THE INTERPLAY OF LEADERSHIP, AND STRATEGY IN SPECIALIZED POLICE

UNITS: AN EXPLORATION OF THE PHILIPPINE NATIONAL POLICE’S (PNP)

DISTRICT SPECIAL OPERATIONS UNIT IN QUEZON CITY, PHILIPPINES

Introduction

The landscape of global policing has seen significant evolution in the past

few decades, especially in specialized police units responsible for addressing

emerging and intricate challenges ranging from counter-terrorism to cybercrimes.

Central to this evolution is the intersection of leadership and strategy, which plays a

pivotal role in determining the efficacy and adaptability of such specialized units.

The interplay between leadership styles, strategic formulation, and operational

execution holds the potential to make or break the success of police operations on

the ground.

Scholars have long debated the nature and implications of leadership within

policing contexts. Parker et al. (2018) elucidates how democratic leadership styles

often foster a culture of shared responsibility and enhanced adaptability. However,

in certain high-pressure situations inherent to specialized police units, a blend of

authoritative and transformational leadership might be more conducive (Johnson &

Fernandez, 2019).

Strategically, the global outlook of specialized police units has been marked

by rapid advancements in technology, intelligence gathering, and community

engagement. The adoption of cutting-edge technology and reconnaissance tools,

coupled with innovative strategies, has drastically changed the way these units

operate (Kumar & Singh, 2020). At the same time, the strategic inclusion of

community-based approaches has been emphasized as vital in achieving policing

goals, especially in counter-terrorism and public order situations (Stephens &

Lewis, 2022).

Yet, despite the in-depth explorations of leadership and strategy individually,

there remains a conspicuous gap in understanding their interplay, especially in the

specialized units. A comprehensive understanding of how leadership styles impact

strategic choices, and subsequently, the outcomes of these strategies, is crucial

(Wright & Jacobs, 2023). This research, therefore, delves into this interplay,

focusing on the Special Operations Unit, aiming to shed light on the intricate

relationship between leadership and strategy in a contemporary policing context.

Background of the Study

The critical role of police forces, particularly in specialized units, demands

continuous appraisal and enhancement. Leadership styles and strategies remain

core to the successful functioning of such units. The Philippine National Police

(PNP), the primary law enforcement agency in the Philippines, is no exception.

Quezon City, a bustling metropolis, sees a varied spectrum of crimes and situations

that warrant the involvement of specialized units of PNP. The leadership and

strategies within these units become paramount to ensure the safety and order of

the city.

Several studies have illuminated the significance of leadership styles in

policing. For instance, Santos, Dela Cruz, & Reyes (2019) argued that the style of

leadership directly impacts the performance and motivation of police officers, thus

influencing the overall efficacy of the unit. Their study emphasized the balance

between democratic and authoritarian styles to achieve optimal results.

 In another study conducted by Rodriguez, Perez, & Gomez (2020), the

PNP's strategies in various units were scrutinized. It was found that while strategies

such as counter-terrorism and surveillance were robust, areas like community

engagement needed strengthening. This observation resonates with the findings of

Dimagiba & Lim (2021), who mentioned that effective community engagement acts

as a force multiplier by garnering public trust.

Moreover, gaps have been identified in the correlation between leadership

styles and the implementation of strategies. As Valdez & Mercado (2022) note, the

interplay between leadership and strategy remains understudied, especially in the

context of specialized units. This presents an avenue to delve deeper into how

leadership styles affect strategy formulation and execution, especially in the context

of Quezon City's unique challenges.

Furthermore, the calls for reform and enhanced management frameworks

have been articulated in various local studies (Martinez & Bautista, 2023). The

current literature, while comprehensive in identifying individual aspects of

leadership and strategy, lacks a holistic approach to understanding their interplay

and proposing actionable frameworks.

In light of the aforementioned gaps, this study seeks to explore the interplay

of leadership and strategy in the specialized police units of PNP's District Special

Operations Unit in Quezon City. By seeking insights from supervisors and police

officers, this research aims to provide a rich and contextual understanding,

ultimately paving the way for an enhanced Specialized Police Unit management

framework.
Theoretical Framework

The theoretical framework for this study draws upon two core areas:

leadership theories, which delve into the styles of leadership and their implications,

and strategic management theories, which illuminate the various strategies adopted

by police units.

Leadership Theories in Policing:

Authoritarian Leadership. Based on the classical theory of leadership,

authoritarian leaders make decisions unilaterally with little to no input from

subordinates (Gray & Wilson, 2019). In a police context, this can be effective in

crisis situations where immediate decisions are required.

Democratic Leadership. Grounded in participative leadership theories,

democratic leaders value feedback and include team members in decision-making

processes. Studies like that of Morgan & Sanchez (2020) have found that this style

can foster a culture of respect and shared responsibility in police forces.

Transformational Leadership. Rooted in Burns' (1978) transformational

leadership theory, transformational leaders inspire and motivate their subordinates

by creating a vision and fostering a climate of trust. Such leadership has been

found to be effective in units requiring high morale and innovation (Martinez, 2021).

Transactional Leadership. This leadership style, founded on the theory of

reward and punishment (Bass, 1985), emphasizes the role of supervision,

organization, and group performance. Smith & Cruz (2022) argue that this can be

effective in routine-based policing tasks.

 Laissez-faire Leadership. Based on the non-leadership theory, laissez-faire

leaders provide little to no direction, placing the onus of decision-making on

subordinates. However, its efficacy in a police context remains debated (Gray &

Wilson, 2019).

Strategic Management Theories in Policing:

Counter-Terrorism. Derived from threat mitigation theories, counter-terrorism

strategies aim to proactively address and neutralize threats, as seen in the work of

Lewis & Rodriguez (2020).

Search and Rescue. Based on emergency response theories, these

strategies emphasize swift response, coordination, and the use of advanced

technology (Brown et al., 2022).

Crowd Control and Public Order. Drawing from public order theories, these

strategies focus on maintaining peace, protecting citizens, and ensuring public

gatherings are conducted safely (Walker & Chen, 2019).

Surveillance and Reconnaissance. Grounded in intelligence-led policing, this

strategy, as illustrated by Patel & Jones (2021), underscores the importance of

gathering, analyzing, and using intelligence data effectively.

Training and Skill Development. Based on the professional development

theory, continuous learning and skill upgrading are seen as essential for police

efficacy (Anderson & Kim, 2023).

Community Engagement. Grounded in community policing theories, this

strategy emphasizes building trust, collaboration, and fostering proactive

involvement with the community (Smith & Lopez, 2018).

 By mapping the aforementioned leadership styles and strategies against

real-world practices in the PNP District Specialized Operation Units in Quezon City,

this study seeks to discern patterns, implications, and opportunities for

enhancement.

Research/Conceptual Paradigm

This study embarks on a comprehensive exploration of the interplay between

leadership and strategy in specialized police units, focusing on the PNP District

Specialized Operation Units in Quezon City. The primary inputs guiding this

investigation include a thorough review of previous literature that delves into various

leadership styles and their implications. Moreover, the study critically examines

existing strategies and evaluates their operational outcomes as practiced within the

PNP District Specialized Operation Units. An invaluable component of the research

inputs also involves garnering feedback and insights directly from the supervisors

and police officers, ensuring a rich blend of experiential narratives and empirical

data.

