Downs Bureaucratic Leadership StylesDowns style of leadership theory (Chapter Six of Police Admini

Down’s style of leadership theory (Chapter Six) has identified several types of leaders that exist in every organization. On the surface, some of these types appear to be completely dysfunctional and detrimental to an organization or law enforcement department. However, there may be instances in which some of these leaders can be beneficial.

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Provide examples of situations in which it would be beneficial to a law enforcement organization for the leadership style to be that of conserver, zealot, or advocate. Then, provide examples of situations in which it would be beneficial to a private sector organization for the leadership style to be that of conserver, zealot, or advocate. Which style of leadership is most beneficial to either law enforcement organizations or private sector organizations? Why?

Our discussion is first, then the individuals

Orison:

The Conserver gets into a position they want to be in and are comfortable being in. Once they reach this position they settle in and do the job well with no ambition to further their career. In some cases such as a really good patrol Sergeant this can be a good thing. You get a Sgt. that is a motivated, good at their job, keeps the officers on their shift inspired and working to please them that is a good thing. If that is the position the Sgt. wants to be in that is good for the department. On the other hand it can be bad for the department when a poor leader gets into position and settles in for the long stay.

In the case of a Zealot or a leader who has a specialized interest in which they become very good at and have a high drive for. This may be the officer who loves traffic and spends all shift making traffic stops but not responding to other calls for service.  While this can be good in a large department where there are job specific units for them to succeed in and specialize their efforts. In a small department where we need every available hand on calls for service we cannot afford for someone to ignore the calls for service and just do their own thing.

An advocate could provide motivation to their shift so long as they encouraged healthy competition between the shifts. Once it becomes unhealthy it turns from good to bad as they drive a wedge between crews or departments. In the case of a small town force we rely on the help of state patrol and sheriff’s office employees. If we have an officer who is driving a wedge between the agencies it is not a good thing.

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