Applying the above diagnostics to the NPA, it is evident that improvement and opportunity for change initiatives exist within the prosecutorial environment. According to Nadina (2011), whether change is proactive or reactive, it has to attract with it an improvement of the status quo. It cannot be business as usual. Open-minded public service organisations recognise the strengths of their work force and provide opportunities that assist to build on those strengths. The following summary identifies the areas in need of change:
Horizontal v vertical structure: With high crime rates in certain areas due to urbanisation, accompanied by the rapid expansion of cities and metropolitan regions, the prosecutorial environment has to adapt continuously
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In a learning organisation, the well trained work force should be encouraged to work with one another to find solutions rather than be constantly looking at the supervisors for directions (Allen and Sawhney, 2015).
Shared information v formal control systems: The sharing of information in a learning organisation is crucial as it enables the work force to respond quickly and efficiently in any specific situation. Information should be distributed to all to keep the lines of communication open not only internally, but also with external stakeholders within the justice value chain (Allen and Sawhney, 2015).
Adaptive culture v rigid culture: In a learning organisation each member of the work force is regarded as a valuable contributor to the imposed strategy as opposed to the current top-down approach in which the lower level official seldom has a role to play. Accordingly the empowered workforce to the strategy will also see the big picture and how various parts fit together. This participative culture encourages openness and equality, and it is geared toward continuous improvement (Allen and Sawhney,
This culture is real and effective because it brings everyone on board as it builds relationship between the various organization levels vertically or horizontally depending on each firm as well as directly influencing the employee have the confidence in their work because they...
This trial was between a group called the Mau Mau and Great Britain. Great Britain colonized Kenya in 1895. Great Britain's colonization of Kenya had major effects, good and bad.But in the early 1900’s, the Kenyans wanted independence. They formed a independence group called the Mau Mau. The Mau Mau were mostly made up of a tribe called the Kikuyu. As they tried peaceful protests and demonstrations, the Mau Mau were usually attacked by the British. Britain believed in order to stop the Mau Mau from their independence movement and the violence they were causing on the Britain's, Britain needed to use force. The purpose of this trial was not to make a decision about if Britain's violence was justifiable or not, but to figure out if the Mau Maus
(a) Prosecutors have nearly limitless discretion in the most critical matters they must consider, yet they are held to very high ethical standards.
Within the United States’ Criminal Justice System, problems pertaining to jurisdiction issues are quite common due several reasons. The United States v. Thomas J. L Smiley case and the United States v. Jared Lee Loughner case both had jurisdiction issues. Smiley and several other men obtained permission through a license from Mexico to search for treasure on an expedition; the treasure belonged to the steamer Golden Gate, which belonged to the Pacific Mail Steamship Company located within the United States. Ultimately, federal charges were brought upon him from the United States for violating a statue regarding plundering a sunken and/or abandoned ship. In contrast, Loughner had federal charges brought upon him by the United States due to his act a shooting, which resulted in the injuries and deaths of federal officials and employees. Furthermore, both cases involve jurisdiction issues involving the fairest of the trials and the location of the alleged crime; however, they both differ due to the circumstances and nature of the alleged crimes.
The Law Enforcement Profession Abstract In order to understand comptemporary law enforcemment, we should recognize the conditions that impact our profession. It is agreed upon by many scholars that major changes in law enforcement occur every five years. Policing is sometimes characterize"... like a sandbar in a river, subject to being changed continuously by the currents in which it is immersed..."
Within the Federal Government there are three main branches; “the Legislative, the Judicial, and Executive” (Phaedra Trethan, 2013). They have the same basic shape and the same basic roles were written in the Constitution in 1787.
This paper is an attempt to articulate the organizational change that is taking place within the Police Department and how the existing norms, culture, and organizational profile affect the desired change, as well as the resistance to change that might be affecting the change agent and the personnel affected by the change.