The research methodology integrates both quantitative and qualitative

research designs. Quantitatively, there's an in-depth analysis of prevalent

leadership styles, including authoritarian, democratic, transformational,

transactional, and laissez-faire.

Authoritarian Leadership. This style is characterized by leaders who make

decisions unilaterally, expect subordinates to comply without input, and value

obedience and structure. Such leaders maintain strict control over their team

members and tend to be directive (Cherry, 2018). Authoritarian leaders make

decisions without consulting their teams. They hold significant control over team

members, providing clear expectations about what should be done, when, and how

(Chen, et al., 2018).

Democratic Leadership. Also known as participative leadership, this

approach encourages team participation in the decision-making process. Leaders

employing this style solicit input from team members, fostering collaboration and

ensuring that team members feel valued (Goleman, 2018). Democratic leaders

prioritize group participation in decision-making processes. They encourage team

members to share their ideas, and they actively consider these ideas when making

decisions (Yang, 2018).

Transformational Leadership. Transformational leaders inspire their team by

providing a vision and a sense of mission. They have high expectations, and they

work to instill a sense of purpose in their teams. Such leaders are seen as

charismatic and influential (Bass & Riggio, 2019). Transformational leaders inspire

and motivate their team with a shared vision of the future. They often challenge and

inspire their followers to see beyond their own interests and work for the collective

interest of the organization (McCleskey, 2018).

Transactional Leadership. This style is more structured and rule-oriented.

Leaders using this style set clear expectations and use rewards and punishments to

motivate employees. It's more about exchanges that occur between leader and

follower (Antonakis & House, 2018). Transactional leaders operate through a

system of rewards and punishments. They believe in clear structures and systems

where specific tasks are linked to specific rewards (Ismail, et al., 2018).
 Laissez-Faire Leadership. Often seen as the opposite of authoritarian

leadership, this style involves leaders providing little direction or guidance, leaving

most decisions up to group members. It can work well in creative or entrepreneurial

environments but may lead to lack of structure in other settings (Skogstad, et al.,

2019). Laissez-faire leaders take a hands-off approach and allow group members

to make most of the decisions. They provide little to no direction and give team

members as much freedom as possible (Skogstad, et al., 2018).

Additionally, the study quantifies the extent of implementation and perceived

success of various strategies encompassing counter-terrorism, search and rescue,

crowd control and public order, surveillance and reconnaissance, training and skill

development, and community engagement. On the qualitative front, the research

aims to capture a descriptive analysis of the participants' perspectives, zeroing in

on their leadership experiences in specialized units and the strategies they perceive

as most effective.

Counter-terrorism. Jackson and Rahim's 2020 study sheds light on the

increasing trend of lone-wolf terrorist attacks. By analyzing patterns over the past

decade, the authors identified factors that drive individuals towards extremism.

Their findings underscore the need for counter-terrorism efforts to focus on

detecting isolated threats, as well as broader networks. Collins (2019) reviews

various counter-terrorism strategies implemented in metropolitan areas. He

underscores the balance needed between rigorous security measures and the

preservation of civil liberties and freedoms, suggesting that overtly stringent

measures can inadvertently boost the appeal of extremist ideologies. This research

emphasizes the role of social media in both propagating extremist ideologies and
as a tool for counter-terrorism. Park & Shen (2021) propose a model using data

analytics to detect early signs of radicalization.

Search and Rescue. Martinez and Garcia (2018) delve into the

transformative role of drone technology in wilderness search and rescue

operations. Through several case studies, they detail the advantages of drones,

such as quicker response times and wider coverage areas, concluding that they

substantially increase the chances of successful rescues.

Crowd Control and Public Order. Walker and Thompson's (2019) study

analyze the psychological dimensions of crowd control. The authors argue that

understanding crowd psychology can help law enforcement deploy non-aggressive

tactics to prevent escalation and maintain public order during protests.

Surveillance and Reconnaissance. Kim and Lee (2020) evaluate the

efficiency and accuracy of facial recognition systems in urban environments. While

highlighting their utility, they also discuss concerns related to privacy and the

potential for misuse.

Training and Skill Development. This paper assesses the potential of virtual

reality as a tool for training police officers. Douglas & Mckay (2022) find that VR-

based training can help officers in making better split-second decisions, potentially

leading to safer outcomes during confrontations.

Community Engagement. Smith and Patel (2019) examine various

community policing initiatives aimed at fostering trust between law enforcement and

diverse communities. Their findings underscore the importance of cultural sensitivity

and proactive engagement in building lasting, positive relationships.

 The outputs of the study will be twofold. First, there will be findings detailing

the prevalence of the various leadership styles and gauging the extent of the

strategies' implementation. These findings will also shed light on the supervisors'

and officers' perceptions, experiences, and assessments. The culmination of both

the quantitative and qualitative research findings will then be used to propose a

comprehensive framework for enhanced specialized police unit management. This

framework will present tangible recommendations for potential leadership style

adaptations and suggest strategic adjustments, possibly introducing innovative

strategies.

Lastly, the research emphasizes a feedback loop mechanism. Once the

proposed framework is put into practical use, its effectiveness will be continuously

monitored. Feedback and results from this implementation will be harnessed to

refine, optimize, and potentially recalibrate the framework, ensuring its continued

relevance and efficiency in guiding specialized police units towards operational

excellence.

Statement of the Problem

This study will explore the interplay of leadership and strategy in specialized

police units, as assessed by the supervisors and police officers at the PNP District

Special Operations Unit in Quezon City. The results of this study will propose a

framework for enhanced Specialized Police Unit management.

The following specific problems will be answered:

1. What is the extent of police leadership in terms of the following styles:

1.1. Authoritarian;
 1.2. Democratic;

1.3. Transformational;

1.4. Transactional; and

1.5. Laissez-faire?

2. What is the extent of strategies implemented by the PNP District Specialized

Operation Units in Quezon City classified as to:

2.1. Counter-Terrorism;

2.2. Search and Rescue;

2.3. Crowd Control and Public Order;

2.4. Surveillance and Reconnaissance;

2.5. Training and Skill Development;

2.6. Community Engagement?

3. Is there a significant interplay between leadership, strategies, and tactics

implemented in PNP District Specialized Operation Units in Quezon City?

4. How do the select participants describe the leadership and strategies employed

in PNP District Specialized Operation Units in Quezon City?

6. Based on the results of the study, what framework for enhanced Specialized

Police Unit management may be proposed?

Hypothesis

There is no significant interplay between leadership, strategies, and tactics

implemented in PNP District Specialized Operation Units in Quezon City.

Significance of the Study

Global Perspectives. The study stands as a pivotal contribution to the

broader body of global literature on police leadership and strategy, given the

increasing complexities of law enforcement challenges in the 21st century. As

countries grapple with multifaceted security issues – ranging from terrorism to civil

unrest, cyber threats, and more – understanding the nuances of leadership and

strategic execution in specialized units can offer invaluable insights. By exploring

the unique setting of the PNP District Specialized Operation Units in Quezon City,

this research can potentially serve as a comparative benchmark for other nations,

aiding them in drawing lessons and best practices suitable for their local contexts.

