MODULE IN

CF 2 LEADERSHIP,
DECISION MAKING
MANAGEMANT &
ADMINISTRATION

MS. MARGARITA P. DACANAY, RCRIM

INSTRUCTOR
 BATAAN HEROES COLLEGE
LESSON 1: LEADERSHIP VS.
MANAGEMENT
employee well enough to congratulate or
LEADERSHIP-Criminal justice leadership give condolences in personal matters
is an important part of decision-making; when appropriate. This will remind the
it encourages big-picture thinking that subordinate that the leader cares about
considers details from multiple sources. their personal achievements and
Leadership also goes hand-in-hand with struggles as well. Finally, a leader must
confidence-a vital trait when making operate with
important decisions. The role of a leader consistency and lead by example. For
in a criminal justice organization should example, a criminal justice leader who
not be under appreciated. A leader plays punishes a subordinate for poor report
has an immensely influential role within writing when they themselves write poor
the organization. First, leaders must have reports will create a lack of respect for
a strong working knowledge in the that leader.
assignment they wish to lead. This can
be developed through education, WHAT IS LEADERSHIP?
training, and experience. Leaders must ➢ (Stojkovic, Klofas & Kalinich, 2012).
have the respect of those they wish to Leadership requires that a person have a
lead in order to be effective. One way strong desire to be an influential part of
that leaders can earn that respect is by the organization and want to play a key
possessing the skills needed to be in a role in moving towards a common goal.
leadership position. Secondly, a leader Leaders are primarily concerned with
must know themselves, their strengths, motivating and inspiring their followers to
and their weaknesses. Many leaders in remain productive and to maintain the
law enforcement find it easy to know drive and ability to reach organization
their business, but find it difficult to know goals. A leader must a have an
themselves (Dobbs & Field, 1993). organizational vision and be able to
Leaders must realize their strengths and inspire and motivate others to buy into
weakness in order to develop their own that vision and work towards achieving
style of leadership. Leaders who act the goals related to that vision.
outside their natural style of leadership ➢ Leadership is the ability of an
can cause themselves to appear individual or a group of individuals to
awkward and ultimately affect their influence and guide followers or other
ability to lead. Third, a criminal justice members of an organization.
leader must know their subordinates. ➢ Leadership is the art of motivating a
Due to the fact that people are motivated group of people to act towards achieving
my different things, a leader must realize a common goal.
what motivates each subordinate ➢ Leadership involves showing workers
individually. how to effectively perform their
Also, a leader must have a personal responsibilities and regularly supervising
relationship with the subordinate as well. the completion of their tasks.
For example, a leader must know his

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
What are the synonyms of Benefits: Coaching leadership is positive
Leadership? in nature and it promotes the
development of new skills, free-thinking,
Administration Oversight empowerment, revisits company
Control Headship objectives and fosters a confident
Direction Guidance company culture. Leaders who coach are
Generalship Management often seen as valuable mentors.
Governance Lead Challenges: While this style has many
advantages, it can be more time
LEADERSHIP STYLES consuming as it requires one-on-one time
with employees which can be difficult to
Here are 10 of the most common obtain in a deadline-driven environment.
leadership styles, including benefits, Example: A sales manager gathers their
challenges team of account executives for a meeting
and examples of each: to discuss learnings from the previous
quarter. They start the meeting by
1. Coaching leadership style completing an assessment of strengths,
A coaching leader is someone who weaknesses, opportunities and threats
can quickly recognize their team regarding the team’s performance.
members strengths, weaknesses and The manager then recognizes
motivations to help each individual specific team members for exceptional
improve. This type of leader often assists performance and goes over the goals
team members in setting smart goals achieved by the team. Finally, the
and then provides regular feedback with manager closes the meeting by
challenging projects to promote growth. announcing a contest to start the next
They’re skilled in setting clear quarter, motivating the salespeople to
expectations and creating a positive, reach their goals.
motivating environment.
The coach leadership style is one of 2. Visionary leadership style
the most advantageous for employers as Visionary leaders have a powerful
well as the employees they manage. ability to drive progress and usher in
Unfortunately, it9s often also one of the periods of change by inspiring employees
most underused styles-largely because it and earning trust for new ideas. A
can be more time-intensive than other visionary leader is also able to establish a
types of leadership. strong organizational bond. They strive to
You may be a coaching leader if you: foster confidence among direct reports
• Are supportive and colleagues alike.
• Offer guidance instead of giving Visionary style is especially helpful
commands for small, fast-growing organizations, or
• Value learning as a way of growing larger organizations experiencing
• Ask guided questions transformations or corporate
• Balance relaying knowledge and restructuring.
helping others find it themselves You may be a visionary leader if you are:
• Are self-aware
Ms. Margarita P. Dacanay, Rcrim
CFLM 2-Module
 BATAAN HEROES COLLEGE
• Persistent and bold building employee morale and helping
• Strategic people re-engage with their work.
• Risk-taking You may be a servant leader if you:
• Inspirational • Motivate your team
• Optimistic • Have excellent communication skills
• Innovative • Personally care about your team
• Magnetic • Encourage collaboration and
Benefits: Visionary leadership can help engagement
companies grow, unite teams and the • Commit to growing your team
overall company and improve outdated professionally
technologies or practices. Benefits: Servant leaders have the
Challenges: Visionary leaders may miss capacity to boost employee loyalty and
important details or other opportunities productivity, improve employee
because they’re so focused on the big development and decision-making,
picture. They may also sacrifice the cultivate trust and create future leaders.
resolution of present-day issues because Challenges: Servant leaders can
they are more future-oriented, which become burnt-out as they often put the
could leave their team feeling unheard. needs of their team above their own.
Example: A teacher starts a group at They may have a hard time being
work for colleagues who want to help authoritative when they need to be.
resolve anxieties and issues students are Example: A product manager hosts
having outside of school. The goal is to monthly one-on-one coffee meetings with
help students have better focus and everyone that has concerns, questions or
succeed in school. He has developed thoughts about improving or using the
testing methods so they can find product. This time is meant for her to
meaningful ways to help students in a address the needs of and help those who
quick, efficient way. are using the product in any capacity.

3. Servant leadership style 4. Autocratic leadership style

Servant leaders live by a people- Also called the “authoritarian style
first mindset and believe that when team of leadership” this type of leader is
members feel personally and someone who is focused primarily on
professionally fulfilled, they’re more results and efficiency. They often make
effective and more likely to regularly decisions alone or with a small, trusted
produce great work. Because of their group and expect employees to do
emphasis on employee satisfaction and exactly what they’re asked. It can be
collaboration, they tend to achieve helpful to think of these types of leaders
higher levels of respect. as military commanders.
Servant style is an excellent Autocratic style can be useful in
leadership style for organizations of any organizations with strict guidelines or
industry and size but is especially compliance-heavy industries. It can also
prevalent within nonprofits. These types be beneficial when used with employees
of leaders are exceptionally skilled in who need a great deal of supervision-

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
such as those with little to no experience. often have more time to dedicate to
However, this leadership style can stifle other projects.
creativity and make employees feel Managers may adopt this
confined. leadership style when all team members
You may be an autocratic leader if you: are highly experienced, well-trained and
• Have self-confidence require little oversight. However, it can
• Are self-motivated also cause a dip in productivity if
• Communicate clearly and consistently employees are confused about their
• Follow the rules leader9s expectations, or if some team
• Are dependable members need consistent motivation and
• Value highly structured environments boundaries to work well.
• Believe in supervised work You may be a laissez-faire leader if you:
environments • Effectively delegate
Benefits: Autocratic leaders can • Believe in freedom of choice
promote productivity through delegation, • Provide sufficient resources and tools
provide clear and direct communication, • Will take control if needed
reduce employee stress by making • Offer constructive criticism
decisions quickly on their own. • Foster leadership qualities in your team
Challenges: Autocratic leaders are often • Promote an autonomous work
prone to high levels of stress because environment
they feel responsible for everything. Benefits: This style encourages
Since they lack flexibility and often do accountability, creativity and a relaxed
not want to hear others’ ideas, these work environment which often leads to
leaders are often resented by the team. higher employee retention rates.
Example: Before an operation, the Challenges: Laissez-faire leadership
surgeon carefully recounts the rules and style does not work well for new
processes of the operation room with employees, as they need guidance and
every team member who will be helping hands-on support in the beginning. This
during the surgery. She wants to ensure method can also lead to a lack of
everyone is clear on the expectations structure, leadership confusion and
and follows each procedure carefully and employees not feeling properly
exactly so the surgery goes as smoothly supported.
as possible Example: When welcoming new
employees, Keisha explains that her
5. Laissez-faire or hands-off engineers can set and maintain their own
leadership style work schedules as long as they are
Laissez-faire style is the opposite of tracking and hitting goals they set
the autocratic leadership type, focusing together as a team. They are also free to
mostly on delegating many tasks to team learn about and participate in projects
members and providing little to no outside of their team.
supervision. Because a laissez-faire
leader does not spend their time 6. Democratic or participative
intensely managing employees, they leadership style

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
The democratic style (also called who don’t like sharing ideas in group
the “participative style”) is a combination settings.
of the autocratic and laissez-faire types Example: As a store manager, Jack has
of leaders. A democratic leader is hired many brilliant and focused team
someone who asks for input and members he trusts. When deciding on
considers feedback from their team storefronts and floor design, Jack acts
before making a decision. Because team only as the final moderator for his team
members feel their voice is heard and to move forward with their ideas. He is
their contributions matter, a democratic there to answer questions and present
leadership style is often credited with possible improvements for his team to
fostering higher levels of employee consider.
engagement and workplace satisfaction.
Because this type of leadership drives 7. Pacesetter leadership style
discussion and participation, it’s an The pacesetting style is one of the
excellent style for organizations focused most effective for achieving fast results.
on creativity and innovation4such as the Pacesetter leaders are primarily focused
technology industry. on performance, often set high standards
You may be a democratic/participative and hold their team members
leader if you: accountable for achieving their goals.
• Value group discussions While the pacesetting leadership
• Provide all information to the team style is motivational and helpful in fast-
when making decisions paced environments where team
• Promote a work environment where members need to be energized, it9s not
everyone shares their ideas always the best option for team members
• Are rational who need mentorship and feedback.
• Are flexible You may be a pacesetter leader if you:
• Are good at mediation • Set a high bar
Benefits: Under this leadership style • Focus on goals
employees can feel empowered, valued • Are slow to praise
and unified. It has the power to boost • Will jump in to hit goals if needed
retention and morale. It also requires less • Are highly competent
managerial oversight, as employees are • Value performance over soft skills
typically part of decision-making Benefits: Pacesetting leadership pushes
processes and know what they need to employees to hit goals and accomplish
do. business objectives. It promotes high-
Challenges: This leadership style has energy and dynamic work environments.
the potential to be inefficient and costly Challenges: Pacesetting leadership can
as it takes a long time to organize big also lead to stressed-out employees as
group discussions, obtain ideas and they are always pushing towards a goal
feedback, discuss possible outcomes and or deadline. The fast-paced work
communicate decisions. It also can add environment can also create
social pressure to members of the team miscommunications or a lack of clear
instructions.

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
Example: The leader of a weekly Example: Reyna is hired to lead a
meeting recognized that an hour out of marketing department. The CEO asks her
Everyone’s schedule once a week did not to set new goals and organize teams to
justify the purpose of the meeting. To reach those objectives. She spends the
increase efficiency, she changed the first
meeting to a 15-minute standup with months in her new role getting to know
only those with status updates. the company and marketing employees.
She gains a strong understanding of
8. Transformational leadership style current trends and organizational
The transformational style is similar strengths. After three months, she has
to the coach style in that it focuses on set clear targets for each of the teams
clear communication, goal-setting and that report to her and asked individuals
employee motivation. However, instead to set goals for themselves that align
of placing the majority of the energy into with those.
each employee’s individual goals, the
transformational leader is driven by a 9. Transactional leadership style
commitment to organizational objectives. A transactional leader is someone
Because transformational leaders spend who is laser-focused on performance,
much of their time on overarching goals, similar to a pacesetter. Under this
this style of leading is best for teams that leadership style, the manager establishes
can handle many delegated tasks predetermined incentives-usually in the
without constant supervision. form of monetary reward for success and
You may be a transformational leader if disciplinary action for failure. Unlike the
you: pacesetter leadership style, though,
• Have mutual respect with your team transactional leaders are also focused on
• Provide encouragement mentorship, instruction and training to
• Inspires others to achieve their goals achieve goals and enjoy the rewards.
• Think of the big picture While this type of leader is great
• Places value on intellectually for organizations or teams tasked with
challenging your team hitting
• Are creative specific goals, such as sales and revenue,
• Have a good understanding of it’s not the best leadership style for
organizational needs driving
Benefits: Transformational leadership creativity.
values personal connections with their You may be a transactional leader if you:
teams, which can boost company morale • Value corporate structure
and retention. It also values the ethics of • Micromanage
the company and team instead of being • Don9t question authority
entirely goal-oriented. • Are practical and pragmatic
Challenges: Since transformational • Value goal-hitting
leaders look at individuals, it can cause • Are reactionary
team or company wins to go unnoticed. Benefits: Transactional leaders facilitate
These leaders can also overlook details. the achievement of goals, through short-

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
term goals and a clearly defined team/company has a clearly defined role
structure. which leads to efficiency. These leaders
Challenges: Being overly focused on separate work from relationships to avoid
short-term goals and not having long- clouding the team's ability to hit goals.
term goals can cause a company to Challenges: This style does not promote
struggle with adversity. This style stifles creativity which can feel restricting to
creativity and is unmotivating to some employees. This leadership style is
employees who are not incentivized by also slow to change and does not thrive
monetary rewards. in an environment that needs to be
Example: A bank branch manager meets dynamic.
with each member of the team bi-weekly Example: Managers at a Department of
to discuss ways they can meet and Motor Vehicles office instruct their
exceed monthly company goals to get employees to work within a specific,
their bonuses. Each of the top 10 defined framework. They must take many
performers in the district receives a steps to complete a task with strict order
monetary reward. and rules.

