PNP ORGANIZATIONAL

ETHICS,
CULTURE AND BEHAVIOR

Erasto Lim Sanchez Sr., Ph.D., DM

Professor
 DEFINITION OF TERMS

 ORGANIZATION

-is a social group of individuals deliberately created and maintained

for the purpose of achieving specific objectives.

 ORGANIZATIONAL CULTURE

-set of values, beliefs and norms that are shared by

organization’s members
 ORGANIZATIONAL BEHAVIOR

-the study and application of knowledge about how people-

as individuals and groups-act within the organization
 ETHICS

-the discipline dealing with what is good and bad with moral
duty and obligation.

 BELIEFS

-a police officer convictions of what is important and his or

her attitudes towards police work and the organization

 VALUES

-standards to which a group of the society judges the

desirability and importance of persons, ideas, actions,
goals and other socio-cultural objects.
 ETHICAL STANDARDS

- Refer to established and generally accepted moral values

 CREED

-is a statement of beliefs, principles or opinions on any

subjects.

 SUB-CULTURES

-are clusters of patterns which are both related to the general

culture of the society and yet distinguishable from it.
 ELEMENTS OF AN
ORGANIZATION
PEOPLE TECHNOLOGY
• SKILLS • MACHINES
• KNOWLEDGE • PLANT
• ATTITUDES • EQUIPMENT
• (MOST IMPORTANT PART OF • VEHICLES
THE SYSTEM) • PHYSICAL RESOURCES

STRUCTURE PROCESS
• TASKS
• ORGANIZATIONAL CHART
• PROCEDURES
• LINES OF RESPONSIBILITY
• (BOTH FORMAL AND
• WAY JOBS ARE DESIGNED
INFORMAL)
 WHAT ETHICS MEANS TO
YOU?

 “What my feelings tell me is right”

 “What is in accord with my religious beliefs”
 “What conforms to the golden rule.”
 “What does the most good for the most people.”
 “What is customary behavior in our society.”
 “What corresponds to my self-interest.”
 “What is legal.”
ETHICAL THEORIES
 UTILITARIARISM

-holds that we judge the morality of an action in terms of

consequences or results of that actions.

-the morally right action produces happiness and morally

wrong action produces unhappiness

-the greatest good for the greatest number

THEORISTS

JEREMY BENTHAM & JOHN STUART MILL

 ETHICAL THEORIES
 DEONTOLOGY
- The study of duty
Greek word for duty
Logos- Greek word for study
 CATEGORICAL IMPERATIVE
- Is unhypothetical, no ifs, whatsoever, just do it. It is your
duty. You should behave morally.
 HYPOTHETICAL IMPERATIVE
- Is a command that begins with “if”.
 IMPERATIVE
- Is a command.
THEORIST: IMMANUEL KANT
 ETHICAL THEORIES
• Deontology is defined as an ethical theory
that the morality of an action should be
based on whether that action itself is right
or wrong under a series of rules, rather
than based on the consequences of the
action. (noun)
• An example of deontology is the belief that
killing someone is wrong, even if it was in
self-defense.
Categorical Imperative
In the ethics of the 18th-century German
philosopher Immanuel Kant, founder of critical
philosophy, a moral law that is unconditional or
absolute for all agents, the validity or claim of
which does not depend on any ulterior motive or
end. “ Thou shalt not steal, ” for example, is
categorical as distinct from the Hyphothetical
Imperatives associated with desire, such as “Do
not steal if you want to be popular.” For Kant there
was only one such categorical imperative, which
he formulated in various ways.
• “Act only according to that maxim by
which you can at the same time will that it
should become a universal law” is a
purely formal or logical statement and
expresses the condition of the rationality of
conduct rather than that of its morality,
which is expressed in another Kantian
formula: “So act as to treat humanity,
whether in your own person or in another,
always as an end, and never as only a
means.”
 ETHICAL DILEMMA

 A situation where the officer did not know what the right
course of action was.

 A situation where the course of action the officer

considered right was difficult to do.

 A situation where the wrong course of action is very

tempting.
 PNP ETHICAL ACTS TO BE
OBSERVED
 MORALITY
- adhere to high standard of morality and decency, set good
example.

 JUDICIOUS USE OF AUTHORITY

- exercise proper and legitimate use of power.

 INTEGRITY
- avoid corruptive and dishonest practices.
 JUSTICE
- respect the rights of others.
 HUMILITY

- recognize the fact that you are public servant and

not the master of the people.
.
 ORDERLINESS
- follow logical procedures to minimize waste in the
use of resources

 PERSERVERANCE

- take legitimate means to achieve the goal even in the

face of internal or external difficulties.
CHARACTERISTICS OF CULTURE

 Culture is learned

 All people have varied culture

 Culture is a group product

 Culture is transmitted from generation to generation

 Culture is adaptive.
ORGANIZATIONAL BEHAVIOR
CORE PROCESSES
 Motivation
 Leader behavior
 Interpersonal communication
 Group structure and process
 Learning
 Attitude development and perception
 Change processes
 Conflict
 Job design
 Work stress
THEORIES OF POLICE BEHAVIORS

PREDISPOSITIONAL THEORY

- suggests that the behavior of a police officer is

primarily explained by the characteristics,
values, and attitudes that the individual had
before he or she was employed as police officer.
THEORIES OF POLICE BEHAVIORS

SOCIALIZATION THEORY
-individuals learn values and beliefs and adapt norms as a
result of their occupational experiences.
FORMAL SOCIALIZATION

-is the result of what transpires in the selection process and

the training programs, what is learned about policies and
procedures and what officers are told by supervisors.

INFORMAL SOCIALIZATION

-takes place as rookies interact with older more experienced

officers.
FOUR STAGES OF POLICE BEHAVIORAL CHANGE
DEVELOPMENT

COMMITMENT

- Dedicated to helping people and doing something about crime.

FRUSTRATION

- begins to realize that many people cannot be helped and often

the police can do little if anything about crime.
DISENCHANTMENT
- Officer begins to reject his or her original ideas about the job.

CYNICISM

- distrustful, pessimistic and negative.

 FOUR STYLES OF POLICE
BEHAVIOR
Old-style crime fighters
- very aggressive, selective, coercive, not legalistic to get results.

Clean-beat crime fighters

- are proactive and legalistic. but do not tend to be selective; that is, almost
all violations of the law are considered to be significant. They also use
illegal means.
Service-style officers
- are not aggressive but are selective. Rely on informal solutions to
problems rather than legalistic ones.

Professional-style officers
- engage in limited proactivity and are not selective. They believe that the
purpose of police work is to serve people. They are situationally oriented:
“tough” when necessary, but at other times they may be service-minded.
STYLES OF POLICE OFFICERS

 PROFESSIONAL OFFICERS

- both compassionate and comfortable with their authority

- do not hesitate to use coercion to accomplish a worthwhile

purpose

 RECIPROCATORS

- compassionate but not comfortable exercising their

authority.
- try to persuade individuals to cooperate without relying on
coercion.
 ENFORCERS

- comfortable in exercising authority, but these officers are

not compassionate.
- use coercion too often, at least in part, because they enjoy
doing so.

 AVOIDERS

- neither compassionate nor comfortable with their

authority.
- aggressive, got into trouble in the organization, and have
decided the best approach to avoid trouble in the future
is to do as little work and take as few risks as possible.