Ethics in Criminal Justice Administration - Free Essay Example

Sample details Pages: 6 Words: 1658 Downloads: 9 Date added: 2017/06/26 Category Ethics Essay Type Analytical essay Level High school Tags: Criminal Justice Essay Did you like this example? Ethics in Criminal Justice Administration Analysis The model of due process meet ups the criterion for ethical and professional standards that are in the criminal justice system. The model departs to demonstrate that individuals in the criminal justice system are themselves conducting in an ethical and professional manner that sustain the rights of all persons concerned from prisoners to co-workers in the criminal justice system. Model of Due process is a kind of system of justice which is founded on the belief that a inhabitant has a few complete rights and cannot be dispossessed of liberty of life or property devoid of proper legal safeguards and procedures. The due process in general needs justice in proceedings of government In instance an individual that is indicted with an offense has the right to advocate, right to a quick trial and to be heard and represented by an legal representative even though they cannot pay for one (USLegal (2001-2015)). Model of Crime control stress on reducing the crime in society in the course of enlarged prosecutorial and police powers, and the model of due process spotlights on personal and rights and liberties it is related with restricting the government powers (Uslegal: (2001-2015)). The model of crime control pursues a few of the similar features as the due process however does take an additional straight line to the process. Crime control tackles with additional organizational management and with the management of the acts of how the employees of the precise group similar to law enforcement. Law enforcement even though they are on or off duty they have got held a great deal superior standard as against others that do not seize that sort of position. For instance law enforcement officers are needed to endure background checks, drug screening, tests of physical abilities, and mental screening. Ethics and Professional behavior is a significant feature as the criminal justices administration is seized to precise standards in the ways how they behave in the direction of others in and out of the eyes of public. Criminal justice administration is position to the test on a daily basis when dealing with the public and personnel. Police officers have to enclose and exhibit good ethics and to utilize professional behavior always. The public perceives law enforcement as something that is there to aid them when urgent help is required in the communities. There are criminal justice system members that are in command of creating the tough and critical decisions every day who are taking the orders similar to law enforcement officers that have an effect on persons lives. Critical thinking skills are significant when it approaches to constructing decisions in an ethical and professional manner. A lot of features of the criminal justice system depend on skills of critical thinking with which they employ on everyday basis since their lives may depend on it. Law enforcement have g ot to make use of critical thinking to establish if a law has been infringed, how to act in response, and when to construct an arrest (Ozyasar, n.d.). Good results are inclined to take place concerning critical thinking when contracting with ethics and professional behaviors. When Law enforcement officers do not succeed to think critically they are inclined to react excessively and act in response in an insistent manner or too speedily devoid of thinking regarding the likely outcomes of their actions. Courts depend on the means how officers carry out themselves in the field by means of their skills of critical thinking to assist them in the avoidance of criminals getting off since their rights were infringed in a few way. The administration of court system scrutinizes several information and has got to initially think critically prior to formulating a decision. Courts have got to consider all the facts and glance at all features of the case prior to they come to a decision, criti cal thinking skills approach into play since the court desire to make certain the facts presented are the facts of the truth. Critical thinking should approach first consecutively for the court system to take action fairly and in a proficient manner. The corrections and parole department rely on their critical thinking skills to help them in the assessment and evaluation of persons who they are in charge of supervising of their progress, and work that is carried out within the facility they function in. Parole and Corrections officers perceive risky situations on a daily basis the means that they contract with these circumstances need skills of critical thinking and sustain professional and ethical behavior whilst doing so. In the administration of criminal justice even though all have to agree on ethical and professional standards there are a few that might have discrepancies in professional and ethical standards on occasion ones beliefs have got to be place aside to construct t he right call. Even though it senses wrong when pursuing the law occasionally everybody has diverse ethics they have got to set aside their beliefs and construct the right decision in spite of their feelings in the circumstances. Agents of Law enforcement are position into circumstances that might need them to make use of their critical thinking skills in addition to ethical and professional standards when operational with others on an everyday basis. Law