Leadership and Decision Making

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Question Description

Leadership and Decision Making

Competencies Addressed in This Assignment

  • Competency 2: Apply decision-making and leadership skills in a police administration environment.
  • Competency 3: Analyze the culture of police organizations from a leadership perspective.
  • Competency 5: Apply ethical behavior to social control concepts.
  • Competency 6: Communicate effectively in a variety of formats.

Introduction

Leadership is the process of influencing organizational members to use their energies willingly and to appropriately facilitate the achievement of the police department's goals. Anthony Downs described four types of leader behavior in bureaucratic structures: 1) climbers, 2) conservers, 3) zealots, and 4) advocates (Swanson, Territo, & Taylor, 2017). Climbers are strongly motivated by power and prestige needs to invent new functions to be performed by their units. Conservers exhibit bias toward maintaining things under their control. Zealots have narrow interests that focus almost entirely on them. Advocates promote everything under their control (Swanson, Territo, & Taylor, 2017).

Review the Leadership and Decision Making media from this unit's studies.

Instructions

From the perspective of a law enforcement officer, prepare a three-page paper, citing a minimum of one case on point and two academically verified references. In your paper:

  • Analyze the leadership style demonstrated by the lone union member.
  • Explain the leadership style of the union executive board members.
  • Lay out the leadership style you would use in reacting in this situation, with reasoning.
  • Explore whether there would be any repercussions for your chosen leadership style.

Requirements

Your paper should meet the following requirements:

  • Written communication: Must be free of errors that detract from the overall message.
  • Resources and citations: Format according to current APA style and formatting guidelines.
  • Length of paper: Three typed, double-spaced pages, not including the title page or the references page.
  • References: A minimum of three references. (If you create a hypothetical case, references will not be necessary.)
  • Font and font size: Times New Roman, 12 point.

You are required to submit your paper to Turnitin. Once you review your results and make any needed changes, submit your paper for grading.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.

Reference

Swanson, C. R., Territo, L., & Taylor, R. W. (2017). Police administration: Structures, processes, and behavior (9th ed.). Upper Saddle River, NJ: Pearson.

