Formation
with
Leadership,
Decision
Making,
Management
&
Course description:
●The course covers the understanding of personal
values, characteristics, and goals including the normative
foundations of leading which includes leadership and
management approaches and styles. Understand the
frames of judgment and skills needed to affect positive
change in a wide array of settings and to transform
cultures, organizations, and institutions through effective
leading, management, analysis, and decision-making in a
self-aware manner to think and act strategically.
should be able to:
Course
Explain and critically discuss
diff erent theories and theoretical
perspectives in leadership,
negotiation and decision-making, as
well as models that describe how
Objective
s
leaders are perceived (leadership
style),
Analyze a leader's decision-making and
role in negotiations,
Analyze how decision-making and
strategies in negotiations affect how a
leader is perceived,
Critically examine the role and
meaning of ethics in leadership,
decision- making and negotiations.
Communicate central concepts for the
course in English, both orally and in
writing
Course
conten
t
● Module 1: Leadership VS Management
What is Leadership?
Leadership Styles
Theories of Leadership
What is Management?
Management Styles
Fundamental functions of Management:
Planning, Organizing, Leading, Staffing and
Controlling.
Effective Management of Organizational
Resources
● Module 2: Leader versus Manager
Who is a Leader?
Types of Leaders
Characteristics and Qualities of a Leader
Who is a Manager?
Types of Managers
Characteristics and Qualities of a Manger
Roles of Managers within the Organization:
Decisional, interpersonal, and informational
● Module 3: Police Management &
Administration
Police Management: Principles of Efficient
Management; Division of Work;
Authority and Responsibility; Discipline; Unity
of Command; Scalar Chain.
Basics of Police Administration: Theories of
Community Policing; Social structural theory;
Modem management technology theory;
Democratic theory; Zero tolerance theory;
Public relations theory; Communitarian theory;
Organizational structure and culture theory;
Broken Windows theory, and others
● Module 4: Decision- Making
Basics of Decision-making; Problem-solving
versus decision making:
Its Characteristics and difference
Decision-making Techniques: Individual vs
Group
Decision-making for Public; Managers
Factors aff ecting decision-making
Information or Data or Research Lead
Decision
Police Decision Making. Guides for Quick or
Fast Decision Making
Leaders
Module 1
hip VS
Manage
ment
What is leadership?
Leadership requires that a person have a strong desire to be
an influential part of the organization and want to play a
key role in moving towards a common goal. Leaders are
primarily concerned with motivating and inspiring their
followers to remain productive and to maintain the drive and
ability to reach organization goals. A leader must a have an
organizational vision and be able to inspire and motivate others
to buy into that vision and work towards achieving the goals
related to that vision.
What is leadership?
> Leadership is the ability of an individual or a group of
individuals to influence and guide followers or other members
of an organization.
> Leadership is the art of motivating a group of people to act
towards achieving a common goal.
> Leadership involves showing workers how to effectively
perform their responsibilities and regularly supervising the
completion of their tasks.
Types of leadership styles
• coaching leadership style • Democratic or
• Visionary leadership style
participative leadership
• Servant leadership style
style
• Autocratic leadership style • Pacesetter leadership
• Laissez-faire or hands-off
style
leadership style • Transformational
leadership style
• Transactional leadership
style
• coaching leadership
style
A coaching leader is someone who can
quickly recognize their team members
strengths, weaknesses and motivations to
help each individual improve. This type of
leader often assists team members in setting
smart goals and then provides regular
feedback with challenging projects to
promote growth. They’re skilled in setting
clear expectations and creating a positive,
motivating environment.
• coaching leadership
style
The coach leadership style is one of the most
advantageous for employers as well as the employees
they manage. Unfortunately, it9s often also one of the
most underused styles4largely because it can be more
time-intensive than other types of leadership.
You may be a coaching leader if you:
Are supportive
Offer guidance instead of giving commands
Value learning as a way of growing
Ask guided questions
Balance relaying knowledge and helping others find it
themselves
Are self-aware
• Visionary leadership
style
Visionary leaders have a powerful ability to drive progress and usher
in periods of change by inspiring employees and earning trust for new
ideas. A visionary leader is also able to establish a strong organizational
bond. They strive to foster confidence among direct reports and
colleagues alike.
Visionary style is especially helpful for small, fast-growing
organizations, or larger organizations experiencing transformations or
corporate restructuring.
You may be a visionary leader if you are:
Persistent and bold
Strategic
Risk-taking
Inspirational
Optimistic
Innovative
• servant leadership
style
Servant leaders live by a people-first mindset and
believe that when team members feel personally and
professionally fulfilled, they9re more effective and
more likely to regularly produce great work. Because
of their emphasis on employee satisfaction and
collaboration, they tend to achieve higher levels of
respect.
• servant leadership
style
Servant style is an excellent leadership style for organizations
of any industry and size but is especially prevalent within
nonprofits. These types of leaders are exceptionally skilled in
building employee morale and helping people re-engage with
their work.
You may be a servant leader if you:
Motivate your team
Have excellent communication skills
Personally care about your team
Encourage collaboration and engagement
Commit to growing your team professionally
• autocratic
leadership style
Also called the “Authoritarian style of
leadership”. This type of leader is someone who
is focused primarily on results and efficiency.
They often make decisions alone or with a
small, trusted group and expect employees
to do exactly what they’re asked.
• autocratic
leadership style
You may be an autocratic leader if you:
Have self-confidence
Are self-motivated
Communicate clearly and consistently
Follow the rules
Are dependable
Value highly structured environments
Believe in supervised work environment
• Laissez-faire or
hands-off leadership
style
Laissez-faire style is the opposite of the autocratic
leadership type, focusing mostly on delegating many
tasks to team members and providing little to no
supervision. Because a laissez-faire leader does not
spend their time intensely managing employees, they
often have more time to dedicate to other projects.
