Organizational Structure and Culture: Metropolitan Police Report

This report provides an in-depth analysis of the Metropolitan Police's organizational structure and culture. It begins by defining organizational structure and culture, emphasizing their importance for achieving company goals. The report then analyzes the divisional structure of the Metropolitan Police, comparing it to the functional structure of the Norfolk Constabulary. It explores the culture of the Metropolitan Police using Handy's culture model, examining role, power, task, and person cultures. The impact and roles of central and local governments in resource allocation, accountability, and monitoring are also discussed, highlighting how governmental decisions affect the force's operations and public service. The report concludes by summarizing the key findings and emphasizing the significance of organizational structure, culture, and governmental influence within the context of the Metropolitan Police.

Organizational structure and culture.

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ..................................................................................................................................3
TASK 1............................................................................................................................................3
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organizational structure is refers the norms, rules and regulations of company which are
formed by them in order to achieve goals and objectives of company. On the other side,
organizational culture is involves values, attitudes and behaviour of employees within the
organization in an effective manner. Both are plays an important and equal role for success of the
organization (Ashkenas and et.al., 2015). The present essay is based on “Metropolitan Police”
which is Territorial police force responsible for law enforcement in the Metropolitan police
district. The present essay will discuss the structure of Metropolitan police and similar
organization in aspect to understand the structure differences between both organization. Further,
it will discuss the culture prevalent in the agency. In the end, the discussion will be done to
identify the role and impact of the central and local government on allocation of resources and its
impact in accountability and monitoring.
MAIN BODY
TASK 1
Analysing the structure of metropolitan police and compare with similar.
The organizational structure is foremost important part of the company which is formed
by company in order to achieve goals and objectives. This refers a different and various rule,
regulations and responsibility of company towards the customers. In context of the police force,
that design by government according to people safety requirements in respective manner.
Generally the police force is take care of people and protect them by solving their problem which
are unwanted (Denhardt and Denhardt, 2015). But the territorial police force is defined by the
sub national boundaries from the others which are deals with the overall counter or a restricted
range of crime. They are responsible for handle critical situations of people by protecting
terrorism attacks.
The structure of metropolitan police force is the divisional structure. The greater
organizational structure of metropolitan police is organized into the four main directors, and they
have different roles and responsibility (Structure. 2019). In these roles and responsibilities are
divided as per project of employee roles. Under this structure, each and every division essentially
operates as its own company and controlling its resources as projects and case required (Farmer,
2017).

Met operational, specialist operational, director of professional and other shared services.
The board management of police force is responsible for strategic direction of the MPS is
composed the senior police leadership by including commissioner, deputy commissioner. This
allows pretend their responsibilities in effective manner by handling their role towards customers
and public safety from then terrorism attacks and crimes.
But in contras, Norfolk constabulary is follows a functional organizational structure to
perform their task in effective manner. This is responsible for the country people to protect them
territorial attacks (Haas and et.al., 2015). This has planned to save money and become a first
police force in country that helps to remove the role of police community support officers. As
per the functional organizational structure, they divided their responsibilities of work and task
into three functions like effective and performance subgroup who are responsible for identify and
focus on the emerging risk. As compare with the metropolitan police services is follows the tall
organizational structure to complete their work as per requirement. Under this type of structure
Illustration 1: Metropolitan police services
(Source: Structure. 2019)

work is divided as per department are made and under them also further department and sections
are made. This help to company to building best structure as every department has the further
sub division as per responsibilities. The main four department of Norfolk constabulary ae crime,
economic and intelligence. Both have perfect organizational structure to perform their work in
effective and respective manner with success by reaching company goals and met organizational
objectives (Natarajan, 2016).
The culture of metropolitan police by using Handy's model.
The organizational culture is the system of shared various assumptions, beliefs and values
which is governed by people behaviour in the organization in respective and effective manner.
The culture of organization is really matters in result and outcomes of task and work. The is the
strong shared values which influence on the people in organization and dictate to act and perform
their task in the respective manner. For understanding the culture of metropolitan here is select
Handy's culture model which is help to understand organizational of metropolitan police force.
This model is leading the different authority on organizational culture which is defined into four
parts: power, task, role and person culture. This creates a more effectiveness fir analysing culture
of metropolitan police force.
 Role culture: The role culture in police force a role culture is only refers by those
responsible people because in the absence anyone that cannot be managed by
others (Charles Handy Model, 2018). Like junior officer valued real police work
but seniors officers are drive by their position by taking effective part in such
activities. Like if metropolitan police force is follow role culture then it gives
positive and negative impact. The positive impact is solved a problems and case
by consulting specialize in some area and work. In contradict, if roles are not
divided in proper manner than it affect to result of work and case is not solved in
proper manner.
 Power culture: A power culture is an element of handy culture model. This is the
way of looking at how power culture in conveyed in the organization in effective
and respective manner. Here the employees working at low position has no option
but only has to strictly adhere to the decisions of higher authority (O'Neill,
Beauvais and Scholl, 2016). These people only have to take the decisions and the