enforcement might require handling stressful situation and requiring them to employ their skills of ethical and professional subsequently they are capable to carry out their job as needed. I do believe that there is a requirement for additional training on skills of critical thinking, professional and ethical behaviors in law enforcement since they are countenanced with several difficult challenges whilst they are functioning. Law enforcement officers can be more prepared if they are trained in being competent to critically t hink regarding the circumstances and yet be professional and maintain their ethical standard whilst dealing with definite sorts of demanding situation. Ethical, Professional, and critical thinking is connected to the process of decision making that is exhibited by persons who are in a place of serving and safeguarding the communities similar to law enforcement. I propose a law enforcement employees training seminar not only for unethical behaviors or behaviors by individuals perceived in law enforcement other than also how the acts of law enforcement exhibit undesired professional and ethical behaviors on and off duty in the eyes of public. Law enforcement ethical training can help them to voluntarily familiar with an ethical dilemma or predicament, discover a variety of options to tackle the definite involved issue, construct a ethically and sane sound decision of which alternative to choose, take timely action founded on that choice, and acknowledge responsibility for the resul t (Gleason, 2006). Conducting the law enforcement agents seminar might assist them to better prepare to make use of critical thinking whilst in demanding situation, The seminar would assist to stress how significant critical thinking and maintaining calm in a demanding situation is whilst upholding ethical and professional standards. In addition teaching and Training law enforcement agents on how greatly authority they have and how to finely make use of it to assist individuals in need or in opposition to those who have infringed the law merely since with the present situation in the law enforcement officers have been observed using extreme force with suspects and sourcing injuries and also deaths. As well officer ethical training will help them to make the right decision and also they will learn how to critically think beneath demanding situation. An officer dealing with precise circumstances might require placing their personal opinions and feelings aside to carry out what is in t he finest interest of the person at the instance. I do suppose that an additional area of interests would be the ethical and professional treatment of co-workers in the labor force on how to appropriately treat others they effort with, with the respect they be worthy of even though there is pressure amid co-workers and the community. On and off duty officers of Law enforcement must act ethically and professional to serve everybody in the community. Law enforcement agents must exhibit role model behavior to the members in the community always. An additional region to be stressed in the ethical training seminar that officers should on no account accept bribes or gifts from it member and work for favors.. The seminar would as well stress how greatly honesty is to while serving in the community with trust of people and devoid of trust the community will not sustain the law enforcement department. Law enforcement efficiency relies upon community trust and respect (FDLE, n.d.). Poli ce officers are regarded to maintain a higher standard of behavior by society, since they are wardens of the trust of public and are given power to apply force and get rid of constitutional privileges when legally justified. They take an oath of office, are anticipated to obey with professional code of ethics, and are focus to a variety of rules, laws, and regulations (Gleason, 2006). The seminar training would be the majority useful for all officers of law enforcement. They must be present at the seminar training to learn how skills of critical thinking, ethical and professional standards are significant for those who operate in law enforcement. Maintaining Ethical and professional behaviors and Critical thinking are expected out of law enforcement since of the authority officers hold in the communities and to educate them how to lever demanding situation whilst still sustain professional, and ethical behaviors to assist maintaining the community feeling secure. References H. Ozyasar,(n.d.).Why is ethics important in criminal justice.Retrieved from https://www.ehow.com/about_6386561_ethics-important-criminal-justice_.html T. Gleason,(2006).Ethics training for police.Retrieved from https://www.policechiefmagazine.org/magazine/index.cfm?fuseaction=display_archarticle_id=1054issue_id=112006 The University of Phoenix. (2015). Criminal Justice Administration Capstone. Retrieved from The University of Phoenix, 484 website. USLegal: Crime Control Model Law Legal Definition.(2001-2015). USLegal: Due Process Model Law Legal Definition.(2001-2015). Don’t waste time! 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The Dangers Of Being Homeless - 903 Words

