...LEADERSHIP STYLE, A CORRELATIONAL STUDY IN LEADERSHIP STYLE AND USE-OF-FORCE BEHAVIOR OF POLICE OFFICERS by Tommy Sickels Copyright June, 2015 A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctorate in Educational Leadership University of Phoenix The Dissertation Committee for Tommy Sickels certifies that this may be the approved version of the following dissertation: The Dissertation Committee for Tommy Sickels certifies approval of the following dissertation: A CORRELLATlONAL STUDY IN LEADERSHIP STYLE AND USE-OF-FORCE BEHAVIOR OF POLICE OFFICERS Commiittee: Orlando Ramos, PhD, Chair Peggy Coplin, DPA, Committee Member Jack Phan, PhD, Committee Member ,,__.____ _ ,,__.____ _ Jeremy Moreland, PhD Dean, School of Advanced Studies University of Phoenix ABSTRACT Leadership style and police officer use-of-force are two important functions of law enforcement. What could be more important in a law enforcement agency than to have these two variables coexisting in an organization in a harmonious manner? By investigating whether a relationship exists between these two variables an answer to this question could emerge. In law enforcement today, the cost associated with excessive use-of-force civil law-suits against police officers and their departments can be staggering. Exposing police officers to a specific leadership style may influence the dynamics in the use-of-force behavior during...
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...Unit 2: Case Study Richard R. Henderson Kaplan University CJ345: Supervisory Practices in Criminal Justice Professor Robert Ponzetti November 1, 2015 Officer Louis Maynard is 27-years-old, married and lives in a house inherited from his mother. He was a Sgt. in the military for five years before becoming a police officer. He has also completed a regional police academy at a local community college. Maynard finished fourth in his class. He was working the 4/10 swing shift, which is the busiest shift in the police department. With a family of three, this can get very hectic with personal time. Maynard was well-liked and got along with his peers. He has been asked to supervise a part of the city that has three beats on the swing shift. The beat officers have an average of three years’ experience and Maynard has...
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...organization. Nursing is founded on interpersonal relationships. As a people-oriented profession, nursing leadership styles are influenced by humanism. The mission, attitude, and behaviors of a health care organization begins with its leadership, which creates the direction and purpose of the organization. The purpose of this paper is to differentiate between leadership and management, describe views of leadership, and explain the characteristics of an effective leader. Leadership and Management Leadership and management are used interchangeably; however, distinct differences between the two exist. Leadership is defined as setting the direction for change; facilitating innovative practice, ensuring polices are up-to-date and professional standards are set in relationship to care (Feltner, Mitchell, Norris, & Wolfle, 2008). Leadership influences the processes within an organization, the essence of leadership is the ability to influence others. Leaders establish the purpose of the organization, whereas managers carry out the established purpose (Azaare & Gross, 2011). Management includes the process of planning, organizing, coordinating, and directing the work of employees to accomplish the task at hand more efficiently. Managing involves communicating and controlling the use of information to manage the work of others, leading people to take action, and taking supervisory actions (Sullivan & Decker, 2009). Views of Leadership Leadership is motivating others to achieve a higher standard...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...at crime. Police have always responded to crime, that is the belief and that has always been their job. What happens, though, when provided with an idea that expresses that crime can be more preventative just by looking at and involving the community to participate? Policing traditionally has always been a response unit, providing its’ service after the fact (after a crime has happened). The broken windows theory counters that traditional style by looking outside of the traditional criminal justice system to see how crime is generated and solutions to fix and prevent it (Trojanowics, 1994). The broken windows theory has views closely related to community policing: The quality of life, as the ultimate goal of policing (Carter & Sapp 1994; Joseph 1994; Kelling and Coles 1996; Skogan 1990; Trojanowics 1994). This type of policing has broadened the goal to assist communities to maintain a safe environment where basic institutions (families, schools, churches, commerce) can effectively operate and thrive within the community (Kelling and Coles 1996). Apprehending criminals is no longer the only focus among law enforcement. Police and their agencies must now adapt to look at what needs to be done to maintain the quality of life in communities as well as alleviate citizen fear of crime. To prevent community decline and crime police agencies must us the strategic measure of disorder control. Legitimacy refers to the judgments that the citizens make about police authority...
