The importance of furthering education doesn’t stop there. Leaders should be enrolling in college, and counseling their subordinates to enroll in college as well. In order to become competitive within the Army’s ranks, education plays a huge role. As Major Tim Martin stated “A formal education is an important contributor to the development of leadership qualities and attributes that are crucial in the growth of a military professional (Martin, 2001).”
Our textbook lists the four major reasons for resistance to change as inertia, misunderstandings, group norms and balance of power. Misunderstandings, while difficult to recognize and overcome, can be handled through training, by clearly stating the changes made and the expectations of the department, and by establishing a clear line of communication between officers and superiors. The department can handle group norms resistance by allowing officers to participate in the planning and implementation of the approaching changes. The balance of power is a struggle faced by many departments, and it can create significant resistance to change. Anytime a department is attempting to make a change to an officer autonomy or power there will be resistance, however, by factoring in this resistance and clearly establishing roles and role expectation,
One critical advantage that I can easily associate this position with is the ability to equip officers with a wide range of skills, all of which are necessary to the success of an officer. Secondly, the position of a branch officer provides the officers with valuable opportunities to interact with officers with different specializations, which is critical to the development of essential leadership skills and the accumulation of vital information or knowledge to facilitate leadership later in one’s career. In addition, this position provides officers with an exceptional opportunity to develop essential skills in communication and teamwork (U.S. Army War College, 2012). One of the disadvantages associated with this position is the possibility of stagnation in one’s career, especially where such an officer does not develop a positive attitude toward the position, thus failing to recognize valuable opportunities for career development. Secondly, officer holding this position are likely to consider it to be a waste of their time, especially when the officers have careers that involve high level of specialization in technical fields and the officers are unable to identify key development areas to pursue. Thirdly, such positions could lead in high levels of inefficiency especially in situations where the officers are not motivated to work in those positions. Despite these disadvantages, I still look forward to holding the position of a branch immaterial position because I consider the advantages to be significantly outweighing the
Officers are taught to lead by example which means learning from the officers who came before them. As a leader in the army, a solider is constantly watched and must uphold the army core values at all times. Setting a good example for the young, non commissioned officers (NCOs) in the battalion is vital to the battalions cohesion and morale. In order to lead by example an officer is taught different leadership styles to incorporate in the field For instance, participating leadership style is especially appropriate when there is time receive input, information, and recommendations of your subordinates. The primary goal of the army is to develop the leaders of tomorrow. Leadership can always be improved on throughout life.
This first major concern within the department is the fear of embarrassment and conflict. I completed an internship with department in 2011 under Chief Robert Bingham. The department seemed to run smoothly, employees seem to love coming to work and most of all Chief Bingham was very involved with each Officer and their well-being. The way the department was structured and the policies that were in place, kept the caseload numbers down to less than 80 per Officer and allowed Officers to spend more time with the clients. Also, all officers did not have to be certified for drug and alcohol evaluations because there was a team who specialized in that area. Under the current Chief Christine Kerl, a lot of those practices and policies were removed and new ones were implemented immediately. The department turnover rates have spiked since these changes have occurred. Chief Kerl has been resistant in reverting back to the old policies due to the fear of embarrassment and conflict within the Officers. Several Officers have complained and shared ideas, but most of the time those ideas are
Cadets that have been trusted with positions in leadership have more responsibilities and are expected to be guiding the actions of their followers. Followers look up to and learn from their leaders and good leaders do not command their followers in a disrespectful manner, nor do they flaunt their authority over others. Leaders should possess the skills to motivate within their positions, this is how they prove that they have earned the right to have the responsibilities of a leader. These qualities will encourage followers to be loyal to, and respect their
For more than three decades, Army Non-Commissioned Officers (NCO) were part of an era of fast promotions through the NCO ranks, with some Military Occupation Specialty (MOS) seeing Soldiers make the rank of Sergeant First Class (SFC) with six to seven years time in service (TIS). Since the terrorist attack on September 11, 2001, the United States military was facing a challenge that produced two separate operations simultaneously in the same region of the world which called for thousands of additional service members, especially in the ranks of NCOs. While “fast tracking” was great for the individual, it left many enlisted Soldiers, as well as Officers angry and frustrated with the lack of knowledge these young NCOs were demonstrating when it came to basic Soldiering tactics and techniques. This stems from the decades old Sergeant and Staff Sergeant promotion boards, lack of leadership time, as well as lack of diversity within major Army Component Commands (COCOMS).
