Police Organizations: Closed-System Models

When looking at the two different types of police organization management models you have the Closed-system models which consider organizations insulated and closed off from their environments and opposite is open system model which Organizations exist in a complex environment they can’t shut out. The managerial philosophy of closed-system is based on the Belief that a department’s agenda should be set by its own administrators, not the community or external elements such as the cultural and demographic characteristics of the community, legal decisions, political decisions to be stable and predictable, and assume that it does not intervene in or cause problems for the functioning of an organization.
Therefore the closed-system models make decisions without regard to the environment and do not depend on the external environment for explanations or solutions to managerial issues; instead, they are enclosed and sealed off from the outside world and attempt to rectify the problems from within. These models rely primarily on internal organizational processes and dynamics to account for
Traditionalism is the process of continuing to do things how have they always been done. This is inefficient and can hinder agencies ability to adapt accordingly when changes occur in communities. A primary example of unintentional complications the closed system can produce is the blue code of silence which are unwritten codes and rules that exist among police officers which states that police officers are not to report misconducts or criminal activities involving another colleague, if questioned. This is problematic since we live in a society where police are given non-negotiable coercive force this means that interactions between citizens and police have absolute power in that given