Department of Interior and Local Government (DILG). For the DILG, this

study promises a deeper understanding of the dynamics within the PNP's

specialized units. Armed with this knowledge, the DILG can make more informed

policy decisions, refine their training programs, and facilitate better coordination

between different law enforcement entities. The research can also aid in

highlighting potential areas of improvement, ensuring that the department's

objectives align seamlessly with on-ground realities.

Philippine National Police (PNP). Directly under the spotlight, the PNP

stands to benefit immensely. By scrutinizing leadership styles and their

effectiveness, as well as the practical application of strategies, the PNP can

enhance its operational effectiveness and efficiency. This research may reveal

gaps, challenges, and opportunities, enabling the institution to recalibrate its

approaches and potentially ushering in an era of improved police-community

relations, better resource allocation, and more adept handling of specialized tasks.

Local Government Units (LGUs). LGUs are at the frontline of governance

and service delivery, making them critical stakeholders in the realm of security and

public order. By understanding the inner workings of the PNP's specialized units,

LGUs can foster stronger collaborations with the police, ensure that their local

policies are in sync with the strategies employed by these units, and more

effectively address the unique security challenges within their jurisdictions. The

insights from this study can guide LGUs in their budgetary allocations, community

engagement strategies, and crisis response planning.

Community. At the heart of any law enforcement endeavor is the community

it serves. This study is instrumental in bridging potential gaps between the PNP and

the community. By unpacking leadership styles and strategies, and by providing a

platform for the voices of supervisors and officers, the research can demystify the

operations of specialized units for the general populace. This can foster trust,

promote understanding, and pave the way for community-police partnerships that

are rooted in mutual respect and collaboration. Moreover, an informed community

can actively contribute to enhancing security, ensuring that their needs are aptly

met by those entrusted with their protection.

In essence, this study, while centered on a specific locale, has ramifications

that echo across various spheres, from the local to the global. By unraveling the

intricate interplay of leadership and strategy in specialized police units, it promises

a tapestry of insights that can reshape practices, policies, and perceptions in the

realm of law enforcement.

Scope and Delimitation of the Study

Scope of the Study:

Subjects of the Study. The study will focus on the PNP District Special

Operations Unit in Quezon City, Philippines. While the QCPD has a total strength of

7,598 uniformed personnel, this study will concentrate on supervisors and police

officers of the Special Operations Unit given their specialized roles and

experiences.

Themes of Exploration. This research will delve into: Various leadership

styles and their prevalence within the Special Operations Unit, namely authoritarian,

democratic, transformational, transactional, and laissez-faire. The strategies

currently being implemented by the unit, spanning counter-terrorism, search and

rescue, crowd control and public order, surveillance and reconnaissance, training

and skill development, and community engagement. The interrelation between the

adopted leadership styles and the effectiveness of the aforementioned strategies.

Personal accounts and narratives of select participants about the leadership and

strategies being employed.

Outcomes. By the conclusion of this study, a framework will be proposed.

This framework will focus on enhancing the management of Specialized Police

Units based on the findings derived from the study’s objectives.

Delimitations of the Study:

 Subject Limitation. The research focuses specifically on the PNP District

Special Operations Unit in Quezon City and not on the entirety of the QCPD. As a

result, findings may not be generalizable to other departments or units within the

QCPD.

Geographic Limitation. The study is geographically limited to Quezon City.

This means that the findings might not directly apply to Special Operations Units or

similar entities in other cities or regions of the Philippines.

Methodological Limitation. Given that a portion of this study is quantitative

and qualitative in nature, involving select participant narratives, there might be

inherent subjectivity in some of the findings. These narratives provide depth but

may not be representative of the entire population of the Special Operations Unit.

Time Frame. This study will capture data and perspectives within a specific

timeframe. Given the dynamic nature of law enforcement, strategies and leadership

dynamics might evolve, and thus, the findings might have temporal limitations.

Thematic Exclusion. While the study delves deep into specific leadership

styles and strategies, other potential leadership styles and strategies outside the

ones mentioned might not be explored. The research also won’t delve into other

facets like organizational culture, morale, or external influences affecting the unit.

In summary, while this study aims to provide valuable insights into the

leadership and strategic interplay within the PNP District Special Operations Unit in

Quezon City, it is crucial for readers and policymakers to understand its specific

focus and inherent limitations. The depth of this research promises rich insights but

should be interpreted in light of its defined scope and delimitations.

Definition of Terms

The following terminologies are operationally defined:

Authoritarian Leadership. This is a leadership style characterized by an

individual leader who makes decisions unilaterally, expecting subordinates to

comply without input or feedback. Such leaders value discipline, clear directives,

and a defined hierarchy.

Community Engagement. In the context of this study, community

engagement refers to the initiatives, programs, and interactions undertaken by the

Special Operations Unit to establish, strengthen, and maintain relationships with the

community. This involves understanding community concerns, fostering trust, and

collaborating on public safety initiatives.

Counter-Terrorism. Within the scope of this research, counter-terrorism

refers to the strategies, tactics, and operations executed by the Special Operations

Unit to detect, deter, and respond to threats posed by extremist or terrorist entities

in Quezon City.

Crowd Control and Public Order. This involves strategies and tactics

employed to manage large gatherings of people, ensuring their safety, and

maintaining peace and order, especially during public events, demonstrations, or

any potential civil disturbances.

Democratic Leadership. Contrary to authoritarian, democratic leadership

involves leaders who actively seek input, opinions, and participation from group

members in the decision-making process. Decisions are typically made collectively,

promoting a sense of teamwork and collaboration.

 Laissez-faire Leadership. Also known as hands-off leadership, it's

characterized by leaders who provide minimal direction, allowing team members to

make decisions. Such leaders offer support when asked but generally let their team

handle tasks autonomously.

Leadership. For the purpose of this study, leadership is defined as the

process or act of influencing, guiding, or directing a group of individuals towards

achieving specific objectives or goals. It encompasses the behaviors,

characteristics, and styles that an individual in a position of authority exhibits to

inspire, motivate, and guide their subordinates or team members.

Search and Rescue. This pertains to the organized and systematic efforts

made by the unit to locate and save individuals who are in distress or imminent

danger, whether due to natural calamities, accidents, or other emergencies.

Special Operations Unit. In this study, the Special Operations Unit refers to a

dedicated division within the PNP (specifically in Quezon City) that specializes in

handling unique, high-risk, and specialized tasks beyond the capability of regular

police units. This may involve tactical operations, counter-terrorism, surveillance,

and other specialized missions.

Strategy. Strategy, within the context of this research, refers to a systematic

plan or set of actions designed and executed by the PNP District Special

Operations Unit to achieve specific operational outcomes. It encompasses the

tactics, methods, and practices employed to address various challenges and

scenarios that the unit encounters.

Surveillance and Reconnaissance. For this study, this refers to the covert or

overt operations carried out by the unit to gather intelligence, monitor specific
individuals or groups, and assess areas for potential threats or to gain tactical

advantages.

Training and Skill Development. This denotes the systematic programs and

sessions designed to enhance the competencies, skills, and knowledge of

members of the Special Operations Unit, ensuring they are equipped to carry out

their specialized roles effectively.

Transactional Leadership. Leaders who adopt this style focus on a system of

rewards and punishments. They set clear expectations and provide rewards (or

consequences) based on performance. It's more about routine and regimented

tasks and responsibilities.