Resources

Unformatted Attachment Preview

Leadership and Decision Making Competencies Addressed in This Assignment • • • • Competency 2: Apply decision-making and leadership skills in a police administration environment. Competency 3: Analyze the culture of police organizations from a leadership perspective. Competency 5: Apply ethical behavior to social control concepts. Competency 6: Communicate effectively in a variety of formats. Introduction Leadership is the process of influencing organizational members to use their energies willingly and to appropriately facilitate the achievement of the police department's goals. Anthony Downs described four types of leader behavior in bureaucratic structures: 1) climbers, 2) conservers, 3) zealots, and 4) advocates (Swanson, Territo, & Taylor, 2017). Climbers are strongly motivated by power and prestige needs to invent new functions to be performed by their units. Conservers exhibit bias toward maintaining things under their control. Zealots have narrow interests that focus almost entirely on them. Advocates promote everything under their control (Swanson, Territo, & Taylor, 2017). Review the Leadership and Decision Making media from this unit's studies. Instructions From the perspective of a law enforcement officer, prepare a three-page paper, citing a minimum of one case on point and two academically verified references. In your paper: • • • • Analyze the leadership style demonstrated by the lone union member. Explain the leadership style of the union executive board members. Lay out the leadership style you would use in reacting in this situation, with reasoning. Explore whether there would be any repercussions for your chosen leadership style. Requirements Your paper should meet the following requirements: • • Written communication: Must be free of errors that detract from the overall message. Resources and citations: Format according to current APA style and formatting guidelines. • • • Length of paper: Three typed, double-spaced pages, not including the title page or the references page. References: A minimum of three references. (If you create a hypothetical case, references will not be necessary.) Font and font size: Times New Roman, 12 point. You are required to submit your paper to Turnitin. Once you review your results and make any needed changes, submit your paper for grading. Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information. Reference Swanson, C. R., Territo, L., & Taylor, R. W. (2017). Police administration: Structures, processes, and behavior (9th ed.). Upper Saddle River, NJ: Pearson. Resources • • • • • • • • • • • Leadership and Decision Making Scoring Guide. APA Style and Format. Capella Online Writing Center. Community of Excellence. Criminal Justice Undergraduate Research Guide. Smarthinking Tutoring. Submit an Assignment. Turnitin. Writing Feedback Tool. APA Template. Leadership and Decision Making | Transcript. Leadership and Decision-Making Leadership and decision-making go hand in hand. But sometimes, the way someone makes a decision is as important as the decision itself — and that way is often dictated by the leadership style or styles they’ve adopted. The following scenario shows different styles in action as police officers react to a critically important decision. Section 1 : The Chief and the Police A lot of officers on the Riverbend City police force keep up on what’s going on by reading a blog called The Police Blotter. Many of the posts relate to the doings of the department’s chief, Glen Edwards. Read each post to get an idea of what the department thinks of Chief Edwards. The Police Blotter Headline: New Chief Starts Friday Date: AUGUST 6, 2014 Well, it’s official: We have a new chief. He’s coming to us from Seattle, where he was the assistant chief for several years. Apparently he was the big noise out there; later, when I can find it, I’ll post an article about a big fight with the city that resulted in Assistant Chief Edwards offering to resign rather than work one more day without better bulletproof vests for his officers. It won’t be in the article, but I hear through the grapevine that he also offered to be shot in one on live TV, and that convinced the City Council that he was dead serious. We’ll see how he does here. We all hope whatever he’s like, he has to be better than Chief Radcliffe. But if there’s anything we police officers know, it’s that things can always get worse. Stay tuned for more updates on our new chief and his doings. Headline: Survey Says: So Far, So Good Date: APRIL 23, 2015 Since you probably filled it out, you already know that the departmental survey is complete. Well, the results are in, and I’ll be writing a series of posts about them. For today, I’m going to focus on the results that relate to our not-so-new chief. Out of about 828 officers, 738 of you filled out the survey. That’s a response rate of 89 percent, for those of you who care about such things. Here’s how the answers to the questions about Chief Edwards went: • • • Approve of the job he’s doing: 74 percent either approved or approved a lot. Trust him to make good decisions: 69 percent agreed or strongly agreed. Values our input: 78 percent agreed or strongly agreed. Pretty good, Chief! You can only tell so much by a survey, but these numbers suggest that the chief is taking hold and making a solid impression among the rank and file. Let’s see if he can keep it up. Headline: Kudos for Chief Edwards Date: NOVEMBER 12, 2015 Our own Chief Edwards continues to be the golden boy. You may remember last month’s post about his departmental Hazardous Duty Award. For those of you who live under a rock, that was when he got Officer Reinhardt, who had taken two rounds in the leg, out of the line of fire in the shootout with the Southside Killers gang members. Well, now he’s been honored with the 2015 Governor’s Public Safety Award for Outstanding Contribution to Community Safety. His leadership on the department’s anti-gang initiatives caught the governor’s eye, and he’ll be honored in a big ceremony on Thursday. Headline: What??? Date: JULY 24, 2016 We knew it had to happen sometime. The honeymoon is over. Most of you know that last year, Officer Nate Leavy arrested Pokey Dre, aka Leonard Dresden, one of the Southside Killers. For the last year, there’s been a big controversy over whether it was a good arrest, whether Officer Leavy had grounds, and whether there was police brutality. Well, expect the controversy to get even bigger, folks: Chief Edwards has agreed to release the full video. The media is going to have a field day with this, and so will the people who think everything the police do is wrong. Buckle your