The paper can be divided into two parts: the first one provides an overview and analysis of the current culture in the Department, and the second contains the recommendations of improvements and their suggested implementation. The key areas include communication (in particular, that between the leader and the new followers), motivation, trust (including community trust), and the cultures or subcultures that, in our opinion, require investigation. The current culture of the Department has a number of significant issues. The one that is going to challenge the efforts, which will be aimed at rectifying the situation, is the lack of trust that the employees have for the new leader who they expect to become the “new broom.” This fact lowers the staff morale. Other signs of it being low include the apparent lack of motivation, commitment or loyalty. The situation leads to a disintegrated culture, which, in turn, hinders communication. The work habits of the employees are correspondent to the lack of commitment, which leads to the absence of self-initiated activity and inadequate quality of work that results in the loss of citizens’ trust. The key behavioral issues are connected to the work habits (the disinterested type X employee’s behavior is positively harmful) and the culture. The specialized gang enforcement team has become an unfavorable subculture that promotes the lack of subordination, works to disarrange the society and poses itself as its exclusive part. The existence of different perceptions of the organization, some of which are unfavorable, makes the culture weak, but we do not know much about them so we suggest a plan for their research (Robbins & Judge, 2014). The employees’ motivation is also a problem that needs to be addressed directly. Given the specifics of the X-theory, it is suggested that this type of employee requires supervision, which will improve the workers’ motivation and also help to monitor their progress. Also, the values and loyalty to the organization need to be nurtured, and it is suggested that the idea of serving the society should be advanced, for example, through community policing, to help the employees realize the importance of their work. Apart from that, the community policing is regarded as a measure of its own that will help us build the community trust and lead to other important outcomes. Finally, the key issue is the improvement of the communication between the new leader and the “old” employees. The starting point for the solution is a meeting; the problem of the weakness of the organizational culture will be brought up. Also, an attractive way of dealing with the issue is using action research. Two subcultures that had been mentioned appear to prevail in the Department. We believe that they should be investigated. The tattoo group imagery is somewhat alarming, but a closer investigation might demonstrate its reasons. Possibly, the group that appears to have some commitment and loyalty (the qualities that most of the department apparently lacks) can become a core for a new organizational culture. While the first subculture might turn out to be useful, the second one is bordering on being destructive. It is aimed at fragmenti