Padm 510 Research Paper Leadership Philosophy Assignment

Padm 510research Paper Leadership Philosophy Paper Assignment

Padm 510research Paper Leadership Philosophy Paper Assignment Instruc

PADM 510 Research Paper: Leadership Philosophy Paper Assignment Instructions Overview In this assignment, you will identify a leader who projects a style you feel is most valuable to the field of public safety. You will then identify their leadership style and discuss the advantages and disadvantages of their leadership style. Additionally, you will assume the role of a leadership within a public safety setting. You will identify and select a leadership style you feel is most beneficial for you in that role and you will discuss your selected leadership style in depth. Why did you select this style? Why do you feel it would prove most beneficial in the field of public safety? How might you determine your success? Additionally, please be sure to discuss and compare your selected leadership style to at least three other leadership styles. Instructions The paper should consist of at least 10-12 full pages (not including any title, abstract, and reference pages) in current APA format and must discuss the points required. Follow the guidelines provided below: · Identify and discuss a leader and leadership style. · Discuss how their leadership style would offer value to the field of public safety. · Assume the role of a leader in public safety and then select your own, preferred leadership style. · Discuss your own leadership style in depth and compare your selected leadership style to at least three other styles of leadership. · Please be sure to incorporate Biblical concepts/passages into your paper. · Conclusion · References · Make sure each section is clearly labeled with headings (i.e.

Identified Leader Name, Leadership Style, etc.) · All papers should consist of 10-12 full pages (not including any title, abstract, and reference pages) in current APA format · At least 9 citations (in addition to the Bible) · Acceptable sources (e.g. scholarly articles published within the last five years) Note: Your assignment will be checked for originality via the Turnitin plagiarism tool. Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness☆ Author links open overlay panelAmy E. Randel a, Benjamin M. Galvin b, Lynn M. Shore c, Karen Holcombe Ehrhart a, Beth G. Chung a, Michelle A. Dean a, Uma Kedharnath d Show more Add to Mendeley Share Cite Get rights and content Abstract We introduce a theoretically-grounded conceptualization of inclusive leadership and present a framework for understanding factors that contribute to and follow from inclusive leadership within work groups. We conceptualize inclusive leadership as a set of positive leader behaviors that facilitate group members perceiving belongingness in the work group while maintaining their uniqueness within the group as they fully contribute to group processes and outcomes. We propose that leader pro-diversity beliefs, humility, and cognitive complexity increase the propensity of inclusive leader behaviors. We identify five categories of inclusive leadership behaviors that facilitate group members' perceptions of inclusion, which in turn lead to member work group identification, psychological empowerment, and behavioral outcomes (creativity, job performance, and reduced turnover) in the pursuit of group goals. This framework provides theoretical grounding for the construct of inclusive leadership while advancing our understanding of how leaders can increase diverse work group effectiveness. Section snippets Inclusive leadership Because the construct of inclusion is central to our theorizing regarding inclusive leadership, it is important to clarify what we mean by “inclusion.†We build on the definition of inclusion proposed by Shore et al. (2011, p.

1265) as “the degree to which an employee perceives that he or she is an esteemed member of the work group through experiencing treatment that satisfies his or her needs for belongingness and uniqueness.†This definition is theoretically anchored by optimal Conceptualizing inclusive leadership During the last decade, researchers have explored how leaders may act in an inclusive manner (e.g., Nembhard and Edmondson, 2006, Nishii and Mayer, 2009). However, there have been few efforts to clearly establish inclusive leadership as a style of leadership. Nembhard and Edmondson (2006), who appear to have coined the term leader inclusiveness , defined it as “words and deeds exhibited by a leader or leaders that indicate an invitation and appreciation for others' contributions†(p.

947). They Specifying inclusive leadership behaviors We propose categories of inclusive leadership behaviors (three for belongingness and two for uniqueness), which we derived by reviewing and extending theory within the literature on inclusive leadership and on inclusion more generally. For each inclusive leadership behavior category, we consider how inclusive leaders can influence members directly as well as how inclusive leaders can create a context in which members experience a sense of inclusion. Inclusive leadership vis a vis other leadership styles Although several existing leadership styles have the potential to incorporate an inclusive component to facilitate buy-in and commitment to a common goal (Yukl, 2013), inclusive leadership both facilitates belongingness and indicates value for uniqueness in ways that are not fully addressed by other leadership styles. We highlight key points of comparison between inclusive leadership and other forms of leadership that could be seen as being conceptually related to inclusive leadership in Table 1 Theory and propositions In this section, we introduce propositions related to our theoretical model. First, we propose that several leader individual difference factors are related to inclusive leadership. We then present propositions related to outcomes of inclusive leadership and how those outcomes are related to member behavioral outcomes. Discussion Our model expands theory and understanding of inclusive leadership in several ways, including identifying individual difference characteristics associated with inclusive leaders and clarifying specific behaviors in which inclusive leaders engage. These specific inclusive leader behaviors are proposed to lead to member perceptions of inclusion (in terms of belongingness and being valued for uniqueness). In turn, inclusion perceptions lead to member perceptions of belongingness and being valued for their uniqueness, which promote positive organizational outcomes such as increased engagement, job satisfaction, and reduced turnover. As organizations become increasingly diverse, leaders need to understand how to perform their roles in ways that not only take advantage of this diversity and maximize the performance of their work groups, but that also realize these goals through behaviors that are inclusionary of all group members. Encouraging inclusive leadership behaviors holds promise for improving the work experience of all work group members and the effectiveness of their groups and organizations.