Chapter sixteen in our textbook highlights the benefits of organizational culture and what it can do for any company with a strong culture perspective. In fact chapter sixteen-three(a) speaks widely on how a strong culture perspective shapes any organization up well enough to perform better than any of its competitors who do not balance any organizational culture. If not mistaken after viewing SAS institute case they are well on track with facilitating a high performance organization culture. First, SAS institute motivate all employees to become goal alignment in their field of work. This is where they all share the common goal to get their work done. In one of the excerpts taken away from this case, an employee- friendly benefits summary expresses the statement “If you treat employees as if they make a difference to the company, they will make a difference to the company.” “SAS Institute’s founders set out to create the kind of workplace where employees would enjoy spending time. And even though the workforce continues to grow year after year, it’s still the kind of place where people enjoy working.” Clearly highlighted from this statement that SAS Institute is mainly ran off of a fit perspective. Which argues that a culture is only as good as it fits the industry. Allowing a good blueprint or set up will
These disiplies are important in establishing a learning organization because in a growing environment, it is important to provide “creative thought process” feel. Concepts, ideas, and solutions should be discussed and available to everyone. Learning organizations set us free. Employees are allowed to express their ideas and challenges which contribute to a more efficient work environment. A learning work environment that incorporates these 5 disciplines can create the desired results where people and the organization will be equally
Current economic and political trends will affect how, and if, certain reforms take place. Some trends like the increased costs for medical services will affect officer’s salaries and benefits, while the growth of inexpensive technology with instant communication through cell phones and personal computers will improve response time and distribution of information quickly and effectively. Changes population demographics, with the increase in the cultural and ethic diversity of the population will create more of need for career equality. This will also be pushed forward by the immigration of more highly educated professionals from third world countries. Increased multinational organized crime activity will create a bigger need for better communication between countries and joint efforts to stop it. Increased concerns with crimes committed by violent juveniles and individuals with modern weapons, terrorism and threats against our infrastructure will also shape the way policing reforms to solve these increased threats. Because of greater concern with terrorism, more resources will be allocated to homeland security. These are resources that could have helped domestic crimes and police management and will have to compensate for. Even smart credit cards, DNA identification and global positioning systems will all help shape the new policing model.
Culture can be defined as “A pattern of basic assumptions invented, discovered or developed by a given group as it learns to cope with its problems of external adaptation and internal integration that has worked well enough to be considered valid, and therefore to be taught to the new members as the correct way to perceive, think and feel in relation to those problems”. Schein (1988). Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members. It includes routine behaviors, norms, dominant values, and feelings or climates. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization closer together, and enhance their performance.
The New Zealand Police is the lead agency responsible for helping the community to decrease or reduce crime, corruption and improve the responsibility of safety and protection in New Zealand. There is a need to make changes to the police culture in order to improve the performance of their organisation. However there are three fundamental errors that need to be addressed which will be discussed in this essay. Firstly, there is a lack of an established sense of urgency which has the potential to jeopardize the future of the organization. Secondly is, not creating a powerful enough guiding coalition which means there is a lack of communication which resulted in an absence of leadership and teamwork from frontline staff to national headquarters. Finally, an undercommunicating the vision by a factor of ten that organisation leader needs to communicate visions and strategies. These three errors are relevant as they are pivotal in the implementation of a managing change programme. Recommendations are also provided to improve on how the New Zealand Police can be enhanced within a management perspective.
This type of culture results in lack of communication, lack of direction towards a common objective/goal and lack of commitment to the To ensure all the employees are competent, they need to develop a system to measure this competency. For example, they can do assessments to gauge competency. Besides that, they should provide compulsory and supplementary training to their employees to add in value and skills. Mentoring systems also can be implemented to ensure sharing of knowledge and experiences. Performance Rewards.
obligation is to protect the innocent as well as to convict the guilty, to guard
It brought organisational culture to the performance of a company, which has become a critical topic in management department. In addition to organisational culture, organisations need to be aware and prepared for changes in the expanding workforce as business grows. Companies are faced with maximizing benefits as well as profits while minimizing negative factors that come from those changes. There is no one answer to the issue, but some of the guidelines are clear. Awareness of organisational culture, teamwork, individual performance, external environment adaptation, leadership, and measurement of organisational culture are key factors that lead a company to perform better.