This assessment consists of 5 questions a minimum of 200 words for each question. This is primarily a rewrite to make it free from plagiarism. I am attaching the answers from a previous student. Pro

• Unit II Assessment

1. Present three of the five types of organizational power (Page 20). Provide a description of each type, a real-life example or scenario of a person with that power, as well as any potential abuses of that power. 

There are five types of organizational power. Legitimate, referent, expert, reward and coercive. Of the five, three will be explained. Legitimate power as expressed by its name is the power bestowed on an individual who has been elected, anointed or chosen to lead. This type of power has the most influence on others due to the fact that the leader has complete command and control of an organizations goals, policies and overall authority of their employees. An example of a person with legitimate power would be a police chief, either elected or appointed by an individual or governing body that has chosen this person for their past work, and future goals. A second type of organizational power, expert, refers to a person who has vast knowledge and information on particular subjects that affect their co-workers, and subordinates alike. This person can be anyone in an organization that leads by example and the information to make formidable decisions based on their expertise. An example of expert power could be a motorcycle officer who while working alongside other motor officers in day to day operations, however, has expert riding skills, became a trainer and uses their knowledge to teach other proper riding techniques. Referent power, which to me is the most popular amongst peers, is the power that arises from being well liked. As most Americans who work in group settings, this power can have an everlasting positive effect on others which can proliferate throughout an organization. An example of referent power would be a partner in law enforcement who not only relies on their counterpart to be at the ready for anything that arises, they also look to them and their decisions as truthful, fair and ones that can be trusted.
Your response must be at least 200 words in length.

1. Illustrate three of the six ways of communicating supportive verbal messages (Page 26-29). Provide a real-life example for each illustration. 

Supportive verbal messages are akin to a cordial relationship where the goals of the individuals are combined to meet the organizational goals by using collaborative efforts. Of the six ways of communicating supportive verbal messages, three will be discussed. Solve problems rather than control others, is the approach by a leader to seek help from others, and make requests that aim to have others be a part of the solution collaboratively. As a patrol sergeant in a known drug infected part of town, I often utilized my squad member’s expertise to collaborate plans to target dealers and users alike. As we all shared the same goals of making arrests based on concrete evidence, it was easy for them to understand the importance of our mission, and the buy in was collective as we all had equal participation to obtain our objective.

Empathize rather than detach from others is to feel what he or she is feeling. As opposed to sympathetic, to empathize with someone means that you fell for them even though you haven’t had the same circumstances occur to you in your life. As a patrol lieutenant, I was often faced with manning issues that arose due to unforeseen circumstances that affected some of the female officers who were also single parents without child care at certain times. Although I couldn’t relate to their situation on a personal level, I understood their needs and worked towards moving manpower around to allow these parents the opportunity to be there for their children.

Present yourself as an equal rather than as superior has more power than it may seem. Whether it be seniority, rank or knowledge, employees work better in a group setting where they feel that they are as valued as any other person. As rank already has its authority which is known as legitimate power, the fact that a leader can enhance their effectiveness by treating others as equals goes a long way in attaining common goals, and shared rewards that are equally gratifying throughout the ranks. As a manager, I often work closely with my subordinates on a level playing field where their knowledge and thoughts are just as important as mine may be. In our first meeting as a lieutenant of a civilian group of civilian community service officers, I advised them that at many points in their daily tasks, they will be incident commanders due to them being on the scene first, and whatever they needed to accomplish, they could count on me to assist in any fashion they deemed necessary. This was not only done to let them know that they have just as much responsibility as we all do, but they have the authority to ensure any situation that they are a part of will be taken of collaboratively and effectively.

Your response must be at least 200 words in length.

1. Describe the concept of organizational culture. Include how organizational culture can be used to effectively lead and what factors can contribute to that culture. (P. 18)

Organizational culture is communicated both explicitly and implicitly. Explicit forms of organizational culture are their written policy and procedures, training bulletins, and ethics manuals. These manuals are written to guide the organizations members, and spell out exactly what the mission, goals, and expectations are at any given time. The implicit culture is the standard by which the organization operates, and although not documented, are more relaxed and rely on the job getting done. As an out of state applicant of the Orlando Police Department in 1998, I was impressed by the family oriented culture, and the positive words that were used to describe the organization from all the members that I met, and spoke with. This culture which continues today is a representation of an organization that prides itself on commitment to the community and its employees.