seat belts, cops. It’s on. Back to top Section2 : The Union Meeting Last week, Riverbend City Police Chief Glen Edwards agreed to release the video of a controversial arrest of a known gang member. The arrest has been controversial because the gang member, a man named Leonard Dresden whose gang name is Pokey Dre, alleged police brutality and the community supported him. To quiet the controversy, Chief Edwards released the video. But now he’s got a new problem – a police union whose leadership is angry about the decision. All right, let’s come to order. As everybody knows by now, the chief has decided to release the video of Officer Leavy’s arrest of Pokey Dre, aka Leonard Dresden. Now, we all know that this is bull. This will only feed the media frenzy, and give aid and comfort to the anti-police crowd. It’s a bad decision, and he’s putting us all at risk. So we’re here to hold a vote of no confidence. Let’s start with procedure. Ordinarily, we would vote by secret ballot. But this is so important that I think – and I so move – that we have a hand vote. Matt Stevers: I second. Paul Schwoboda: All in favor? Matt Stevers: Looks like the ayes have it. Ed Kowalski: They do? Paul Schwoboda: All right, now it’s time for the vote of no confidence. My opinion is that this should be unanimous. If you vote for the chief, you’re essentially voting against the union. Matt Stevers: Agreed. Ray LaFontaine: Wait a minute. Everybody here knows I’m totally for the union. But I’m not sure about the vote of no confidence. Nobody’s going to brand me as against the union just because I disagree with the leadership. Matt Stevers: [Sarcastically] Wow, your loyalty is impressive, Ray. Ray LaFontaine: My loyalty? Or my ability to think for myself? Paul Schwoboda: You know, Ray, the union stood up for you when Internal Affairs was after you about that domestic violence call that went south on you. I’d think about that. You never know when IA might come after you again. Ray LaFontaine: What exactly are you saying? I’m a 5-year cop and I pay my dues, and I earned this union’s support. Kowalski: Okay, hold it. You guys are in a big hurry to hold this vote. But I say it’s wrong to even have it. This union has only held one no confidence vote before this, and it was for Chief Radcliffe, and we were right. But Chief Edwards is no Chief Radcliffe. Wait a minute! You know he isn’t. You’re mad about this decision, but have you forgotten everything else he’s done? The pay raise? That time he had Reinhardt’s back? Matt Stevers: We’re sending him a message that he can’t put his political BS ahead of officer safety! Kowalski: No, we’re not. Matt Stevers: Of course we are! In fact, this kind of decision shouldn’t be the chief’s at all. The union should make this call! We’re the ones who are most affected by it, and it should be our decision! Ed Kowalski: Now, that’s just crazy. Paul Schwoboda: Hold it! In all the years I’ve been on the force – which is a lot longer than you, Kowalski… Kowalski: Not a lot longer. Just longer. Paul Schwoboda: …the chief has never given in to political pressure on matters of officer safety. Kowalski: And that’s still true. Paul Schwoboda: No, it isn’t! This will empower the anti-police crowd! Kowalski: You keep saying that. Where’s your evidence? Schwoboda: Just my eyes. We’ve seen this movie before! The last thing we need is to change a policy that’s served us fine for always. We’ve always kept internal evidence, like videos and recordings, internal. Changing that now is going to open the floodgates. Kowalski: Even if you’re right, we don’t hold no confidence votes when the chief does one thing we don’t agree with. We hold them when we think the chief is corrupt, or can’t lead anymore, or is acting outside of his authority. If we hold this vote, we’re using a no confidence vote to say, “Hey, chief, we’re mad at you.” We’ve got plenty of ways to say that! But if we poison the well with a badly-thought-out vote of no confidence over a difference of opinion, then we’re not going to be taken seriously the next time. And the next time might be something really bad! Paul Schwoboda: What, like putting cops’ lives in danger isn’t bad? Come on! Kowalski: Calm down. Remember, a no confidence vote says we don’t approve of anything the chief is doing. That’s not true, and everyone in this room knows it. Some of us don’t like what the chief is doing in this one area, but that’s a disagreement, not a no confidence vote. Do you want to throw him out of office? What if the mayor picks some moron who’s a lot worse? Edwards is a good chief and he doesn’t deserve this. We’re better than this. We’re police officers, and we’re not scared to disagree. Come on. I say that holding this vote is an act of cowardice. The execs are trying to hijack the union and use it for their own purposes. But we don’t have to follow their lead! Are we cops or are we patsies?? Back to top Credits Subject Matter Expert: Katheryne Davis Interactive Design: Christopher Schons Instructional Design: Patricia Luopa Media Instructional Design: Holly Dolezalek Project Manager: Andrea Thompson ...
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Tutor Answer

Nelnomap
School: Cornell University

Hello buddyHere is the solution kindly check it out and feel free to hit me in case of any edits. Also, am available for more task😀

Running head: LEADERSHIP AND DECISION MAKING

Leadership and Decision Making
Student’s Name
Affiliate Institution

1

LEADERSHIP AND DECISION MAKING

2

Leadership and Decision Making
According to Swanson, Territo and Taylor (2017), leadership refers to the process of
influencing members of an organization to utilize their energy in an appropriate and willing
manner to facilitate the attainment of the objectives of the police department. There are four
types of leader behaviours according to Anthony Downs. They include climbers, advocates,
zealots and conservers. Climbers are observed to be individuals who are motivated by
prestige and power needs to create new functions that are to be undertaken by their units. For
advocates, they promote all that there is within their control. The zealots focus more on
themselves meaning, their interests are narrow. Finally, the conservers are characterized by
bias toward the maintenance of issues within their scope of control. Therefore, this paper
seeks to analyse the leadership style demonstrated by the lone union member in the case,
explain the leadership style of the union of executive board members, outline the leadership
style th...

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Review

Anonymous
Good stuff. Would use again.

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