10. Bureaucratic leadership style LEADERSHIP THEORY

Bureaucratic leaders are similar to
autocratic leaders in that they expect Leadership theories are the
their team members to follow the rules explanations of how and why certain
and procedures precisely as written. people become leaders. They focus on
The bureaucratic style focuses on the traits and behaviors that people can
fixed duties within a hierarchy where adopt to increase their leadership
each employee has a set list of capabilities. Some of the top traits that
responsibilities, and there is little need leaders say are vital to good leadership
for collaboration and creativity. This include:
leadership style is most effective in 1. Strong ethics and high moral
highly regulated industries or standards
departments, such as finance, health 2. Great self-organizational skills
care or government. 3. Efficient learner
You may be a bureaucratic leader if you: 4. Nurtures growth in employees
• Are detail-oriented and task-focused 5. Fosters connection and
• Value rules and structure belonging
• Have a great work ethic
• Are strong-willed Leadership Theories
• Have a commitment to your Behavioral • focuses on how leaders
organization Theory behave, and assumes
• Are self-disciplined that these traits can be
Benefits: The bureaucratic leadership copied by other leaders
style can be efficient in organizations • it suggests that leaders
that need to follow strict rules and aren’t born successful,
but can
regulations. Each person in the
be created based on
Ms. Margarita P. Dacanay, Rcrim
CFLM 2-Module
 BATAAN HEROES COLLEGE
learnable behavior. important factor is the
• focus heavily on the context and situation of
actions of a leader-this the leader.
theory suggests that the • This theory takes the
best predictor of specific leadership styles
leadership success is and suggests that good
viewing how a leader leaders can adjust their
acts leadership style
• A great example of the situationally. It also
behavioral theory is suggests that it may be
looking at a task-oriented best to find the right kind
leader vs. a people- of leader for a specific
oriented leader. If there’s situation.
a problem with a team, a • The contingency theory
task-oriented leader will has great advantages,
look at the process to including that leaders are
see if something needs able to be effective no
to be adjusted with the matter their situational
workflow. A people- context. However, this
oriented leader will look theory does have
at the individuals and go criticism suggesting that
right to them, asking there isn9t enough detail
what the issue is. that goes into the
Whatever behaviors you context of any situation.
choose, the behavioral Contingency theory
leadership theory helps focuses on the
leaders focus on their importance of a
actions and utilize their situation, but may not
decisions to be a great focus enough on the
leader psychology of the
Contingency • The contingency employees or the
Theory leadership theory, company itself. It also
sometimes called may not focus enough on
situational theory, how leadership styles
focuses on the context of can change over time.
a leader. • There are internal and
These theories look at external factors that
the situational effects of impact a leader and their
the situation. The type of
success or failure or a company, the size of the
leader. A leader’s team, and the innate
effectiveness is directly leadership style of an
determined by the individual are internal
situational context. While factors. External factors
a leader’s personality is a may include the
small factor in their customer feelings and
success, the most the marketplace. All of
Ms. Margarita P. Dacanay, Rcrim
CFLM 2-Module
 BATAAN HEROES COLLEGE
these situations play a to lead nations. High
factor into the levels of ambition and
contingency theory. determination are usually
Great Man • The great man theory seen in leaders that
Theory of leadership, sometimes appear
called the trait theory, to bring this theory to
suggests that good life. Today, leaders that
leaders are born. They climb to the top may
have innate traits and view their traits and
skills that make them abilities as part of the
great, and these are “great man” theory. So it
things that can’t be may appear that leaders
taught or learned. The get to their position
trait theory suggests that based on their inherit
leaders deserve to be in gifts
their position because of Managemen • The management
their special traits. t theory is sometimes
• There is a great Theory called transactional
amount of criticism for leadership, and focuses
the trait theory, mainly on supervision,
that leaders are either organization, and group
born or not, that there performance.
isn’t work or effort that is Transactional
needed to be put in so leadership is a system of
you can become a rewards and
leader. This suggests punishments, and
that social or transactional leadership
psychological leaders are is regularly used in
predetermined and that business.
leaders are unable to •The management
come from the shadows- leadership style can be
they are either chosen or extremely effective.
not. There is also Positive reinforcement is
criticism that most of the known for working
traits associated with this wonders with employees,
theory are inherently encouraging and
masculine, and don't motivating them to
match the real succeed. But there is lots
psychology of good of criticism around
leaders. leadership that is strictly
• People cite Abraham transactional as well.
Lincoln, Alexander the Consequences and
Great, Queen Elizabeth I, punishments can
and many others as their decrease morale in an
examples of the great organization, negatively
man theory. These social impacting employees. It
giants utilized their skills can also be seen as a
Ms. Margarita P. Dacanay, Rcrim
CFLM 2-Module
 BATAAN HEROES COLLEGE
lazy However-some suggest
leadership style-rewards that this type of style
and punishments are a makes leaders appear
relatively simple way to weak or unnecessary. It
lead employees. is also criticism that
• A common example of leaders in this theory
this management style is don’t actually get the
a best outcomes, because
leader that offers a cash they are too engaged in
bonus for employees what people want more
who meet a goal. Or a than what the company
leader who makes needs
employees do • Bill Gates is a well-
extra paperwork if they known example of
miss a deadline. participative theory.
Participative • Participative leadership While this theory is still
Theory isn’t as common in the hotly debated, there are
corporate world. many examples of
Sometimes called companies that work to
democratic leadership, incorporate employees
this leadership theory more in the decision-
suggests that employees making process. In this
be directly involved in theory, a leader may
decision making in their have a meeting to ask
organization. employees how to solve
• Participative leadership a particular problem.
isn’t as common in the They encourage
corporate world. employees to be open
Sometimes called and honest about their
democratic thoughts. They take all
leadership, this the suggestions, and
leadership theory meet with other leaders
suggests that to discuss them. Leaders
employees be directly then make a decision
involved in decision based on the input from
making in their employees and their own
organization. decision making.
• There are many Employees tend to
advantages to this appreciate this style,
theory. Employees feel though it can be less
more engaged and effective overall.
motivated when they are Power • This theory looks at the
directly involved in Theory way a leader utilizes
decisions and outcomes their
for their company. This power and influence to
theory is not without get things accomplished.
criticism French and Raven's Five
Ms. Margarita P. Dacanay, Rcrim
CFLM 2-Module
 BATAAN HEROES COLLEGE
Forms of Power is a They are often mentors
commonly known power for
theory of leadership. It employees, scheduling
looks at positional power time to talk to them and
and personal power and working to meet their
how they impact leaders needs. These kinds of
choices and outcomes. leaders are focused on
• This theory may appear making work enjoyable
to be highly effective- for as many people as
leaders with great power possible, and they want
may seem highly to foster a positive work
efficient environment. Studies
and get things done show that this kind of
quickly. However, most leadership behavior can
employees don’t be the most effective for
appreciate power many employees.
leadership. They want a Relationship-oriented
leader who doesn’t wield managers often get
power over them, but better results from their
works with them and employees.
encourages them. Thus • There are many
the greatest criticism of advantages to this kind
this theory is that it of leadership. Employees
doesn’t reach the end feel confident in their
goal of inspiring and leader and want to follow
encouraging employees, them. They are also
but rather makes them inspired to be good
feel dominated. leaders to others.
• The power theory can Mentorship provides
be seen in organizations great opportunities to
where hierarchy and foster growth in
promotion is key to employees, and
success. Employees in encourages them to stay
power theory companies at the organization for a
see that their only way to longer period of time.
influence change or There are some critics for
impact the company is to this kind of leadership
gain power of their own. however, including
This can result in low thoughts that
morale, political, and relationship driven
cliquey climates in the leaders may be unwilling
office. to view employees who
Relationship • The relationship theory are causing problems at
Theory of leadership focuses on face value, they can let
leaders who are mainly relationships get in the
concerned about their way of work, and they
interactions with others. can be guided to favor
Ms. Margarita P. Dacanay, Rcrim
CFLM 2-Module
 BATAAN HEROES COLLEGE
people over productivity. WHAT IS MANAGEMENT?
However, most experts ➢ the process of dealing with or
agree that relationship controlling things or people
driven leaders are ➢ the act or art of managing: the
actually more effective at conducting or supervising of
the end of the day. something (such as a business) Business
• An example of
improved under the management of new
relationship theory would
owners.
be a manager who takes
a newer employee under ➢ judicious use of means to accomplish
her an end is extremely cautious when it
wing. She works to help comes to money management.
this employee
understand WHAT IS A MANAGEMENT STYLE?
how they fit within the A management style is a way in
organization, encourage which a manager works to fulfill their
them to be open about goals. Management style includes the
questions and problems, way that a manager plans, organizes,
and create a positive makes decisions, delegates, and
working relationship. This manages their staff. It can vary widely
employee then is
depending on the company, level of
encouraged to work
management, industry, country, and
hard, point out issues,
and help solve problems culture, as well as the person themself.
for the company. An effective manager is someone
who can adjust their management style
MANAGEMENT is the coordination and in response to different factors while
administration of tasks to achieve a goal. keeping their focus on successfully
Such administration activities include achieving targets. Management styles
setting the organization’s strategy and are affected by both internal and external
coordinating the efforts of staff to factors.
accomplish these objectives through the
application of available resources. Internal factors include:
Management can also refer to the • The overall organizational and
seniority structure of staff members corporate culture of the company,
within an organization. To be an effective • policies,
manager, you’ll need to develop a set of • priorities,
skills, including planning, communication, • employee engagement,
organization and leadership. You will also • staff skill levels.
need extensive knowledge of the • In general, the higher-skilled staff does
company’s goals and how to direct not need as much supervision, while less
employees, sales and other operations to skilled staff will require more monitoring
accomplish to consistently achieve their objectives.
h them.
External factors include:

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
• employment laws, subordinates to do and punish those who
• the economy, do not comply.
• competitors, Employees are expected to follow
• suppliers, orders, not question the authority of
• consumers. management, and perform their tasks
• These are factors that are outside of the same way each time.
the control of the organization, but will Managers monitor the employees
have an effect on both managers and closely, micromanaging their
employees. performance without placing trust or
confidence that their employees can
achieve their goals without direct and
TYPES OF MANAGEMENT STYLES constant supervision. These types of
There are three broad categories of managers believe that without this
management styles: Autocratic, supervision, employees will not operate
democratic and laissez-faire. Within these successfully.
categories, there are specific subtypes of Pros:
management styles, each with its own • This management style allows quick
pros and cons. decision making, and creates clearly
defined roles and expectations.
AUTOCRATIC MANAGEMENT STYLES • With unskilled workers or large teams,
This type of management follows a setting clear and solid expectations can
top-down approach, with one-way allow workers to operate without
communication from bosses to uncertainty.
employees. • Productivity will increase, but only
This is the most controlling of the when the manager is present.
different management styles, with the Cons:
management making all workplace • The negatives of authoritative
decisions and holding all of the power. management style includes an increase
Employees are treated as drones, in the dissatisfaction of employees, which
to be monitored closely as they perform leads to higher turnover, resentment, a
within clearly defined perimeters. lack of professional development and
Employees are not encouraged to ask employee engagement, and the
questions, submit ideas, or share their formation of an “us” versus “them”
thoughts on improving processes, and mentality between employees and
are in some cases actively discouraged management.
from doing so. The subtypes of autocratic • Innovation is stifled and inefficient
management style are authoritative, processes will remain in place.
persuasive, and paternalistic. When to use this style: If decisions
need to be made and executed quickly,
1. Authoritative management style for example, in a time of organizational
In this style, managers dictate crisis, this management style can be
exactly what they require their used successfully. It should otherwise be
avoided.

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE

2. Persuasive management style 3. Paternalistic management style

In this style, managers use their In this style, the manager acts with
persuasive skills to convince employees the best interests of their subordinates at
that the unilateral decisions that the heart. Usually, the organization will refer
manager implements are for the good of to staff as “family” and ask for loyalty
the team, department, or organization. and
Rather than simply ordering employees trust from employees.
to perform tasks, managers employing Management using this style will
this style would invite questions and use unilateral decision making but will
would explain the decision-making explain to employees that the decision-
process and rationale behind policies. makers are working from a place of
This can help employees feel as though expertise, and thus, legitimacy. Decisions
they are a more trusted and valued part are explained to employees, but there is
of the staff and are involved in key no room for collaboration or questioning.
business decisions, leading to lower Pros:
levels of resentment or tension between • A paternalistic manager is focused on
management and staff. the welfare of their employees, and will
Pros: base their decisions on what is best for
• Management can establish a higher their staff.
level of trust between themselves and • Upskilling and employee education are
employees, and employees will accept valued, leading to happier, more skilled,
top-down decisions more easily. more productive employees.
• Employees respond more positively to Cons:
reason and logic than they do the threat • Employees can become too dependent
of on management, leading to a lack of
punishment, and may feel less innovation and problem-solving.
constricted than those managed with an • There is a high chance of this style
authoritative style. breeding resentment among employees
Cons: who do not believe in the 8organization
• Employees will still chafe under the as family’ concept.
restrictions they are placed under, and • Employees might find this style
become frustrated that they cannot give condescending and infantilizing. When to
feedback, create solutions, or upskill in a use this style: The use of this style is
meaningful way. heavily culture-dependent. In Western
When to use this style: This style can countries, there is less reliance on
be used when you have more experience hierarchical structures, and employees
on the subject than the team you are will
leading. In those cases, you are the be less accepting of the idea of a
expert. While it is helpful to explain your benevolent leader. Smaller companies
thought process, ultimately, you know may find success in this type of
best. It can also be helpful when leadership, but it should be avoided by
managing upwards. larger organizations.

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CFLM 2-Module
 BATAAN HEROES COLLEGE
• If a manager is not skilled in the time
DEMOCRATIC MANAGEMENT STYLES management aspect of this process, they
In this style, managers encourage can easily get bogged down.
employees to give input during the • If there is an appearance of favoritism
decision-making process, but are or bosses not listening to opinions,
ultimately responsible for the final employees
decision. may become resentful and distrustful of
Communication goes both ways, the manager.
top-down and bottom-up, and team • Excessive reliance on this style can
cohesiveness is increased. lead to staff losing trust in their boss, as
This process allows for diverse they will start to wonder why they are
opinions, skills and ideas to inform always called on to help solve problems
decisions. instead of
management handling it as part of their
1. Consultative management style job.
In this style, managers ask for the When to use this style: This style
opinions and thoughts of their team, should be used when managing teams
consulting the viewpoints of every with specialized skills or when the
member of their team. manager does not have as much
The manager will make the final experience with the subject as the team
decision, but they will consider all of the does. For example, a manager assigned
information given by team members to run a team of developers who are
before they do so. creating a new SaaS would want to
This style is often used in consult with their team often, to gain the
specialized fields, where staff are experts benefit of their experience.
and their input is needed for the
management to make informed 2. Participative management style
decisions. • In this style, managers and staff are all
Pros: active members of the decision process.
• This style promotes a deeper bond • Staff are given access to more
between staff and management, and information about the company and its
builds goals, and are encouraged to innovate
trust within teams. solutions.
• Management grows with the team, as • Management seeks the thoughts, ideas
they learn from the ideas, opinions and and opinions of staff, works together with
experience of the employees that they staff to make decisions and then the
lead. company acts on them.
• Innovation and voicing opinions are Pros:
encouraged, leading to better problem- • Employees feel as though they are
solving. valued by their management team and
Cons: the organization as a whole, and will
• The process of consulting staff can be respond with increased motivation and
labor and time-intensive. productivity.

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CFLM 2-Module
 BATAAN HEROES COLLEGE
• The more they understand and connect • Open communication means that
with the organization9s goals, the higher workplace conflicts are often solved
their engagement will be. Innovation is before real issues arise.
increased. • Turnover is decreased when employees
Cons: are engaged, and diverse voices often
• This process can be a slow one, and lead to better solutions and outcomes.
there is a risk of staff with bigger Cons:
personalities steamrolling less assertive • As with other democratic management
staff members, leading to conflicts and styles, this process can be time-
resentment. consuming.
• In industries with trade secrets, letting • Majority rule can also not always be the
staff have access to sensitive information best choice for an organization, and if
can be risky. there is a decision that is not in the best
• If employees do not want to be interests of the business, management
involved in this type of decision making, will need to step in and change it, which
they can grow to resent managers who can breed resentment and mistrust.
employ this style. When to use this style: When a
When to use this style: When business wants to foster innovation, drive
implementing large changes in an collaboration, and engage employees,
organization, especially one where this style should be used. Any
employees are resistant to new concepts organization that wants to increase
or strategies, encouraging participation engagement and trust, especially in the
from staff will result in a more positive face of large changes within the
outcome and less resistance to new organization or industry, should consider
policies. Organizations that want to drive this style.
innovation, such as tech companies, will
find this style useful. 4. Transformational management
style
3. Collaborative management style • This style of management is agile and
• In this style, management creates an growth-focused.
open forum for ideas to be discussed • Managers focus their efforts on pushing
extensively before making decisions their staff to ever greater
based on majority rule. Staff is accomplishments through
empowered to take ownership of encouragement, pushing them past their
outcomes, which can lead to increased comfort zones regularly, and consistently
engagement, innovation and creativity. motivating their teams to raise their bar
Pros: for achievements.
• Staff feels trusted, valued and heard by • Managers work alongside with their
all levels of their management team. employees, inspiring their team to ever
• They are inspired to put forth their best greater efforts by demonstrating their
work, find collaborative solutions to own work ethic.
problems, and engage completely with Pros:
the process.

