CHARACTER FORMATION

(Leadership, Decision Making, Management, and Administration)

What is Leadership?
- ability of an individual to influence and guide followers or members of an organization. - the
art of motivating a group of people to act towards achieving a common goal.
What is Management?
- the coordination and administration of talks to achieve a goal - the activities and tasks
undertaken for archiving goals by continuous activities like such as planning, organizing, leading
and controlling.
What is Administration?
- involves activities pertaining to the higher level of organization, where the fundamental
elements of the organization are determined
- systematic process through which the management of an organization is carried out
- focuses on developing plans, processes and policies, establishing goals and objectives. It is
bureaucratic in nature.
POLICE PERSONNEL MANAGEMENT
- It is defined as that area of management concerned with human relations in police organization
so as the development of work effectiveness and advancement of the rank in police organization.
Who is a Leader?
- A leader is a person who directs, guides and influences the behavior of his followers towards
the attainment of specific goals:
- is someone who inspired passion and motivation in followers.
Who us a manager?
- A manager is a representative of the organization responsible for the management of the work
of a group of employees and takes requisite actions whenever required.
- A person in an organization who oversees the activities of individuals.
- A person responsible for controlling or administering all or part of activities or operations in an
organization

TYPES OF LEADERS
1. Managerial Leader - is the least effective of the types of leaders. They have the least
influence. People only follow them because they have to. Their desire is to be served by others
because they are in the position. They see others as tools to complete the objective for the day.
They prefer to make decisions. Their weakness is character development.
2. Relational Leader - builds relationships in order to influence others. People want to follow
them because of who they are, not what they know. They develop mutual respect with others and
work well with them. Although people want to follow them, they have not developed specialized
knowledge. Their weakness is not making the necessary sacrifices to develop their competency.
3. Motivational Leader - seeks mutual benefit for themselves, others, and the organization.
People want to follow them because of who they are and what they know. They influence others
from the outside. They are trusted and deliver results for themselves, their families, their tram,
their organization, and their community. Their weakness is not making the necessary sacrifices to
reproduce other motivational leaders.
4. Inspirational Leader - inspired managerial and relational leaders to become motivational
leaders. Their focus is on growing themselves in order to inspire others to grow. They influence
others on the inside. They are people-focused not process-focused. They focus heavily on
character development. True inspirational leaders are followed because of how much they care
and who they are on the inside. They are inspired by the growth of those following them.
5. Transformational Leader - are the most influential of the five types of leaders and are highly
respected. Their reputation precedes them. They are well known for developing leaders. Their
influence touches people in all industries and across multiple generations. Their influence is
continuously being transferred through many other leaders at many different times in multiple
locations.

LEADERSHIP STYLES
1. Autocratic Leadership
- does not consult with others before making decisions
- reach into decisions, communicate them to subordinates and expect prompt implementation.
- confusing to deal with: one day, they are friendly, funny and encouraging, and the next they are
cunning, demeaning and unrealistic.
2. Democratic Leadership
- subordinates are involved in making decisions.
- delegates authority to other people
- many people are involved in decision making, though the leader does have the final say, and
assumes responsibility for whatever happens
- this type of leader is an excellent communicator and is often preferred for its focus on fairness,
creativity, resilience, and transparency.
- ensure that people are taken care of, and positive changes are made
3. Strategic Leadership
- like democratic leaders, care about the success of the whole more than they do their own status,
but their approach is a little bit different
- rather than making progress in simple ways, this leadership is focused on how to rapidly
improve conditions and lean into better perform
- developing and employing methods and strategies
- they are less concerned with maintaining the status quo than they are transforming it. These
types of leaders are independent thinkers, and progressively minded.
4. Transformational Leadership
- this leadership is designed to empower those who follow to create positive change in their own
lives.
- this approach is to empower each individual to make advancements and changes in their own
lives, which results in better performance and outcomes.
- this leadership motivated and empowers others
5. Team Leadership
- don’t just focus on the good of the whole, they focus on navigating the personal dynamics of
smaller, initiated groups.
- have a vision for the future and for their goals. It involves the vivid picture of a team’s future,
where it is heading and what it will stand for
- ensures that everyone is staying on pace for their goals
6. Cross-Cultural Leadership
- are driven by a deep desire to see different types of people (whether that is racial, political or
social) integrated and to see those less privileged being given voices and equal opportunities.
- they have deep understanding of various perspectives, which is what makes their role so
important
7. Facilitative Leadership
- focus less on the personal dynamics or individual needs of the group, and more on their
collective approach. They judge the efficiency of the group strictly on their outcomes.
- involve monitoring on the group dynamics as well as offering process suggestions and
interventions to help the group stay on track
- this come in handy when the group is low functioning, or not as effective as they should be
8. Laissez-faire Leadership
- term literally translates to “a policy or attitude of letting things take their own course, without
interfering.” In this type of leadership, all authority is handed over to the subordinates, with little
to no interference
- those who subscribe to this type of leadership see managing as ineffective and believe that
individuals are best motivated by their own personal drive.
9. Transactional Leadership
- not so much interested in being purveyors of change as they are maintaining the status quo.
They are not innovators, they are sustainers.
- approach largely relies on the leader making explicit rules and expectations, and the followers
being directly rewarded for completing those tasks
- a nature of exchange
- there is a direct and immediate reward system in place
10. Coaching Leadership
- involved teaching and supervising
- more about the individual and how they operate on their own before and outside of a team
- is similar to transformational leaders in that their objective is to motivate and encourage others
to believe that change is possible
- similar to strategic leaders in that they focus on developing and employing an action plan to
ensure that their follower’s potential is realized.
11. Charismatic Leadership
 - uses their own radical, revolutionary power or different personality to completely transforms
the status quo
- rather than focusing on how they can change the actions of others or the system in which they
work, their power comes from literally just convincing people to follow them because of how
effective they have been in the past
- charismatic leaders care more about shifting the structures as it stands and reorienting people’s
attitudes by displaying effectiveness while autocratic leaders are just enforcing rules without
evidence that they work
12. Visionary Leadership
- the rarest, and the most powerful. These are the types of leaders who begin with a vision for a
company, a form of social change, or even just a community, and then strategize a way to employ
the skills of others to create that.
- they are truly out of the box, innovative and completely unique thinkers
- it invents something that has never existed before
- it takes ideas and implements them effectively, and utilize other forms of leadership in tandem
with this one

