Bureaucratic Leadership StylesDown’s style of leadership theory (Chapter Six
of Police Admini
Down’s style of leadership theory (Chapter Six) has identified several types of
leaders that exist in every organization. On the surface, some of these types
appear to be completely dysfunctional and detrimental to an organization or law
enforcement department. However, there may be instances in which some of these
leaders can be beneficial.
Provide examples of situations in which it would be beneficial to a law
enforcement organization for the leadership style to be that of conserver,
zealot, or advocate. Then, provide examples of situations in
which it would be beneficial to a private sector organization for the
leadership style to be that of conserver, zealot, or advocate.
Which style of leadership is most beneficial to either law enforcement
organizations or private sector organizations? Why?
Our discussion is first, then the individuals
The Conserver gets into a position they want to be in and are comfortable
being in. Once they reach this position they settle in and do the job well with
no ambition to further their career. In some cases such as a really good patrol
Sergeant this can be a good thing. You get a Sgt. that is a motivated, good at
their job, keeps the officers on their shift inspired and working to please
them that is a good thing. If that is the position the Sgt. wants to be in that
is good for the department. On the other hand it can be bad for the department
when a poor leader gets into position and settles in for the long stay.
In the case of a Zealot or a leader who has a specialized interest in which
they become very good at and have a high drive for. This may be the officer who
loves traffic and spends all shift making traffic stops but not responding to
other calls for service. While this can be good in a large department
where there are job specific units for them to succeed in and specialize their
efforts. In a small department where we need every available hand on calls for
service we cannot afford for someone to ignore the calls for service and just
do their own thing.
An advocate could provide motivation to their shift so long as they
encouraged healthy competition between the shifts. Once it becomes unhealthy it
turns from good to bad as they drive a wedge between crews or departments. In
the case of a small town force we rely on the help of state patrol and
sheriff’s office employees. If we have an officer who is driving a wedge
between the agencies it is not a good thing.