Transformational Leadership. Transformational leaders inspire and motivate

their team members by creating a vision of the future, fostering change, and

promoting innovation. They tend to prioritize the professional and personal growth

of their subordinates.
 Methodology

Research Design

The research design for this study integrates both quantitative and qualitative

research methodologies to provide a comprehensive analysis of the interplay

between leadership styles and strategies within the context of the PNP District

Special Operations Unit in Quezon City. The dual-method approach is essential to

ensure that the study captures both empirical data and subjective experiences,

which are equally valuable in understanding the research questions. Here’s a

detailed discussion of the research design:

Quantitative Research Design. Quantitative research, characterized by the

systematic empirical investigation of observable phenomena via statistical,

mathematical, or computational techniques, will be used to address the first two

specific problems of the study.

Descriptive Statistics. To measure the extent of police leadership styles

(Authoritarian, Democratic, Transformational, Transactional, and Laissez-faire), a

structured survey instrument will be administered to a sample of police officers and

supervisors. Likert scale questions will capture the frequency and degree to which

these leadership styles are evident within the Special Operations Unit. The

gathered data will then be statistically analyzed to determine prevalence and

trends.

Strategies Implementation Assessment. The second research question,

which pertains to strategies implemented by the Special Operations Unit, will also

be addressed using descriptive statistics. A structured questionnaire, focusing on

areas such as Counter-Terrorism, Search and Rescue, Crowd Control, etc., will be
used. Responses will indicate the extent to which these strategies are employed

and their perceived effectiveness. Statistical analysis will offer insights into which

strategies are most prevalent and considered most effective.

Qualitative Research Design. Qualitative research will be employed to delve

deeper into the lived experiences, perceptions, and opinions of select participants,

offering a richer and more contextual understanding.

Semi-Structured Interviews. For the fourth research problem, qualitative data

will be collected through semi-structured interviews. These interviews, conducted

with selected participants, will be open-ended, allowing for an in-depth exploration

of how these individuals perceive and describe the leadership and strategies

employed in the Special Operations Unit. Themes and patterns emerging from

these interviews will be coded and analyzed to provide qualitative insights into

leadership and strategy interplay.

Triangulation. By combining quantitative and qualitative methodologies, the

study seeks to achieve triangulation, thus ensuring that the research findings are

robust, comprehensive, and well-rounded. This combined approach will facilitate

the collection of both hard data (quantitative) and nuanced insights (qualitative),

offering a multi-faceted understanding of leadership and strategy within the Special

Operations Unit.

In conclusion, this integrated research design ensures a holistic exploration

of leadership and strategy within the PNP District Special Operations Unit.

Quantitative methods provide empirical evidence, while qualitative methods capture

the nuances and complexities of human experience and perception. This

combination is pivotal to proposing a well-informed framework for enhanced

Specialized Police Unit management.

Research Locale

Located within the bustling metropolis of Quezon City, the District Special

Operations Unit (DSOU) operates as a pivotal branch of the Philippine National

Police (PNP). Serving the largest city in Metro Manila both in terms of population

and land area, the DSOU in Quezon City is tasked with some of the most

challenging and specialized duties within the law enforcement spectrum.

The DSOU's headquarters, often strategically placed, typically houses

advanced communication systems, operation rooms, and detention facilities. As

with many police units, the infrastructure would likely be built to facilitate rapid

response to emergencies and to serve as a base for planning and coordinating

specialized operations.

The DSOU is entrusted with distinct tasks that fall outside the realm of

regular police duties. Their operations span from counter-terrorism to search and

rescue, crowd control and public order, surveillance and reconnaissance, training

and skill development, and community engagement. Given the urban setting of

Quezon City, with its unique challenges such as high population density and varied

commercial-residential landscapes, the DSOU's strategies often need to be

dynamic and multifaceted.

While the DSOU focuses on specialized tasks, it is not isolated from the

broader PNP framework. It operates in synergy with other units, ensuring that the

overarching goal of maintaining law and order in Quezon City is achieved. Regular
collaborations, intelligence sharing, and joint operations with other PNP units

ensure that the DSOU remains integrated into the larger law enforcement

machinery.

Given the diverse demographics of Quezon City, community engagement

becomes crucial. The DSOU, in its capacity, not only carries out operations but also

engages with community leaders, local organizations, and the general public. This

is vital for building trust, gathering intelligence, and ensuring that the DSOU's

operations are aligned with the community's needs.

To address the wide array of challenges and to stay abreast of the evolving

nature of crime and security threats, DSOU personnel undergo rigorous training

sessions. These often encompass both physical training and cognitive skill

development, ensuring that officers are equipped to handle the multifaceted

challenges they face.

In summary, the District Special Operations Unit in Quezon City serves as a

cornerstone in the PNP's efforts to maintain safety and order within the city's

confines. Its strategic position within the city's law enforcement framework,

combined with its specialized mandate, makes it a critical entity in the broader

police landscape of the Philippines.

Population and Sampling Design

The District Special Operations Unit (DSOU) within the Quezon City Police

District (QCPD) stands as a critical segment of the policing landscape, consisting of

a unique hierarchy of personnel. Specifically, the DSOU is composed of 1 Police

Lieutenant Colonel (PLTCOL), 3 Police Majors (PMAJ), 2 Police Captains (PCPT),

and 47 Police Non-Commissioned Officers (PNCO), culminating in a total of 53

personnel. In contrast, the broader expanse of the QCPD encompasses a robust

roster of 7,598 uniformed personnel, illustrating the DSOU's specialized stature

within this expansive organization.

For the purpose of this study, the research will employ a purposive sampling

technique. As elucidated by Etikan, Musa, and Alkassim (2016), purposive

sampling, alternatively termed as judgmental, selective, or subjective sampling,

stands as a non-probability sampling approach. This technique is rooted in the

researcher's discretion to select distinct members from the population who can offer

pertinent and profound insights into the research matter at hand. Given the niche

nature of the DSOU and the study's aspirations to unearth specific nuances, this

sampling methodology is deemed apt. By using this approach, the research

ensures that those chosen for participation are intricately intertwined with DSOU's

leadership dynamics and strategic orientations, rendering them optimally positioned

to furnish insights into the unit's modus operandi.

Envisaging the sample breakdown in alignment with DSOU's hierarchical

configuration, the lone PLTCOL, by virtue of being the sole representative of top-tier

leadership, will be integral to the sample. From the PMAJ tier, a selection of two out

of the three incumbents will be incorporated to capture a gamut of mid-level

leadership insights. All the two PCPTs, in view of their limited number, will be

inducted into the study. Lastly, a judicious selection of around 10 PNCOs will be

encompassed, aiming to capture a spectrum of ground-level perspectives.

Collectively, this would translate to a sample size of approximately 15 DSOU

personnel, meticulously chosen to balance representativeness with qualitative

depth.

Research Instrument

The study utilized a mixed-methods approach combining both quantitative

and qualitative data gathering techniques. This dual method ensures a

comprehensive understanding of the research objectives (Creswell & Clark, 2017).

The references for the instrumentation section can be found below in APA format.

Research Instrument: Questionnaire for Police Officers and Supervisors. The

primary quantitative instrument used was a structured questionnaire designed to

gauge police officers' and supervisors' perceptions of various leadership styles in

the PNP Special Operations Unit. The questionnaire comprised two main parts.