Currently in Nevada, there has been a mass increase in the amount of homeless minors that roam the streets. Many of these minors are homeless due to the tragic event of losing their families or being rejected and abandoned by their loved ones. The problem with having minors on the streets is not only the reputation of this state, but mostly the future of these minors. Being homeless denies these minors sufficient amounts of resources for them to get further in life; without enough resources it causes the teens to do deviant acts such a committing robbery. In Clark County, there has been a vast increase in the number of homeless individuals. The number of homeless people has increased from 7,443 to 7,509 in the past year. (Amaro). Aside from just the increase of homeless adults, there has been an 8.5 percent increase of homeless minors in Clark County. (Amaro). According to the Las Vegas Sun, there are around 825 minors that are homeless. (Chen). These minors are usually unaccompanied and are caring for themselves. There are many factors that seem to contribute to the reason why there are homeless minors. One of the factors that contributes to the reason why there is homeless minors is that they are unable to find proper housing and always end up back in shelters. â€Å"The coalition’s website describes the chronically homeless as a small population that is ‘entrenched in the shelter system’. Episodic homeless are often younger individuals who find housing, but end up back inShow MoreRelatedThe Problem Of Homelessness Among Youth898 Words   |  4 PagesHomeless of adults, teenagers, and sometimes small children is something that is seen in bigger cities on a daily basis. Homeless teenagers is a growing issue and makes a person wonder what causes a teenager to become homeless? Teenagers are becoming increasingly homeless because of family situations that are out of control. 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Organizational Behaviour Operations of Organization

Question: Describe about the Organizational Behaviour for Operations of Organization. Answer: Introduction The structure and operations of an organization can affect the behavior of employees within an organization. Thus, the study of organizational behaviors entails investigation on how the structure, individuals, and groups affect the human behavior in an organization. According to Argote and Ingram, (2014) creation and transfer of knowledge is a vital factor for establishing a competitive advantage in a firm. In this regard, the Big Energy case study outlines a retrenchment program for employees of XYZ Energy after complete integration of the two companies. Nonetheless, through organizational behavior we can be able to analyze the impact of the decision made by Big Energy on the employees that remain to facilitate the integration. Moreover, according to Singh and Srivastava, (2016) organizational behavior helps in analyzing job satisfaction, motivational impacts, emotions, psychology, attitude towards their job, the personality of employees. Thus, it is appropriate to understand the co ncepts of organizational behavior before making decisions that affect employees of an absorbed organization. The aim of this study is to ascertain the effects of the integration model utilized by Big Energy when it acquired XYZ Energy on the values, attitudes, and overall behavior of the individuals and groups of employees absorbed from XYZ Energy. Effects of the Absorption of XYZ Energy by Big Energy The global economy has changed the operations of many businesses in the current business environment. Although successful organization witnesses continuous success, they are often faced with continuous changes that are marked by changing tactics to respond to the changing economic conditions. Some organizations opt to merge or acquire other organization in the same industry like the case of XYZ Energy and Big Energy. Regardless of the strategy employed by the company, there are associated effects that come with the decision or strategy employed. In this case, the effects include loss of identity and status. However, these changes can have different effects on the level of employee engagement and behavior. This is because the organizational changes can result in changes in the expectation of the employees that can affect their careers. Moreover, organizational changes can have adverse effects on the business model, employees performance, and attitudes. Nonetheless, the effects of the integration model utilize by Big Energy is analyzed based on several factors that include; Sociology Analysis: According to Macionis (2007), sociology analysis is conducted to analyze and identify the behavior of the different groups that exist within an organization. In this case, both organizations had similar roles with different employees working on them. This similarity can result in confusion and retrenchment of employees. Psychological Analysis: According to Glaveanu (2008), psychological analysis helps in an analyzing the change in the behavior of an individual and its impact on employee performance during an absorption process. Moreover, this analysis can show the problems experienced by XYZ Energy employees due to changes in the working strategy of Big Energy. These changes can have adverse effects on the performance of employees and the organizational in general. Social psychological analysis: social psychological analysis portrays the positive and negative effects of organizational changes and culture integration. Ideally, when different groups of people with different working strategies working towards a common goal, they should have proper coordination and understanding among the employees. This is because if the coordination and understanding of employees are not good, this can have drastic effects on the performance of an organization. Having mentioned that is important to note that the goal of Big Energy after acquiring XYZ Energy should be managing the old and new employees since they both have the abilities to develop the organization and have a