Assignment: Operation Scenario

Part A

  1. Discuss attitudes among employees in an organization. Specifically, explain how poor attitudes among correctional staff in a state prison might affect other aspects of that prison.

The attitudes among employees in the organization affect their behavior, which often leads to poor job performance and productivity. The climate that is created by the employee’s actions and behaviors often affects the entire organization. Thus, poor attitudes among correctional staff in a state prison might affect other aspects of that prison, including lack of job satisfaction and motivation to perform one’s duties in a proper way, poor leadership skills, lack of mutual understanding, poor decision making process, etc. The negative consequences of poor attitudes among correctional staff often lead to job stress. According to researchers, “job stress contributed to turnover” (Clear et al., 2012, p.343). When correctional officers have to resign because of poor attitudes and job stress, new employees require training. Training needs budget sources. Besides, job stress leads to serious psychological problems of correctional staff members, including “emotional exhaustion, heart diseases, eating disorders and substance abuse” (Clear et al., 2012, p. 343).

  1. Discuss the importance of employee satisfaction within this prison. What are some likely indicators that can alert prison management of poor employee satisfaction within that prison?

Employee satisfaction is of great importance within this prison. Correctional staff members should be motivated to perform their duties in a proper way. Job satisfaction depends on a variety of factors, including social factors, work environment and work success. There are some likely indicators that can alert prison management of poor employee satisfaction within that prison. These factors include poor correctional staff task performance and management control as there are many physical altercations among prisoners, “three small riots, two on separate cellblocks, and another in the chow hall”; race-related challenges, which lead to the acts of discrimination because “prison staff has had numerous problems based on racial identity”; employee absenteeism; and violation of the established rules and regulations, connected with racial relations. These indicators can explain poor employee satisfaction within that prison.

  1. When deciding how to address these problems within the prison, which of the three ethical decision criteria would be the best fit and why?

The above mentioned problems within the prison should be addressed in a proper way. In order to find the appropriate solutions to these problems, it is necessary to refer to the three ethical decision criteria: the utilitarian criterion, the criterion focused on rights and the criterion focused on justice.  The second ethical decision criterion would be the best fit for this prison. This criterion “calls on individuals to make decisions consistent with fundamental liberties and privileges as set forth in various government legislations and in the constitution of the nation” (Odendaal, 2003, p.122). This fact means that correctional staff members should place emphasis on rights in their decision making process. They should respect the rights of individuals and avoid discrimination based on racial issues. They should follow the established code of conduct and legal norms of behavior.

  1. Within a prison, performance and social arrangement norms are likely to be norms that reinforce consistency among staff. How is this likely to affect overall job satisfaction? What effect will it have on employees who are not conforming in personality?

As performance and social arrangement norms are likely to be norms that reinforce consistency among correctional staff, it is necessary to pay more attention to task performance and provide rigid control over the work environment to avoid negative attitudes and race-related challenges.  Employee performance and social arrangement norms affect overall job satisfaction because correctional staff should be well-trained to act according to the established rules and regulations. The employees who are not conforming in personality would have communication problems, which may lead to the poor performance and lack of mutual understanding in the work environment.

Part B:

  1. Discuss the three ways leaders can manage ethical behavior in their organizations. Provide at least one example from a current law enforcement agency that supports your discussion.

Leaders can manage ethical behavior in their organizations in different ways, including education practices (training sessions, conferences, etc.), the use of written rules (code of conduct, code of ethics, etc.), and the application of ethical leadership. Managing ethical behavior in a proper way ensures the development of ethical organizations, which involves ethical individuals, ethical work environment, ethical leadership and ethical organizational structures. One of the examples from a current law enforcement agency that supports the three ways leaders can manage ethical behavior in their organizations is the FBI’s ethics. In the FBI, leaders are aimed at ensuring the ethical behavior of their officers. They have developed a policy, which “spells out their ethical mission and sets standards that officers must live up to” (Martin, 2011). Leaders in the FBI set the tone in the workplace, leading by their own example. Moreover, the FBI hires ethical staff members.

  1. Are the management theories discussed only a U.S concept or do other countries manage their organizations in this way? Explain your answer and provide examples.

The management theories do not discuss only a U.S concept, because some other countries manage their organizations in the same way. In other words, many countries apply American management theories because organizational behavior is an issue of concern in many countries. Some countries prefer to adapt American management theories to their cultural context (Canada, Australia, etc.), while other countries are focused on traditional cultural approaches. According to Hofstede, “American-made management theories that reflect Americans’ preoccupations with individualism are out of place in countries such as Mexico, Brazil, and Japan where individualism is discouraged”(Kreitner, 2007, p. 107).

 

 

References

Clear, T., Reisig, M. & Cole, G. (2012). American Corrections. Cengage Learning.

Kreitner, H. (2007). Management. Cengage Learning.

Martin, R. (2011). “Police Corruption: An Analytical Look into Police Ethics” The FBI Law Enforcement Bulletin. Retrieved from:< http://www.fbi.gov/stats-services/publications/lawenforcementbulletin/may_2011/law_enforcement_professionalism>

Odendaal, A. (2003). “Perceptions and Individual Decision Making” in Organizational Behavior. Pearson South Africa.

The terms offer and acceptance. (2016, May 17). Retrieved from

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016.

[Accessed: March 29, 2024]

freeessays.club (2016) The terms offer and acceptance [Online].
Available at:

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]
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