I believe that criminal justice employees are unmotivated. Having almost 20 years of experience in the juvenile justice system there have been times that I have witnessed many unmotivated workers. I have also been unmotivated at times. I believe that many people become unmotivated for several reasons. The biggest reason I feel is due to moral between workers and the supervisor. This happens when the supervisor fails to treat everyone the same. He is strict with some workers and lenient with others or he fails to compliment his workers for a job well done but is quick to write a worker up for infractions of the rules. There are other supervisors who make promises that they have no intention on keeping and they have problems keeping their word. For example they tell you that you will get a good raise if your work hard but they fail to mention your extra efforts during your review. The worse supervisors are the ones that encourages their employees to be a team player but they fail to be one Criminal justice employees are also unmotivated because out of all the hard work they do, there is little reward for it. Due to limited resources, pay raises have decreased, time and half is now comp time, longevity has stopped, company Christmas parties are gone and the list goes on. It is hard enough for workers to feel motivated under these circumstances but it gets worst when they recognize their pay does not reflect their performance in comparison with co-workers whose jobs are alike (Stojkovic, Kalinich & Klofas, 2008). Now employees are told that they are just lucky enough to have a job. This statement is very true but it is hard to find many people who can perform well in this line of work so the employees need to be appreciated more, especially since the majority of the incentives are gone. It is imperative for supervisors to focus on what is required in order for his/her employees to accomplish their job. They must be supportive of their employees and provide continual feedback on their job performance .Supervisor need to include their employees when making changes that effect they way they perform their jobs or finding new way to do things that were problematic. Supervisors should give their employees more responsibly to make them feel more valued and powerful. There is also a major need for promotion, pay increase and compensation system (educational reimbursement, vacation incentives etc.
The criminal justice field is made up of many facets. The court system includes many professions which include lawyers, judges, police officers and polygraph examiners. The federal justice system has numerous professions as well. Two highly recognizable organizations in the government criminal justice system are the CIA and the FBI. Two careers of interest worth future investigation are a polygraph examiner and a special agent in the FBI.
Introduction What does it mean to be an effective supervisor? Before taking this class, I thought that if a supervisor is able get their employees to work effectively, and efficiently, then the person is an effective supervisor. I didn’t realize until taking this class that supervisors do so much more. After learning more about the other tasks supervisors do like planning, being effective listeners, and motivating employees, I have a better understanding of effective supervision. I am aware that I have had supervisory experiences.
Reward power in Detective Doe’s case is very complicated because of the harm extrinsic rewards can have on a person’s intrinsic motivations (Vansteenkiste et al. 2006). Intrinsic motivation is key in Detective Doe’s line of work because many of the people who join the NYPD do so out of a sense of wanting to give back and help communities. By adding more extrinsic rewards or forms of compensation this will take away from the fulfillment of a task and the interest of it as well (Deci 1972). By keeping a focus on the intrinsic rewards and overall satisfaction of police work Detective Doe is able to properly influence and motivate his followers.
Supervision is an opportunity where supervisees are able to review and reflect on their work in order to do it better. Supervisors bring their actual work practice to another person (individual supervision) and can help review what happened in their own practice in order to learn from that experience. Supervision is for better quality service. In a relationship of trust and transparency, supervisees talk about their work and through reflection and thoughtfulness learn from it and return to do it differently. Supervision is based on the assumption that
The average turnover rate among corrections officers in adult institutions in 2000 was 16.1%, up from 12.65 in 1995. Turnover rates among corrections in 2000 ranged from a low of 3.8% (New York) to a high of 41% (Louisiana). Fifteen states reported states below the national average for all occupations (13.5 %) but 34% of the states reported rates for corrections officers above 20% while 6% fell into a range above 30% (according to A 21st Century Workforce for America’s Correctional Profession) If I were the Sheriff of Henrico County the strategies I would put into place to improve the recruitment and retention of correctional officers would be to focus increasing the inadequate pay for the correctional officers, Finding a way to decrease the demanding and time consuming hours for each shift, and ensure the safety of all staff members with proper training prior to being hired. I believe that most CO’s lack the drive to stay committed to a job that pays poorly but yet wants so much of your time. The risk of being hurt by inmates because of unqualified coworkers is also a reason that it may be hard to keep our employees from quitting. After doing extensive research, my paper will go in details about the poor pay, the hours, lack of training. I hope that I can explain how my workers will stay committed to a job that proves that our employees play a major if not the biggest role in the correction facilities and this is why it is imperative we find ways for them to love the career path they’ve embarked on as opposed to feeling using and regretting their choice of a career. Your career should make you want to get up and go to work every day with hopes ...