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CFLM 2-Module
 BATAAN HEROES COLLEGE
• Innovation is increased, and employees • This style can lead to toxic
will more easily adapt to change, environments, as staff jockey for favored
disruptions, or challenging projects. roles and development tasks.
• Creative thinking is encouraged, and • Too much focus on long-term
problem-solving and product development can leave short-term
development will benefit from the projects without proper support.
increased flexibility of the staff. When to use this style: This style is
Cons: useful when organizations want to
• If not used carefully, this style will promote and develop talent from within.
cause staff to burn out. Industries with competitive job markets
• Staff may end up spread too thin, worn would benefit from this style, as it can
out from constantly pushing themselves, cost time and money to recruit the right
and unable to keep up with the pace. candidates.
When to use this style: This style is
best used in companies that are in fast- LAISSEZ-FAIRE MANAGEMENT
paced industries, or are anticipating a STYLES
period of changes within the industry, • In this style, management takes a
organization, or department. This style hands-off approach to leadership.
will help teams become more agile, • Staff is trusted to do their work without
flexible, and innovative while responding supervision, and they are left to control
to the outside or inside forces. their decision making and problem-
5. Coaching management style solving.
• In this style, managers see themselves • Management is present at the
as the coach and their employees as the delegation and delivery stages of work,
valued members of their team. but otherwise steps back and gives staff
• The manager’s job is to develop and the freedom to control their workflow and
guide their team, putting their team’s outcomes. Management is only involved
professional development at the forefront during the process if the staff requests
of their priorities. Long-term their assistance.
development is valued above short-term 1. Delegative management style
failures in this style, and the manager • In this style, the manager is only
wants to promote learning, upskilling and present to assign tasks, although they
growing in the workplace. still are responsible for tasks being
Pros: completed successfully. Once the task is
• Employees feel valued, they know that assigned, then the employees are
they will learn and develop within their empowered to do their work as they see
roles, and are more likely to be engaged. fit.
• Managers build a strong bond with their • After the task is complete, the manager
employees, who will in turn be more steps back in to review the work and give
likely advice about how to improve future
to put forth their best work for their projects.
“coach”. Pros:
Cons:

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CFLM 2-Module
 BATAAN HEROES COLLEGE
• Innovation and creativity are fostered time to time, but they trust that their
by this system, especially in shared vision will keep employees on
organizations with highly skilled workers. track and produce good results.
• Problem solving and teamwork are • Managers offer a lot of constructive
strengthened, as staff are given space to feedback during and after the process to
handle their own issues and will work assist their employees, and make sure to
together to solve them. give praise liberally.
• Job satisfaction may be increased in Pros:
those who crave autonomy in their • Engagement is heightened because
workplace. staff believes in what they are creating
Cons: and are driven to complete tasks to the
• Without leadership, productivity may best of their ability.
suffer. • Employees are more satisfied,
• Teams can experience a lack of motivation is higher and turnover will be
direction, focus, or uniformity. lowered.
• Poorly managed conflicts may flare up • Innovation is higher, and problem-
and breed resentment. solving can happen quickly within teams.
• Some staff may feel that the Cons:
management is not contributing anything • Not all managers can be legitimately
towards the team’s success and become inspiring. It depends on the job, the
resentful. industry, the product, and the person.
When to use this style: This style is • This is not a style that can be faked,
best used in organizations with more employees must actually be inspired, or
decentralized leadership and where the they will not perform as well.
team is much more skilled than the When to use this style: This can be a
manager in the tasks. If the manager has great style in tech companies who are
no real experience in producing new looking to
cloud management software, for disrupt industries, nonprofits trying to
example, they can step back, allow their innovate creative solutions to problems,
team the freedom to innovate, and offer or
support if needed. companies who have a very strong sense
of purpose. An organization that wants to
2. Visionary management style drive innovation can turn to this style to
• In this style, managers lead through galvanize their staff into action.
inspiring their staff.
• Leaders explain their goals and the CONFLICT MANAGEMENT STYLES
reasons behind them, convincing their • Conflict management is an important
team to work towards executing their aspect to consider when hiring a
vision. manager, and it is different from the
• Team members are motivated by their general management style.
manager, then allowed the freedom to • There is no correlation between
achieve their tasks with minimal management styles and conflict
interference. Managers will check in from management styles - although a skilled

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
manager should be able to switch conflict management are a great starting point to
management styles depending on the find your footing before you dive straight
situation, just as they should be able to into your role as a manager.
adjust their general management style. Functions of management help you
• Learn more about the five conflict stay informed about what you need to do
management styles. Each of them has and how so that you can guide your staff
pros and cons, and times where they will accordingly. Management experts like
be more or less appropriate. Fayol and Gulick explain the functions of
management to equip yourself with the
It is important to know the type of right skills to become an accomplished
management style that a potential manager.
employee will use.
According to Gallup, companies fail FUNDAMENTAL FUNCTIONS OF
to choose the right candidate for MANAGEMENT
management jobs 82% of the time.
According to the same study, 1. Planning
managers have a massive impact on Planning is an important function of
employee engagement, turnover, management because it sets the pace for
productivity and many other factors that all
lead to positive business outcomes. subsequent steps in the managerial
Knowing that, being able to ask the process. You need to develop a roadmap
right questions about management styles for the future-predefined steps-to
is an important factor in choosing the accomplish organizational goals. In this
right candidates. HR teams should be step, you’ll have to evaluate methods
prepared with a management styles quiz and strategies to determine how you’ll
for potential applicants, so that they can progress toward your goal.
see how they will fit into the preferred You may have to look at how things
styles of the organization. were done in the past to make any
It is important to note that styles adjustments to mitigate errors. You have
can (and should) be somewhat dynamic, to consider both internal factors-people,
but most managers will have one style time and cost-and external factors-
that they prefer to use. competitors, policies and general
business environment-to arrive at a
What Are The Functions Of sound planning strategy.
Management?
A manager is someone who can 2. Organizing
lead, direct and control operations and This is where you put your plan into
people in their organization without action by establishing a system of
imposing their authority. In a world where authority or hierarchy in the context of
a more informal working structure is your organizational structure. Determine
becoming increasingly popular, a the tasks that need to be completed to
manager has to work with their team to achieve your goals before assigning them
achieve larger goals. Functions of to your staff. As opposed to the

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CFLM 2-Module
 BATAAN HEROES COLLEGE
traditional ways of working where a you have to act as a leader, navigate
manager made all the decisions, today’s conflict and motivate your employees to
business world is more dynamic and take initiative.
flexible. Every member of the Harappa Education9s Managing
organization-regardless of position-shares Teamwork course will teach you the Skill-
accountability and responsibility. Will Matrix-attributed to leadership coach
So, define an organizational Max Landsberg. It’s a quick and easy way
structure that aligns with your workplace to assign tasks based on the capabilities
and assign tasks that map to your and motivation of each member.
team9s skills and abilities. You have to As a manager, you have to give
get everyone on the same page and each team member enough autonomy to
delegate tasks the way you see fit. help
them stay motivated and perform
3. Staffing without constant supervision. Besides
This is another important function monitoring your team, you also have to
of management. You have to assign tasks keep your manager and other
based on each team member’s stakeholders informed with progress
knowledge, skills and abilities. You have reports. The entire organization should
to be careful here because you may have work like a well-oiled machine to achieve
to hire new talent for specific tasks that your goals in a time-effective manner.
require specific technical expertise.
Assessing the needs of your employees 5. Controlling
in terms of incentives, training and This is where you have to measure
development and compensation are the progress of each step established in
critical for the success of this step. the
An effective manager will have the planning stage against your
insight to evaluate the competency and organizational goals. This step requires
efficiency of their employees. This is to you to coordinate with your employees to
ensure that their assigned tasks match ensure that they9re moving in the right
their skills. You have to adopt an direction and in the right manner.
empathetic approach to connect with According to Gulick’s 7 functions of
your employees and understand their management, controlling can be
strengths and weaknesses. understood in terms of coordinating,
reporting and budgeting.
4. Directing Not only do you have to ensure
Directing is concerned with that every step is going according to
supervising your team’s progress. In this plan, but also watch out for potential
step, you have to keep an open channel problems to take corrective measures.
of communication and get regular Make timely adjustments and
updates to stay on top of things. A great modifications where necessary. It’ll help
way to do this is by giving and receiving you accomplish your goals faster within
feedback to address any problem areas your timeframe and your budget. Take
and improve performance. This is where

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CFLM 2-Module
 BATAAN HEROES COLLEGE
this opportunity to cooperate with piece of software, or a machine designed
everyone on your team. to do a certain task.
➢ Finances: A company9s finances
EFFECTIVE MANAGEMENT OF enable it to use many of its other
ORGANIZATIONAL RESOURCES resources. This can include: the payment
of wages, the purchase of equipment, or
What Is a Resource? the renting of a workspace.
In the context of business and ➢ Energy: In the 21st century, it9s
economics, a resource is any factor that’s difficult to run a business without tapping
necessary to accomplish a goal or carry into energy, whether it comes in the form
out an activity. In short, they are the of gasoline to power a fleet of trucks, or
components that a business needs in electricity to keep an office full of
order to do business. Resources often computers up and running.
include employees, working space, ➢ Land: Land is exceptional as a resource
equipment, or capital. Understanding insofar as it does not need to be
precisely what your business uses is produced.
critical in order to ensure that you are Instead, it can be refined to suit a
making the most of the resources particular business9s needs.
available, and not missing any holes in ➢ Time: Since no business can achieve
your business model. its ends instantaneously, every business
Types of Resources needs to treat time as a resource. Since
A business’s resources can be the cost of time is measured in terms of
broken down into several different kinds. another
Some of the most commonly used resource, time often needs to be
include: considered alongside resources such as
➢ Labor: Almost every business requires labor, energy, and land.
human labor to get through a workday. These are just some of resources
Labor includes all of the people who work that many businesses use every day; this
for you, and the jobs that they do. is not an exhaustive list of resources,
➢ Management: Without a guiding hand, since every business has its own unique
many businesses would end up achieving needs. When thinking about the
very little. This is why managerial skills resources that your own business uses,
and execution are an essential resource try to consider the things that it needs to
for many companies. keep going, both on a day-to-day scale
➢ Expertise: In order to really help a and in the long term.
business excel, labor and management
need to be executed with expertise. What Is Resource Management?
Knowledge of your domain and the The resources that a business uses
practices that help you succeed is can be broken down into various types.
crucial. Resource management is the process of
➢ Equipment: Most businesses require allocating resources in order for a
specialized tools to do their work, company to complete its work in the
whether it’s special hardware, a unique most efficient way possible. This process

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CFLM 2-Module
 BATAAN HEROES COLLEGE
is often done by people with training in ➢ Resource Assignment Matrix: A term
project management who have the associated with the management of
expertise and background to make these human
kinds of judgments calls on behalf of a resources. People in a resource
business. assignment matrix are determined to
As business manager or owner, it9s have a certain relationship with a given
up to you to decide how to best utilize task, whether it’s being responsible,
the being accountable, being consulted, or
resources you have available, figure out being informed.
what additional resources you might ➢ Resource Plan: A comprehensive plan
need, of all of the resources needed to
and determine where resources are being complete a certain task.
wasted in your business model. Resource ➢ Resource Breakdown Structure: Within
management is a necessity for any a resource plan, the resource breakdown
business that wants to remain structure determines the hierarchy
competitive with its rivals. among resources, especially human
resources.
Resource Management Key Terms ➢ Resource Dependency: The
Some key terms often used in discussions phenomenon wherein an organization
of resource management include: relies too much on a single resource,
➢ Cross-Functional Resource Allocation: creating a bottleneck for all of its
The process of allocating resources projects. For example, if you have four
across software licenses, but eight departments
different functional teams within an that need their own license, you’ve got a
organization, where each team is focused problem with resource dependency.
on the same ultimate goal. ➢ Resource Histogram: A visual
➢ Functional Resource Allocation: The representation of all of the resources
process of allocating resources within a involved in a project and their
single functional team. relationships with one another.
➢ Functional Team: A team that aims to ➢ Resource Over-allocation: A resource
satisfy a single project function. Some that is associated with too many tasks.
examples of different functional teams For
within the same organization might example, an overworked employee.
include ➢ Strategic Planning: An organizational
the writing team, the editing team, and management activity involving the
the publishing team. setting of priority, allocation of resources,
➢ Organizational Management: The and establishment of common goals.
process of managing and allocating the ➢ Utilization Rate: The rate at which a
resources with in organization. resource is utilized. Often used in regard
➢ Resource Allocation: The process of to an employee’s time and how much of
assigning resources to tasks and projects it they spend on a given task compared
with the goal of distributing them to the total amount allocated.
efficiently.

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CFLM 2-Module
 BATAAN HEROES COLLEGE
Benefits of Resource Management the kinds of high-quality products that
Good resource management can catch the eyes of clints.
enable a business to excel in its domain. ➢ Reduced burnout rates. Smart resource
Some of the benefits of managing management can help you get plenty of
resources efficiently include: high-quality work from your employees
➢ Fewer workplace conflicts. When without pushing them too far. When
company resources are managed well, employees don9t suffer burnout, it’s
teams and individuals can feel like they easier to keep them around, developing
have what they need more often. When expertise through experience. Ultimately,
they businesses that practice good resource
have what they need, there may be management are able to produce higher
fewer conflicts in the workplace over quality work more quickly and with less
limited conflict resolution within the overhead. It’s clear that every business
company, by identifying where resources should take a serious look at its own
and needs stand with regard to one practices to find the most efficient
another throughout the organization. systems of resource allocation.
➢ Lower overhead costs. Good
resource management involves allocating Challenges of Resource Management
resources efficiently. When this is done Resource management can be a
right, there’s less need for project boon for your business, but that doesn’t
micromanagement. If you allocate mean that it will come easy. Effective
resources well within your business, you resource management can be difficult for
can save money on your administrative a few reasons:
costs in the long run. ➢ Surprises in the workflow. No two
➢ Greater productivity. Great projects are the same, so no two projects
efficiency in your resource management can work with exactly the same plan.
extends to all areas of your business. If Good resource management is
you’re more efficient in how you’re sometimes made
distributing your company’s resources, difficult by unexpected developments in
your whole business will be able to a project, which managers will have to
operate more efficiently. That means adapt to in order to ensure that
getting projects done quickly and with functional teams continue to operate
fewer resources overall. efficiently.
➢ Better profits. When you can do your ➢ Managing human resources. People
work with lower overhead costs and your make up a large number of a given
teams are more productive within a given company’s resources, including labor,
timeframe, you will have the potential to expertise, and management. However,
improve your company’s profits. people are complicated and don’t all
➢ Improve quality in projects and work the same way. In addition, people
products. Remember that expertise is a can suffer from burnout if they become
resource as well. By ensuring that your the victims of resource over-allocation.
business has plenty of expertise, you can Good resource managers need to
also ensure that you are able to deliver understand the strengths and

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CFLM 2-Module
 BATAAN HEROES COLLEGE
weaknesses of their employees in order can make your resource management
to allocate them efficiently, and without more effective.
overworking them. Resource planning involves
➢ Not enough resources. At the end of identifying every resource that will need
the day, resources are finite. One of the to be used in order to complete a project.
greatest challenges of resource As a strategy, resource planning is often
management is finding out where to put done
limited resources when you don’t have best when you listen to the input of
enough to do everything at once. employees. Speak to the people who are
Good resource management can going to do the work on your project and
have a huge payoff for your company, find out exactly what they need to
but it can also be very difficult to do succeed.
reliably. People who are trained in By doing this before beginning on a
performance improvement are better project, you can make sure that your
situated to identify and address teams have everything that they will
inefficiencies within a company’s need before work begins. This may cut
resource management plan. down on hiccups in project execution and
help your teams become more efficient.
Resource Management Strategies
and Techniques Risk Management
Resource management comes with Unexpected events that crop up
some challenges, but there are also during a project’s execution are some of
techniques and strategies that can help the most serious challenges associated
you overcome these difficulties and lead with resource management. However, by
you towards efficient resource allocation. tallying possible risks before a project
For business owners and managers who begins, considering the likelihood of each
feel uncertain about how to wield individual risk, and developing a risk
resource management strategies, management plan, it9s possible to
pursuing an MBA can help you learn how smooth out some of the bumps that
to effectively utilize these strategies and surprises may cause.
know which technique is best-suited to Consider some of the risks that
your situation. companies often face in their day-to-day
operations. These might include things
Resource Planning like:
Resource management, as a term, • A power outage in the office;
refers to the overall idea of making • Employees calling in sick;
informed decisions about where to place • Missed project deadlines;
resources in order for your business • Associated companies going out of
model business;
to run efficiently. Resource planning, • Human error.
however, refers to a particular strategy Risk management involves
that identifying the kinds of risks that a
project may face and allowing for flexible

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 BATAAN HEROES COLLEGE
resource allocation as needed, in order to What does an effective leader do?
stop these risks from derailing a project ➢ Effective leaders inspire and motivate,
entirely. and those who know how to bring out the
best in themselves and others help their
organizations to thrive and grow.
➢ Effective leader has an easy level of
honest communication with their teams
and their peers, and a thorough
understanding of how they are perceived.
Testing others’ perception of you can be
as simple as observing their behavior.
➢ Effective leader really wants to know
what people think, the leader asks his or
her employees.
➢ Effective leadership is based upon
ideas, but won't happen unless those
ideas can be communicated to others in
a way that engages them enough to act
as the leader wants them to act.