common goal. According to Hartnell, Ou, and Kinicki (2011), after absorption, an organization should strive to manage the diversity of employees that result from an acquisition by improving their work culture, organizational strategies, work model, and management systems to suit the perspective of both group employees. Moreover, according to Thompson and McHugh (2009), during an acquisition an organization is aware of the organizational behavior of the employees that is, employees behavior, thoughts, beliefs, working style among other factors. However, after an acquisition, an organization like Big Energy should conduct an analysis or study to ascertain the behavior, personality, thoughts, and beliefs of new employees expected to work with Big Energy. Nevertheless, Biswa s (2009) outlined that to maintain the status and position of a company in the market after an acquisition; the company should consider the ability, working style, and beliefs of both employees. This can enable the organization to understand the challenges and the positive attributes the employees can bring to the organization and create a positive working environment that can sustain the growth of the organization. Thus, Big Energy should be an analysis of the organizational behavior of XYZ Energy employees to ascertain their commitment and loyalty level and from this analysis; the company can be able to ascertain the attributes they see fit for Big Energy. Effects of Big Energy Model on the Attitude of XYZ Energy According to Ajzen (2011) to understand the effects of an integration model on the attitude of employees, a company must assign the roles and responsibility of different employees to ascertain the satisfaction level of the employees. Thus, Big Energy should assign the employees their duties and responsibility to ascertain their productivity and determine their job satisfaction level. Ideally, due to the shift of working environment from XYZ Energy to Big Energy, employees can experience environmental problems (Card and Giuliano, 2011). Thus, the organization should ascertain if the environmental problem affects the commitment of the employees and affect their job satisfaction level. Moreover, due to the diversity of employees working for the same goal or objective, the company should conduct a meeting to ascertain the problems facing the employees. Effects of Big Energy Integration Model on Employee Values Hoffman et al. (2011) stated that the effects on employees values could be assessed using the McGregor Theory X and Theory Y. Theory X outlines that the dissatisfaction level exists in employees and when provided a chance they can leave their job. Thus, Big Energy should utilize Theory X to ascertain the satisfaction level of employees. This is because the employees can be affected by the new environment and loss of fellow employees. On the other hand, Theory Y entails the commitment of employees to their job description and how they perform these duties. Moreover, the model utilized by Big Energy can result in loss of important and experienced employees, who cannot be replaced easily. This can result in loss of morale and job commitment for employees that the company intends to keep. Additionally, the model utilized by Big Energy can result to loss of vital employees that hold the organization together. This can result in the disruption of the organization culture that motivates and enhance the satisfaction level of employees. Thus, the model can result to employee demotivation due to loss of key employees. Nonetheless, this can result in a negative attitude towards the job as outlined by Theory X of McGregor. Moreover, according to Valle and Garcia (2006), it is important to set clear the values and beliefs of an organization before an acquisition process to focus a common goal in both employees of an acquisition. This can affect the performance of the employees because value changes can take a while to integrate into the employee's systems. According to Hargreaves (2011), organization culture is an important factor to consider during an acquisition. This is because different individuals have different abilities and expertise that can contribute to the development of the organization. However, the model utilized by Big Energy does not take into consideration the organizational culture and the abilities of the employees during the integration process. This is because the company laid off the employees without considering their abilities and how it can contribute to the development of the company. This can result to unprofessionalism in the retained employees since they might feel the company does not uphold professionalism and competitiveness. This is because the company did not assess the qualifications of their fellow employees before laying them off. Having mentioned that is important to note that the outlined methods of McGregor can help the company ascertain the thoughts, attitudes, and behavior of the individuals or groups of employees. According to Wolf (2009), after an acquisition there are management changes that face the human resource managers, these problems are termed as merger syndrome in which the change of management affects the values if the employees due to management change. However, the company can overcome the merger syndrome problem by conducting employee motivation programs like technical games or other forms of competition (Korzynski, 2013). Korzynski (2013) further states that the motivational activities can also help the company understand the qualitative behaviors of the employees. Moreover, to motivate the employees to work in a new environment