The two approaches for creating and implementing a vision are Top-Down and Bottom-Up.
The benefit of using the Top-Down approach in conceiving a vision for a department or an organization is that the top management can come up with one, unified approach for goal setting and the strategies needed to accomplish them. This saves time and ensures that there is a single minded focus and clear guidelines for all employees to follow. However, there are two main problems when this approach is utilized. The employees, in this case the police department, who are the actual implementers of the vision that has been developed by the top management, do not feel any sense of ownership with the vision that is simply handed down to them .
A better approach is to take input and feedback from the employees which should then be used to set objectives, goals and vision for the company. This is the Bottom-Up approach for conceiving and implementing a business vision . The greatest benefit here is that since the police personnel are made to feel a part of the decision making process, there is a sense of empowerment amongst them. In most cases, this inclusion by the top management crates a sense of accountability amongst the employees which makes them feel personally responsible for meeting the goals that have been set out. This entails that the employees, willingly perform actions that are not part of their job description. This extra effort that is invested by each member of the organization makes it more likely for the vision to be successfully achieved in the long run. However, a potential downfall of using the Bottom – Up approach is that, when prompt decision making is required, such as in a crisis or an emergency situtation, this approach is now a feasible option . This is because the Bottom-Up approach relies on discussions, exchange of ideas as well as reaching a conclusion that is acceptable for all.
In my opinion, the better approach for developing and implementing an organizational vision is the Bottom – Up approach. This is due to the fact that the approach takes the input of multiple people, each with a unique skill set and competencies, ensuring that the best ideas and solutions are put forward. Obviously if quick decision making is required to prevent material losses to the business or society, then the top management has the responsibility to make the final call .
References
Whisenand, P. M. (2015). Supervising Police Personnel: Strengths-Based Leadership. Upper Saddle River, New Jersey: Prentice Hall.