TYPES OF LEADERS

1. Autocratic Leader
“My way or the highway”
➢ Autocratic leadership (sometimes
called authoritarian) is an aggressive
leadership style that’s based on control.
This style of strong-willed leadership only
leaves room for one person in charge.
➢ This often leaders to a more
transactional leadership style. The
transactional leader only cares about
LESSON 2: LEADER Vs. MANAGER getting a goal accomplished and little
else.
WHO IS A LEADER? ➢ A person with an autocratic leadership
➢ A leader is someone who inspires style expects promptness and perfection
passion and motivation in followers. from the people around them.
➢ A leader is someone with a vision and ➢ These are things you don’t see much of
the path to realizing it. in an autocratic-led environment:
➢ A leader is someone who ensures their • Creativity
team has support and tools to achieve • Multiple opinions
their goals • Fluid change in routine
• Open forum for feedback

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CFLM 2-Module
 BATAAN HEROES COLLEGE
An autocratic leadership style is not • Open forum for feedback
meant to be flexible. It enforces a strict, • Democratic leadership gives you
obedient environment, which is why it a range of ideas to choose from,
works well in situations that benefit from and a team to consult when
a lot of control. Examples include: making your decision.
• Manufacturing ➢ A democratic approach to leadership is
• The military definitely one of the better-liked types of
• Operations where efficiency (as defined leadership in business.
by one key number) is crucial ➢ The Mayo Clinic thrives on a
• The ability to make decisive, crucial democratic leadership style. This
calls is the key trait of an autocratic hospital, healthcare,
leader. Autocratic leaders aren’t always and research facility brings in some of
well liked, but sometimes an autocratic the brightest minds in medicine because
leader is what the job requires. its democratic leadership creates a
➢ A strong hand in business can build an collaborative environment.
idea into a strong, thriving company. ➢ Dr William Mayo, along with his sons,
Have founded the Mayo Clinic in 1889 to give
you ever heard of Helen Gurley Brown? cutting-edge medical research around
Maybe not, but chances are that you’ve the world in a non-profit style.
heard of Cosmopolitan magazine. ➢ Mayo Clinic is a success because
➢ Helen Gurley Brown was the former people’s ideas and opinions are listened
editor-in-chief of Cosmopolitan, and was to.
known as someone who thrived on People want to work there because it
getting things done with little room for focuses on giving everyone an equal
error. This voice.
autocratic style led her to turn a profit in ➢ “The problem before us is so to
publishing for more than 3 decades. exchange information, and so to educate
➢ Some call an autocratic approach to men through travel that there shall
leadership dictatorial or controlling, but a develop a final, cosmopolitan system of
little bit of this type of leadership can be medicine which will combine the best
an asset when you use it well. elements to be found in all countries.”-
2. Democratic Leader Dr. Charlie
➢ Democratic leadership is a Mayo
participative style of leading that ➢ Therefore, the medical facility the
involves a team of people who family set up didn9t turn away experts or
collaborate with a leader to make critical ignore what they were saying. The family
decisions. This type of leadership style is understood that transformation of
very different from autocratic leadership healthcare requires fresh thinking and
3 because with a democratic approach collective knowledge.
you DO get these things: ➢ Mayo understands the need to
• Creativity combine different levels of knowledge.
• Multiple opinions The hospital doesn’t subscribe to the
• Fluid change in routine

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 BATAAN HEROES COLLEGE
idea that a single expert can make the deadlines and demanding quality
right decisions. standards that don’t match well to
laissez-faire leadership.
3. Laissez-faire Leader ➢ Of course, you still have to be a leader.
➢ Don’t like to micro-manage people? If you are this type of leader, make sure
Laissez-faire leadership takes the you
opposite approach. This type of still monitor your team’s overall
leadership is a hands-off style, where performance to note any problems that
delegating tasks is a may arise.
regular occurrence. ➢ In his book High Output Management,
➢ The literal meaning of the French word legendary Intel CEO Andy Grove
laissez-faire is “let them do” which can discusses
be translated as “let it be” in English. two styles of management:
➢ Donna Karan, the founder of the DKNY ➢ “There is a gate-like inspection and a
jeans and apparel company, DKNY jeans monitoring step. In the former, all
and apparel, has a reputation for being material is held at the “gate” until the
an attentive, hands-off leader. inspection tests are completed. If the
➢ Karan keeps her eyes on profits while material passes,
she follows fashion trends. She trusts it is moved on to the next stage in the
managers to make good decisions while production process; if the material fails, it
she periodically monitors performance will be returned to an earlier stage,
and offers ongoing feedback. where it will be reworked or scrapped. In
As a laissez-faire leader, Donna Karan: the latter,
• Knows what’s going but is not a sample of the material is taken, and if it
directly involved fails, a notation is made from which a
• Trusts others failure rate is calculated. The bulk of the
• Monitors performance material is not held as the sample is
• Gives regular feedback taken but continues to move through the
• A laissez-faire leader lets people manufacturing process. The smoothness
work how they need to, with little of the flow is maintained, but if, for
to no interference. example, three successive samples fail
➢ Leaders who use this style often lead the monitoring test, we can stop the
people who are skilled enough to not line.”
need constant supervision-which leaves ➢ Laissez-faire management avoids gate-
the door open for creative ideas and new like inspections in favor of speed, but
ways of doing things. monitoring helps keep the manager
➢ The one downside to a completely aware of the progress of work.
laissez-faire environment is that it can
lack the structure that other leadership 4. Coaching Leader
styles offer. Some business situations ➢ A coaching style of leadership is a bit
have hard of a cross between democratic and
laissez-fare leadership styles. It’s not
micromanaging (but not totally hands-off,

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either) and actions are often decided with strong team culture to improve overall
multiple inputs to consider. performance.
➢ In a nutshell, coaching leadership helps ➢ It worked: In Walsh9s first season as
prepare people for the future by building head coach, the 49ers went 2314 (2
long-term strengths. wins, 14 losses), the worst team in the
➢ Much like the coach of a sports team, a league. In his third season, they won the
coach-style leader can quickly identify Super Bowl.
the strengths, weaknesses, and ➢ “I had no grandiose plan or timetable
motivations of each team member. A for winning a championship, but rather a
coach then helps people set the best comprehensive standard and plan for
goals to work towards, and gives them installing a level of proficiency 4
the regular feedback they need to be competency 4 at which our production
successful. level would become higher in all areas,
A good coaching leader is able to: both on and off the field, than that of our
• Train people effectively opponents. Beyond that, I had faith that
• Deal with performance problems the score would take care of itself.
• Improve individual performance ➢ “Consequently, the score wasn’t the
skills crushing issue that overrode everything
• Identify new skills someone can else; the record didn’t mean as much as
develop the season progressed, because we were
A coaching style is a significant time immersed in building the inventory of
investment because it: skills, both attitudinal and physical, that
• Takes longer to identify areas of would lead to improved execution. That
improvement was the key.” 3 Bill Walsh
• Work together to find the best
approach 5. Transformational Leader
• Execute those plans ➢ Transformational leadership is a style
• Plus, it can take more time to see that’s all about big vision thinking and
the results of your efforts. intellectual stimulation to create a
➢ Bill Walsh, head coach of the San thriving, openly communicative work
Francisco 49ers, is the epitome of a culture.
coaching leadership style because...well, ➢ Transformational leaders:
he’s an actual coach. • Have an eye for the big-picture
➢ Bill Walsh took a disorganized team on • Are charismatic
a losing streak and led them to 5 Super • Motivate those they lead
Bowl • A transformational leader is
championships in 14 years. In his book, common in big business, where the
The Score Takes Care of Itself, Bill writes CEO is a visionary with a large
that “the prime directive was not audience-an audience that’s
victory.” receptive to innovative thinking.
➢ In sports, you’d think victory is the only Transformational leaders go over
directive. Instead, Bill focused on well in tech companies but can
developing his player’s skills along with a exist across multiple industries.

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➢ The one thing to note about a ➢ A charismatic leader automatically or
transformational leader is that day-to-day intelligently attracts people just by being
details are not their priority. their own charming selves. These types
Transformational leaders need dedicated of people are:
managers to delegate these types of • Confident
tasks. • Self-starters
➢ Being a transformational leader • Passionate about what they do
requires you to: • The success or failure of a
• Set challenging goals with strict business heavily relies on the
deadlines leader with the charismatic
• Work in unison with a team to get approach. It’s seen as more of a
them done one-man show than a collaborative
• Lee Iacocca, the chairman of team effort.
Chrysler Corporation, is a great ➢ Jack Welch, who in 1981 became the
example of a transformational youngest CEO in General Electric (GE)
leader. He took a company on the history, was a charismatic leader.
brink of bankruptcy and ➢ Welch made it a point to develop
transformed it into a profitable positive relationships with his GE
business. employees and customers. He talked
➢ Iacocca rose through the ranks at Ford personally with employees. Welch was a
and is still called the father of the Ford strong leader and unafraid to make hard
Mustang today. After a falling out and decisions or cut costs when necessary,
firing from Ford, he became the CEO of but his leadership style instilled a sense
Chrysler. There he was responsible for of pride in the company.
one of the biggest company turnarounds ➢ Welch would make surprise visits to
in corporate history. the GE plants and offices. He always
➢ He later wrote a book, “Where Have All looked for
the Leaders Gone?” which outlines the 10 opportunities to talk to people and share
C’s he uses to qualify a leader (all of his perspective on leadership and what
which he used in his own direction he thought the company should
transformational leadership style). go. He was well-known for the personal
• Curiosity handwritten notes he gave employees to
• Creative congratulate (or correct) them.
• Communicate
• Character 7. Bureaucratic Leader
• Courage ➢ The Cambridge dictionary defines the
• Conviction word bureaucratic as “a system for
• Charisma controlling or managing a country,
• Competence company, or organization that is
• Common sense operated by a large number of officials
• Crisis employed to follow the rules carefully.”
6. Charismatic Leader ➢ In a business, a bureaucratic leader
uses strict rules for employee

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management and decision-making. You they focus on big-picture, innovative
can use bureaucratic leadership most thinking.
often in administrative environments, ➢ Leaders who execute this style are
where strict rule-following and a defined tasked with moving the company into a
hierarchy are important. broader direction, as they promote unity
➢ Winston Churchill was a bureaucratic and the tenacity to push through times of
leader-he had a structured system to uncertainty.
make ➢ Few business leaders do this better
sure that people carried out their tasks than Sara Blakely.
as planned. ➢ Sara Blakely is the founder and CEO of
➢ Throughout World War 2, Churchill Spanx, which sells “the largest selection
followed his instincts and stuck to his of
hard slimming intimates, body shapers,
decision-making abilities when bringing hosiery, apparel, and the latest
the three Allies together. innovations in shapewear for men and
➢ During the early days of World War 2 women.”
Churchill attacked with words more than ➢ But she didn’t always do that. After
weapons. The speeches he gave were seven years of selling fax machines door-
some of the most powerful ever given in to-
the door, one day she cut the feet off her
English language. pantyhose and realized she had a viable
➢ His words were product: a slimming, seamless
• Defiant undergarment that no one would know
• Heroic you were wearing.
• Human ➢ She took a risk with her $5,000 life
• Lightly humorous savings (and a lot of failures) to pursue
• As journalist Beverly Nichols wrote: “He her vision for what would become her
took the English language and sent it into Spanx empire.
battle.” ➢ Most great and successful leaders have
➢ Churchill was extremely persistent in some sort of vision for where they are
seeing his plans through (often against going. However, some have more vision
all than others. Outstanding visionary
odds). He was also a meticulous, detail- leaders always transform their visions
oriented leader 3 traits that most into realities.
bureaucratic leaders have. He always ➢ “Don’t be intimidated by what you
wanted to know everything going on in don’t know. That can be your greatest
all strength and ensure that you do things
aspects of government. differently from everyone else.”—Sara
Blakely, CEO, Spanx
8. Visionary Leader
➢ Visionary leaders are motivated by 9. Pacesetter Leader
what a business can become. They are ➢ The pacesetter is one of the most
not preoccupied with technical details: effective types of leadership if you need

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fast results. These leaders set very high describes the leadership role of a great
standards, with a focus on performance. manager:
They hold their team members ➢ “The best managers are less
accountable for hitting their goals. concerned about motivating their people
➢ Although it can be a motivational and more concerned about NOT
leadership style when in a fast-paced demotivating them. They consider it their
environment, it doesn9t give much space job to prevent the hassles that block their
(or time) for feedback between leaders team’s performance...On the process
and team members. side, do your people have the
➢ Pacesetter leaders expect: appropriate tools and resources they
• Excellence need to get the job accomplished? Are
• Self-direction there lame policies and procedures
• Quick results from an extremely frustrating your team?”
competent team ➢ Any business can adopt this kind of
• This kind of motivating style isn’t leadership-it’s a great leadership style to
necessarily a bad tactic. But if you boost morale and make people care
overdo it, a pacesetter leadership style about their work.
can undercut morale and make people ➢ It’s the exact leadership style that
feel like they’re failing. Use it wisely. former CEO of Popeyes Louisiana Kitchen,
➢ The best leaders often use more than Cheryl
one type of leadership. Jack Welch-the Bachelder, exhibited during her 10-year
youngest CEO in General Electric history- chicken tender tenure.
was a pacesetting leader in addition to ➢ Bachelder literally wrote a book about
being a charismatic leader. He drove big this type of leadership-Dare to Serve:
results quickly but also kept in personal How
contact with his employees. to Drive Superior Results by Serving
Others-which talks about the power of
10. Servant Leader servant leadership to reinvent a company
➢ A servant style of leadership is when from the inside out.
someone works with a people-first ➢ When she started as CEO in 2007,
mindset. A servant leader believes that guest visits had been in decline for years,
team members produce their best work and restaurant sales and profit trends
when they feel both professionally and were negative.
personally satisfied. ➢ By 2014, sales were up 25% and
➢ Because of their focus on employee profits were up 40%. Bachelder
satisfaction, they tend to achieve higher attributed her success to a conscious
levels of respect. This type of leader is decision to create a new workplace-one
the kind of person to have regular one- where people were treated with respect
on-one meetings to hear struggles, and dignity, yet challenged to perform to
concerns, or new ideas. their highest ability.
➢ Servant leaders are focused on helping ➢ Bachelder outlines her philosophy in a
their teams play to their own strengths. nutshell: “We needed to serve the people
Verne Harnesh, in his book Scaling Up, who have invested the most in Popeyes.”