due to acquisitions, the company must understand their qualitative behaviors (Eatough et al., 2011). Effects on Employee Behaviour The absorption of XYZ Energy by Big Energy can result in changes in the behavior of employees due to changes in management, changes in organization culture, loss of a fellow employee, and change in working environment among other factors. Moreover, organizational changes can result in changes in the attitude of employees towards the company that can de-motivate the employees. According to Kehoe and Wright (2013), after an acquisition, the cultural and behavioral values of both companies are combined to strengthen the ability of the company in achieving its goals. However, this move can result in negative effects on the behavior of the employees because of value and culture changes. In addition to this, the model utilized by Big Energy can result in even drastic effects because of the loss of fellow employees and friends. Furthermore, the model utilized by Big Energy does not take into consideration the values and culture of XYZ Energy, which can result in negative effects on the empl oyees absorbed by the company. Additionally, the model utilized by Big Energy can result in communication barriers within the organization because of the new environment, which can lead to demotivation and behavior changes in the organization. Ideally, demotivation can result to absenteeism of employees due to various reasons outlined by McGregors Theory X. However, conducting an organizational behavior study can help a company understand the interpersonal behavior of the employees that can help in the integration process of the employee and help in the motivation of the employees (Chiang and Hsieh, 2012). Nonetheless, Big Energy has employees from with different personality, attitude, and cultural difference. Thus, understand the interpersonal relationship can help in motivating the employees and maintaining good behaviors in the employees. Recommendations The main aim of an integration model is to find best approach and strategy that gives a company a competitive advantage over its competitors in the market. Moreover, a company should employ an integration model that best suits the needs of the company. From the above discussion, it is evident that the model employed by Big Energy is not effective in maintaining the productivity and motivation of the new employees and old employees in the company. Furthermore, the model is not effective in achieving the long-term competitive in the market because the company did not evaluate the organization behavior that would enable them to recruit the best and competent employees to deliver the objectives of the company. In this regard, there are various models that Big Energy could have used to achieve its long-term goals. Collegial Model: This model focus on the teamwork of the Thus it could have enabled the company to integrate the best employees from both companies. According to Suppiah and Singh Sandhu, (2011) and OShaughnessy (2013), this model can enable the company to coordinate a good team that can achieve the goals of the company. Autocratic Model: This model focus on the roles and responsibilities of the employees and their expertise. Miner (2007) states that the model can enable the company to recruit employees based on their expertise towards achieving the goals of the organization. References Argote, L. and Ingram, P. (2014). Knowledge Transfer: A Basis for Competitive Advantage in Firms. Organizational Behavior and Human Decision Processes, 82(2), pp.150-169. Chiang, C. F., and Hsieh, T. S. (2012). The impacts of perceived organizational support and psychological empowerment on job performance: The mediating effects of organizational citizenship behavior.International Journal of Hospitality Management,31(1), 180-190. Eatough, E. M., Chang, C. H., Miloslavic, S. A., and Johnson, R. E. (2011). Relationships of role stressors with organizational citizenship behavior: A meta-analysis.Journal of Applied Psychology,96(3), 619 Gl?veanu, V. (2008). Research Methods in Social Psychology: A Comparative Analysis. EuropesJournal of Psychology, 4(1). Hargreaves, T. (2011). Practice-ing behavior change: Applying social practice theory to pro-environmental behavior change.Journal of Consumer Culture,11(1), 79-99. Hoffman, B. J., Bynum, B. H., Piccolo, R. F., and Sutton, A. W. (2011). Person-organization value congruence: How transformational leaders influence work group effectiveness.Academy of Management Journal,54(4), 779-796. Kehoe, R. R., and Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of Management,39(2), 366-391. Korzynski, P. (2013). Employee motivation in new working environment. International Journal of Academic Research, 5(5), pp.184-188. Macionis, J. (2007).Sociology.Upper Saddle River, N.J.: Pearson/Prentice Hall. Miner, J. (2007).Organizational behavior4. Armonk, N.Y.: M.E. Sharpe. Singh, U. and Srivastava, K. (2016). Organizational Trust and Organizational Citizenship Behaviour. Global Business Review, 17(3), pp.594-609. Suppiah, V., and Singh Sandhu, M. (2011). Organizational culture is influence on tacit knowledge-sharing behavior.Journal of knowledge management,15(3), 462-477. Thompson, P., and McHugh, D. (2009).Work organizations. Basingstoke: Palgrave Macmillan. Valle Santos, M. and Teresa Garcia, M. (2006). Organizational change: The role of managers mental models.Journal of Change Management, 6(3), pp.305-320. Wolf, W. (2009). Book Review: Human Resources, Personnel, and Organizational Behavior: Encyclopedia of Organizational Change Methods. ILR Review, 42(4), pp.308-309.