In Part I, participants were asked to rate their supervisor's leadership style

across five categories: Authoritarian, Democratic, Transformational, Transactional,

and Laissez-faire Leadership. For each leadership style, a range of descriptors was

provided, with an arbitrary scale ranging from 1 (Ineffective) to 5 (Excellent). This

Likert scale facilitated the measurement of perceptions and attitudes regarding

leadership behaviors.

Part II of the questionnaire concentrated on the strategies implemented in

the PNP Special Operations Unit. Here, participants rated various strategies in

areas such as Counter-Terrorism, Search and Rescue, Crowd Control and Public

Order, Surveillance and Reconnaissance, Training and Skill Development, and

Community Engagement. The scoring system, like the previous section, used a

scale, but this time from 1 (Never) to 5 (Often).

 Research Instrument: Semi-Structured Interview Guide. Complementing the

quantitative data, a semi-structured interview guide was developed to glean deeper

insights into the perspectives of participants on various leadership strategies in the

Special Operations Unit. The interview questions were crafted to be open-ended,

facilitating an in-depth exploration of participants' perceptions across different areas

like Counter-Terrorism, Search and Rescue, and Community Engagement. The

semi-structured nature of the interviews enabled researchers to delve deeper into

specific areas based on participants' responses, providing rich, qualitative data

(Patton, 2015).

Data Gathering Procedure

In research, the procedure for data gathering is paramount in ensuring the

accuracy, reliability, and validity of results. Firstly, to uphold the validity and

reliability of questionnaires and instruments, they must undergo meticulous testing.

Validation ensures that an instrument genuinely measures the intended construct.

This can be achieved through content validity, where experts assess if the

instrument adequately covers the topic, and criterion validity, which correlates the

instrument's results with a known measure. Reliability, on the other hand, speaks to

the consistency of the instrument. Methods like the test-retest approach and

assessing internal consistency using tools like Cronbach's alpha can establish this.

Before deploying any instrument, gaining permissions and undergoing pilot testing

is vital. This phase, termed the request for instrument administration, refines the

questionnaire and ensures its clarity and appropriateness.

 Once the instrument is set, gathering quantitative data typically involves

distributing the questionnaire broadly, either physically or electronically. It's

essential to maintain a keen eye on the response rate and act with reminders if

necessary. In contrast, gathering qualitative data often involves more intimate

methods like interviews. Here, participants are carefully selected to represent varied

perspectives, and interviews are conducted, often with recording devices to ensure

accuracy. In addition, researchers often maintain field notes to capture nuances

and insights.

Post data collection, the treatment and processing of quantitative data

require rigorous methods. Data entry into statistical software must be precise,

followed by a phase of data cleaning to root out errors or inconsistencies.

Subsequent analysis might employ a range of statistical tests, from simple

descriptive statistics to more complex analyses like regression. In parallel,

qualitative data, especially from interviews, undergoes thematic analysis. This starts

with transcribing the interviews, followed by multiple readings to gain familiarity. The

data is then coded, leading to the emergence of themes, which are then refined,

defined, and narrated, always supported by verbatim quotes from the participants.

This intricate dance between methodology and data ensures the research's

robustness and validity.

Ethical Considerations

Studying the interplay of leadership and strategy within the Philippine

National Police’s (PNP) District Special Operations Unit in Quezon City demands a

heightened awareness of ethical considerations. First and foremost, given the

potentially sensitive nature of police operations, assuring participants of strict

confidentiality and anonymity is essential. Any revealing information should be

carefully masked in subsequent reports to prevent undue exposure or harm. Prior to

engagement, participants should be provided a clear outline of the research's

objectives and methodologies through informed consent, ensuring they understand

their voluntary role and their right to withdraw at any point. It's vital to be cognizant

of the potential physical and psychological risks; discussions might inadvertently

trigger distressing memories, requiring a support system or counseling referrals.

Beyond the individual, the organizational and political layers of the PNP can't be

overlooked. Researchers must tread carefully, being attuned to the organization's

sensitivities, and ensuring objectivity to avoid being swayed by personal biases or

political undercurrents. Gaining authentic access can be a challenge; therefore,

transparency about the research's limitations, if any, is pivotal. Furthermore,

researchers should respect the PNP's cultural and hierarchical norms, fostering an

environment of mutual respect and trust. Lastly, an ethical obligation exists to circle

back to the PNP with findings, bridging the gap between research and practical

implications while honoring participants' contributions.

Statistical Treatment of Data

To determine the prevalence of specific police leadership styles, such as

Authoritarian, Democratic, Transformational, Transactional, and Laissez-faire, the

weighted mean is utilized. Through this method, respondents might rate the

prominence of each leadership style on a scale, like a Likert-scale. The weighted

mean then computes an average that indicates the most dominant or prevalent

leadership styles based on the respondents' perceptions. The "weighted" aspect

ensures that particular responses, based on specific criteria, have more influence

on the resulting mean, thus allowing for a more nuanced understanding of

leadership style prevalence.

Similarly, when gauging the extent of various strategies implemented, such

as Counter-Terrorism, Search and Rescue, Crowd Control and Public Order,

Surveillance and Reconnaissance, Training and Skill Development, and Community

Engagement, the weighted mean is again the chosen method. This aids in

determining which strategies are perceived to be more prominently implemented or

prioritized in the unit.

The study also seeks to uncover whether there's a notable relationship

between the leadership styles and the strategies and tactics implemented. To

discern this relationship, the Pearson r correlation is used. This statistical tool

measures the strength and direction of a linear relationship between two variables.

A strong positive correlation would suggest that as one variable increases, the other

does too, and vice versa for a negative correlation. In this context, it helps identify if

specific leadership styles correlate with the adoption of certain strategies.

Lastly, to delve into the qualitative aspect of how participants perceive and

describe the leadership and strategies in the PNP District Specialized Operation

Units, thematic analysis is employed. Through this qualitative method, patterns or

themes within the participants' responses are identified, analyzed, and reported.

This offers a deeper, narrative-driven insight into the intricacies of leadership and

strategic implementation, enriching the quantitative findings.

Results and Discussion

Presentation of Results (based on SOP) – Tables/Graphs/Text

Discussion (Conclusion and Recommendation)

Research Output
References

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Questionnaire/Instrument

RESEARCH INSTRUMENT
Questionnaire for Police Officers
Name : ____________________ (optional)
Part I. Extent of Police Leadership. Please put a checkmark on the leadership
styles your supervisor employs in the PNP Special Operations Unit using the
following arbitrary scale of values:
Authoritarian Leadership

Score: 1 (Ineffective)

Verbal Interpretation: Completely Autocratic

Description: Makes all decisions unilaterally and punishes subordinates for questioning authority.

Score: 2 (Needs Improvement)

Verbal Interpretation: Highly Directive

Description: Provides strict instructions but does not engage in open punishment. No room for
feedback.

Score: 3 (Average)

Verbal Interpretation: Directive but Reasonable

Description: Provides clear directions and occasionally listens to subordinate input but maintains a
strong control.

Score: 4 (Good)

Verbal Interpretation: Directive with Some Flexibility

Description: Maintains a strong control but allows for some feedback and minor participation from
subordinates.

Score: 5 (Excellent)

Verbal Interpretation: Balanced Authoritarian

Description: Provides a clear chain of command but also encourages feedback and small levels of
participation from subordinates.