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 BATAAN HEROES COLLEGE
This meant Bachelder and her team 3. Respect
shone the spotlight on restaurant owners, To really connect with the people
listening and responding to their needs. you’re leading, you must also treat them
➢ Self-serving leaders were filtered out with respect. “Early in my career, I
as collaboration increased and people worked for a guy who would just show up
were valued. in my office and start barking orders at
➢ As Bachelder said, “I must know you to me and then leave like a bomb was
grow you.” This concept is the epitome of dropped,” Lempert says. “I would feel
a startled and anxious. Later, I had a boss
servant leader. who would gently knock on the door and
say, 8I need to talk to you about X. It’s
10 QUALITIES OF A GREAT LEADER probably going to take an hour. Is now a
good time?” For Lempert, the boss who
1. Vision set clear expectations and was respectful
Great leaders have a vision for of her time was the better leader.
their project, department, or
organization. “And they can communicate 4. Integrity
that vision clearly, so if I went to the Someone with integrity does what
lowest person [in the organization], they say they’ll do. “Without integrity,
they’d be able to tell you what that vision you don’t have trust,” says Dana Theus,
is,” says Carol Lempert, a leadership- an executive and career coach with
development expert. Take Walt Disney, InPower Coaching. “Leaders need to be
for instance. “Years ago, he articulated trusted, and the way they gain that is
that his vision was going to be to create with integrity.” This applies to both big
magical experiences for the guests who and small situations, from fulfilling a
come to Disney World. Now everybody high-dollar promise to making it to
who works there, from the actor in the meetings on time.
Mickey Mouse suit to the person serving
ice cream, understands that the vision is 5. Transparency
to make a magical experience.” To inspire a group, a leader must
build credibility and trust. One important
2. Executive Presence way to do that is through consistent,
Many people will say that a leader meaningful, and effective
has a certain something, a “wow factor,” communication. “Providing access to
a presence that suggests they’re in what is going on in an organization
charge. Some might call it charisma. through meaningful communication
“How does that person make those routes, and doing so on a consistent
around them feel?” Lempert says. “Do basis, establishes a sincerity that sets the
they feel stupid and worse about stage for successful change,” says Steve
themselves?” Or does that person inspire Weingarden, an industrial- organizational
confidence and make people feel like psychologist and president of Innovators
they’re being heard? of Change.

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 BATAAN HEROES COLLEGE
6. Growth Mindset
True leaders are always looking for 9. Focus
things to learn or ways to better master A great leader has their eyes on
their craft or their industry. They have the prize. They’re organized, they think
open minds and are interested in ahead, and they’re intent on their path to
improvement and professional success. “Leaders who have focus are a
development. “Natural curiosity has great asset to companies, as they are
brought them to a leadership position,” results-oriented and are committed to
says Darko Jacimovic, career expert and being the best and bringing the best out
co-founder of [Link]. “They of everyone,” says Kenny Trinh, founder
will want to know about the latest and CEO of media startup Netbooknews.
innovations, achievements in the “They don9t get easily distracted by
industry, or ideas on how to improve the problems and failures. They are resilient
working processes.” and headstrong.”

7. Empathy 10. Mentorship

As a leader, you must be able to Good leaders are always looking to
understand your team and relate to the find, encourage, and grow the next
problems they’re facing. This means generation of leaders. “They don’t feel
being a good listener, being attentive, that ‘only I can do this,’ but instead look
and making an effort to understand the for the potential in others,” says Karen
needs of others. That said, too much Southall Watts, professional encourager
empathy can put a leader in a tough and author of The Solo Workday. “A great
position, Theus says. “You have to make leader takes pride in the
decisions with compassion, and you have accomplishments of others and knows
to have empathy in your toolkit, but you that helping others to achieve in no way
must balance it with some tough love.” detracts from their leadership.”

8. Support Leadership Characteristics To Be a

One quality that’s essential in a Good Leader
good leader is the ability to support and
lift up others. A leader who’s in the What are leadership characteristics?
trenches with their team inspires people Leadership characteristics are the
to work harder. “I’ve had bosses who tell qualities that successful leaders
me what to do and then disappear, and demonstrate through leading a group of
I’ve had ones who are doing the same people or organization. Excellent leaders
work with me or their own work, but who tend to share the same characteristics
are clearly there, working with me,” says whether they are leading a small group
Stacy Caprio, founder of Growth of peers, a few employees or a large
Marketing. “And I’ve always felt more company. Successful leaders tend to be
motivated and cared about when they’re multifaceted and capable of guiding
in the trenches with me than when they individual employees as well as an entire
give an order and peace out.” organization.

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Research suggests that leadership
qualities are not inherent and can be 4. Empathy
taught. If you want to become a better Great leaders care about their
leader, study and practice the leadership employees. They listen sincerely to
characteristics demonstrated by employee problems and do their best to
successful leaders. mitigate concerns. Check in with your
employees. Make sure you are meeting
CHARACTERISTICS OF A GOOD their workplace needs and providing the
LEADER necessary support.
Characteristics of successful
leadership vary as much as styles of 5. Loyalty
leadership. However, the following Leaders should be loyal to the
leadership characteristics have been organization and its employees.
determined to be universally helpful in Demonstrate your loyalty to your
fostering good leadership: employees as often as you can. Be
transparent about decisions and include
1. Integrity your employees in important
Great leaders demonstrate organization-wide conversations.
integrity in all their actions. Make sure
you are modeling moral clarity to your 6. Accountability
employees and colleagues. Integrity will Strong leaders are accountable.
help you earn the respect of your They hold themselves to a high standard
employees and motivate them to work and expect their employees to do the
ethically. same. Everyone makes mistakes. Model
for your
2. Positivity employees how to recover from a
Positivity begets positivity. If an mistake graciously and professionally.
organization's leader is positive, the
employees are more likely to mirror that 7. Vision
positivity. It is your responsibility as a Organizational members look to
leader to set the tone for the workplace. their leadership for guidance. Leaders
Moderate your behavior and make sure should have a clear vision of where the
you are staying positive even in the face organization is headed and how to get
of challenges. there. Provide your employees with the
company's long-term goals. If they know
3. Passion what they're working toward, they may
Leaders should feel and be better equipped to manage setbacks.
demonstrate a passion for their work.
Employee buy-in will be higher if their 8. Confidence
leader shows that they care about the Leaders must display confidence,
work they do. Stay excited about your particularly in their actions. Be confident
work and share that enthusiasm with when you make a decision or take action.
your employees.

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
Demonstrate confidence even in the face have a plan to move forward honestly
of and with positivity.
challenges. If you are confident, your
employees will mirror your behavior. 14. Sincerity
Leaders should show sincerity in
9. Delegation their commitment to their organization,
The best leaders develop other employees and product. Your employees
leaders. Recognizing talented people and will respect you more if you are sincere in
allowing them the space to work will only your communication with them as well as
improve the organization. Focus on with other stakeholders.
developing talent rather than solely
managing day-to-day tasks. 15. Creativity
Fostering a creative atmosphere is
10. Sense of humor a great way to face challenges. Leaders
Demonstrate levity when you can. should demonstrate creativity
Keep your employees positive with themselves as well as facilitate creative
appropriate humor. Don't be afraid to problem-solving for their employees.
laugh at yourself.
16. Trust
11. Emotional intelligence Trust between an organization's
Leaders should check in leaders and its employees is vital. The
emotionally with their employees from leaders must trust the employees to do
time to time. Be their work effectively, and the employees
aware of any emotional strain and must trust the leadership to make good
provide support for employees facing decisions for the organization as a whole.
challenges. Good leaders develop Be honest and transparent with your
emotional intelligence along with employees.
business intelligence. 17. Communication
Transparency promotes an
12. Empowerment organizational culture of strong ethics
Allow employees to be creative. and understanding. Employees
Empower your people and show that you appreciate understanding why top-level
appreciate and respect their work and decisions are made and can work more
contributions. Create an environment in effectively with all information. Whenever
which your employees feel excited to try possible, communicate organizational
new procedures or practices. changes to everyone in the company.

13. Humility 18. Resilience

Strong leaders are humble. They Occasionally, an organization may
recognize when they make mistakes and face a challenge for which the leader is
take decisive action to correct any errors. responsible. Resilience following a
Acknowledge when you are wrong and setback increases the organization's
foundation by

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 BATAAN HEROES COLLEGE
showing that the leader is confident in MANAGER
the company's recovery. Managers play an important role in
the overall success of a company. They
19. Patience are responsible for leading a team of
Delegation, creativity and employees to meet goals and achieve
empowerment will lead to a strong work performance metrics. If you want to
product, but these strategies take time to become a manager, it's helpful to
develop. Be patient as you give your understand what the job is like and a
employees room to work and grow. career path you can take. In this article,
Demonstrating patience will allow your we explore the answer to 'What is a
employees to experiment and create manager?' along with information about
successful new practices and procedures. the various types of managers, and how
to become one.
20. Influence A manager is a professional who
Great leaders can influence their takes a leadership role in an organization
employees positively. Earn the trust and and manages a team of employees.
respect of your organization so that you Often, managers are responsible for
can encourage them to work hard, managing a specific department in their
remain positive and demonstrate company. There are many types of
creativity. managers, but they usually have duties
like conducting performance reviews and
21. Perspective making decisions.
Leaders should oversee long-term Managers are often the line of
goals and expectations. Delegate short- communication between a company's
term goals and assessments to others employees and its high-level executives.
within the organization and focus on
reaching the larger long-term goals. WHO IS MANAGER?
➢ a person responsible for controlling or
22. Problem-solving administering all or part of a company or
Solving problems is arguably the similar organization.
most important job a leader has. Be ➢ a person who controls the activities,
creative and decisive when solving a business dealings, and other aspects of
problem. Look to your employees and the
colleagues for ideas. career of an entertainer, athlete, group of
musicians, etc
23. Open-mindedness ➢ a person in charge of the activities,
Great leaders are always open to tactics, and training of a sports team
improvement. Be open-minded as you
face What are the job responsibilities and
challenges and receive ideas and duties of a manager?
feedback from other members of the A manager's daily responsibilities
organization. may vary depending on the industry
where they work. However, some

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 BATAAN HEROES COLLEGE
common responsibilities of managers This can help them maintain a positive
across different sectors can include: work environment for their team.
➢ Leading a team
A key responsibility of a manager is ➢ Managing their department's
leading their team. They give direction to budget
their employees and answer their Managers sometimes take responsibility
questions. They also delegate tasks to for their department's budget and using
specific employees and ensure that finance and accounting tools. They may
projects stay on track. Great managers meet with other professionals to create
commit to the role of being a fair leader budgets. They can also determine how
to help increase their teams' productivity. much funding their department needs to
operate.
➢ Training employees
Managers are often responsible for ➢ Conducting performance reviews
training their employees to perform their Another major responsibility of managers
job duties and learn new skills. They is conducting performance reviews for
might also offer them professional their employees. Usually, performance
development opportunities. Often, reviews occur on a periodic basis. In
managers also act as mentors to their performance reviews, managers give
employees and teach them skills that their employees feedback and
they can use as they advance their suggestions on how they can improve.
careers. They might also help their employees set
goals or track their progress on meeting
➢ Making decisions goals.
Another duty of a manager is making
decisions for their department. ➢ Hiring new employees
Sometimes, Managers also frequently work with their
managers make difficult decisions, so it's company's human resources department
important for them to have a strong to hire new employees. They may
decision-making process. This can help identify job candidates, conduct
them make the best possible decisions interviews and extend job offers.
for the success of their departments. Typically, great managers know how to
Often, managers communicate with their tell if a job candidate is the right fit for
employees and other people at their their team, as they know what skills and
company to help them make the best qualities people need in order to excel in
decisions. their department.
TYPES OF MANAGERS
➢ Managing conflicts There are several different types of
Managers also address conflicts when managers, including:
necessary, including conflicts between
members of their team. This means that Top managers
they usually exercise conflict resolution Top managers are usually involved
skills and mediate workplace conflicts. with their company's overall strategy.

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 BATAAN HEROES COLLEGE
They may oversee many departments. responsibilities is leading their team.
They are also responsible for making sure Managers often lead by example,
that different tasks and projects align encouraging their employees to mirror
with the overarching mission of their their actions and work ethic. To become a
company. great leader, you can work on developing
General managers are responsible qualities like:
for a variety of management tasks,
including overseeing product production. Motivation: Managers with leadership
They typically set goals for their skills know how to motivate their
employees and create product plans. employees. They may use incentives to
Usually, a general manager's overall goal keep their employees motivated, such as
is to increase their company's revenue. employee of the month programs or
other rewards.
Line managers
Line managers are responsible for Positivity: Great leaders also maintain a
achieving specific outputs. Typically, their positive attitude and encourage their
responsibilities relate to their company's employees to do the same. They think
products or services. Line managers optimistically and show positivity when
often communicate with a company's they interact with others.
upper management and report results to
them. Confidence: Confidence can equip
leaders to handle difficult situations and
Team managers lead their
Team managers, which may be employees effectively. It can help them
referred to as supervisors, are make strong decisions and lead by
responsible for overseeing specific example.
groups or functions of an organization.
They may be tasked with supervising Resilience: Leaders are also resilient.
projects or keeping teams on track. Like This means that they can keep leading
line managers, team managers also effectively even in difficult
report results to a company's upper circumstances.
management.
Delegation: Delegation is another skill
SKILLS FOR MANAGERS of great leaders, as it enables them to
To be a successful manager, you reassign tasks to the right employees
may consider developing the following and free up their own time for other
skills: tasks.

Communication
Managers also need
Leadership communication skills to succeed at their
Leadership is a core skill for jobs, as they frequently communicate
managers, as one of their major job with both their employees and other

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
members of their company. Usually, customer service skills helpful, including
managers also need written skills like empathy, patience and
communication skills, as they may be persuasion.
responsible for writing reports and
emails. Active listening is also
categorised as a communication skill, How to become a manager
and it's important for managers to have Here are five key steps you can
this skill to communicate effectively. follow to become a manager:
Active listening includes eye contact,
body language and smiling. 1. Choose your career path
There are many ways you can
Decision-making choose your career path, and it's helpful
Managers often have to make to choose a career that aligns with your
tough decisions for their teams, so strong interests and core values. You can also
decision-making skills are essential. research different career paths online
Often, managers develop their own and talk to people in different industries
decision-making processes to help them to get an idea of your career interests.
handle decisions and other issues in the This way, you can decide what industry is
workplace. Great managers are also the best fit for you.
willing to ask other people at the
company for feedback as they make 2. Get your education
decisions. Another key step to becoming a
manager is to get an education that
Relationship-building aligns with the industry you want to
Great managers also build enter. In many industries, managers need
relationships with their employees. They at least a
may do this through frequent bachelor's degree, so this can be a good
communication with their employees as place to start. You can also get a degree
well as relationship-building exercises. that allows you to work in a range of
When managers form strong industries, such as business
relationships with their employees, it can management.
help increase mutual trust and boost Other options could include finance,
employee morale. accounting and related degrees.