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...leadership and the impact it has on employee satisfaction. Leadership, management and supervision are terms which mean the same but are used similarly. A leader/manager/supervisor is a person who sees something that needs to be done, and knows that they can help make it happen. A leader, manager, or supervisor sees opportunity and captures it. He/she sees future that can be different and better and help others see that picture too. He/she is a coach, an encourager and is willing to take risks today for something better for tomorrow. A leader/manager/supervisor is a communicator, coordinator and listener. There are several types of leadership styles and they will be discussed in this paper. Additionally, this paper will discuss case studies to deliberate the role of leadership between employees using the different leadership styles. The results of the findings showed effective leadership does have an impact on employee satisfaction. The main recommendations are for leaders to practice the “Golden Rule”. Introduction Leadership is a process influence between leaders and employees where the leader attempts to inspire the workers to achieve organizational goals. Leadership plays an important role to ensure the achievement of desired outcomes in both formal and informal groups. Effective leadership and employee satisfaction are two terms that are equally important. A great leader/manager provides direction for the organization and leads his employees...
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...Adopting Arizona’s Immigration Law in All states Does politics have the upper hand on humanity in Arizona's immigration law SB-1070. This law should be abolished because it is racist, unfair and degrading to legal and illegal Latino immigrants? Immigration has always presented a problem for America and we now find ourselves faced with the issue on a large political scale. On July 29, 2010, the United States of America listened in as Arizona State put into effect their own immigration law. With the backing of Michigan, Alabama, Florida, Nebraska, Pennsylvania, and South Carolina Arizona has set the presence for illegal immigrants to face the law. The new law “directs officers to question people about their immigration status during the enforcement of other laws such as traffic stops, and if there's a reasonable suspicion they're in the U.S. illegally they will be deported”. “Arizona’s illegal alien population is 460,000 and according to a 2008 study by the Federation for American Immigration Reform, Georgia illegal alien population is 490,000”. (Inger Eberhart, 2010). As Americans we need to support Arizona’s efforts to clean house in fight of illegal aliens in the U.S. Most critics are saying that this is the strictest measure in generations for the detaining of illegal immigrants. The key work is “ILLEGAL”. Every American knows that if it is illegal then you should not be doing it, adolescent 101, but we live in a time where people feel that illegal aliens...
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...The Impact of Job Characteristics on Social and Human Service Workers Reva I. Allen/Eric G. Lambert/Sudershan Pasupuleti/Terry Cluse-Tolar/Lois A. Ventura, Department of Social Work, University of Toledo 1 In many career fields, there is a tendency to try to find the right person for the job instead of trying to make the job right for the person. Koeske and Kirk (1995) wrote, “Social work administrators presume that there are certain characteristics of human service workers that predispose some of the workers to thrive in a particular job while workers with other characteristics are more likely to dislike the job or do poorly” (p. 15). Additionally, some administrators of social and human service agencies appear to be more concerned with the impact of workers on their agency than the impact of the organization on workers. “Blaming the employee” focuses the attention away from the real causes (Arches 1991). It is true that social and human service workers can and do have meaningful effects on their employing organizations. It is, however, naive to assume that employees are not affected by the organization. It is reasonable to assume that many employees who have negative or positive impacts on the employing organization do so because of how they were treated at work. The work environment has real and lasting effects on most employees. It is generally theorized that the work environment influences employees mainly through their attitudinal states, and these...