Authoritarian Leadership 5 4 3 2 1
decisions are made without consulting the subordinates

directs and controls

uses coercive power to enforce rules

provides detailed instructions to subordinates

monitors the performance of the subordinates closely

makes all decisions unilaterally

uses punishment as a way of enforcing discipline

 prefers to have a clear and rigid chain of command

insists on being the sole authority on all decisions

rejects feedback or suggestions from subordinates?

Democratic Leadership

Score: 1 (Ineffective)

Verbal Interpretation: Neglects Participation

Description: Rarely involves subordinates in decision-making and limits open communication.

Score: 2 (Needs Improvement)

Verbal Interpretation: Limited Participation

Description: Occasionally involves subordinates in decision-making but does not value their opinions
highly.

Score: 3 (Average)

Verbal Interpretation: Moderate Participation

Description: Involves subordinates in decision-making processes sometimes and allows for some open
communication.

Score: 4 (Good)

Verbal Interpretation: High Participation

Description: Frequently involves subordinates in decision-making and encourages open

communication.

Score: 5 (Excellent)

Verbal Interpretation: Fully Democratic

Description: Consistently involves subordinates in decision-making, values their opinions, and fosters a
team spirit.

Democratic Leadership 5 4 3 2 1
involves subordinates in decision-making processes

encourages open communication and feedback

facilitates group discussions to solve problems

encourages subordinates to share their ideas and opinions

uses participative decision-making techniques

delegates responsibilities to subordinates

considers the needs and interests of the subordinates

seeks consensus before making decisions

facilitates the development of team spirit

involves subordinates in the goal-setting process

Transformational Leadership
 Score: 1 (Ineffective)

Verbal Interpretation: Lacks Inspiration

Description: Rarely inspires subordinates or shows concern for their development.

Score: 2 (Needs Improvement)

Verbal Interpretation: Minimally Inspirational

Description: Shows some elements of inspiration but lacks consistency and depth in engagement with
subordinates.

Score: 3 (Average)

Verbal Interpretation: Moderately Inspirational

Description: Often inspires subordinates and encourages personal and professional growth.

Score: 4 (Good)

Verbal Interpretation: Highly Inspirational

Description: Consistently inspires subordinates, encourages growth, and establishes a clear,

compelling vision for the future.

Score: 5 (Excellent)

Verbal Interpretation: Exceptionally Inspirational

Description: Not only inspires and encourages growth but also successfully transforms the
organizational culture.

Transformational Leadership 5 4 3 2 1
inspires subordinates to go beyond their self-interests for the
good of the organization

stimulates subordinates to think creatively and innovatively

acts as role models for subordinates

encourages subordinates to develop their own leadership

potential

articulates a clear and compelling vision for the future

shows genuine concern for the needs and feelings of

subordinates

empowers subordinates by giving them autonomy and

responsibility

encourages subordinates to challenge their own beliefs and

values

recognizes and rewards the contributions of subordinates

creates a supportive and encouraging work environment

Transactional Leadership
 Score: 1 (Ineffective)

Verbal Interpretation: No Structure

Description: Lacks clear goals, rewards, or feedback systems.

Score: 2 (Needs Improvement)

Verbal Interpretation: Inconsistent Structure

Description: Provides occasional feedback and rewards but lacks consistency.

Score: 3 (Average)

Verbal Interpretation: Moderate Structure

Description: Establishes clear goals and provides consistent feedback and rewards.

Score: 4 (Good)

Verbal Interpretation: Strong Structure

Description: Maintains clear goals, provides immediate feedback, and effectively uses rewards and
punishments.

Score: 5 (Excellent)

Verbal Interpretation: Exceptionally Structured

Description: Establishes and communicates exceptionally clear goals, and immediate feedback, and
has a highly effective reward and punishment system.

Transactional Leadership 5 4 3 2 1
sets clear goals and expectations for subordinates

provides feedback to subordinates on their performance

uses rewards and punishments to influence subordinate

behavior

focuses on the achievement of objectives and adherence to

standards

monitors subordinates’ performance to identify deviations

from standards

emphasizes the importance of fulfilling contractual

obligations

clarifies the roles and responsibilities of subordinates

uses a structured approach to problem-solving

encourages compliance with rules and procedures

establishes a formal system of rewards and sanctions

Laissez-faire Leadership

Score: 1 (Ineffective)

Verbal Interpretation: Completely Disengaged

Description: Provides no guidance, feedback, or support to subordinates.

 Score: 2 (Needs Improvement)

Verbal Interpretation: Minimally Engaged

Description: Occasionally offers some guidance but largely leaves subordinates to their own devices.

Score: 3 (Average)

Verbal Interpretation: Moderately Engaged

Description: Provides enough freedom for subordinates to make decisions while being available for
consultation.

Score: 4 (Good)

Verbal Interpretation: Highly Engaged Laissez-faire

Description: Gives freedom but also provides resources and support needed for subordinates to make
good decisions.

Score: 5 (Excellent)

Verbal Interpretation: Optimally Engaged

Description: Provides the perfect balance of freedom and support, enabling subordinates to take
responsibility and make excellent decisions.

Laissez-faire Leadership 5 4 3 2 1
allows subordinates to make decisions on their own

provides minimal guidance and supervision to subordinates

adopts a hands-off approach to leadership

allows subordinates to determine their own goals and

methods

avoids getting involved in the decision-making process

provides subordinates with the freedom to solve problems

on their own

refrains from giving feedback unless absolutely necessary

allows subordinates to work at their own pace

encourages subordinates to take responsibility for their own

actions

avoids taking a stand on issues and making decisions

Part II. Extent of Strategies implemented in the PNP Special Operations Unit.
Please put a checkmark on the space assessing the strategies implemented in the
PNP Special Operations Unit using the following score and verbal interpretation:
Score Verbal Interpretation
5 Often (O)
 4 Always (A)
3 Sometimes (So)
2 Seldom (Se)
1 Never (N)

Counter-Terrorism 5 4 3 2 1
Intelligence Gathering and Analysis: Establish robust
intelligence networks both domestically and
internationally to monitor and predict terrorist activities.
Multi-Agency Coordination: Collaborate with various
governmental and non-governmental organizations to
create a comprehensive counter-terrorism approach.
Pre-Emptive Action: Use gathered intelligence to act
before a terrorist event can occur. This can include
arrests, asset freezing, and raids.
Public Awareness and Preparedness: Educate the
public about the signs of terrorism and what to do in the
event of an attack to minimize casualties.
Counter-Radicalization Programs: Work within
communities to identify and address factors that
contribute to radicalization, such as social isolation or
poverty.

Search and Rescue 5 4 3 2 1

Pre-Deployment Readiness: Ensure that all search
and rescue personnel are fully trained and equipped for
a variety of emergency scenarios.
Advanced Technology Utilization: Use technologies
like drones, heat-seeking cameras, and advanced GPS
to improve search capabilities.
Local Collaboration: Collaborate with local experts
and authorities who know the geography and may aid
in the search.
Central Command and Coordination: Establish a
centralized command post to coordinate the search and
rescue operations effectively.
Continuous Assessment: After each mission, conduct
a thorough debrief and assessment to learn from any
mistakes or inefficiencies.