Customer service 3. Build your professional network

Customer service skills can also be Try to network with managers in
useful for managers. Sometimes, various industries through networking
managers events. You can find events that relate to
communicate directly with their your industry to make the most valuable
company's customers, acting as a connections. These connections may help
communication line you find a job in the future.
between the customers and the upper
management of the company. This makes 4. Gain experience

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
Aim to gain professional experience If you don’t have experience
in the industry that you want to enter. working in a professional environment
You can gain professional experience and leading a team, it will be hard to step
through internships, entry-level positions up as a manager. A great way to gain
and volunteering. You can also start at a experience in a management role is to
company with the goal of working your communicate with your current job your
way goals. In some instances, when
up to a managerial role. management knows you are looking to
step up as a leader, they'll inherently
5. Set SMART career goals train you through a variety of scenarios
SMART is a method you can use to that could help develop you for an
develop your career goals. The upcoming promotion or position that may
abbreviation represents the following: become available.
• Specific
• Measurable Good Communication Skills
• Attainable Effective communication is a staple
• Relevant that all the best managers have. This not
• Time-based only means communicating job
Setting SMART goals can help you responsibilities and expectations, it
stay on track toward becoming a means listening to your team and
manager. Try to measure your progress working with them to produce results
periodically to see what changes you can within their position. Making sure to take
make to reach your goals. For example, time and have weekly meetings with
one of your SMART goals might be, "I will your employees will help you as a leader
get promoted to manager within three understand where everyone is at in their
years of working for this company." projects. This will also build trust with
your employees and empower them to
TOP 10 QUALITIES OF A GOOD boost productivity in their workflow
MANAGER knowing they have someone to help
them if they need it.
Leadership Skills
In order to be an effective Knowledge
manager, you need to be able to lead Experience as a manager is a must
your employees in an efficient manner. but so is knowledge. Going back to
Being able to envision how you would school is an investment that many
want your leadership to look is an effective leaders have seen as a benefit
effective way to achieve good not only to their professional work life but
management. Strategic thinkers are able to their personal lives as well. There are
to see the big picture and see minor various degrees offered for managers,
details that others may not see. including a bachelor’s degree in business
or a Master’s degree in leadership or
Professional Experience project management. You can also get a
certificate in project management,

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
entrepreneurship, ethics, or human experience, and decision-making skills.
resource management. This doesn’t mean you have to be
arrogant or feel that you’re better than
Organization your employees. But you’re in a
If you aren’t organized in your management role for a reason, your
position, there’s a good chance that the confidence will empower your team to
employees you manage won’t be either. be the best they can be.
There are many resources online that can
inspire you to get organized. A good Respect for Co-workers
example is you can buy a personal Establishing a healthy and respectful
planner work environment for your team is very
or download an app on your phone that important as a leader. If you do not show
can remind you of meetings, tasks you respect for your employees, there will
need to complete every day, etc. definitely be tension in your workplace.
Time Management Skills Some things to be aware of are their time
Another key factor in being a and abilities, being able to listen and
successful manager is time management. communicate with them, and being a
If resource of knowledge and guidance.
You’re late every day, your employees
might think it’s acceptable to also be Company Culture
late. Time management is important Company culture is the fun part of
when it comes to prioritizing your day, being a great leader. This is where you
making sure you have time to can boost employee engagement and
communicate with your employees, and show your employees how grateful you
accomplishing goals throughout the are for their hard work. By offering fun
week. activities throughout the week, such as a
team-building outing after business hours
Delegation or adding a new coffee station to the
If you don’t know how to delegate break room, the possibilities are endless
projects and tasks, your role as a on ways you can strengthen your
manager company culture. This will not only boost
will be a lot more difficult. Don’t be afraid your company culture but it will increase
to ask your employees to help complete employee retention, and could potentially
a task. You might think it’s easier to do put you as a high-ranking company to
everything yourself, but this will add work for.
more
time to your already busy schedule, and Pursue your Calling as a Leader
you won’t be allowing your employees to If you feel called to be a leader,
do what they were hired to do. CCU offers various in-depth programs
that will prepare you for a career in
Confidence leadership. Specifically, our
To be an effective manager, you organizational leadership degree
need to be confident in your abilities, program which aligns your values with

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
furthering your knowledge on how to be • Maintain open and excellent
an effective leader in whatever career communication with your employees.
path you decide to take. • Communication doesn’t only happen
face-to-face- it happens via email, chat
QUALITIES OF A GOOD MANAGER applications, body language, and much
more. Managers need to communicate
1. Transparency with their employees in ways that make
Once upon a time, it was them comfortable. It’s about getting to
acceptable to keep things on a need-to- know your employees and understanding
know basis with your employees. Times what they need to get them to perform
have changed. well-it isn’t all about communicating in a
• Transparency is a key quality of a good way and on a schedule that suits you.
manager. Good managers should let their
• Transparency is a key quality of a good employees know that they can discuss
manager. anything work-related on a regular
• Employees expect you to be cadence. Consider implementing an
transparent with them. They want to open-door policy if you haven’t already
know what’s going on with their company done so, as well as incorporating tools
and how they are doing. They want direct and technology that can offer real-time
and honest feedback regularly, and a feedback. Managers should also clarify
manager who won’t patronize them by that their employees are free to
sugarcoating the truth or hiding difficult communicate openly and honestly--
realities from them. employees shouldn’t feel their jobs are at
Your employees are adults; you don’t risk whenever they want to air a
need to protect them. They want the grievance or ask for help.
truth, and
good managers know how to be 3. Listening Skills
transparent, authentic, and direct. When we hear the phrase, “good
Transparency and an ability to be honest communicator,” we generally think about
and open are skills every manager and speaking or writing rather than listening.
human resource executive needs to But when discussing the qualities of a
improve employee engagement. good
manager, listening is just as important.
2. Excellent Communication Employees want to know that their
Managers need to be excellent opinions and insights are being heard.
communicators, which means Listening is just as important and writing
maintaining regular contact with and speaking when it comes to
everyone on their team, providing communication skills.
frequent feedback, and delivering Listening is just as important as
rewards and recognition for excellent writing and speaking when it comes to
performance. communication skills. Take the time to
• Maintain open and excellent focus on your employees and what they
communication with your employees. are saying. Ask for their insights if they

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
don9t readily offer them. When you get • Your relationships with your employees
valuable feedback, make a conscious will improve tenfold if you can establish
effort to take action based on it. This will yourself as a reliable and consistent
show your employees that when they manager.
speak up, they can make a difference in
their working environment. 5. Consistency and Reliability
Employees need to know that their
4. Appreciating and Encouraging leader is stable, secure, and reliable.
Teamwork They will come to you for clarification
Companies that encourage regarding organizational objectives,
teamwork enjoy improved efficiency, views on their work, and advice. And
work outcomes, more importantly, employees should feel
and individual development. Managers comfortable approaching you when they
should support collaboration at every are struggling and need help. Employees
opportunity and mitigate toxic behavior need to know that their manager is a
and unhealthy competition. level-headed person who won’t fly off the
• Good managers encourage and reward handle at a moment’s notice. Otherwise,
teamwork and collaboration among their they won’t feel able to open up to you
teams. and their trust in management will
• Good managers encourage and reward weaken. This brings us to our next point:
teamwork and collaboration among their
teams. 6. Trustworthiness
• Workplace processes can be adjusted Good managers are trustworthy,
to complement this approach. For and they respect confidentiality.
example, some companies still operate Employees need to have faith in their
on a “stacked ranking” system, as leaders and know that their managers
popularized by General Electric decades have their employees’ best interests at
ago. This system ranks employees, and heart. If your employees feel like you
the lowest-performing employees are don’t support them, it’ll lead to a toxic
shown the door. Employee rankings, in work environment, reduced collaboration,
general, have been shown to be and unhealthy competition in your
demotivating to employees. Furthermore, workplace.
ranking employees against each other Employees also need to be assured
creates toxic relationships and reduces that management is telling them the
the likelihood that employees will help truth. Your trustworthiness is built on
one another when given the opportunity. respecting the privacy of your employees
Companies implementing this system and offering honest advice based on
should consider removing it. what aligns best with your company’s
• Your relationships with your employees goals.
will improve tenfold if you can establish
yourself as a reliable and consistent 7. The Drive to Set Goals
manager. The new trend in goal setting is
empowering employees to determine

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
their own goals. Doing so gives head.
employees more ownership over their Managers also need to be able to
goals, which results in more work being make difficult decisions with regards to
done (and to a better standard). performance issues. Employees need to
• Being goal-driven is one of the most believe you’re on their side, but as a
impactful qualities of a good manager. manager, you also need to put your foot
• Being goal-driven is one of the most down. If an employee is exhibiting
impactful qualities of a good manager. behavioral or performance issues,
• While employees should be placed in managers need to have the confidence to
the driver’s seat, managers still play an step in and risk being seen as “the bad
important role in goal setting. Good guy”.
managers need to be able to understand If there is a problem, it needs to be
how to form motivational and realistic addressed. It’s entirely possible to
goals, then guide the process to align resolve issues amicably and productively,
with organizational objectives. These but managers shouldn’t shy away from
goals also need to be challenging, so confrontation when it’s warranted.
leveraging this soft skill is a delicate
balance managers must maintain to keep 9. Empathy and Sensitivity
employees engaged and motivated. Emotional intelligence, which
encompasses sensitivity and empathy, is
8. Making Decisions (and Accepting a soft skill all modern managers need to
Responsibility) have.
New managers sometimes struggle • Emotional intelligence is a key quality
to make decisions-especially important of a good manager.
ones. • Emotional intelligence is a key quality
Some suffer from a concept known as of a good manager.
“analysis paralysis” (over-thinking a • Emotional intelligence can make all the
decision) or “bikeshedding” (focusing on difference between an engaged
insignificant details). Other managers employee and one who is burned out,
obsess over possible negative outcomes, frustrated, and unmotivated. Managers
no matter how unlikely, and some might need to pick up on signs that an
rush into a decision despite lacking the employee is pushing themselves too far,
right information. which can cause burnout, anxiety,
• Learn to make decisions and accept the depression, and disengagement. More
consequences of your actions as a often than not, good managers will pick
leader. up on signs of these conditions in
• Learn to make decisions and accept the advance, before the employee
consequences of your actions as a approaches them to discuss the situation.
leader. Sensitivity is certainly needed when it
• Managers need to make decisions for comes to issues like anxiety. Managers
the benefit of their team and company, need to be able to put the right
taking a structured, logical approach to provisions in place. This could include
decision-making while keeping a cool putting flexible working measures in

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
place, being understanding about mental means you’ll be around for years to
health breaks, and being mindful of come. Managers stuck in their ways
anxiety during the goal setting process. stagnate, while good managers are
Taking measures like this shows adaptable and flexible. They are ready
employees that they are not alone 4 and for change and they plan for it, seeing
that the company is able and willing to disruption as an exciting
help them. challenge rather than a burden.
• Conflict is natural on teams, so it's
10. Rewarding and Recognizing important for good managers to know
Employees how to mitigate it when it arises.
Employee recognition isn’t just a • Conflict is natural on teams, so it’s
good idea in terms of employee morale; important for good managers to know
it is also a significant driver of employee how to mitigate it when it arises.
engagement. A good manager • Workplace conflict is an ongoing issue
understands the value of rewarding and in most organizations. This can occur for
recognizing employees. several reasons, with personality conflicts
• Be sure to reward and recognize your being a primary cause. Good managers
employees for their hard work to retain need to not only be aware of conflict and
your team. able to pick up on signs of incivility and
• Be sure to reward and recognize your bullying but also stamp it out. Leaving
employees for their hard work to retain such issues to fester is terrible for
your team. employee morale and performance.
• Employees don’t just work for a Confronting these situations head-on
paycheck. It takes much more than that allows managers to arrive at a solution
to keep employees aligned with your before it escalates and becomes
company objectives and going that extra unbearable.
mile.
Employees need to know that their 13. Empowering and Motivating Your
work-and more importantly, their efforts- Team
are acknowledged and appreciated. Every generation and individual is
Leaders need to be perceptive in this motivated by different things. Good
area and take the time to reward and managers can relate to every member of
recognize employees where appropriate. their team, which will help them
understand how to empower and
11. A Willingness to Change motivate employees to get the best out
The world of work is constantly of them and help them become the best
shifting. The ways we operate in terms of they can be. This can come in the form of
technology, motivating employees, and sales SPIFFs, competitions, or simply
reviewing performance are processes recognizing employees for their hard
constantly subject to change. From year work. No matter what motivational
to year, your business will look different - technique you adopt, be sure to
and this is a good thing. It means you’re understand what motivates your team
staying relevant and competitive, which and give them incentives to work toward.

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
interpersonal roles is of liaisoning. He has
ROLE OF THE MANAGER: to contract outside agencies for
A role is concerned with the collecting business related information.
behaviour pattern of a manager within an The outside information providers may be
organization. Henry Mintzberg did a individuals or groups.
careful study of five chief executives at
work in the late 1960’s. He discovered Informational Roles:
that the role of a manager is quite All managers are required to
different from the notions held at that perform informational roles. They have to
time. For instance, the prominent view at collect information from organizations
that time was that managers were and institutions outside their own.
reflective thinkers who carefully and Managers also play the role of
systematically processed information disseminators when they supply
before taking decisions. information to subordinates in the
Mintzberg found that his managers organization. This information is factual
were engaged in a large number of as well as with interpretations for the
varied, un-patterned, and short-duration benefit of users. A manager acts as a
activities. There was little time for spokesperson when he represents the
reflective thinking because managers organization to outsiders.
encountered constant interruptions.
Mintzberg provided a categorization Decisional Roles:
scheme for defining what managers do According to Mintzberg, a manager
based on actual managers on the job. He performs four decisional roles. He
concluded that managers perform ten initiates and oversees new projects for
different but highly interrelated roles. The the improvement of organizational
term management roles refers to specific performance, this is the entrepreneurial
categories of managerial behaviour. Table role played by him. As disturbance
gives the ten different roles of the handler, manager takes corrective
manager. actions in response to previously
unforeseen problems. He also acts as
Interpersonal Roles: resource allocation when he assigns and
A manager has to perform some monitors the allocation of human,
duties as a figurehead. He may receive physical, and monetary resources. He
the guests from outside or preside over a acts as a negotiator when he discusses
social function of employees. He may and bargains with other groups to gain
have to sign some legal documents as advantage for his own unit.
head of the organization. These are the
roles played as figurehead. He has also to Environment and Managers Roles:
act as leader when he has to sort out the The word environment is a
activities of subordinates. He has not collectivity of all factors within the
only to motivate the employees but is control of business and beyond the
also involved in hiring, firing and control of the individual business.
discipline employees. The third role in Environment is a macro concept and a

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
business unit is a macro business. A (b) Labor:
business operates within the given The labor normally comes from
environmental factors. The environment nearby surroundings. Labour
may be external as well internal. unions try to regulate labour
supply. A manager has to assess
The external and internal his labour requirement, its quality
environments have been explained and price etc. He has to maintain
below: contacts with trade unions and see
that the unit is not adversely
External Environment: affected by labour supply.
External environment greatly influences
the working of every business. (c) Suppliers:
External environment may have the The suppliers are an important
following components: element of external environment. The
1. Economic supplier include those of raw
2. Technological materials, equipment’s, machinery
3. Social etc. There is a need to have regular
4. Political liaison with suppliers to know the
5. Ethical latest quality of goods available in the
market and to ensure supplies as per
1. Economic Environment: requirements.
Economic environment constitutes
of factors like capital, labour, suppliers, (d) Customers and Consumers:
customers and consumers. The customers and consumers
are the backbone of a business.
(a) Capital: Manager should know the needs and
Capital consists of owners funds preferences of these people through
and borrowed funds. Borrowed funds market segment. The goods and
are supplied by investors and services are produced as per the
creditors. Business needs for funds likings of customers and consumers.
arise for purchaser of plant and New products and services are also
machinery, land and building, brought out to keep the tempo of
equipment, materials, payments to marketing efforts. While keeping inter-
labour and other day to day expenses. personal relations with customers, the
These needs are met both from manager keep himself abreast about
internal sources and external sources. the competitors also.
A manager has to remain in touch
with investors and creditors for 2. Technology:
meeting financial needs of the The state of technology greatly
business at the time of need. influences the operations of an
enterprise.
It is concerned with inventions and
techniques. The technological changes

