Human Service Model Of Employee Supervision In Criminal Justice Organizations

1. What are some major problems with implementing the ideas of a human service model of employee supervision in criminal justice organizations? How do you think employees would react to such a supervision model?
Some major problems with implementing the ideas of a human service model of employee supervision in criminal justice organizations are: Each employee has different mindset, goals which leads to a lack of consensus in terms of achievements, dissimilar individuals with different interests which give to rise to a never ending competition from within the organization, a feeble link to the external environment, lack of collective goals and shortcoming of the monetary values and the lack of opportunity to advance due to organizational constraints.
The guidelines must fill the goals and structures of the criminal justice organizations. According to Stojkovic S., Kalinich D., & Klofas J. (2015) “Criminal justice administrators will face multiple challenges when trying to implement a human service model of employee within criminal justice organizations” (p. 241). I think the employees would react differently to such a supervision model because the needs to accomplish job tasks, and feel fulfilled with their responsibility. In addition, the supervision model will always be controversial.
2.What type of supervisor do most employees like to work for? Would they select a traditional, innovative, or supportive supervisor? Do you believe that employee personalities may influence what type of supervisor is favored?
The supervisor type vary from one individual to another, it all depends on the individual personality, characteristics, abilities and experiences as a supervisor in terms of dealing and getting feedback from the supervised individuals. Most employees would like to work for the type of supervisor who has a relatively high expectancy of measurable outcomes from them. According to “In addition, some research has examined the styles of supervision found among criminal justice supervisors, but no style is correct; it all depends on the types of organizational goals being pursued by the organization” (p. 241). Absolutely, one type of supervisor will never be as satisfactory for every employees because of the personality factor which may influence the type and style of supervisors.
3.Describe the role of a probation officer. What are the norms and values associated with this work? Include those that can be regarded as legitimate, as well as, those regarded as illegitimate. What are the sources of these norms and values? How do education, training and the work experience influence them?
The role of a probation officer is to supervise and remain committed to the offenders who have been released from jail or sentenced to non-custodial sanctions such as community service.
Generally, the probation officer is supposed to ensure that the offender follows the rules and try to foster positive behavior change. The norms and values associated with this work are: To keep accurate records of the caseload, report to the court, supervise the charges and ensuring that they meeting the terms of probation, meet the offenders, community protection through the supervision of the offenders, accountability for any digression from the court-ordered supervision, facilitation of rehabilitation, and mutual respect. Stojkovic, Kalinich & Klofas (2015), explained “To some, given the large number of offenders supervised by probation and parole agents, it is difficult to expect that anything beyond simple surveillance is the primary goal of these organizations” (p. 222). The sources of these norms and values are; Education, training and the work experience influence them morally and mentally as the job is to constantly supervise and make the an offender who is on probation in conjunction with lieu of incarceration, does not partake in certain types of activities such as drug
use.
4. What are some of the biases that would underlie a police officer's discretionary decision whether or not to make an arrest? What biases or beliefs do you possess that would impact your decision to make an arrest or to release the offender?
The biases that would underlie a police officer’s discretionary decision whether or not to make an arrest are personal characteristics such as race, sex and education, variables, moral and value system. In addition, the officer’s preconceived perception of the suspect may in fact underlie his discretionary decision whether or not to make an arrest. The biases or beliefs that I possess that would impact my decision to make an arrest or to release the offender are attitude, behavior, prudence, empathy and reversed decisions by superior.
5. Describe the role of ethics in a criminal justice organization. Why do incidences of corruption occur? How can administrators reduce the number of ethical violations?
The role of ethics is critically important in a criminal justice organization as it is used to govern the interactions between the officers and assailants, influence the decision-making processes and affect the interpretation of the law within a nation and thus ensuring non-biased, non-discriminatory, individuals and justifiable judgment calls. Stojkovic, Kalinich & Klofas, 2015) stated “Every management decisions and action has ethical implications” (p. 439). The incidences of corruption occur because most individuals are in the habit of using illicit means to maximize personal gains or profits. Administrators can reduce the number of ethical violations by being vigilan, engage in ethical obligations, looking out for foreseeable conflicts and discuss them with the employees.