SUMMATION PAPER
1
EXECUTIVE LEADERSHIP AND MANAGEMENT
SUMMATION PAPER ASSIGNMENT
ANDRES JORDAN
LIBERTY UNIVERSITY
SUMMATION PAPER
INTRODUCTION
Organizations need both leaders and followers if it is going to function properly. There
are people with different personalities, cultural backgrounds, ethnicities, and values; so it is very
important to have proper communication so that there is harmony within any given organization.
This paper aims to discuss a few of the concepts that have been taught as it affects the workplace.
The three notions that will be discussed include communication, transformational leadership, and
performance management.
SUMMATION PAPER
Three Concepts Affecting My Company
Communication
The first concept is communication. In the public sector, specifically in policing, a quasi-
military organization, where ordering, communication, loyalty, as well as command and control
are incorporated in its language and behavior. (Popovic, 2021). However, in privatized organiza-
tions, this is not the case, therefore, for any given organization to have success in this area, it
must have a strong communication strategy. Popovic (2021) researched how communication can
increase knowledge in police leadership, especially through the ranks and possible change from
within, which is critical for employees to be receptive because sometimes employees can be re-
sistant to change.
In my current role as a Senior Investigator, this department is not lacking in communica-
tion. The strategic and forward-thinking within this organization has trickled down to our de-
partment, and there are very positive reviews. However, in my previous roles, there was a lack of
communication. The various leadership competency shortages within policing, including com-
munication can become careless leadership and destroy the possibilities of growth (Kwiotkows-
ka, et al, 2022). My recommendations would be to open communication roadways outside of or-
ganizational communications, create a skip-level meeting where issues can be communicated
openly without fear of reprisal, and lastly be quick to stop any miscommunication so the infor-
mation is relevant.
SUMMATION PAPER
Transformational Leadership
Transformational leaders are critical to any organization so that they can maintain vision
and innovation. This type of leader exhibits key traits that will contribute to the success of the
organization. Transformational leaders have emotional intelligence, have that emotional tie with
subordinates, and demonstrate a personal interest in their welfare. (Bani-Melhem, et al, 2021)
In my prior role, there was interest in the physical safety of all employees, the motto was:
“Everyone goes home tonight”; however not much can be said about the emotional/psychologi-
cal tie with subordinates, as employees are left to take care of their own problems and if the said
employee seeks professional assistance, they are ridiculed and deemed untrustworthy by the
command staff and peers. This lack of transformational leadership is detrimental to department
success and employees’ all-around well-being.
In this case, it is important to have transformational leadership take a long, detailed look
at this issue and intervene for the proper team success and employee well-being. Bani-Melhem,
et al, suggest that research in transformational leadership within the public sector is at its early
stages, to investigate the conditions of empathetic/transformational leadership that could have
serious implications for the department. (Bani-Melhem, et al, 2021)
My recommendations would be to offer training certifications and POST (Peace Officers
Service Training) certifications for leadership in emotional intelligence, to develop a transforma-
tional leadership style, and to remove the roadblocks of stigma within policing for employees to
seek emotional/psychological assistance.
SUMMATION PAPER
Performance Management
The final concept to be discussed is performance management, which gauges employees'
work performance. It is highly important for those in leadership to know who is working hard
and with excellence, and who is just going through the motions. Performance evaluation and
managing performance by providing feedback are key ways for the organization to know who is
underperforming and who needs further training. Monitoring this will ensure the proper perfor-
mance of the department, and avoid civil lawsuits for the tort of the color of law.
According to Schanzenbach, there are two regulations that deal with police performance,
which have little relationship with the other. The one we are going to focus on is the regulation of
the police employment relationship. Police-civilian interactions are highly regulated by state law,
local ordinances, and detailed police department policy manuals. Additionally, there is the rare,
but the growing possibility that police officers can face criminal liability. (Schanzenbach 2022).
In this scenario, poor performance can lead to suspension, discharge, or even criminal liability.
However, good performance can lead to promotion and other positive outcomes.
In my current organization, poor performance is dealt with swiftly via mandatory training
and very little compensation under the annual bonus strategy. However, good performance leads
to more responsibilities, career growth, and a percentage-based yearly bonus, as well as a salary
increase.
SUMMATION PAPER
Performance management recommendations I would give are first to train the trainer and
ensure the trainer is performing above industry standards. Furthermore, train the trainer to under-
stand what are the industry standards and help them manage expectations. Second, have the
trainer invest a specific amount of time with the underperforming employee, to see if they can be
salvaged from discharge. Third, invest in the process of team performance and rewards for
growth. Rewards could be financial, but also a pick of the next assignment, or the next shift
schedule.
Biblical Integration
There are many wonderful biblical truths that can emphasize a greater spiritual reward
from the notions discussed. 1 Corinthians 12:31 the Apostle Paul encourages others to eagerly
desire greater gifts. “But covet earnestly the best gifts, and yet shew I unto you a more excellent
way.” (King James Bible, 2005, 1 Corinthians 12:31). The command of “earnestly desire” is a
command not given only to an individual, but the church as a whole. It doesn’t say though, to
select our gifts, because that is the work of the Holy Spirit. However, it is our place to earnestly
desire the best gifts for the benefit of the whole church. Additionally, the more “excellent way”
could refer to the following chapter, chapter 13 on Love. Love is the motivation for using our
gifts.
If communication, transformational leadership, and performance management be done
within the scope of 1 Corinthians 12:31, the premise behind all our actions as leaders are to de-
sire the best gifts for the benefit of others via love for others.
SUMMATION PAPER
Concepts Affecting My Leadership
The factors that affected my leadership were the toxic environment within the department
I was serving. There was little to no positive communication, performance management focussed
on the negative disciplinary actions and there was zero transformational leadership. Nepotism
was running rampant through the hiring process, the selection of promotions, and employees’
selection of either shifts or assignments. Past experiences taught me that if I was going to seek a
new department or a different role, I had to act in secrecy without sharing my good news to avoid
being “blackballed” behind my back as that was the way in the “good ole boy system of polic-
ing” in the south.
Conclusion
This paper covered some concepts that were covered in this course. Albeit all three con-
cepts are key to the success of any organization. Being a transformational leader includes having
the emotional intelligence to support and assist in the well-being of my fellow employees. This
key concept will be with me for the rest of my career. And as I develop my leadership skills, this
is one I practice on a daily basis, along with my biblical perspectives as I grow into the godly
leader this organization needs me to be.
SUMMATION PAPER
REFERENCES
Goran Popović. (2021) Public speaking as a part of police directorates head's activities. Vojno
delo 73:1, pages 58-69.
Kwiotkowska, A., Wolniak, R., Gajdzik, B., & Gębczyńska, M. (2022). Configurational paths of
leadership competency shortages and 4.0 leadership effectiveness: An fs/QCA study. Sustainabil-
ity (Basel, Switzerland), 14(5), 2795. https://doi.org/10.3390/su14052795
Bani-Melhem, S., Mohd. Shamsudin, F., Mazen Abukhait, R., & Quratulain, S. (2021). Paranoid
personality and frontline employee’s proactive work behaviours: A moderated mediation model
of empathetic leadership and perceived psychological safety. Journal of Service Theory and Prac-
tice, 31(1), 113-135. https://doi.org/10.1108/JSTP-05-2020-0104
Schanzenbach, M. (2022). Policing the police: Personnel management and police misconduct.
Vanderbilt Law Review, 75(5), 1523-1571.
King James Bible. (2005). MacArthur Study Bible.
Powered by TCPDF (www.tcpdf.org)
