Step 3 Next, I will focus on recommendations for dissolving the situation previously discussed. Since middle level leadership is balancing the agendas of captains currently I will further articulate their role in leading the organization through this discouraging period.
Recommendation to Dissolve While observing the frustration and confusion of those I work with it is also apparent by the end of 2017 the situation should dissolve due to the selection of a new Director. Once a new Director is chosen there will be an adjustment period again to understand the directional path of the new leader, however, the infighting and posturing should diminish. Unfortunately, a couple captains stated they would retire or seek employment elsewhere if
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Since April the lieutenants meet monthly to ensure each is aware of the actions of the captains and focus on the goals instituted by the administration at the beginning of the year. For example, the new patrol captain wanted to stop the traffic focus on accident reduction. The three patrol lieutenants have continued to direct the officers to concentrate on the accident reduction strategies in addition to the “hot spot” policing tactics of the current patrol captain. Therefore, by the end of the year the patrol division can report on the goal of the accident reduction in addition to the implementation of the “hot spot” strategy. Further, in CID, the chronic offender identification meetings still occur as scheduled and additionally I am working on the “case in place” strategy where geographic locations receive attention about environmental concerns, such as lighting, trees, and code enforcement to improve the location and deter crime. Thus, the captain will have at least two crime measures to report on to the law board. Essentially the lieutenants keep the department running through the chaos occurring in upper management because the employees deserve our attention and focus to ease the unrest. Sousa and Dierendonck (2015) found humble leaders displayed the highest impact on follower engagement. In short, the lieutenants and sergeants lead with a humble approach, especially in current times. Sharing leadership necessitates accepting others need to take …show more content…
Further, the audio lectures explained the idea of having a loving fulfillment in our actions and wanting to perform our duty- hesed (Fischer, 2009). Mutual accountability for the leader and follower anchors the concept of servant leadership. In fact, inputs from the biblical perspective of love and justice in a covenantal context affect the outputs of our organizational impact in how we treat each other and the expectations of the agency (Fischer, 2009). As leaders, we look for mindsets focused on intrinsic motivations but not in a self-serving capacity as explained by the actions of the captains. Indeed, servant leaders have a desire for power to mentor and encourage positive relationships and creating an organizational culture which places others first. The current antics occurring will dissolve and I am confident the RCPD will return to a healthy and positive place to
Servant leadership, as defined by Kretiner and Kinkicki (2015, p.486), is putting the needs of others, including employees, customers, and community ahead of one’s own needs. This management style requires selflessness and humility from management so the organization can focus on serving key stakeholders. There are ten characteristics of a servant-leader as identified in the text
Chief Mangan is now beginning to work and transmit his mission throughout all levels of the police department and to gain the support and trust from the members. These members included natural leaders, all sworn rank officers,and civilian titles or leaders, these individuals all met several evenings on a weekly basis in an informal advisory group to discuss the organization’s weakness and strengths, and to make recommendations for any
In an area of work such as law enforcement relationships built upon trust and reciprocity go a long way in helping both leaders and followers. Not only will Detective Doe’s relationships and personal growth benefit but it has been proven that his group’s cohesion and participation will also be improved by the development of strong leader-follower relationships (Naidoo et al. 2011, Sparrowe et al. 2006). Regarding this it is also important that Detective Doe is careful regarding the use of transactional leadership, specifically related to extrinsic rewards. It is clearly extremely difficult to be solely one and also be a good leader since a balance transformational leadership and transactional leadership make a strong leader (Judge & Piccolo 2004). It is absolutely necessary though to try and keep rewards intrinsic and keep people motivated by their self-satisfaction than extrinsic compensation. If too many extrinsic rewards are offered as compensation than many people may lose their initial interests and reasons for entering the field of law enforcement (Deci
The Servant Leader discusses the importance of leaders who adopt a service oriented attitude in which they care for the needs of others before their own. A servant leader need not be an actual servant or have ever been a servant to become a servant leader. Rather, a servant leader is born with or adopts an “others first” disposition. Climbing through the ranks may help to create a servant leader, though it is not necessary. When leaders choose to see that the needs of their followers or their organizations are the highest priority they become servants.
Servant leadership is a philosophy and set of practices that augments the lives of individuals, builds better organizations, and creates a more just and caring world, they put the team first, and themselves second (MindTools, 2015). Servant leaders are able to demonstrate their traits through interaction with followers and other leaders within the organization. The characteristics of servant leaders include their commitment to the growth of people, stewardship, and building community, and provide leaders with the opportunity to experience change and to invite followers to change (Savage-Austin & Honeycutt 2011). Servant leadership encourages leaders and followers to ‘raise one another to higher levels of motivation and morality’, and set their leadership focus: follower’s first, organizations second, their own needs last (Sendjaya, Sarros, & Santora, 2008). The servant leader focuses on the needs of others to include team members. They acknowledge people’s perspectives, and give them the support needed to meet their goals. Servant leaders involve members when decisions are appropriate helping build a stronger commitment within the team. Strong qualities of servant leadership are trust, appreciation for others, and empowerment. Honesty and integrity form the moral foundation of effective leadership through the four values of truth telling, promise
...ion and decision is going to be black and white. When things do not seem clear it is important to be flexible. In times of change not everything is going to be clear cut. The leader needs to work with the team to keep open communication so everybody can be on the same page and work through the hard times together.
