Question 5 [17] Read the case study below and answer the question that follows: CASE STUDY RESOLVING GENDER IMBALANCE IN POLICING Women leaders have increasingly been identified as key players in achieving organisational change in policing, Studies on senior policewomen (eg, 2007. Policing and Society Journal, 17(1) suggest that they often adopt transformational leadership styles, which entail different approaches to leadership than those traditionally associated with police organisations. This style of leadership has become widely recognised as crucial to effecting real changes in the organisational environment Irrespective of such potential, there is a huge misconception concerning women and policing that impedes achieving gender balance. Traditionally, policing has been associated with stereotypes of masculinity. The occupation is considered uncomfortable for women and women in the police are often viewed as deviants. Women are systematically excluded because they are thought to be physically and temperamentally unsuited for the rigours of police work. Explanations provided for the resistance include the belief that women fail to sustain police careers because they have children. The bedrock of the barriers to women as police officers are, however, the cultural perspectives within society and the police service. Many police departments throughout the world, especially in Africa, follow an aggressive crime - Fighting model that stresses the traditional masculine aspects of policing. Indeed, traditionally 'female' traits do not favour force-orientated policing. Research suggests that the uniquely gendered contributions of females are minimised in traditional modes of policing. But in reality, policing involves providing diverse services that do not need physical force and aggression. Instead, they require activities and behaviours that most people, including police officers themselves, tend to disdain as feminine, Such behaviours and activities are, however, promoted by the modern concepts and models of policing service-oriented policing, community policing and problem-solving policing The prevalent gender imbalance has an impact on the opportunities for advancement of female officers. To ensure better communication and reduce uncertainty, male police leaders usually favour appointing male officers (similar individuals) in senior positions instead of female officers. This process continues to exclude women from upward mobility. That in turn sets up a cycle of discouragement and lowered motivation for female officers which inhibits performance, reduces organisational recognition and further limits chances of advancement On the other hand, female officers who happen to be in senior leadership positions are also negatively affected by the fact that they are very few in number. Since they are in a position that is considered unusual, they remain highly visible and attract a disproportionate share of attention. Any defects, even very minor ones, are quickly noticed, maximised, and used to reinforce already established prejudices. The literature indicates that serving policewomen do aspire more to specialist duties, and they believe that they are prevented from being appointed to leadership positions. Adopted from: Smit, P.), Botha, T. & Vibe, M. J. 2020. Management principles. A contemporary edition for Africa. 9 edition, Cape Town: Juta Explain how the South African Police Services (SAPS) can solve gender imbalance within the organisation