Paper For Above instruction

Leadership in the realm of public safety is a critical factor influencing organizational effectiveness, community trust, and the successful execution of safety protocols. Throughout history and within contemporary settings, various leadership styles have been employed to foster efficient operations, motivate personnel, and ensure community safety. This paper explores a notable leadership figure in public safety, analyzes their leadership style, and discusses its value and limitations within the field. Additionally, it reflects on the author's preferred leadership style, comparing it to other approaches and integrating biblical principles that underscore ethical and moral leadership.

Identification of a Leader and Their Leadership Style

The leader selected for analysis is Chief David Brown of the Dallas Police Department, renowned for his transformational leadership style. Brown's leadership emphasizes inspiring change, fostering community engagement, and implementing innovative policing strategies. His approach has been instrumental in reducing violence and building community trust in Dallas, illustrating the impact of transformational leadership in a challenging environment.

Advantages and Disadvantages of Transformational Leadership in Public Safety

Transformational leadership offers several benefits in public safety contexts. It encourages officers and staff to embrace a shared vision, promotes motivation, and fosters a sense of purpose. Leaders like Brown have successfully used this style to motivate personnel to go beyond routine duties for community betterment, resulting in enhanced morale and community relations. However, this style also presents challenges. Its reliance on charisma and personal influence can lead to inconsistency, potential overdependence on the leader, and difficulties in maintaining long-term stability if leadership changes. Furthermore, the transformative process requires significant emotional intelligence and authentic commitment, which may not be sustainable in all organizational cultures.

Assuming the Role of a Public Safety Leader and Choosing a Leadership Style

Assuming the role of a public safety leader committed to fostering community trust and operational excellence, I would adopt a servant leadership style. This approach emphasizes serving others, prioritizing the needs of community members and officers alike, and promoting ethical conduct and empowerment. My rationale for selecting servant leadership stems from its alignment with biblical principles of humility, service, and moral integrity, echoing passages such as Mark 10:45 which emphasizes serving others as a fundamental aspect of leadership.

In-Depth Discussion of My Leadership Style and Comparison with Other Styles

Servant leadership focuses on placing the needs of others at the forefront, fostering collaboration, and building trust within the community. It emphasizes active listening, empathy, and ethical behavior, which are essential in public safety roles. Compared to transactional leadership, which centers on controllership and reward-based systems, servant leadership encourages intrinsic motivation and community-centered goals. Compared to authoritarian or autocratic styles, which can suppress feedback and foster fear, servant leadership promotes openness and shared decision-making. Also, participative leadership, which involves inclusive decision processes, converges with servant leadership but differs in its focus on empowerment through participation versus service orientation.

Integration of Biblical Concepts

Biblical principles such as humility, service, and moral integrity are integral to the servant leadership approach. Luke 22:26-27 underscores the importance of serving others, aligning with the servant leader's focus on humility and service. Proverbs 11:3 highlights integrity, emphasizing ethical behavior as a cornerstone of effective leadership. These passages reinforce the moral foundation of leadership grounded in biblical teachings, promoting trust, moral clarity, and community well-being.

Conclusion

Effective leadership in public safety necessitates a strategic approach that balances organizational goals with community needs. Transformational leadership exemplifies inspiring change and motivation but may face sustainability issues. Conversely, servant leadership aligns well with biblical principles and community-centered values, fostering trust and ethical conduct. Comparing various leadership styles reveals that adaptability and moral grounding are essential for success in public safety contexts. Embedding biblical principles within leadership frameworks can enhance integrity, moral discipline, and community trust, ultimately contributing to safer and more cohesive communities.

References

• Greenleaf, R.K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
• Northouse, P.G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson.
• Bass, B.M., & Avolio, B.J. (1994). Improving organizational effectiveness through transformational leadership. Sage.
• Burns, J.M. (1978). Leadership. Harper & Row.
• Swanson, R.A., & Carnall, C.A. (2018). Public safety leadership: Strategies for community and organizational resilience. Routledge.
• Graham, J., & Van Wart, M. (2013). The nature of public leadership: An introductory review and assessment. Public Administration Review, 73(3), 429-439.
• Nembhard, I.M., & Edmondson, A.C. (2006). Making it safe: The effects of leader inclusiveness and professional status on psychological safety and improvement efforts in health care teams. Journal of Organizational Behavior, 27, 941-966.
• Shore, L. M., Randel, A. E., et al. (2011). Inclusion and diversity in work groups: A review and model. Journal of Management, 37(4), 1262-1284.