환경변화에 대응하는 경찰조직의 혁신적 관리방안

다국어 초록 (Multilingual Abstract)

The police have traditionally been organized and managed according to classical prescriptions. In other words, a department is structurally designed in a hierarchical, bureaucratic manner, where the leadership style is authoritarian and employment are tightly controlled. It is extremely difficult to make significant and sustained changes to such traditional, paramilitary departments. As past studies have also indicated, a more flexible and democratic orientation allows a department to adapt more readily to both police and community concerns. The process of organizational change in policing requires the development of a culture that encourages innovation. The primary obstacles to change include inertia, misunderstandings, group norms, and the balance of power. Each of these obstacles makes the change process more difficult and requires a sustained effort by management if it is to be overcome. In general, ways to overcome obstacles to change in the direction of community policing include taking a long-term view of the change process, preliminary training of personnel, gaining support from relative officials and agencies, and involving the community. Two examples of techniques that can be used to sustain innovation include the use of quality circles and the development of a learning organization.