The Impact of Organizational Change on Professional Support Staff within a Federal Law Enforcement Agency

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EXECUTIVE SUMMARY

Due to the changes in the training division of the federal law enforcement agency, there had been many challenges that were developed in managing and motivating the professional support staff. The aim of this paper is to analyze how well the leadership implement the change and how it influenced the retention, succession, promotion and moral of employees. The research uses a longitudinal phenomenological by conducting the interviews with the management and employees of law enforcement agency. The panel study will use the ore and post test to determine the difference in the experiences and perception of the trainers before and after the organizational change. Data will be recorded through the audio tapes which will be late coded for interpretation and evaluation. The findings of the research are intended to facilitate the leadership decision making while implementing organizational change and will analyze the best practices that the leaders can undertake for an effective change management.

Table of Contents

EXECUTIVE SUMMARY1

CHAPTER 1: INTRODUCTION4

Background of the Study4

Problem Statement4

Purpose of the Study5

Significance of the Study6

Research Questions6

Nature of the Study6

Limitations7

CHAPTER 2: LITERATURE REVIEW9

Organizational Change9

Positive Leadership Aspects and Organizational Change9

Integrity10

Visionary10

Inspirational11

Non-Malevolent12

Decisive13

Diplomatic13

Resistant Attitudes toward Change14

Organizational Change decision and key Impacts16

Promotions16

Retention16

Succession17

Moral of Employees17

CHAPTER 3: METHODOLOGY19

Research Design19

Data Collection19

Sampling20

Recording Data20

Pre Test21

Post Test21

Data Analysis and Interpretations21

Validity and Reliability22

Ethical Considerations23

REFERENCES25

APPENDIX31

Interview Questions31

CHAPTER 1: INTRODUCTION

Background of the Study

Training Division of Federal law enforcement agency has undergone constant shifts in personnel and resources for many years. The shifts have caused management to make decisions leading to organizational changes. It is important to determine the possible analysis before, during and after a major organizational change. Over the last 12 years three major organizational changes have taken place with in Training Division namely in the recruitment, training and the retention strategies.

The federal law enforcement began realizing the benefits of increased technology but allowed the influence of humans to be improved in the utilization and collection of intelligence. With the introduction of a new Threatnet system, a new way of tracking the case assignments and intelligence was developed, that required a 360 degree change in the training of the personnel's. The technology and platform for the software already existed but training professional was an important task. In Florida, for the first time, a new system allowed follow up duties. The technological changes like this brought about a major organizational change in the department that influenced the employees work and their moral. The aim of this paper is to understand the extent to which the leadership role remained affective in managing the change and what factors influenced employees before, during and after the change.

Problem Statement

Due to the constant shifts in the training division, there have been various shifts in the resources. Keeping in view the changes, the management made decisions that influenced the moral, succession, retention and promotion of employees. The shift towards new technological systems, created a responsibility on the training department that had to prepare the support professionals for the new job descriptions and ...