Three different leadership styles discussed by Swanson,Territo, and Taylor (2012), are the authoritarian/autocratic leader, thedemocratic leader, and the laissez-faire leader. Anauthoritarian/autocratic leader is much like a dictator. This type ofleader lays out the rules and expects everyone to follow them exactly to theirsatisfaction. This leader micromanages tasks, keeps a close watch on the workof all subordinates, and “makes all the decisions” (Swanson, Territo, andTaylor, 2012, p. 271). This type of leader pushes the most productivework out of their subordinates; however, this leader also causes aggression andhostility among their subordinates (2012).
A democratic leader is more open to suggestions and inputfrom their subordinates. Democratic leaders are willing to discussmatters that effect the organization as a whole, and encourage participationfrom their subordinates (Swanson, Territo, & Taylor, 2012). This is verydifferent from an authoritarian/autocratic leader that wants to make alldecisions themselves. This type of leader is able to encourage theirsubordinates to produce as much work as an authoritarian/autocratic leader;however, this type of leader does not have to micromanage each task or becontinuously present for their subordinates to continue being productive (2012)
A laissez-faire leader takes a more passive approach thanboth the authoritarian/autocratic leader and the democratic leader. Laissez-faire leaders take a completely “hands off” approach (Swanson, Territo,and Taylor, 2012, p. 271). These types of leaders do not exert anyauthority, and delay in making necessary decisions, which postpones productiveaction being taken (2012). This type of leader is ineffective and canessentially cause problems within a department if no decision-making authorityis exerted (2012). As stated by Swanson, Territo, and Taylor, “under thelaissez-faire leader, less work was produced, the work quality was poorer, andthe work was less organized and less satisfying to members of the group”(Swanson, Territo, and Taylor, 2012, p. 271).
According to Huberts, Kaptein, and Lasthuizen, theleadership style of managers has the greatest impact on the police department’sproductivity (2007). Managers/supervisors serve as role models to theirsubordinates (2007). Their leadership style determines the behavior ofemployees, integrity of the police department, moral tone of theirsubordinates, and sets an example for subordinate officers (2007).
Huberts, L., Kaptein, M., &Lasthuizen, K. (2007). A study of the impact of three leadership styles onintegrity violations committed by police officers. Policing. 30(4),587-607. doi:
Swanson, C. R., Territo, L., &Taylor, R. W. (2012). Police administration structures, processes, andbehavior (8th ed.). Upper Saddle River, NJ: Pearson Education,Inc. Retrieved from
I need to write a response to this, tthereneeds to be referencesabout 200 words in length thanks ,