The Criminal Justice System can be very rewarding because it deters crime, protects and minimize recidivism all while treating all Americans equally under the law (Department of Justice, 2013). The Criminal Justice System’s Administration is composed of three system components which collectively functions the Criminal Justice System if effectively enforced and monitored (The Criminal Justice System, 2008). The Criminal Justice Administration is composed of Police Officers, Public Defenders and other Legal occupant whose main job is to protect, serve and rehabilitate (The Criminal Justice System, 2008). When the Administration’s occupants become involved in corruption they become a conflict of interest. Conflicting Rewards can negatively impact the Criminal Justice Administration and the people it was created to serve when the primary goal becomes undesirable (Kirby, 2016).
In conclusion, either while watching television or listen to the news you hear of how certain things are tainting our criminal justice system or that certain things or people are being corrupted in the system.
Even though prisons have such a hard effect on correctional officers some may argue that they should not be complaining about their job. Correctional officers chose their job so they cannot complain about the conditions they endure. Some correctional officers join prisons to be correctional officers so they can get their bottled up anger out and let it out on the prisoners. Correctional officers like this are creating a harsh environment for the prisoners for no reason. Prisoners already have to deal with overcrowding problems and terrible food so if correctional officers lash out on them and beat them up it creates more of a harsh environment. This can affect prisoners psychological wellbeing more than correctional officers since they have to be in prison 24/7. Correctional officers are not properly trained therefore they are not entirely ready to deal with prisoners and the environment of the prison. This can create a worse environment for the prisoners because they will not know how to handle the prisoners
In an article by Wolfe & Piquero (2011), research was focused on the relationship between organizational justice and police corruption. Previous research suggested that organizations perceived by employees as unjust or unfair would have higher instances of employee deviance. Police officers were thought to be more inclined to violate policy when management
Law enforcement is a career that is both violent and rewarding in many capacities. Justice needs to be served in law enforcement and they have a responsibility to uphold the law and serve the people in the community. Law enforcement is crucial in the world today as a global realm as life continues to be more complex and law enforcement struggles to combat many aspects of crime. In order to combat these problems and have a positive future in the criminal justice system, everyone must work together on a bigger scale.
As now it can be concluded that to make a supervision session effective it is essential to have a deep understanding of these facts and theories. Characteristics of both supervisor and supervisee are equally important. As supervisors must know their roles and responsibilities at the same time, supervisee should have interest towards reflective practice. Maintaining a good supervisory relationship will be useful to analyse the problems. If there are any signs of underperformance seen in the supervisee, the supervisor can approach them to sort out the matter before it causes
Also teach your managers to maintain ongoing, two-way communication. Keep employees up-to-date on why things are happening as they are within your organization. Ensure that messages are very clear, and establish a definite understanding of expectations. Every manager should be open to questions and seek opportunities to teach and support. Employees won’t feel micromanaged if evaluation and correction of their work is just one part of the interactions they have with their
It is necessary for these managers to assure that their employees know what is expected of them. They also need to effectively communicate the company goals and strategies in addition to frequently giving feedback to their employees. Managers also need to have the confidence in their employees to allow them autonomy in their work roles.
Criminal Justice professionals are in positions of power and exercise power and authority over others. Therefore, it is important for them to study ethics because they must be aware of the ethical standards needed in making critical decisions involving discretion, force, and due process. It is also a fact that criminal justice professionals who exercise power and authority over others can be tempted to abuse their powers.
Human beings have been studied systematically and objectively for many years to determine if they are resistant to work or self-governing. In addition, managers who tend to utilize McGregor’s Theory X generally receive poor results from their employees. This report essay will address McGregor’s Theory X and Theory Y in contrasts to include how these theories benefit the criminal justice system. The sections that will be discussed are: Theory X, Theory Y, Behavioral Management Theories and conclusion.