The supervisor-leader debate dates back to 50 years ago and today it continues to be a debate on whether or not a supervisor can make a good leader. The supervisor-leader debate has to do with efficiency and effectiveness of their team. The police respond to problems in our communities, therefore making them efficient in their duties. Police face an inherent contradiction between effectiveness and efficiency. The effectiveness has to do with producing the desired result or goal and doing the right thing. Effectiveness is possible without efficiency, but there cannot be efficiency without effectiveness. The reason being is any effort that does not achieve the desired goal is wasted (Whisenand & McCain, 2015).
The supervisor-leader relationship is one of the topics that has been debated the most in the past. The debate pertains to management versus leader and how they relate to one another. One of the issues is whether or not a supervisor can be an effective leader. I believe it is imperative that someone must be able to follow before they are able to lead. The greatest leaders are the ones that have served in those positions
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Traditionally, managers and supervisors are the people tasked with the duty of managing with getting the functions of the organization accomplished through the members of the organization. Management is the process of running an organization so that the organization can accomplish its goals. The traditional principles of management consist of planning, organizing, directing, staffing, coordinating, reporting and budgeting. I have worked for some supervisors that motivated me to see the value of the work I was performing. Additionally, well-respected supervisors also inspire others to perform their job to the very best of their ability. To be a great leader, you have to make someone follow you and no one wants to follow someone who doesn't know where he or she is
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
Management is defined as the act or manner of managing, handling, direction, or control (dictionary.com). Leadership is defined as an act or instance of leading; guidance; direction (dictionary.com). They do not mean the same thing; however, it is thought that a manager should have leadership skills to be able to manage an organization. Not all managers have great leadership skills and just because a manager does not have these skills does not mean he or she is a bad manager.
Toxic leadership, likely found in all agencies at some point, and the general awareness of toxic leaders with whom individual officers have worked, makes this a real problem for law enforcement agencies. Knowing the root and cause of this type of leadership helps develop understanding on the part of those that can effect a change in leadership within an agency. Comprehending the methods by which such environments develop and their negative impact on the agency as a whole - via individual officers’ experiences, opens the doors on hidden collusion that destroy morale.
My focus for this week was also to force on the relational dynamics of my peer group and the role that my supervisors play in the dynamics in the group setting. The purpose was to consider how I interact with my peers and how the team interacted with each other. It is my opinion that in any there are appointed leaders. Also, the are subleaders that assume some leadership roles with being appointed to any position. For some, this is a natural evolution, and for other, it requires a considerable effort. There is the only real leader of this group that is the supervisor (Dr. C.A. Walker). On a day to day basis, it depends on who is working that day. Everyone in the group has something to offer in their unique
Leadership is the ability to influence employees to voluntarily pursue organizational goals. Leadership is vision, enthusiasm, love, trust, passion and consistency. Management is to pursue organizational goals efficiently and effectively by integrating the work of people through planning, organizing, leading, and controlling organizations resources. Leadership and management are not the same. They are not interchangeable. Leadership is coping with change and management is coping with complexity (Williams 444).
The leadership approaches of David Harman and Frank Viturello, have greatly affected their organization as a whole as they lead and demonstrate by example. Chief Harman and Viturello are both strong advocates of organizational leadership. What made these men stood out is their exceptional working relationship and partnership with each other regarding leadership and problem solving (Haberfeld, 2013). Both chiefs’ came from different ethnic backgrounds and experienced discrimination early in their careers and wanted to make a difference with new generations of police officers. The Chiefs’ had powerful envisions of innovative changes within their organization, and had revamped the recruitment policy in order to create ethnic diversification (Haberfeld, 2013). A criminal justice manager must select a style of leadership that will accomplish his or her mission, and most importantly, selecting a style of management that will attract qualified Asian-American applicants towards a career in law enforcement (Shusta et al.,
I agree with this statement because leadership in an organization is essential to its survival. On the other hand, supervisors also play a critical role in large establishments, but leaders and supervisors are not essentially one and the same. Both leaders and supervisors have some mutual aspects, but they also can be different significantly in some different ways as well. Leaders are not in essence automatically assigned to be in a position as a "leader.”
Presently many of us have learned that managers are primarily administrators who have learned to write business plans, utilize their resources and keep track of progress. We must learn that we are not limited by job title, and that means we can utilize our management skills in any position that we are in. We must also know that we can use our leadership skills in the same situations. On the other hand we have also learned that leaders are people who have an impact on those that surround them. The main difference that separates these two roles is that management is a function that must be utilized in any type of business, and leadership is the relationship that the leader has with his followers, which in turn can motivate and energize the organization.
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.
This has caused many political problems with both department operations and the communication with fellow law enforcement agencies that are needed for police agencies to correctly do their job. Even with the rumor that the police union has been allowed to selected the leadership at the discretion of the mayor. The organization and the management of the department subsections have been created based off of preferences of the commanders. This has cause the untrained first line supervisor to become more involved in decision-making, which has caused damage to the police image in the public eyes. There have been complaints internal and external with rule bending and violations that before would have been addressed by supervisor.
The process of their working is different but sometimes they work together. Managers are maintaining the organization structure and status. On the other hand leaders are setting goal, direction, find new ways and challenging. Manager’s activities depend on human, time, money and equipment included decision making, problem solving, planning, budgeting, controlling, discipline etc. Leader’s activities depending and leading on inspiring and empowerment included inspiration, motivation, team work, make relationships, teaching and couching etc.
Hence they typically regard the possibility of transfers with favor rather than dread” (123). Supervisors in a police department are not looking to fire these officers that do the dirty work probably due to lack of knowing the actual circumstances and laziness of finding a replacement, and the sergeants just plain out do not have the power to take these matters into their own hands. Something seems to be seriously wrong with the system that is set in place. A police chief in charge needs to see what is truly happening on the streets with the interactions brutal exchanges between officers and the communities. Most police chiefs argue that they cannot be looking over the shoulders of their officers because they have too much work to be able to do so.
Leadership and management have several meanings and mean something different to everyone. Leadership has been defined similarly to management from time to time and can be defined by every individual
Leadership and management are two words that are commonly mistaken; the relation and the differences between them are often unclear. Leadership can be defined as the ability to influence a group toward the achievement of a vision or a set of goals." Managers are there to plan, organize, lead and monitor employees' activities. Leaders also have to be able to guide an organization through change. As we will see later, vision is a crucial component in the success of this task.
Management can be simply defined as ¡§getting things accomplished through other people¡¨. Management is then the term describe the work done by the manager, which are planning, organizing, leading and controlling the use of human and other resources, in order to help the organization to achieve a higher organization performance. Planning is to define to goals or targets of the organization and devising action plans to meet organization goals. Organizing is to determine what tasks should be done, arrange jobs to subordinates, controlling the budgeting and divided tasks to individuals or teams. Leading is to motivate staffs to work, maintaining the progress of activities and good relationship and to ensure to work done effective and efficient. Controlling is to measure work performance, assess whether goals have been met, compare the set targets, and make corrections when it is needed