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
may give birth to new products as well as
new industries. One has to keep a watch 5. Ethical Environment:
on the developing situation of technology A manager has to keep in mind the
and think of the ways for making its use. ethical environment prevailing in
The manager has to keep himself abreast business while running his unit. Ethics
of the technological developments are generally accepted and practiced
particularly in product improvement and standards expected from business
new opportunities. managers. These ethics are influenced by
the expectations of society, employees,
3. Social Environment: government etc. from the business. A
A business is directly influenced manager should aim at fair dealings with
and affected by prevalent social everyone coming in contact with
environment. Society provides labour business. There should be a clear
force to the business and has consumers perception about what is to be done and
for the products and services. In a what is not to be done. A manager should
democratic set up, as at present, a not only be aware of business ethics but
manager comes in contact more than should ensure their proper
often with the people in all walks of life, implementation also. This will create
various social organizations, educational confidence in employees and public
institutions etc. All these contacts are about the fair dealings of the business.
useful and essential for the business
because it depends upon the society for Internal Environment:
various inputs as well as outputs. The Internal environment is concerned
very survival of business depends upon with the day to day working of the
society. organization. A manager plays a vital role
in the organization. He provides
4. Political Environment: leadership to others, coordinates the
The political system prevailing in a activities of employees, delegates
country influences business decisions. In authority to subordinates, takes
a democratic set up, the ideology of the important decisions, looks after human
ruling party influences economic and relation activities, acts as a spokesman
business policies. A business manager for the organization etc. All these roles
has to cope with the thinking of the make the job of a manager very
ruling party in following economic important for harmonious working.
policies. The rules, regulations and laws Important roles of a manager are as
of the country affect the day to day follows:
activities of the enterprise. A business
has to comply with sales and excise laws, As a Leader:
labour laws, taxation laws etc. A An organization comprises of a
manager should be well conversant with number of persons working for different
prevailing political environment and try jobs. These persons need the guidance
to benefit from various schemes and and direction for working towards a
programmes of the government. common goal. A manager plays the role

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
of a leader while defining the activities
and objectives of various persons in the As a Decision-Maker:
organization. He helps in creating right Decision-making is one of the
type of atmosphere and homogeneity important functions of a manager. He has
within the work-group. The quality of to take decisions for various activities.
leadership will influence the actions and Decision-making requires broad vision,
performance of the group led by him. imagination, experience and knowledge.
As a Coordinator: A decision has to be taken after
As a coordinator, a manager puts discussing various aspects of the
various resources, physical as well as problem, analyzing them, developing
human, together for achieving possible alternatives and selecting the
organizational goals. He mobilizes appropriate one. The timing is also an
various resources, brings about important element of decision-making. A
intelligent understanding and goodwill decision made at a right time will bring
among employers for completing good results. A manager has to develop
enterprise work. Proper coordination will consistency, firmness and conviction in
be possible with the help of effective his decisions. A manager changing his
communication. A manager should create decisions frequently may leave his
good communication system so that subordinates in doubt. A decision-making
various activities are properly skill and ability to take correct decision at
coordinated. appropriate time will become a guideline
for the subordinates.
Delegator of Authority:
Delegation of authority means Human Relations Practitioner:
giving important work to the A manager has to handle personnel
subordinates. A manager cannot problems of the employees. Management
undertake every work himself. He will tries to get maximum out of the
have to rely on subordinates by assigning employees and efforts are made to
them responsibilities and by delegating improve productivity in the organization.
requisite The employees also face problems and
authority to can them out. The have grievances against their superiors
subordinates will gain confidence when or the management. A manager should
they undertake some work independently have an insight into the problems and
and will be readied for higher grievances of
responsibilities. A manager has an employees and redress them in such a
important role in encouraging way that they feel satisfied and
subordinates to take up suitable work as motivated. He should encourage
per their capabilities and expertise and participation of subordinates in decision-
prepare the next line of executives. He making process. Human relations
will have to create proper communication problems can also be tackled timely if
system so that subordinates are able to proper communication system is
get regular guidance and response for maintained with all the employees
the activities taken up by them. working in the organization.

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE

As a Spokesman of Organization:
A manager acts as a spokesman for
the organization. He deals with outsiders
and provides them with requisite
information required by them. He also
maintains proper relations with all
interest groups including shareholders,
employers, customers, suppliers,
government etc. For performing the role
of a spokesman, a manager should have
an understanding of principles of creating
public understanding and the benefits of
keeping the public informed A LESSON 3: DECISION-MAKING
spokesman helps in creating a good
image of the organization not only PROBLEM SOLVING VS DECISION
among employers but also among MAKING
outsiders.
The main difference between
problem-solving and decision making is
that Problem-solving can be thought of as
a technique. When it comes to problem-
solving, making the appropriate decisions
is critical to arriving at a specific result.
However, on the contrary decision-
making is regarded as a procedure.
Sometimes the problem-solving process
is included in the decision-making
process, and sometimes it is not.

Problem-solving is a complex
process that entails in-depth analysis.
The identification of an issue is usually
the first step in the problem-solving
process. The main goal of problem-
solving is to find the best solution.
Problem-solving is usually coupled with a
specific goal. The results of problem-
solving should be solution-oriented. The
techniques and roads to resolution
remain unknown when it comes to
problem-solving. The purpose of problem-
solving is to fix the problem or issue.

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
The purpose of problem-solving is to
The process of decision-making resolve the problem or issue.
leads to a final opinion and a course of
action. The identification of opportunities What is Decision Making?
is part of the decision-making process. Making a decision is seen to be a
The goal of the decision-making process procedure. Depending on the situation,
is to avoid potential difficulties. When the
making decisions, a variety of options are decision-making process may or may not
explored. The decision-making process entail problem-solving. The decision-
can have a variety of results. The paths making process culminates in the
adopted in the event of decision-making formulation of a conclusion and a plan of
are structured. The objectives of action. Identifying opportunities is an
decision-making are unrelated to the important part of the decision-making
resolution of a problem or issue. Problem- process.
solving is a technique that can be used to Decision making generally focuses
solve a problem. When it comes to on the actions, ways and alternatives
problem-solving, making the appropriate that are used to solve a particular
judgments is critical to reaching a problem. This is also a result of cognitive
specific outcome. Problem-solving is a function. Sometimes a psychological
difficult process that entails extensive aspect of an individual is taken into
research. Identifying a difficulty is a consideration while stressing about
common step in the problem-solving making decisions. The needs and wants
process. are taken care of. This process can also
be considered as continuous interaction
In simple words or layman terms, with the surrounding environment.
problem-solving is simply solving
problems, as the name suggests. Here, The goal of the decision-making
either an individual or a group tries to process is to avoid any potential issues.
solve a problem in this process. This While making decisions, various types of
involves high analytical skills for reaching options are explored. Decision-making
better and faster solutions. This process can have a variety of results. The paths
also includes gathering information, facts that are taken in decision-making are
and following or working parallel with structured. The decision-making goals
human intuition. have nothing to do with resolving a
problem or issue.
The primary goal of problem-
solving is to find the best solution CHARACTERISTICS AND DIFFERENCE
possible. In general, problem-solving is
linked to a specific goal. Problem-solving The Nine characteristics of a good
results must be solution-oriented. The decision
techniques and roads to resolution are [Link] positively impact others.
unknown in the case of problem-solving. [Link] are replicable.
[Link] foster opportunity.

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 BATAAN HEROES COLLEGE
[Link] include others. known. On the other hand, in the case of
[Link] are executable. decision making, the paths taken are
[Link] are systematic. structured.
[Link] are accountable. 9. The goal of problem-solving is to
[Link] are pragmatic. correct the issue or problem. On the
[Link] involve self-awareness. other hand, the goals associated with the
decision making is not related to the
Differences of problem solving and solving of an issue or problem.
decision-making
1. Problem-solving can be considered a DECISION-MAKING TECHNIQUES
method. On the other hand, decision
making is considered a process. What is individual Decision
2. At the time of problem-solving, taking Technique?
the right decisions is important to reach Individuals have a tendency to
out a certain conclusion. On the other think and question before performing.
hand, the decision-making process This is fruitful in analysis and forecasting
sometimes includes solving the problems of individual’s behaviour. Individual
and sometimes does not. decision making has certain pros and
3. The method of problem-solving is cons, few of which are mentioned below:
complex and includes deep analysis. On
the other hand, the decision-making Individual Decision Making
process leads to taking a final opinion • An individual generally makes prompt
and a course of action. decisions. While a group is dominated by
4. The method of problem-solving usually various people, making decision-making
involves the identification of a challenge. very time consuming. Moreover,
On the other hand, the process of assembling group members consumes lot
decision making involves the of time.
identification of opportunities. • Individuals do not escape
5. Creating the right solution is the responsibilities. They are accountable for
important motive of problem-solving. On their acts and performance. While in a
the other hand, avoiding potential group it is not easy to hold any one
problems is the motive of the decision- person accountable for a wrong decision.
making process. • Individual decision-making saves time,
6. Problem-solving is generally money and energy as individuals make
associated with a clear objective. On the prompt and logical decisions generally.
other hand, different types of options are While group decision making involves lot
considered while taking decisions. of time, money and energy.
7. The outcomes coming from problem- • Individual decisions are more focused
solving should be solution-driven. On the and rational as compared to group.
other hand, the outcomes of the decision
making can vary. What is a group decision-making
8. In the case of problem-solving, the technique?
ways and paths to resolution are not

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Group decision-making techniques Quite literally, organizations
are strategies for structuring group operate by people making decisions. A
members' interactions to enhance the manager
quality of a collective decision. It is a set plans, organizes, staffs, leads, and
of rules or procedures that specify the controls her team by executing
process members should follow when decisions. The effectiveness and
contributing to a decision pertaining to quality of those decisions determine
their group how successful a manager will be.
Managers are constantly called
Group Decision Making upon to make decisions in order to
• A group has potential of collecting more solve problems. Decision making and
and full information compared to an problem solving are ongoing
individual while making decisions. processes of evaluating situations or
• An individual while making any decision problems, considering alternatives,
uses his own intuition and views. While a making choices, and following them
group has many members, so many up with the
views and many approaches and hence necessary actions. Sometimes the
better decision making. decision‐making process is extremely
• A group discovers hidden talent and short, and mental reflection is
core competency of employees of an essentially instantaneous. In other
organization. situations, the process can drag on for
• An individual will not take into weeks or even months. The entire
consideration every member’s interest. decision‐making process is dependent
While a group will take into account upon the right information being
interest of all members of an available to the right people at the
organization. right times.

10 GROUP DECISION-MAKING The decision‐making process involve

TECHNIQUES YOUR TEAM NEEDS TO the following steps:
KNOW [Link] the problem.
1. Brainstorming [Link] limiting factors.
2. The Delphi Method [Link] potential alternatives.
3. Weighted Scoring [Link] the alternatives.
4. Nominal Group Technique [Link] the best alternative.
5. Possibility Ranking [Link] the decision.
6. The Stepladder Technique [Link] a control and evaluation
7. Pros and Cons list system.
8. Didactic Interaction
9. Decision-trees Define the problem
[Link] Mapping The decision‐making process
begins when a manager identifies the
THE DECISION‐MAKING PROCESS real problem. The accurate definition
of the problem affects all the steps
Ms. Margarita P. Dacanay, Rcrim
CFLM 2-Module
 BATAAN HEROES COLLEGE
that follow; if the problem is quick answer may not result in a
inaccurately defined, every step in the permanent solution.
decision‐making process will be based
on an incorrect starting point. One Thus, a manager should think through
way that a manager can help and investigate several alternative
determine the true problem in a solutions to a single problem before
situation is by identifying the problem making a quick decision.
separately from its symptoms. One of the best known methods for
developing alternatives is through
The most obviously troubling brainstorming, where a group works
situations found in an organization can together to generate ideas and
usually be identified as symptoms of alternative solutions. The assumption
underlying problems. These symptoms behind brainstorming is that the group
all indicate that something is wrong dynamic stimulates thinking – one
with an organization, but they don't person's ideas, no matter how
identify root causes. A successful outrageous, can generate ideas from the
manager doesn't just attack others in the group. Ideally, this
symptoms; he works to uncover the spawning of ideas is contagious, and
factors that cause these symptoms. before long, lots of suggestions and ideas
flow. Brainstorming usually requires 30
All managers want to make the minutes to an hour. The following specific
best decisions. To do so, managers rules should be followed during
need to have the ideal resources - brainstorming sessions:
information, time, personnel,
equipment, and supplies – and Concentrate on the problem at hand.
identify any limiting factors. This rule keeps the discussion very
Realistically, managers operate in an specific and avoids the group's tendency
environment that normally doesn't to address the events leading up to the
provide ideal resources. For example, current problem.
they may lack the proper budget or
may not have the most accurate Entertain all ideas. In fact, the more
information or any extra time. So, they ideas that come up, the better. In other
must choose to satisfice - to make words, there are no bad ideas.
the best decision possible with the Encouragement of the group to freely
information, resources, and time offer all thoughts on the
available. subject is important. Participants should
Time pressures frequently cause a be encouraged to present ideas no
manager to move forward after matter how ridiculous they seem,
considering only the first or most because such ideas may spark a creative
obvious answers. However, successful thought on the part of someone else.
problem solving requires thorough
examination of the challenge, and a Refrain from allowing members to
evaluate others' ideas on the spot.

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 BATAAN HEROES COLLEGE
All judgments should be deferred until all • Opportunities for discussion help to
thoughts are presented, and the group answer questions and reduce
concurs on the best ideas. uncertainties for the decision makers.

Although brainstorming is the most These points are among the

common technique to develop alternative disadvantages:
solutions, managers can use several • This method can be more time‐
other ways to help develop solutions. consuming than one individual making
Here are some examples: the decision on his own.
• The decision reached could be a
Nominal group technique. This compromise rather than the optimal
method involves the use of a highly solution.
structured meeting, complete with an • Individuals become guilty of groupthink
agenda, and restricts discussion or -the tendency of members of a group to
interpersonal communication during the conform to the prevailing opinions of the
decision‐making process. This technique group.
is useful because it ensures that every • Groups may have difficulty performing
group member has equal input in the tasks because the group, rather than a
decision‐making process. It also avoids single individual, makes the decision,
some of the pitfalls, such as pressure to resulting in confusion when it comes time
conform, group dominance, hostility, and to implement and evaluate the decision.
conflict, that can plague a more • The results of dozens of individual‐
interactive, spontaneous, unstructured versus‐group performance studies
forum such as brainstorming. indicate that groups not only tend to
make better decisions than a person
Delphi technique. With this technique, acting alone, but also that groups tend to
participants never meet, but a group inspire star performers to even higher
leader uses written questionnaires to levels of productivity.
conduct the decision making.
So, are two (or more) heads better
No matter what technique is used, than one? The answer depends on
group decision making has clear several factors, such as the nature of the
advantages and disadvantages when task, the abilities of the group members,
compared with individual decision and the form of interaction. Because a
making. The following are among manager often has a choice between
the advantages: making a decision independently or
including others in the decision making,
• Groups provide a broader perspective. she needs to understand the advantages
• Employees are more likely to be and disadvantages of group decision
satisfied and to support the final making.
decision.
The purpose of this step is to
decide the relative merits of each idea.

