Matthew D. Harris, Ph.D.
CFE, Investigator, Author

Publications

Utah Needs an Inspector General

Salt Lake Tribune – Op-ed
December 25, 2005
http://www.sltrib.com/opinion/ci_3341174


Inspectors General: ​Exploring Lived Experiences, Impediments to Success, and Possibilities for Improvement

ProQuest/Northcentral University
December 22, 2012
http://library.ncu.edu/ncu_diss/display_abstract.aspx?dissertation_id=1715

Traits of an Effective Inspector General
Journal of Government Financial Management
October 1, 2015
Abstract:

Character traits are overlooked when assessing an IG’s success. IGs benefit when they focus on developing interpersonal skills, and building relationships with stakeholders. By understanding these traits, and the traits of successful IGs, future IGs will be positioned on how to best address the challenges they are likely to face.

Leading Change and Leadership Through Organizational Laundering
Journal of Leadership Studies
December 5, 2015
Abstract:

Change in organizations can be frequent, but change is not always necessary. In pursuit of innovation, and at times their own agenda, leaders who exhibit a pseudo-transformational leadership style can have a catastrophic effect on the workplace. Promoting change under the guise of innovation, benefits self and not the organization and sponsors a workplace in turmoil. These leaders practice…

Leadership in Police Regionalization: Why Mission Matters?
Journal of Law Enforcement Leadership and Ethics
November 1, 2016
Why Mission Matters- Journal Article
Abstract:
Municipal centralization of police power has been on a steady decline as regionalization of police has led to the consolidation of smaller municipal departments into a larger regional presence. Still, the need for strong police leadership has not wavered, but has become more important as regionalized departments serve a larger constituency and employ more officers than municipal police agencies. The current climate calls for strong, innovative and creative leadership of which transformational leadership can be most effective where leadership is necessary to meet the challenges of an ever-changing landscape. Those departments seeking to regionalize would be best served to explore transformational leaders who are positioned to meet today’s challenges associated with mobilizing a culturally diverse workforce in a transitional
environment.

Matthew D. Harris, Ph.D.CFE, Investigator, Author

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