Crowd Control and Public Order 5 4 3 2 1

Advanced Planning and Preparedness: Identify
potential flashpoints and assemble adequate staffing
and barriers well in advance of public events.
Communication Strategy: Establish clear lines of
communication between command centers and field
officers and also between police and the public.
Non-Lethal Tactics: Use non-lethal means, such as
rubber bullets or tear gas, as primary tools for
controlling unruly crowds.
Immediate Medical Response: Have medical teams
on standby to treat any injuries to both the public and
officers.
Real-time Monitoring: Use aerial surveillance or CCTV
feeds to monitor crowd movements and adapt
strategies as situations evolve.

Surveillance and Reconnaissance 5 4 3 2 1

Human Intelligence (HUMINT): Utilize undercover
agents and informants to gather information.
Signal Intelligence (SIGINT): Monitor electronic
communications to track illegal activities.
High-Tech Surveillance Tools: Utilize high-resolution
cameras, drones, and other advanced tech for real-time
information gathering.
Data Analytics: Use advanced software for real-time
analytics of collected data to predict criminal activities.
Covert Operations: Train specialized units for
undercover operations to infiltrate criminal
organizations.

Training and Skill Development 5 4 3 2 1

Scenario-Based Training: Utilize virtual reality or
controlled environments to simulate real-life situations.
Continuous Professional Development: Offer
courses, workshops, and seminars on evolving police
procedures and technologies.
Physical Fitness Programs: Maintain regular physical
training programs to ensure that all officers meet fitness
requirements.
Psychological Training: Train officers in de-escalation
techniques, cultural sensitivity, and stress
management.
Specialized Skill Training: Provide training programs
for specialized skills like cybercrime investigation,
counter-terrorism, and advanced forensics.

Community Engagement 5 4 3 2 1
Community Policing: Assign officers to specific
neighborhoods to foster relationships and build trust
with local communities.
Public Forums: Hold regular public meetings to
discuss community concerns and law enforcement
activities.
Youth Outreach Programs: Develop programs aimed
at engaging with the youth to prevent criminal behavior
and to build trust.
Transparency and Accountability: Publicly report on
activities, achievements, and challenges, possibly
through an annual report or frequent updates.
Collaborative Partnerships: Partner with local
organizations, schools, and businesses to jointly
address community issues and sponsor events.
 SEMI-STRUCTURED INTERVIEW GUIDE

Counter-Terrorism:
"How do participants perceive the effectiveness and adaptability of leadership
strategies in addressing evolving terrorism threats in Quezon City?"

Search and Rescue:

"How do the participants characterize the leadership's preparedness and response
mechanisms in search and rescue operations during emergencies?"

Crowd Control and Public Order:

"What are the participants' views on the leadership's approach towards maintaining
public order, especially during large gatherings and potential disruptions?"

Surveillance and Reconnaissance:

"How do participants describe the leadership's emphasis on technology,
intelligence, and human resources in the surveillance and reconnaissance
operations?"

Training and Skill Development:

"How do the participants perceive the leadership's commitment to continuous
training, skill development, and capacity-building within the specialized operation
units?"

Community Engagement:
"How do participants view the leadership's strategies in fostering trust,
collaboration, and proactive involvement with the community?"
 RESEARCH INSTRUMENT
Questionnaire for Police Supervisors
Name : ____________________ (optional)
Part I. Extent of Police Leadership. Please put a checkmark on the leadership
styles you employ in the PNP Special Operations Unit using the following arbitrary
scale of values:
Authoritarian Leadership

Score: 1 (Ineffective)

Verbal Interpretation: Completely Autocratic

Description: Makes all decisions unilaterally and punishes subordinates for questioning authority.

Score: 2 (Needs Improvement)

Verbal Interpretation: Highly Directive

Description: Provides strict instructions but does not engage in open punishment. No room for
feedback.

Score: 3 (Average)

Verbal Interpretation: Directive but Reasonable

Description: Provides clear directions and occasionally listens to subordinate input but maintains a
strong control.

Score: 4 (Good)

Verbal Interpretation: Directive with Some Flexibility

Description: Maintains a strong control but allows for some feedback and minor participation from
subordinates.

Score: 5 (Excellent)

Verbal Interpretation: Balanced Authoritarian

Description: Provides a clear chain of command but also encourages feedback and small levels of
participation from subordinates.

Authoritarian Leadership 5 4 3 2 1
decisions are made without consulting the subordinates

directs and controls

uses coercive power to enforce rules

provides detailed instructions to subordinates

monitors the performance of the subordinates closely

makes all decisions unilaterally

 uses punishment as a way of enforcing discipline

prefers to have a clear and rigid chain of command

insists on being the sole authority on all decisions

rejects feedback or suggestions from subordinates?

Democratic Leadership

Score: 1 (Ineffective)

Verbal Interpretation: Neglects Participation

Description: Rarely involves subordinates in decision-making and limits open communication.

Score: 2 (Needs Improvement)

Verbal Interpretation: Limited Participation

Description: Occasionally involves subordinates in decision-making but does not value their opinions
highly.

Score: 3 (Average)

Verbal Interpretation: Moderate Participation

Description: Involves subordinates in decision-making processes sometimes and allows for some open
communication.

Score: 4 (Good)

Verbal Interpretation: High Participation

Description: Frequently involves subordinates in decision-making and encourages open

communication.

Score: 5 (Excellent)

Verbal Interpretation: Fully Democratic

Description: Consistently involves subordinates in decision-making, values their opinions, and fosters a
team spirit.

Democratic Leadership 5 4 3 2 1
involves subordinates in decision-making processes

encourages open communication and feedback

facilitates group discussions to solve problems

encourages subordinates to share their ideas and opinions

uses participative decision-making techniques

delegates responsibilities to subordinates

considers the needs and interests of the subordinates

seeks consensus before making decisions

facilitates the development of team spirit

 involves subordinates in the goal-setting process
Transformational Leadership

Score: 1 (Ineffective)

Verbal Interpretation: Lacks Inspiration

Description: Rarely inspires subordinates or shows concern for their development.

Score: 2 (Needs Improvement)

Verbal Interpretation: Minimally Inspirational

Description: Shows some elements of inspiration but lacks consistency and depth in engagement with
subordinates.

Score: 3 (Average)

Verbal Interpretation: Moderately Inspirational

Description: Often inspires subordinates and encourages personal and professional growth.

Score: 4 (Good)

Verbal Interpretation: Highly Inspirational

Description: Consistently inspires subordinates, encourages growth, and establishes a clear,

compelling vision for the future.

Score: 5 (Excellent)

Verbal Interpretation: Exceptionally Inspirational

Description: Not only inspires and encourages growth but also successfully transforms the
organizational culture.

Transformational Leadership 5 4 3 2 1
inspires subordinates to go beyond their self-interests for the
good of the organization

stimulates subordinates to think creatively and innovatively

acts as role models for subordinates

encourages subordinates to develop their own leadership

potential

articulates a clear and compelling vision for the future

shows genuine concern for the needs and feelings of

subordinates

empowers subordinates by giving them autonomy and

responsibility

encourages subordinates to challenge their own beliefs and

values

recognizes and rewards the contributions of subordinates

 creates a supportive and encouraging work environment
Transactional Leadership

Score: 1 (Ineffective)

Verbal Interpretation: No Structure

Description: Lacks clear goals, rewards, or feedback systems.