There are many factors that contribute to the organizational culture, which include what we hear, see and read. Often times, we as individuals hear about others in the same organization before we ever meet them. This fact is the same for an organization which has a reputation based on what is known, and what is shared. Some factors that shape an organizations culture are written policies, stories, metaphors, ceremonies, and artifacts and decor. To be an effective leader, all employees must understand and adhere to written policies which represents strong values, which leads to trust by the community it serves. Internally, an organizations culture can be heard on stories, or gossip that often transcends all organizations, however can be dealt with by leaders listening to and intervening before the situation becomes toxic.

A positive factor which is of great value to any organization is ceremonies which spotlight great work and dedication by the employees, and rewards them by publicly recognizing their accomplishments. The work environment has a lot to say about an organization, and its decor can have both a negative or positive impact on those that both work and visit. A professional environment is like wearing professional attire where if you look good, you feel good, and if you feel good, you work good.

Your response must be at least 200 words in length.

1. Describe four of the eight nonverbal messages (P. 29). Provide a real-life example for each illustration.

Nonverbal messages allow us to connect to one another, by interpreting what is conveyed by the sender, based on how it is conveyed utilizing expressions. This form of messaging is usually the truth as cues reveal the real meaning. While spoken words express what the sender wants the receiver to hear, nonverbal messages or how it is said, convey what the sender really feels. There are eight types of nonverbal messages that include physical appearance, voice, gesture and body movements, facial expressions, space, time touch and physical environment. Of the eight, physical appearance is one of the most importance as it exudes either a professional image, or lack thereof. As a police officer, the uniform of an organization presents the professionalism that the agency prides itself on, and by doing so, ensures the public that the organization takes itself seriously, and in turn will treat the public effectively and competently.

Along with a professional look, the most sought out means of nonverbal communication by citizens is the tone of voice by which they are spoken to. Many complaints could be avoided if individuals utilize a professional tone when dealing with the public, much in the same way employees seek to be spoken to as a respected individual would be. An example of utilizing the proper voice would be during a traffic stop where an individual broke the law by speeding, and getting pulled over. Instead of berating the driver on the side of the road for their driving habits, a cordial conversation about what they did wrong, and the ensuing written violation would suffice, and tend to leave the violator with the sense that they were wrong by breaking the law as opposed to feeling the law enforcement officer was wrong for the way they handles the situation.

One of the least easy nonverbal messages to hide is that of facial expressions and eye contact. We as humans tend to unintentionally show our emotions on our face, and it shows every day as we deal with one another. Whether in personal or professional setting, we as humans make gestures all day every day, which can make people laugh, cry, get angry or be happy. Just last week, I was displeased by the lack of urgency by a couple of sergeants who choose to ignore a call by a fellow officer that needed assistance, and although I tried hard not to show my emotions, I could feel my face tensing with my displeasure as I spoke to them in a calm manner. It was when one of the sergeants stated that she understood, that I knew my displeasure came across my face, and the situation was handled and no further words were necessary.

The physical environment can speak volumes about an individual without saying a word. Awards from years on a job, educational achievements and displaying of personally important photos all present nonverbal messages about a person, and what they are proud of. In my personal office, I proudly display a few commendations, personal family photos, and photos of famous people I have meet during my years of service.

Your response must be at least 200 words in length.

1. Define four of the five leadership approaches (P. 14-16). Give a real-life scenario or example for each approach.

There are five leadership approaches, of which four will be discussed. The trait approach suggests that leaders have certain traits such as confidence, intelligence, social skills and competence. As a police lieutenant, I am an extrovert who has no problem talking to others, making small talk to break the ice, and the ability to bring out the good in others to make most situations a positive one. As an approach that helps me and the organization reach our goals, the functional approach, is divided into two categories; (1) task functions, and (2) process functions are focused on delegating duties while engaging others to maintain a harmonious environment. As a leader, I rely on the men and women under my command to carry out their daily tasks with minimum supervision, while rewarding them in the end for a job well done.

The situational approach focuses heavily on the situation element requiring different leadership depending on the situation, which changes based on the needs of followers. As a patrol lieutenant assigned to the midnight shift, I relied on being more task oriented and supportive due to the fact that a number of my subordinates were newer members of the agency, and required a leader who took a more active role in their career.

The transformational leadership approach is one that most often makes a leader think outside the box, and prepare for the future. As a police sergeant working in the recruiting unit, I came up with a program called the Recruiting Assistance Program (RAP), which utilizes sworn officers from the agency to be trained, and represent the agency at various functions to recruit and hire new officers. My focus at the time was to expand the recruiting unit without increasing the budget, utilizing the best sales people we would ever have, and train them specifically on proper recruiting techniques. The success of the program was immediately evident and has since been expanded from 35 to 75 members in 4 years.