GENERAL TYPES OF MANAGERS

1. General managers - are responsible for the overall performance of an organization or one of
its major self-contained subunits or divisions
2. Functional managers - lead a particular function or a subunit within a function. They are
responsible for a task, activity, or operation such as accounting, marketing, sales, production,
information technology, or logistics.
3. Frontline managers - manage employees who are themselves not managers. They are found
at the lowest level of the management hierarchy.
SPECIFIC TYPES OF MANAGERS
1. Top-Level Managers - are those who represent the highest level of executive management. It
often has the word “chief” in their job titles, such as chief executive officer, chief financial
officer, and so on. These managers help sustain the company’s growth and execute plans over the
long term
2. Middle Managers - usually report to the top-level managers, yet they still have a lot of
autonomy to make decisions within their area or department of the company. These managers
often have job titles that include the word “director.” They may also be department heads
3. First-Line Managers - this role represents an entry-level position for management
professionals. They work directly with non-management professionals. They work directly with
non-management employees and project team members. Their overarching role is to supervise
employee productivity and hold employees accountable for achieving company goals
4. Team Leaders - are managers who specialize in particular task, product, or project. Their role
is to oversee all the logistics of their assignment, which may include completing a project on
time, on boarding new employees, and assigning specific tasks to various team members.
MANAGEMENT STYLE
- is a way in which a manager works to fulfill their goals. It describes the methods a person uses
to manage an individual, meeting, project, group of people or organization
TYPES OF MANAGEMENT STYLES
1. Autocratic management style - this type of management follows a top-down approach, with
one-way communication from bosses to employees. This is the most controlling of the different
management styles, with the management making all workplace decisions and holding all of the
power. Employees are treated as drones, to be monitored closely as they perform within clearly
defined perimeters.
2. Democratic management styles - in this style, managers encourage employees to give input
during the decision-making process, but are ultimately responsible for the final decision. This
process allows for diverse opinions, skills and ideas to inform decisions.
3. Laissez-faire management style - in this style, management takes a hands-off approach to
leadership. Staff is trusted to do their work without supervision, and they are left to control their
decision making and problem-solving.
SUB-TYPES OF AUTOCRATIC MANAGEMENT
1. Authoritative management style - managers dictate exactly what they require their
subordinates to do and punish those who do not comply. Employees are expected to follow
orders, not question the authority.
2. Persuasive management style - in this style, managers use their persuasive skills to convince
employees that the unilateral decisions that the manager implements are for the good of the team,
department, or organization. Managers employing this style would invite questions and would
explain the decision-making process and rationale behind policies.
3. Paternalistic management style - in this style, the manager acts with the best interest of their
subordinates at heart. Usually, the organization will refer to staff as ‘family’ and ask for loyalty
and trust from employees.
SUB-TYPES OF DEMOCRATIC MANAGEMENT
1. Consultive management style - managers ask for the opinions and thought of their team,
consulting the viewpoints of every member. Manager will make the final decision, but considers
all of the information given by team members.
2. Participative management style - in this style, manager and staff are all active members of
the decision process. Staff are given access to more information about the company and its goals,
and are encouraged to innovate solutions.
3. Collaborative management style - in this style, management creates an open forum for ideas
to be discussed extensively before making decisions based on majority rule. Staff is empowered
to take ownership of outcomes, which can lead to increased engagement, innovation, and
creativity.
SUB-TYPES OF LAISSEZ FAIRE MANAGEMENT
1. Delegative management style - in this style, the manager is only present to assign tasks,
although they still are responsible for tasks being completed successfully. Once the task is
assigned, then the employees are empowered to do their work as they see fit.
2. Visionary management style - in this style, managers lead through inspiring their staff.
Leaders explain their goals and the reasons behind them, convincing their team to work toward
executing their vision.