rest of the employees have to follow those instructions. Here the employees
working at low position has no option but only has to strictly adhere to the
decisions of higher authority. This is the positive impact of power culture. On the
other side if metropolitan have unfair power culture than it affect to work because
through that employee get information which is not related to case.
 Task culture: Task culture is the another element of Handy culture model and
this defined the task and role of people as per their job position in the
metropolitan police force (Pepper and Wolf, 2015). The task is different in a
metropolitan police force as per post and position of officers. In this culture
person is doing work or are having common interest comes in form of team and
perform the task. This culture ensures that the work done is accomplished with
proper efficiency. The task culture is give positive impact on the metropolitan
police force but in contradict, lack of coordination within the team is created
negative impact. Through that outcome of result is negative.
 Person culture: On the other side, person culture is the last element of model.
Without person culture, organization is not able to make effective and higher
success by providing satisfaction to people. The person culture is affected by their
position and role in the police force (Smith, 2017). This is because of the reason
that the employees are the one who makes the company run. But this culture is not
good as the employees may feel that the company is running because of them and
this may lose interest of the employees within the company and mislead them and
their working becomes more lethargic. This gives positive impact on outcome of
work. On the other side, if employees are not motivated then they are not able to
give hard contribution in work and work got wrong in negative manner.
For that Company is use effective divisional structure as per that company is able to
divide the work and task as per their role in company and functions. This structure works better
when the agency follows the role culture. This is because of the reason that this culture follows
the concept of assigning that task to the employee in which it specializes. This ensures work to
be completed in time and adding on to the productivity of the company and its services of
policing.
The impact and role of central and local allocation.

The central government (national government) is overseen the finance, national defence,
foreign affairs and all lows “important and proper” in the company is in the effective manner.
The role of the central government is to oversee the daily lives. A powers assigned to the
effective central government by the public of United Kingdom. The central government is
responsible for national environmental policy directed to contributing in order to sustain
economic policy and development. This is also maintaining and improving quality of
environment by providing the best health and safety to people. These resources are like Area
cars, armed response vehicles (ARV), protected carriers, control units, training vehicles and
many other different types of resources. All these resources are allocated to the metropolitan
police services and force by the central government. Also, the main resource that is money is
also allocated by the central government only.
In respect to Local government (Mayor office), plays vital role in promoting the
principles of local government in effective manner (Tankebe and Meško, 2015). The government
overlooks the working of the police and if there is any issue relating to any of the reason like
increase in crime, theft, or any other criminal activity. The local government oversees all the
additional requirements other than the resources provided by the central government. Like for
instance, if the metropolitan police force an service needs any resource in addition to the
resources provided by the central government then here comes the role of local government or
the mayor. This is the role of local government to provide for the additional requirement of the
police.
The working of this government also impacts in the monitoring and accountability
process of the metropolitan police force and services. This is because of the reason that if the
government not provide for the resources to the agency up to the required amount then the police
will not be able to work in proper way and this will impact the working of them. And this will
affect the overall safety of the place as if the police will not be able to work effectively then how
they will care for the public and the local residents (Terpstra and Fyfe, 2015). Also, this impacts
the monitoring by the police because of the reason that if the police will not be having all the
resources then they will not be able to oversee all the issues within the country relating to their
jurisdiction. Also, if they will not be provided with all the necessary resources by the
government whether central or local then they are not accountable to serve the public. It is so
because of the reason that the government is not providing the MPS with the necessary resources

and this affect their accountability towards public. This creates a very important and effective
role for the metropolitan police in order to assess their work goals and work structure .
CONCLUSION
From the above study it had been concluded that the organizational structure and culture
has very important part. That organizational structure had been formed by company in order to
achieve goals and objectives of company by addressing proper work, values and norms. On the
other side, organization culture has important for addressing work in proper manner. It had been
concluded that the culture and structure of company helped to work under their proper schedule
and work structure by concerning project and respect officers. The handy culture model helped
to understand the culture of metropolitan police force in for kinds of culture as per task, power,
person and role culture. At the workplace, each member had their own role for performing task
in effective manner. On the other sides, central and local government had their role and impact
on the metropolitan police force. That had created impact on monitoring and accountability
processes in respect of work. The central government had role to provide proper resource for
review a work and for better outcomes. On the others side, local government had role to protect
people by listening them in respective manner.

REFERENCES
Books and Journals
Ashkenas, R., Ulrich, D., Jick, T. and Kerr, S., 2015. The Boundaryless Organization.: Breaking
the Chains of Organizational Structure. John Wiley & Sons.
Denhardt, J. V. and Denhardt, R. B., 2015. The new public service: Serving, not steering.
Routledge.
Farmer, N., 2017. The invisible organization: How informal networks can lead organizational
change. Routledge.
Haas, N. E. and et.al., 2015. Explaining officer compliance: The importance of procedural justice
and trust inside a police organization. Criminology & criminal justice. 15(4). pp.442-
463.
Natarajan, M., 2016. Women police in a changing society: Back door to equality. Routledge.
O'Neill, J. W., Beauvais, L. L. and Scholl, R. W., 2016. The use of organizational culture and
structure to guide strategic behavior: an information processing perspective. Journal of
Behavioral and Applied Management. 2(2). p.816.
Pepper, I. K. and Wolf, R., 2015. Volunteering to serve: An international comparison of
volunteer police officers in a UK North East Police Force and a US Florida Sheriff’s
Office. The Police Journal. 88(3). pp.209-219.
Smith, D. J., 2017. New challenges to police legitimacy. In Transformations of policing (pp.
273-305). Routledge.
Tankebe, J. and Meško, G., 2015. Police self-legitimacy, use of force, and pro-organizational
behavior in Slovenia. In Trust and legitimacy in criminal justice (pp. 261-277).
Springer, Cham.
Terpstra, J. and Fyfe, N. R., 2015. Mind the implementation gap? Police reform and local
policing in the Netherlands and Scotland. Criminology & Criminal Justice. 15(5).
pp.527-544.
Online
Charles Handy Model. 2018. Online. Available through:
<https://www.businessballs.com/organisational-culture/charles-handy-model/>.
Structure. 2018. Online. Available through: <https://www.met.police.uk/SysSiteAssets/foi-
media/metropolitan-police/who_we_are_and_what_we_do/corporate/met-hq---media--
communications---mps-organisational-chart---june-2018>