A couple people may trust that leaders are considered and a couple people may feel that leaders are made. I envision that leaders lead their gathering from his or her potential outcomes and learning. Because of the Apostle Paul, God as a fruitful pioneer, a man that is known how to direct and is devoted to his or her run, picked him. As pioneers, we are vessels. On the off chance that we will be viable, our energy needs to surpass our Magnitude, be the vessel that floods with eagerness and fervor for your vision. The way to Paul 's self-way of life as a pioneer was his part as a messenger (Smith, 2014). The way to that part was the way that it was a celestial arrangement and that it included a mission instructed, and empowered by God and represented by the Spirit of God (Smith, 2014). An approach to consider 'authority ' as the way toward attracting individuals together to impact and "lead" them in a specific bearing (frequently to fulfill a specific errand). On the off chance that this is the thing that we mean by 'administration ', Paul was absolutely a pioneer (Smith, 2014).
1. A single catastrophic event, often followed by civil liability litigation, leads to the chief of police being replaced (Swanson, 2012, pg. 650). This forces changes because it addresses a single incident and forces change. A good example of this would be the failure to adequately respond to an incident. This can be seen when an incident unarmed person is killed by the police. This can be a result of inadequate training or a trigger happy force. None the less the reason, the
However, “Sociologists argue that in contemporary Western society the marketplace has become so dominant that the consumer model increasingly characterizes most relationships that historically were covenantal... Today we stay connected to people only as long as they are meeting our particular needs at an acceptable cost to us. When we cease to make a profit - that is, when the relationship appears to require more love and affirmation from us than we are getting back - then we "cut our loses" and drop the relationship. This has also been called "commodification," a process by which social relationships are reduced to economic exchange relationships, and so the very idea of "covenant" is disappearing in our culture. Covenant is therefore a concept
“There is much that can be learned about leadership from Scripture” (Smith, 1992, p. 39). The Bible provides us with what God not only desires His man of God to be, but requires His under shepherd to meet His character traits.
The style of police leadership has gradually changed over the last several years. The traditional belief that the solitary leader who possessed the wisdom, integrity, and courage to manage a police department, or a shift of officers has been replaced with the concept of teamwork (Wuestewald, 2013). The idea of using a team to manage an organization is nothing new in the private sector, however, replacing the old idea of a solitary leader has taken time and is slow to take hold in some organizations.
The New Testament leaders are an example of how church leaders of today should also behave and work. They ought to be able to teach, guide the believers in the way of God and nurture their spiritual gifts. The New Testament leaders had to boldly defend the word of God in case of any false teaching. Basing on this New Testament leadership, it is important to make sure that any believer appointed to the leadership office has the laid down qualifications.
When change is introduced to an organization there will resistance but not every department resist these new procedures, once adequate training is given and the employee realize that the changes will allow them to conduct their duties in a more efficient manner. These drastic changes can only be accepted by a few persons in small potions and not everything at once. They would need the time to process such information and get accustom to modern changes. The police organization has been built on a concept in past time that is not easily broken by officers who have been in the service then. These officer put up a resistance because they feel that the concept of policing in the early years will be erased and replaced with the modern ideas. The public has to play a major part in supporting the new changes that will be implemented. Their opinions would be appreciated and would be better accepted by the officers who are trying put up a resistance to the