition and Alternative
Justice: An Evaluation of Restorative Justice Development in
New Zealand and Northern Ireland. Durham: Durham
University.
Spector, B. (2013). Implementing Organizational Change:
Theory Into Practice (3rd ed.).
Upper Saddle River, NJ: Prentice Hall.
Running Head: TRANSFORMING THE WAY WE THINK
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TRANSFORMING THE WAY WE THINK
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7. Transforming the way we think
Resistance
In the past, the community policing have faced resistance, and
as a result, it has not been easy to implement the policy. What
has contributed to its resistance is that this system had not
produced any useful outcomes since it was introduced. So, for
the past two decades, it has not given anything which will make
people or the law enforcers to embrace it. When this policy was
introduced, according to (In Jonathan-Zamir, In Weisburd, & In
Hasisi, 2016), it was meant to increase the personnel on patrol.
And by so doing, the rates in which the crimes are committed
will reduce, but even after the implementation, nothing changed
concerning crimes, and when it was noted that there is no
change, that is when the policy started experiencing resistance.
Most of the people who resisted the system are the law
enforcers since they did not see any changes brought after the
implementation. Just as Lewin’s model of change represents and
integration of insights offered by previous theorist of
organizational change. The model suggests the opening
intervention in effective implementation. Organizational change
begins with dissatisfaction, identification and having to do with
the organization (Spector, 2013). Therefore, to make it possible
for the policy to be embraced, there is the need to change the
way people perceive the policy.
We ask ourselves "What is police brutality?” Police brutality is
the excessive use of unnecessary force by police when dealing
with civilians that exceed the necessary force in handling a
situation. In the recent past, circumstances surrounding police
brutality have involved the discrimination of African-
Americans, poor justification and the poor implementation of
measures put in place to counter the real issues. Ethically,

8. police brutality has affected the whole criminal justice system
with differences in cultural diversity, beliefs, religion, values,
race, sexual orientation, and the ethical obligation officers
swear to uphold. For decades now, it has been the norm of some
police officers to discriminate against African-Americans, or
the black community as a whole and it remains to be a major
fear for those living in inferior communities. It almost seems
that racial profiling has become a common way of police
brutality, whereby police officers stop individuals because of
their skin color, of which clearly violates the fourth amendment.
Just as described by Jossey-Bass. Friesenborg, L. (2015) “The
Socio Cognitive System Learning Model” is the understanding
of cultural defaults, destructive human interaction, and the
comparison of dysfunction with the alternative pattern of
learning and change.” Therefore, in my opinion, it is difficult
for police organizations and those responsible for curbing
wrong enforcement of police towards civilians, simply because
they choose not to train and retrain the mindset of those sworn
to protect.
Strategies to solve the problem
There were major challenges, which faced the implementation
of the community policing by the police officers simply because
nobody could get a clear understand as to how the whole plan
could be enforced. Therefore, to avoid resistance to the program
from the police officers and even from the citizens, according to
(Tracy, 2015) there is the need to let all those involved the
importance of the program. Therefore, by informing officers and
the community of a clear standard and expectations of the
program is essential to changing some of the long-standing
problems.
Ethics and moral principles are key factors in public service and
heavily influence an individual's conduct. An officer with loose
moral principles will have fewer regards of civilian rights. This
behavior then becomes a habit among other police officers.
Nevertheless, if one officer changes their mentality, behavior
and how he or she responds to solve the issues, other officers

9. may see this, reconsider their actions, and be less brutal. There
is also a strong need for consistent training of management and
the frontline officers, who play the largest role in enforcement.
Each officer should set out to stand as an example to other
officers, with consistent training and awareness of their ethical
obligations. In this way, cases of police brutality will decrease.
Conclusion
Leadership can play a big part in preventing cases of police
brutality. If the leader can follow the correct procedure to bring
justice to anyone suspected of, breaking the law then, more
cases of brutality will reduce to a greater level. Organizational
leadership play a major part in controlling police brutality. This
can be done by enforcing strict punishment to all the police
officers with proven cases of brutality. Ethics also reduces
cases of police brutality through correct judgment. The ability
of the police to know the difference between right or wrong will
help him/her give justice to suspected breakers of the law. It is
possible to control the resistance by educating the masses and
the police officers on the roles, which the program is meant to
play in society.
References
In Jonathan-Zamir, T., In Weisburd, D., & In Hasisi, B.
(2016). Policing in Israel: Studying crime control, community
policing, and counterterrorism.
Jossey-Bass. Friesenborg, L. (2015). The culture of learning
organizations: Understanding Argyris’ theory through a socio-
cognitive systems learning model. Forest City, IA: Brennan-
Mitchell
Kappeler, V. E., & Gaines, L. K. (2015). Community policing:

10. A contemporary perspective.
Maguire, B. & Polly, F., (1996). The past, present, and future of
American criminal justice. General Hall
Spector, B. (2013). Implementing organizational change:
Theory into practice (3rd ed.). Upper Saddle River, NJ: Prentice
Hall
Tracy, B. (2015). Creativity and problem solving.