• Laissez-faire or
hands-off leadership
style
You may be a laissez-faire leader if you:
Effectively delegate
Believe in freedom of choice
Provide sufficient resources and tools
Will take control if needed
Offer constructive criticism
Foster leadership qualities in your team
Promote an autonomous work environment
• Democratic or
participative
leadership style
Also called as “Participative Leadership
Style”. A democratic leader is someone who
asks for input and considers feedback from
their team before making a decision. Because
team members feel their voice is heard and
their contributions matter, a democratic
leadership style is often credited with
fostering higher levels of employee
engagement and workplace satisfaction.
• Democratic or
participative
You may be a democratic/participative leader if you:
leadership style
Value group discussions
Provide all information to the team when making decisions
Promote a work environment where everyone shares their ideas
Are rational
Are flexible
Are good at mediation
• pacesetter
leadership
achieving style
The pacesetting style is one of the most effective for
fast results. Pacesetter leaders are primarily
focused on performance, often set high standards and hold
their team members accountable for achieving their goals.
• pacesetter
leadership style
While the pacesetting leadership style is motivational
and helpful in fast- paced environments where team
members need to be energized, it9s not always the best
option for team members who need mentorship and
feedback.
You may be a pacesetter leader if you:
Set a high bar
Focus on goals
Are slow to praise
Will jump in to hit goals if needed
Are highly competent
• transformational
The transformational
leadershipstyle
style
is similar to the coach
style in that it focuses on
clear communication, goal-
setting and employee
motivation. However, instead
of placing the majority of the
energy into each employee’s
individual goals, the
transformational leader is
driven by a commitment to
organizational objectives.
• transformational
leadership style
You may be a transformational leader if
you:
Have mutual respect with your team
Provide encouragement
Inspires others to achieve their goals
Think of the big picture
Places value on intellectually challenging
your team
Are creative
Have a good understanding of
organizational needs
• transactional
leadership style
A transactional leader is someone who is laser-focused
on performance, similar to a pacesetter. Under this
leadership style, the manager establishes predetermined
incentives usually in the form of monetary reward for
success and disciplinary action for failure. Unlike the
pacesetter leadership style, though, transactional leaders
are also focused on mentorship, instruction and training to
achieve goals and enjoy rewards.
• transactional
leadership style
You may be a transactional leader if
you:
Value corporate structure
Micromanage
Don9t question authority
Are practical and pragmatic
Value goal-hitting
Are reactionary
• Bureaucratic
leadership style
Bureaucratic leaders are similar
to autocratic leaders.
The bureaucratic style focuses
on fixed duties within a hierarchy
where each employee has a set list
of responsibilities, and there is little
need for collaboration and creativity.
This leadership style is most
effective in highly regulated
industries or departments, such as
finance, health care or government.
• Bureaucratic
leadership style
You may be a bureaucratic leader
if you:
Are detail-oriented and task-focused
Value rules and structure
Have a great work ethic
Are strong-willed
Have a commitment to your
organization
Are self-disciplined
What is
your
leadership
style?
Quiz # 01
es of
leaders
hip
•
Leadershi
Behavioral Theory
•
•
p
Contingency Theory
Great-Man Theory
theories
• Management
Theory
• Participative Theory
• Power Theory
• Relationship Theory
Behavioral
Theory
focuses on how leaders behave, and assumes that these traits
can be copied by other leaders
it suggests that leaders aren’t born successful, but can be
created based on learnable behavior.
focus heavily on the actions of a leader.
This theory suggests that the best predictor of leadership success
is viewing how a leader acts
Behavioral
Theory
Task-Oriented Leader
VS
People-Oriented Leader
Continge
ncy
theory
●Situational Theory
●This theory takes the specific
leadership styles and suggests
that good leaders can adjust
their leadership style
situationally. It also suggests
that it may be best to find the
right kind of leader for a
specific situation.
Great man
●theory
Trait Theory
●The great man theory of
leadership suggests that good
leaders are born. They have
innate traits and skills that
make them great, and these
are things that can9t be taught
or learned. The trait theory
suggests that leaders deserve
to be in their position because
of their special traits.
Managemen
●t theory
Transactional Leadership
●The management leadership style can be
extremely effective. Positive reinforcement
is known for working wonders with
employees, encouraging and motivating
them to succeed. But there is lots of
criticism around leadership that is strictly
transactional as well. Consequences and
punishments can decrease morale in an
organization, negatively impacting
employees. It can also be seen as a lazy
leadership style4rewards and
punishments are a relatively simple way
participativ
●e theory
Democratic Leadership
This leadership theory suggests that
employees be directly involved in decision
making in their organization.
Power
This theory looks at the way a
theory
leader utilizes their power and
influence to get things accomplished.
The power theory can be seen in
organizations where hierarchy and
promotion is key to success.
Employees in power theory
companies see that their only way to
influence change or impact the
company is to gain power of their
own. This can result in low morale,
political, and cliquey climates in the
office.
Relationshi
p theory
The relationship theory of leadership
focuses on leaders who are mainly
concerned about their interactions with
others. They are often mentors for
employees, scheduling time to talk to
them and working to meet their needs.
These kinds of leaders are focused on
making work enjoyable for as many
people as possible, and they want to
foster a positive work environment.
Studies show that this kind of leadership
behavior can be the most effective for
many employees. Relationship-oriented
managers often get better results from