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...From Africa to East Asia, a new Islamic movement is attracting millions of followers and a lot of money. Even though Gulen movements do not call themselves an Islamic movements they Inspired by a little-known Turkish imam his name is Fethullah Gülen.The. Gulen movement is linked to more than 1,000 schools in 130 countries, newspapers, TV and radio stations, universities and even a bank. They describe themselves as civil society movement. It started out as a local service group of students, teachers, parents, and small business owners around the Turkish scholar and preacher Fethullah Gulen in the city of Izmir, Turkey. The movement gives a lot of attention to education and science. These schools have attracted Muslim and non-Muslim. The chief characteristic of Gulen’s followers is that they do not seek to disrupt modern secular states; rather, they encourage Muslims to use the opportunities offered. Gulen sees science and faith as not only harmonious but also complementary. He encourages scientific research and technological advancement for the good of all humanity .In this paper we will write about the founder his ethnic origin, his Islamic education, his teachings and the history of the movement. Also, the demographic characteristics of the movement, and the historical transformations to modern times. Also, the relationship with the other parties and movements. We will be looking into how the movement begin and what made this movement grew so popular. One of the areas we...
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...organizations will experience a leadership transition crisis in the absence of the implementation of a well designed, functional succession plan for the future. The purpose of this paper is to examine the leadership concept of succession planning and discuss two theories, trait theory and path-goal theory, and their relationship to the succession planning process. Succession planning is a six step process. Three important dimensions critical to succession planning as a leadership development tool include evaluating the future needs of the organization, the identification and development of leadership talent, and the ability to identify and implement results. Historically, succession planning is not part of an assigned role or task in a police agency and tends to get overlooked. Based on the literature, leadership succession in law enforcement will present a crisis for agencies. As these assertions are explored, the following research questions are proposed for future study: Will law enforcement agencies recognize and respond to the looming crisis presented by the loss of human capital in their organizational hierarchies? Are law enforcement agencies, which...
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...Glengarry Glenn Ross Glengarry Glenn Ross is a film that received a great deal of praise from movie critics when it was released by New Line Cinema in 1992. Roger Ebert, of the Chicago Sun-Times, gave the movie three and a half stars out of four, and was quoted as saying that Glengarry Glenn Ross was the “Death of a Salesman” of modern times (Ebert). While this comparison might not be made by all viewers of this movie, Glengarry Glenn Ross is a great viewpoint into the sales offices of today, and gives an insight into the pressures that salespeople face today. The movie is loaded with supervisory styles and situations, as well as showing how unforgiving the sales world really can be. Glengarry Glen Ross was written by playwright David Mamet in 1984. The play was so well received that it received a Pulitzer Prize for Drama that same year (Emanuel Levy). Mamet adapted his play into a screenplay for the 1992 movie release. Mamet is also credited with writing the screenplays for such notable movies as “Hoffa”, “The Untouchables”, “About Last Night”, and most recently “Hannibal.”(IMDB) Mamet, however, did not direct “Glengarry Glenn Ross” even though he had previous directing experience on a movie named “House of Games” (Levy). “Glengarry Glen Ross” was instead directed by James Foley, a director responsible for directing such films as “Who’s That Girl” and “The Chamber”(IMDB). There have been several movies made over the past few fifteen years such as “Ocean’s Eleven”...
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...A Study of the Causes of the Failure of the National Security Personnel System Andre Zephrine M. Pantaleo, Ph.D., M.B.A. Strayer University April 25, 2010 Context of the Problem The National Security Personnel System (NSPS) is a pay system based upon the caveat of being paid for performance. It was created in 2006 through Congressional authorization especially for the Department of Defense (DoD). Implementation of the system began in 2006 as a replacement for the General Schedule grade and step (GS) system used by the rest of the federal government. NSPS’s policies differ concerning hiring, reassignment, pay, promotion, tenure and recognition. Under the GS system, there are automatic pay increases which do not exist under NSPS. On October 29, 2009, President Obama signed legislation that repealed NSPS and restored DoD employees to the GS pay system. Full implementation of the switch back to the GS system is to occur no later than January 1, 2012. This research proposal proposes that NSPS did not succeed because of poor consideration for review boards, self evaluation, and allowances of discrimination through intention – speculatively – and more importantly unintentionally. This research proposal also posits that because of adverse impacts, similar systems would also be unsuccessful. Statement of the Problem The National Security Personnel System (NSPS) is a pay-for-performance pay system which replaced the General Schedule (GS) grade and step system for the...
