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Essay / Research Paper Abstract
This 4 page paper considers the way in which a new leader of a Criminal Justice Department may determine the best approach to leadership with consideration of expectancy theory and contingency theory. Theories are considered and the way in which leadership can emerge in this context in order to create efficient department is discussed. The bibliography cites 5 sources.
Page Count:
4 pages (~225 words per page)
File: TS14_TEcrimjusled.rtf
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Unformatted sample text from the term paper:
the systems which are in place, there are likely to be days where employees feel frustrated and disappointed, and working under pressure for results and as a result of limited
resources. In this scenario the way leadership takes place need to take many different considerations into account. When looking at the use of expectancy theory and contingency theory there are
some indicates regarding the way that leadership may help to maximise the productivity and results in the department. Understanding and managing
expectancy theory issue helps a leader get the most from his workforce in the most appropriate manner and use of power. Elements of expectancy theory include valence, instrumentality and expectancy.
Valence is the desirability of an outcome from the individuals perspective; instrumentality is a perception of how performance will lead to the desired outcome; expectancy is a perception that
relates the degree to which increased effort will result in increased performance (Haralambos and Holborn, 2007). The attitude an employee adopts to these will be reflective of not only their
own intrinsic values, but also the company culture (Huczynski and Buchanan, 2007). In a department of justice there is likely to be the expectation of fairness and as such there
is also likely to be a high level of applications of concepts such as employee equity. However, it is also a department that many individual will be working in for
ideas, such as social justice, those looking for a financially motivated career are likely to have gone into private practice or the commercial sector. The approach needs to demonstrate to
employees the benefits of hard work, allow them to feel that they are making a difference and engender the good will and desire of the employees to work. These
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