Score: 2 (Needs Improvement)

Verbal Interpretation: Inconsistent Structure

Description: Provides occasional feedback and rewards but lacks consistency.

Score: 3 (Average)

Verbal Interpretation: Moderate Structure

Description: Establishes clear goals and provides consistent feedback and rewards.

Score: 4 (Good)

Verbal Interpretation: Strong Structure

Description: Maintains clear goals, provides immediate feedback, and effectively uses rewards and
punishments.

Score: 5 (Excellent)

Verbal Interpretation: Exceptionally Structured

Description: Establishes and communicates exceptionally clear goals, and immediate feedback, and
has a highly effective reward and punishment system.

Transactional Leadership 5 4 3 2 1
sets clear goals and expectations for subordinates

provides feedback to subordinates on their performance

uses rewards and punishments to influence subordinate

behavior

focuses on the achievement of objectives and adherence to

standards

monitors subordinates’ performance to identify deviations

from standards

emphasizes the importance of fulfilling contractual

obligations

clarifies the roles and responsibilities of subordinates

uses a structured approach to problem-solving

encourages compliance with rules and procedures

establishes a formal system of rewards and sanctions

Laissez-faire Leadership

Score: 1 (Ineffective)
 Verbal Interpretation: Completely Disengaged

Description: Provides no guidance, feedback, or support to subordinates.

Score: 2 (Needs Improvement)

Verbal Interpretation: Minimally Engaged

Description: Occasionally offers some guidance but largely leaves subordinates to their own devices.

Score: 3 (Average)

Verbal Interpretation: Moderately Engaged

Description: Provides enough freedom for subordinates to make decisions while being available for
consultation.

Score: 4 (Good)

Verbal Interpretation: Highly Engaged Laissez-faire

Description: Gives freedom but also provides resources and support needed for subordinates to make
good decisions.

Score: 5 (Excellent)

Verbal Interpretation: Optimally Engaged

Description: Provides the perfect balance of freedom and support, enabling subordinates to take
responsibility and make excellent decisions.

Laissez-faire Leadership 5 4 3 2 1
allows subordinates to make decisions on their own

provides minimal guidance and supervision to subordinates

adopts a hands-off approach to leadership

allows subordinates to determine their own goals and

methods

avoids getting involved in the decision-making process

provides subordinates with the freedom to solve problems

on their own

refrains from giving feedback unless absolutely necessary

allows subordinates to work at their own pace

encourages subordinates to take responsibility for their own

actions

avoids taking a stand on issues and making decisions

Part II. Extent of Strategies implemented in the PNP Special Operations Unit.
Please put a checkmark on the space assessing the strategies implemented in the
PNP Special Operations Unit using the following score and verbal interpretation:
Score Verbal Interpretation
 5 Often (O)
4 Always (A)
3 Sometimes (So)
2 Seldom (Se)
1 Never (N)

Counter-Terrorism 5 4 3 2 1
Intelligence Gathering and Analysis: Establish robust
intelligence networks both domestically and
internationally to monitor and predict terrorist activities.
Multi-Agency Coordination: Collaborate with various
governmental and non-governmental organizations to
create a comprehensive counter-terrorism approach.
Pre-Emptive Action: Use gathered intelligence to act
before a terrorist event can occur. This can include
arrests, asset freezing, and raids.
Public Awareness and Preparedness: Educate the
public about the signs of terrorism and what to do in the
event of an attack to minimize casualties.
Counter-Radicalization Programs: Work within
communities to identify and address factors that
contribute to radicalization, such as social isolation or
poverty.

Search and Rescue 5 4 3 2 1

Pre-Deployment Readiness: Ensure that all search
and rescue personnel are fully trained and equipped for
a variety of emergency scenarios.
Advanced Technology Utilization: Use technologies
like drones, heat-seeking cameras, and advanced GPS
to improve search capabilities.
Local Collaboration: Collaborate with local experts
and authorities who know the geography and may aid
in the search.
Central Command and Coordination: Establish a
centralized command post to coordinate the search and
rescue operations effectively.
Continuous Assessment: After each mission, conduct
a thorough debrief and assessment to learn from any
mistakes or inefficiencies.

Crowd Control and Public Order 5 4 3 2 1

Advanced Planning and Preparedness: Identify
potential flashpoints and assemble adequate staffing
and barriers well in advance of public events.
Communication Strategy: Establish clear lines of
communication between command centers and field
officers and also between police and the public.
Non-Lethal Tactics: Use non-lethal means, such as
rubber bullets or tear gas, as primary tools for
controlling unruly crowds.
Immediate Medical Response: Have medical teams
on standby to treat any injuries to both the public and
officers.
Real-time Monitoring: Use aerial surveillance or CCTV
feeds to monitor crowd movements and adapt
strategies as situations evolve.

Surveillance and Reconnaissance 5 4 3 2 1

Human Intelligence (HUMINT): Utilize undercover
agents and informants for gathering information.
Signal Intelligence (SIGINT): Monitor electronic
communications to track illegal activities.
High-Tech Surveillance Tools: Utilize high-resolution
cameras, drones, and other advanced tech for real-time
information gathering.
Data Analytics: Use advanced software for real-time
analytics of collected data to predict criminal activities.
Covert Operations: Train specialized units for
undercover operations to infiltrate criminal
organizations.
 Training and Skill Development 5 4 3 2 1
Scenario-Based Training: Utilize virtual reality or
controlled environments to simulate real-life situations.
Continuous Professional Development: Offer
courses, workshops, and seminars on evolving police
procedures and technologies.
Physical Fitness Programs: Maintain regular physical
training programs to ensure that all officers meet fitness
requirements.
Psychological Training: Train officers in de-escalation
techniques, cultural sensitivity, and stress
management.
Specialized Skill Training: Provide training programs
for specialized skills like cybercrime investigation,
counter-terrorism, and advanced forensics.

Community Engagement 5 4 3 2 1
Community Policing: Assign officers to specific
neighborhoods to foster relationships and build trust
with local communities.
Public Forums: Hold regular public meetings to
discuss community concerns and law enforcement
activities.
Youth Outreach Programs: Develop programs aimed
at engaging with the youth to prevent criminal behavior
and to build trust.
Transparency and Accountability: Publicly report on
activities, achievements, and challenges, possibly
through an annual report or frequent updates.
Collaborative Partnerships: Partner with local
organizations, schools, and businesses to jointly
address community issues and sponsor events.

SEMI-STRUCTURED INTERVIEW GUIDE

Counter-Terrorism:
"How do participants perceive the effectiveness and adaptability of leadership
strategies in addressing evolving terrorism threats in Quezon City?"

Search and Rescue:

"How do the participants characterize the leadership's preparedness and response
mechanisms in search and rescue operations during emergencies?"

Crowd Control and Public Order:

"What are the participants' views on the leadership's approach towards maintaining
public order, especially during large gatherings and potential disruptions?"

Surveillance and Reconnaissance:

"How do participants describe the leadership's emphasis on technology,
intelligence, and human resources in the surveillance and reconnaissance
operations?"

Training and Skill Development:

"How do the participants perceive the leadership's commitment to continuous
training, skill development, and capacity-building within the specialized operation
units?"

Community Engagement:
"How do participants view the leadership's strategies in fostering trust,
collaboration, and proactive involvement with the community?"