Organizational Behavior in Criminal Justice Essay Example for Free

organizational Behavior in Criminal Justice Essay organizational conduct in a fell legal expert agency is the way in which employees and their superiors interact amongst themselves and with one another both positively and negatively. organizational behavior itself is the study of social conduct as it relates to the confines of a specific group. It is the study of how an one-on-one or group interacts with one another and the dynamics of the personal relationships that evolve from that contact (Duan, Lam, Chen, Zhong, 2010). The shifting range of a function trends describe by Schermerhorn, Hunt, and Osborn (2008) flock be used to delve further into the understanding of the organizational behavior that exists in most criminal justice agencies. The archetypical performance falls into one of seven categories perpetration to ethical behavior, importance of human nifty, demise of command-and-control, emphasis on team work, pervasive influence of data technology, respect for new custody expectations, and changing c beers. From these trends both positive and negative characteristics of criminal justice agencies can be identified.Commitment to ethical behavior Highly publicized scandals involving unethical and illegal business practices affect concerns for ethical behavior in the workplace there is growing intolerance for breaches of public faith by organizations and those who run them (Schermerhorn, Hunt, Osborn, 2008, para. 14). In criminal justice agencies ethical violations often are handled with little fan fair. any(prenominal) level of impropriety introduced in the prying public eye can come innumerous repercussions. The injury of public support and trust can be a huge task, but it affects the internal grammatical construction too. Depending on how fairly and swiftly the situation is handled determines whether or not those in charge gain or lose respect. Judgments will be passed on how the situation was controlled, and how it should have be en dealt with. In delicate matters like this behaviors of retribution and accusations of bias are important to be kept at a minimum.Importance of human capital A dynamic and complex environment poses continuous challenges sustained success is earned through knowledge, experience, and commitments of good deal as valuable human assets of organizations (Schermerhorn, Hunt, Osborn, 2008, para. 14). The workforce is the heart of a criminal justice agency. It should be the wizard most cherished asset. The appreciation of experience by an organization is vital. But more importantly the recognition, respect, and tendency by new members and seasoned is a must. This necessity recognizes a clear chain of command and good example of training. Demise of command-and-control Traditional hierarchical structures are proving incapable of handling new environmental pressures and demands they are universe replaced by flexible structures and participatory work settings that fully value human capi tal (Schermerhorn, Hunt, Osborn, 2008, para. 14). Shared function and the extinction of the because it has always been done that way is a requirement in the modern criminal justice agency. It is being replaced by the attitude that the old way is not always the best way, and we all have a lot to learn from one another.While command still flows in one complaint ideas can come from anywhere. Emphasis on teamwork Organizations today are less vertical and more even in focus driven by complex environments and customer demands, work is increasingly team found with a focus on peer contributions (Schermerhorn, Hunt, Osborn, 2008, para. 14). In a criminal justice agency teamwork whitethorn have become common place, but improvements still need to be made in the sphere of influence of information sharing. While no man is an island, neither is an agency. For the sake of public welfare resources need to be pooled. Pervasive influence of information technology As computers penetrate all asp ects of the workplace, implications for workflows, work arrangements, and organizational systems and processes are far-reaching (Schermerhorn, Hunt, Osborn, 2008, para. 14). We are in the information technology age and the correct resources and know-how can be the deciding means in the constant struggle between criminals and policing agencies.Increased educational and computer skills demands are needed to elevate and maintain an advantage at any level of criminal justice agency. Respect for new workforce expectations The new generation of workers is less tolerant of hierarchy, more informal, and less concerned about status organizations are paying more attention to helping members balance work responsibilities and personal affairs (Schermerhorn, Hunt, Osborn, 2008, para. 14). While a certain amount of attention should be paid to new workforce expectations it is important not to compromise the integrity of the job expectations. A balanced life should lead to a happy and relaxed e mployee who theoretically should besides be more accomplishmentive and efficient in an effort to maintain employment in the craved environment.Employers must remain fair but also realize their top priority in the criminal justice field is not to ensure employee happiness. An employee who can balance work and a secret life on his own should be a valuable commodity. Changing careers The new realities of a planetary economy find employers using more offshoring and outsourcing of jobs more individuals are now working as free-lance contractors rather than as traditional full-time employees (Schermerhorn, Hunt, Osborn, 2008, para. 14).In criminal justice agency this trend is no different. It is not uncommon for governments to hire private security firms and private corrections companies. However, by outsourcing such positions force play is lost in the public sector. Monitoring a regulations create more work when dealing with out of doors policing forces. It also opens up a gray ar ea for bad behavior and a hired catalyst mentality. While roles may be redefined privatization of criminal justice agencies can be more of a problem than a convenience. Study of workplace environments and the effects of the personnels behavior can only comprehend to bring about recognition of areas in need of improvement.Works CitedDuan, J., Lam, W., Chen, Z., Zhong, J.A. (2010). Leadership justice, negative organizational behaviors, and the mediating effect of affective commitment. Social Behavior Personality An International Journal, 38(9), 1287-1296. Retrieved from http//biere.louisiana.edu2092/ehost/detail?hid=17sid=5d563aca-ec9a-43c49e42db48b73a6784%40sessionmgr4vid=4bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3ddb=sihAN=54018927Schermerhorn, J.R., Hunt, J. G., Osborn, R. N. (2008). Organizational Behavior. Available from https//ecampus.phoenix.edu/content/eBookLibrary2/content/eReader.aspx.