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...4 The Police Culture CHAPTER LEARNING OBJECTIVES O • Describe the various ways in which the police subculture conflicts with the official norms and values of policing. • Compare and contrast the various forms of an organization’s culture. • Identify and elaborate on variables that influence police officers’ acceptance of the subculture. • Describe the positive aspects of the police subculture. • Identify the sources of police stress. • Highlight the various strategies that both organizations and individual officers can implement to mitigate the negative effects of job-related stress. • Describe the ways that the police subculture and stress are related. • Identify and provide examples of the ways in which community policing can both increase and decrease stress levels among police officers. • Describe the characteristics associated with the phenomenon of police burnout. I n Chapter 4, we focus on organizational and administrative aspects of policing, on the formal structure and the impact of police leaders. While these formal considerations are crucial to an understanding of the police role, there are two other contributing factors that must be considered in our attempt to understand policing as an occupation: the police subculture and the pressures and stresses of police work. Police administrators and the law specify the broad parameters within which officers operate, 97 98 O INTRODUCTION TO POLICING O PHOTO 4.1 This patrol officer is attempting to explain to members...
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...1. Introduction Maldives is an island nation in the Indian Ocean neighboring countries are India and Sri Lanka. Previously, the country was sultanate under Portuguese and then was British protectorate and obtained independence in 1965. Islam is the state religion and Dhivehi is a local language. English is widely spoken and considered as business language. The country is made up of 1,190 islands in 20 atolls which are spread over roughly 90,000 square kilometer. Only 192 of the islands are inhabited, and 70 percent of those have a population of less than 1,000 people. The Maldives legal system is based on an admixture of Islamic Law and English common law. English common law greatly influences the civil and commercial laws of the country. To know more about the country, please visit Commonwealth country profile on Maldives and Commonwealth Governance. A very informative paper on the history of the country, legal history, court system, and criminal justice system can be found here. Observation of the United Nations Special Rapporteur on the Judiciary and Legal System of Maldives can be found here. 2. Legal History of Maldives When the British came to control most of the areas of the Indian Ocean by the late nineteenth century, the Maldivian Sultan entered into an agreement with the Governor of Ceylon in 1887, which allowed the country to enjoy the status of a protected state without actually becoming a protectorate. The British could control external affairs only and had...
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...24765_AUDIT_COMMISSION 8/3/07 09:31 Page 1 www.thetimes100.co.uk Flexible working patterns at the Audit Commission Introduction CURRICULUM TOPICS • Contemporary work patterns • Business activity • Human Resource management • Roles in an organisation Today’s working world is dramatically different from that of the past. Charles Handy in his book The Future of Work (1984), warned that the old patterns of work were breaking down and that new ways of working were on their way. He was right. Handy believed that modern organisations need to be flexible so that they can adapt quickly to the changing pressures that they face. Advances in information and communications technologies have helped many businesses to: i. provide opportunities for the business to become a more inclusive employer through the development of homeworking ii. motivate workers through more flexible work practices. This case study shows how the Audit Commission has developed and implemented flexible work practices to improve its services and meet the changing needs of its staff. The work of the Audit Commission is varied. An ‘audit’ has two main elements. It involves: i. a formal examination of a set of accounts to see if they are true and fair ii. a checking of quality and efficiency. The Audit Commission investigates services in the public sector. The finance for these services comes from taxes and other sources. It ensures that this money is used properly. The range of ...
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