Examining the texts of Aristotle’s “Nicomachean Ethics” and “Politics” side by side, one is bound to find parallels between his reasoning with regard to the individual and to the state. In “Nicomachean Ethics” Aristotle discusses happiness, virtue, and the good life on an individual level and lays out necessary provisions for the good life of a person. He maintains that virtue is a necessary element of happiness: a man will be happy if he has virtues of justice, courage, and temperance, each constituting a balance between the extremes. But this requirement of virtue for the happy life goes beyond the individual level, as we see it in “Politics”. There, Aristotle claims that man is by nature a “political animal” , and for that reason he can only achieve the above-mentioned virtues as part of a state. And since the city is formed by many individuals, the virtue of the state is constituted by the individual virtues of its citizens. It is therefore clear that fulfillment of requirements for the happy life of an individual, namely being virtuous and self-sufficient, is equally necessary for the state as a whole in order to be happy. We thus see that the virtue of a state is directly linked to the virtue of an individual, and that therefore the means of achieving the former will run parallel with those of the latter.
Servant leadership is a perplexing theory. It takes on radical ideas like a lifetime employment policy, or employee-wide furlough, to illustrate how putting the leader at the service of their employees can result in efficient leadership. “When individuals engage in servant leadership, it is likely to improve outcomes at the individual, organizational, and societal levels (PSU, 2014)". The servant leadership actions of Charlie Kim and Bob Chapman depict how the proper use of servant leadership creates trust, and inspires productivity; benefiting their organization, their employees, and
Servant leadership is becoming a more “sought-after” concept in today’s society, but what exactly is servant leadership? Does it mean different things to different people? Although the three books, The Servant as Leader, The Servant, and Lead Like Jesus, all center around servant leadership, each author takes a different perspective on the meaning of being a servant leader. Robert Greenleaf addresses leadership from a straight-forward stance; saying that a good leader must be a servant-first by finding the will within themselves to put the needs of their group before their own. James Hunter discusses servant leadership through a story involving everyday people that the reader can relate to. He uses Jesus as a guide to explain how to initiate character development that will, in turn, fashion servant leadership. Ken Blanchard and Phil Hodges offer a new perspective on servant leadership by bringing Jesus into the picture on an even deeper level than Hunter. They explain that by knowing Jesus Christ and developing an intimate personal
The importance of making a team work is the becoming more and more suitable in today’s self-motivating busy world. The importance of leadership in the Criminal Justice world is very high to keep their organization competitive and productive in this world of violence and threats. A lot of departments also turned to their leadership as a mean of achieving their goals which relate to reducing crimes in certain
Effective new leadership and management begins at the initial transition between leaders prior to the grouping of opposing interests and uncertainty within the group
According to Shusta et al., (2011), “Many law enforcement agencies have had difficulty finding qualified applicants; however, which has led to a recruitment crisis. This crisis, although influenced by economic circumstances, appears to be primarily the result of changing societal and demographic trends” (p. 82). There has been many controversies and attention towards the recruiting and hiring crisis in American law enforcement. Among the various problems that law enforcement agencies in America face, however, do not solely pertain to issues such as budgeting or manpower; but rather, it is the problem of recruiting qualified Asian-American applicants (Gaines & Kappeler, 2014). Policing in the United States has changed since the early days of
Introduction Through identification and ongoing assessment of her leadership style and ability, this leader is able to develop and understand her own strengths and limitations in order to grow and develop into a more effective leader. The aim of this paper is to provide an overview of servant leadership, contingency, and path-goal styles of leadership to gain an understanding of current leadership models, identify this author’s style of leadership, and explore why leadership is important to organizations, society, and this author. A Personal Model of Leadership Servant leadership was a term that was first used by Keifner Greenleaf (1970) in his first essay, The Servant as Leader (as cited by Crippen, C., 2005). Greenleaf based his essay on his belief that a servant leader is a servant first, and explained that it would begin with the natural urge to serve and then the leader would make a conscious choice to become a leader, in doing so he makes the choice to ensure that others needs are met first (2005 ). As a servant leader develops he should always keep aware of those who he serves and strive to ensure that they are becoming healthier, wiser, freer, have an increase in autonomy, and become more like servants themselves (2005).
All organizations, especially law enforcement agencies, require leadership. Maintaining a dependable leadership structure is key to the success of any organization. The philosophy of the modern style of police leadership involves a leader who is strong, competitive and unreceptive to change. Police leadership is based from an autocratic style which is founded on integrity and courage, embracing teamwork, involvement and shared leadership (Cordner & Scarborough, 2010). This style of leadership works well in an emergency situation in which rapid decision making and strict control is needed. The negative aspect to this style of leadership is the inability of the organization to function with the absence of leadership.
Respectively departmental managers and supervisors associate with managers and leaders of the same rank. While the CHP strives to foster a family atmosphere and encourages all employees to utilize their ‘partners’ or colleagues for many issues that may arise on a daily basis whether work related or of a personal nature the interaction is limited to individuals within an individual’s rank. This family focused attitude helps to alleviate some of the stresses that are common within the law enforcement profession. The camaraderie that is created is valuable to organizational moral and overall