Criminal Justice Organizational Theories by Jamie

Evaluating

iceangel1890 — 2014-06-15 17:02:31 UTC

Criminal Justice Organizational Theories

iceangel1890 — 2014-06-15 17:32:55 UTC

Noticing one employee is more qualified

is necessary for making hiring decisions;

noticing another is taking on leadership

responsibilities exceptionally well is necessary

for making promotion decisions.

Decision Rule

iceangel1890 — 2014-06-15 17:38:20 UTC

'Automated Responses used to make programmed

decisions.' (Carpenter, 2013). Successful organizations

and the managers within them make decisions and

maintain policies that have an almost automatic response

to issues that may develop. Zero Tolerance policies for

drug use within a police department would be an example

of just such a decision and policy. The issue is fairly common

within any organization. The zero tolerance

policy is enacted when an individual is discovered to have used

or be using illicit substances.

Carpenter, Mason. Bauer, Talya. Errdogan, Berrin. Principles of

Management, 2013. Flat World Knowledge, Inc. Retrieved from

http://catalog.flatworldknowledge.com/bookhub/reader/5?e=carpenter-ch11_s01s..

Non-Programmed Decisions

iceangel1890 — 2014-06-15 17:54:55 UTC

'Unique,non-routine, and important decisions that require conscious

thinking, information gathering, and careful consideration of alternatives' (Carpenter, 2013).

iceangel1890 — 2014-06-15 18:00:48 UTC

Strategy, tactics, and operation oriented decisions are critical to the effectiveness, efficiency,

and future of a criminal justice organization. The strategy of the criminal justice organization

may be to improve the relationship between itself and the members of the community so that the officers are received better within the communities they serve and also to obtain more detailed information from citizens. The management staff may enact a policy for the local law enforcement officers to randomly interact with members of the community so encourage conversation and openness between the two. The organizational decisions occur when the officers choose to interact with their community and how they approach the situations they are involved in. Their actions have a direct impact on the effectiveness of the initiative as they are the front line and the face-to-face representatives of the agency. Robbins, S. P., & Judge, T. A. (2013). Organizational behavior. (15th ed.) Upper Saddle River, NJ. Prentice Hall.

iceangel1890 — 2014-06-15 18:14:23 UTC

360 Degree Evaluations

iceangel1890 — 2014-06-15 18:28:40 UTC

In this model many individuals within an organization appraise the performance of an individual to allow for an objective and far more in depth understanding of the process, situation, and effectiveness of the individual's activities. The evaluation is conducted by peers of the individual and those working directly above and/or below them. The information is compiled to be reviewed by a manager or other entity. This is a somewhat new strategy that many organizations are adopting as it has been proven to be effective and deliver quality results.

Robbins, S. P., & Judge, T. A. (2013). Organizational behavior. (15th ed.) Upper Saddle River, NJ. Prentice Hall.

Evaluations on Merit

iceangel1890 — 2014-06-15 18:35:47 UTC

Individual performance can be measured and the rewarding of that performance is a huge driving and motivational factor in any workplace. Within a Criminal Justice agency rewards for merit and performance can often come in promotion, higher rank, increased pay, and preferrable duty assignments. Performance evaluations are also used to ensure that an individual is meeting the expectations of the organization in terms of culture. A patrol officer who does not meet performance standards set by the department and encouraged by the actions of the other officers may not fit with the culture of law enforcement.

Expectations, Performance, Prioritization

iceangel1890 — 2014-06-15 19:05:42 UTC

When managers conduct evaluations of the employees within their agency they are not only measuring the skills and value of the individual but also providing them with the expectations of the organization and the values and goals of the agency. Simply telling an individual that they did not meet their quota or perform their duties correctly gives them little information on how to improve nor what is expected of them. By establishing performance evaluations that advise what the expectations are, where the individual falls in relation to those expectations, and how the duties relate to the goals of the agency the employee is empowered with valuable information on how to improve and why the expectations are important to the agency.

2017-11-29 13:38:38 UTC