How would you respond to this Three different leadership styles discussed by Swanson,
Territo, and Taylor (2012), are the authoritarian/autocratic leader, the
democratic leader, and the laissez-faire leader. An
authoritarian/autocratic leader is much like a dictator. This type of leader
lays out the rules and expects everyone to follow them exactly to their
satisfaction. This leader micromanages tasks, keeps a close watch on the work
of all subordinates, and makes all the decisions (Swanson, Territo, and
Taylor, 2012, p. 271). This type of leader pushes the most productive
work out of their subordinates; however, this leader also causes aggression and
hostility among their subordinates (2012).
A democratic leader is more open to suggestions and input
from their subordinates. Democratic leaders are willing to discuss
matters that effect the organization as a whole, and encourage participation
from their subordinates (Swanson, Territo, & Taylor, 2012). This is very
different from an authoritarian/autocratic leader that wants to make all
decisions themselves. This type of leader is able to encourage their
subordinates to produce as much work as an authoritarian/autocratic leader;
however, this type of leader does not have to micromanage each task or be
continuously present for their subordinates to continue being productive (2012)
A laissez-faire leader takes a more passive approach than
both 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 any
authority, and delay in making necessary decisions, which postpones productive
action being taken (2012). This type of leader is ineffective and can
essentially cause problems within a department if no decision-making authority
is exerted (2012). As stated by Swanson, Territo, and Taylor, under the
laissez-faire leader, less work was produced, the work quality was poorer, and
the 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, the
leadership style of managers has the greatest impact on the police department s
productivity (2007). Managers/supervisors serve as role models to their
subordinates (2007). Their leadership style determines the behavior of
employees, integrity of the police department, moral tone of their
subordinates, and sets an example for subordinate officers (2007).

Huberts, L., Kaptein, M., &
Lasthuizen, K. (2007). A study of the impact of three leadership styles on
integrity violations committed by police officers. Policing. 30(4),
587-607. doi:

Swanson, C. R., Territo, L., &
Taylor, R. W. (2012). Police administration structures, processes, and
behavior (8th ed.). Upper Saddle River, NJ: Pearson Education,
Inc. Retrieved from

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