Ms. Margarita P. Dacanay, Rcrim

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 BATAAN HEROES COLLEGE
Managers must identify the advantages Sometimes, though, the best
and disadvantages of each alternative alternative may not be obvious. That's
solution before making a final decision. when a manager must decide which
alternative is the most feasible and
Evaluating the alternatives can be effective, coupled with which carries the
done in numerous ways. Here are a few lowest costs to the organization. (See the
possibilities: preceding section.) Probability estimates,
where analysis of each alternative's
• Determine the pros and cons of each chances of success takes place, often
alternative. come into play at this point in the
• Perform a cost‐benefit analysis for each decision‐making process. In those cases,
alternative. a manager
simply selects the alternative with the
Weight each factor important in the highest probability of success.
decision, ranking each alternative
relative to its ability to meet each factor, Managers are paid to make
and then multiply by a probability factor decisions, but they are also paid to get
to provide a final value for each results from these decisions. Positive
alternative. results must follow decisions. Everyone
involved with the decision must know his
Regardless of the method used, a or her role in ensuring a successful
manager needs to evaluate each outcome. To make certain that
alternative in terms of its employees understand their roles,
managers must thoughtfully devise
• Feasibility - Can it be done? programs, procedures, rules, or policies
• Effectiveness - How well does it resolve to help aid them in the problem‐solving
the problem situation? process.
• Consequences - What will be its costs
(financial and nonfinancial) to the Ongoing actions need to be
organization? monitored. An evaluation system should
provide feedback on how well the
After a manager has analyzed all decision is being implemented, what the
the alternatives, she must decide on the results are, and what adjustments are
best one. The best alternative is the one necessary to get the results that were
that produces the most advantages and intended when the solution was chosen.
the fewest serious disadvantages. In order for a manager to evaluate
Sometimes, the selection process can be his decision, he needs to gather
fairly straightforward, such as the information to
alternative with the most pros and fewest determine its effectiveness. Was the
cons. Other times, the optimal solution is original problem resolved? If not, is he
a combination of several alternatives. closer to the desired situation than he
was at the beginning of the decision‐
making process?

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
Programmed versus Non-
If a manager's plan hasn't resolved programmed Decisions
the problem, he needs to figure out Programmed decisions are made in
what went wrong. A manager may predictable circumstances and managers
accomplish this by asking the have clear parameters and criteria.
following questions: Problems are well structured and
alternatives are well defined. The
Was the wrong alternative selected? problems are solved and decisions are
If so, one of the other alternatives implemented through established policy
generated in the decision‐making process directives, rules, and procedures.
may be a wiser choice.
Non-programmed decisions are the mode
Was the correct alternative selected, in unique circumstances and the results
but implemented improperly? If so, a of such decisions are often unpredictable.
manager should focus attention solely on Managers face ill-structured problems.
the implementation step to ensure that These problems require a custom-mode
the response and are usually handled by the
chosen alternative is implemented top management.
successfully.
To start a new business, to merge
Was the original problem identified with another business or to close a plant
incorrectly? If so, the decision‐making are all examples of non-programmed
process needs to begin again, starting decisions. For example, when Steven Jobs
with a revised identification step. and Stephen Wozniak introduced the first
Apple microcomputer in 1978, they were
Has the implemented alternative not certain about the market for it. Today,
been given enough time to be Apple Macintosh computer is a major
successful? If not, a manager should competitor to IBM computers.
give the process more time and re‐
evaluate at a later date. Information Inputs
It is very important to have
FACTORS AFFECTING DECISION- adequate and accurate information about
MAKING the situation for decision making,
otherwise the quality of the decision will
Some of the factors and personal suffer. It must be recognized, however,
characteristics that have an impact on that on the individual has certain mental
the constraints, which limit the amount of
decision-makers are described below. information that he can adequately
Some factors are more important at handle.
higher levels of management and others Less information is as dangerous as too
are more important at lower levels. much information. Some highly
authoritative individuals do make
decisions on the basis of comparatively

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
less information when compared to more and it is tough to compare all the
conservative decision-makers. possible alternatives and make a choice.

Prejudice Finally, psychologically, we are

Prejudice and bias are introduced in always uncomfortable with making
our decisions by our perceptual decisions. We are never really sure if our
processes choice of the alternative was correct and
and may cause us to make ineffective optimal until the impact of the
decisions. First, perception is highly implication of the decision has been felt.
selective, which means that we only This makes us feel insecure.
accept what we want to accept, and
hence only such type of information Attitudes About Risk and
filters down to our senses. Uncertainty
These attitudes are developed in a
Second, perception is highly person, partly due to certain personal
subjective, meaning that information characteristics and partly due to
gets distorted in order to be consistent organizational characteristics. If the
with our pre-established beliefs, organizational policy is such that it
attitudes, and values. penalizes losses more than it rewards
gains, then the decision-maker would
For example, a preconceived idea tend to avoid the alternatives that have
that a given person or an organization is some chances of failure.
an
honest or deceptive, good or poor source Thus a manager may avoid a
of information, late or prompt on potentially good opportunity if there is a
delivery, and slight chance of a loss. The personal
so on, can have a considerable effect on characteristics of a decision-maker
the objective ability of the decision- regarding his attitudes towards risk-
maker and taking affect the success of the decision.
the quality of the decision. The risk-taking attitude is influenced by
the following variables:
Cognitive Constraints
A human brain, which is the source of A. The intelligence of the decision-
thinking, creativity, and decision making, maker: Higher intelligence generally
is limited in capacity in a number of results in highly conservative attitudes
ways. For example, except for some and highly conservative decision-makers
unique circumstances, our memory is take low risks. There are others who are
short term, having the capacity of only a more willing to take calculated risks if the
few ideas, words, and symbols. potential rewards are larger and there is
some chance of success.
Also, we cannot perform more than B. The expectation of the decision-
a limited number of calculations in our maker: People with high expectations
heads are generally highly optimistic in nature

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
and are willing to make decisions even For example, Hitler found himself
with less information. The decision- bound by his own decisions. Once he
makers with low expectations of success decided to attack Russia, there was no
will require more and more information to going back even when he realized that
decide upon a course of action. the decision was not the right one.
C. Time constraints: As the complexity Some people cannot admit that
of the personal habits of the decision- they were wrong and they continue with
maker and the complexity of the decision their decisions even ignoring evidence
variables increase, so does the time that indicates that a change is necessary.
required to make a rational decision. Some decision-makers shift the
blame for failure on outside factors rather
Even though there are certain than their `own mistakes. These personal
individuals who work best under time habits have a great impact on
pressures and may outperform others organizational operations
under severe time constraints, most and effectiveness.
people, require lime to gather all the
available information for evaluation Social and Cultural Influences
purposes. The social and group norms exert
However, most people under time considerable influence on the style of the
pressure rely on the “heuristic approach”, decision-maker. Ebert and Mitchell define
which relies on satisfactory rather than a social norm to be an evaluating scale
optimal decisions, thus limiting the designating on acceptable latitude and
search for additional information, an objectionable latitude for behavior
considering few alternatives and few activity,
characteristics of alternatives, and events, beliefs, or any object of concern
focusing on reasons to reject some to members of a social unit.
alternatives. In other words, the social norm is
This approach may also be in use the standard and accepted way of
when the cost of gathering information making judgments.’
and Similarly, cultural upbringing and
evaluating all such information is too various cultural dimensions have a
high. profound impact on the decision-making
style of an individual. For example, in the
Personal Habits Japanese organizational system, a
Personal habits of the decision- decision-maker arrives at a decision in
maker, formed through social consensus with others.
environmental influences and personal This style is culturally oriented and
perceptual processes must be studied in makes the implementation of the
order to predict his decision-making decision much easier since everybody
style. Some people stick to their participates in the decision-making
decisions even when these decisions are process. In America, on the contrary, the
not optimal. decision-making style is generally

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
individualistic with the help of decision as possible reducing, bias is a critical
models and quantitative techniques. research skill and a major explicit and
implicit focus of this module.
RESEARCH AND DECISION-MAKING Recording and editing: recording,
transcription, and editing errors may be
introduced at the observational stage,
during recording, collating, and analysis.
Selection: data and information
selected may not be relevant to the
decision for which the information is
required. Information for one decision-
Figure 1 represents the transformation of maker may be data to another
data into knowledge for decision-making. (depending upon the decisions they are
In this context, data refer to raw, concerned with.
unanalysed material; information is Time: if each step takes too much time,
analysed data; knowledge the then the whole process may not deliver
subsequent information to the relevant decision-
absorption, assimilation, and makers in time to be used in decision-
understanding of that information. This making.
diagram draws attention to the steps that Analysis and interpretation: particular
link the situation being studied to problems may arise in analysis and
acquisition of data; data to information; interpretation, such as the use of an
information to knowledge; and inappropriate analysis technique leading
knowledge to decision-making. to invalid interpretation. This summary
Clearly there is scope for error, allows us to identify some of the qualities
influence or bias, and delay at each of required of information if it is to be useful
these steps. in decision-making.
What are the qualities of 'good' or
Information for decision-making, useful information?
what can go wrong? The definition of 'good' information
varies between different users of
Bias: data and information may reflect information. Therefore it may be helpful
one aspect of a situation but not others. to consider who might be the users of
Bias may arise by accident or deliberate information generated by research?
manipulation of the data or information. • planners have clear information
Bias may arise from faulty problem requirements as they seek to identify and
specification, research design, sampling, solve problems as outlined above
data collection, analysis, interpretation, • implementers of projects need to
and presentation - that is at any stage of monitor what they are achieving and the
the research process. It can be very impacts of their activities, in order to
difficult to detect and prevent as we all adjust their activities
have inadequate understandings which
bias our research. Recognising, and as far

Ms. Margarita P. Dacanay, Rcrim

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 BATAAN HEROES COLLEGE
• policy-makers, like planners, must be There are often conflicts between,
informed about problems, their causes, for example, cost-effectiveness and
and means of overcoming them timeliness on the one hand, and
• donors seek to take actions to support comprehensiveness and reliability on the
other stakeholders and at the same time other. Considerable skill is required in
pursue their own, sometimes research design and management; there
contradictory, objectives is usually a trade-off between these
• service agencies (such as extension parameters.
and research organisations, and input
and output marketing companies, for How knowledge is used in decision-
example) need to make decisions about making
how to invest and what activities to The utilisation of research for
engage in decision-making is mediated by social
• academics can be major users of and political factors. Research findings do
information not always feed directly into decision-
Information should generally be making for policy and practice. However,
• comprehensive (in its coverage of research may influence the policy
issues important for a particular decision) process and the actions of practitioners
• consistent with previous studies (as even if not used directly.
regards methods or coverage) and Four main types of research utilisation
internally have been identified (Nutley et al 2003).
consistent as regards facts and
conclusions 1. Instrumental use - research feeds
• clearly presented and easy to directly into decision-making
comprehend without excessive detail 2. Conceptual use - research changes
• relevant to the problem under practitioners' understanding providing
consideration new
• reliable and accurate ways of thinking
• representative of the situation as a 3. Mobilisation of support - research as
whole, not biased or one-sided in its an instrument of persuasion
coverage 4. Wider influence - research findings
• timely, with regard to the timing of may come into use through networks of
decisions practitioners and researchers and alter
• generalized and applied only to policy paradigms or belief communities
situations similar to those from which it
was obtained 7 FACTORS FOR CRITICAL DECISION
• directed and delivered to the relevant MAKING FOR POLICE LEADERS
decision-makers
• cost-effective, providing information as There is no magic to making
cheaply as possible at costs in proportion operational decisions. All it takes is
to the potential benefits gained from leadership that cares about doing the
improved decision-making right thing for everyone

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module
 BATAAN HEROES COLLEGE
As law enforcement leaders, we the same thing? Get the whole picture of
make critical operational decisions every the issue and make an informed decision.
day. We
try to make the best decisions for the 3. Make the right decision for the
circumstance but there are those in your right reasons
agency who make you feel like no matter This is the hard decision to make
what decision you make, it’s never the because it may not be the popular
right one. Unfortunately, that makes us decision. This is the decision that keeps
question if the decision we made was the you up all night, and may segregate you
right one, and that could lead to second- from your employees. Make the decision
guessing future decisions. that you know to be right, even if that
We make decisions every day in decision means discipline for an
our personal lives that affect us, our employee or worse, a friend.
families, employees and those around us. You must be able to look at yourself
So what considerations do we need to in the mirror and know you made the
take into account to make the best right
operational decisions in our police decision. Leadership is not a popularity
agencies? contest, earn the title of a leader and do
In my personal experience, there the right thing, just don9t let it be the
are seven key considerations for effective political thing.
decision making. These considerations
sometimes bleed over into others but the 4. The needs of the community can
concepts are pretty straight forward. dictate a decision
1. It is never about you Your agency is there to protect the
I cannot stress this one enough. citizens in your jurisdiction. If there are
Operational decisions should never be community issues needing to be
made with your own personal well-being addressed, simply throwing overtime at
in mind. You have employees who you the problem is
lead and they count on you to make the not effective. Make decisions that
right decision, not make the decision that produce long lasting results not simply
benefits you as an individual. Making the growing employee’s bank accounts.
best decision that benefits the whole is If fights are escalating after school
the goal every day. release and your officers are changing
shifts at that time, then adjusting shift
2. You have to think globally hours or creating early cars to allow for
You must take into account the police presence and deterrence of fights
whole picture. When you make decisions is an example of community
based on part of a problem, that decision considerations in making adjustments, or
will never be the most effective. We how you assign your officers on shifts
complain that media and society judges (plain clothes vs. uniforms).
us on a small snippet of a videotaped
event, then why would we essentially do

Ms. Margarita P. Dacanay, Rcrim

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5. Remember that every decision conceivable situation but a suspect can
you make has a person attached to and will change the situation in seconds
it and we have to react! Disciplining an
Think of this as a pebble being employee for a picture-perfect process
thrown into a body of water. The ripples but not so pretty result, adversely affects
are issues that continue to flow outward not only the officer, but the officer’s
and affect other things. In other words, family, fellow employees and the
decisions you make are like the pebble. community.
For example, if you have to move an
officer9s shift due to manpower issues, 7. Remember the 24-hour rule
then take into account the fact that he or Lastly, the 24 hour is simply this:
she has a family that counts on a When you are angry or upset and make
consistent schedule. A leadership an
decision would be to make allowances to immediate decision, that decision will
accommodate any functions they were most certainly be ineffective and possibly
scheduled to attend if possible. The destructive. Now, it is not necessary to
employee’s family is part of the agency wait 24 hours in all cases, but simply
family as well. cooling off,
gathering all the facts and then making a
6. Do not judge the result — judge decision is the order of the day.
the path to the result
A glaring example here would be
getting political pressure to discipline an
employee who did not violate policy and
handled the situation as best as they
could, but the result was not what we
hoped for. Remember we cannot
guarantee a specific result; we can only
guarantee there will be a result.
The most important thing is
determining the process the officers used
to reach the result. If the agency process
is flawed then revisit it and rewrite it to
be more effective, but don’t punish the
employee for that. They did not create
the issue; they simply followed the
agency’s directive.
Results are sometimes not pretty
but neither is police work. We can only
control
what we can control. I know that sounds
cliché but it’s true. We can prepare for
every

Ms. Margarita P. Dacanay, Rcrim

CFLM 2-Module