Many members of the hiring committee believe that

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Many members of the hiring committee believe that Chief Johnson's stern nature will make Bay Harbor more efficient. Other members disagree and feel that his style of functioning might not work in a larger department. They also fear that citizen satisfaction with the department will decrease and that some of the more experienced officers may leave the Bay Harbor department because they do not like Johnson's leadership style.
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Can the leader-member exchange (LMX) theory be used to describe the relationship that Murray and Johnson shared with their subordinates? Why or why not? What are the potential benefits and pitfalls of hiring someone with Chief Johnson's style for the position at Bay Harbor? Why? What could be reasons for Chief Johnson's lack of delegation? Which approach should he use to delegate and empower officers at Bay Harbor? Is participative leadership more effective depending on the size of the department? Why? How does Murray's delegation and empowerment of his subordinates benefit a police department? What principles of dyadic relationships should Johnson use for correcting performance deficiencies at Bay Harbor? Why? Cite any sources using APA format on a separate page.
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  • Fall '19
  • The Chicago Manual of Style, Parenthetical referencing, Bay Harbor department

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