Human Service Model Of Employee Supervision Essay

Moreover Enter stress we must hold ineffective personnel and managers accountable for their behavior and actions or lack thereof. Far too often most supervisors and managers seem to take the “path of least resistance” when dealing with problem employees or in communicating with employees. This “wide road of mediocrity” is believed to be the primary path of most managers and these leadership failures have become a significant form of stress and frustration for the law enforcement culture.

Working in the field of human services is a unique, yet rewarding career. Human services workers engage with diverse populations and carry different titles to include counselors, case managers, milieu therapists, social workers, etc. Regardless of what title a human service worker may hold, communication between a client and professional is vital. The purpose of this paper is to introduce a client from a particular background and address his presenting issues. It will review how I would interview my client to include specific communication techniques, ways I would establish a working relationship, discuss possible boundary issues, and recommendations or referrals to certain groups for this client.

The seriousness of this organization, and the publics perceptions, requires leaders to understand they are responsible for all of their own actions and the actions of their subordinates. Leadership failures have higher consequences in law enforcement than if a leader makes a mistake working in a retail outlet. No criminal justice leader should ignore the input given to them by their officers because they understand what is happening on the streets they police on a daily basis. Vollmer’s “Friday crab club” needs to find a place in every law enforcement organization to ensure that the leadership style is being utilized

Another future trend affecting the criminal justice system is related to the employment of virtual organizations, and learning organizations. These groups are advancing in today’s public and private sector workplaces at cyber speeds. Muraskin and Albert R. Roberts (2009), has it that “criminal justice agencies need to address both organizational structures, and human resource policies that are resistant to internal and external change”.

67). Such an environment creates high turnover rates, conflicts between departments, and productivity issues (Wilson-Starks, 2003, p. 3). While the toxic leader may, at first glance, appear to be a productive member of the agency, due to his/her own self-promotion, the agency and subordinate officers lose ground through the toxic leader’s efforts to control.

With all of the temptation, attempts to fit into a subculture, and desire to please superiors, mentoring younger officers becomes extremely important. Mentoring can either allow corruption to spread, or it can be also be nipped in the bud. With these issues at hand, it is important that law enforcement agencies invest in upstanding supervisors and leaders in their departments because according to statistics, leaders have a significant impact in preventing corruption and therefore play a significant role in the agencies in which they serve. Therefore, it becomes imperative that effective leaders – who share the same goals – be in place to set the standard for subordinates to see and emulate (Martin 2011). However; while leaders certainly play a critical role in forming the future leaders and overall atmosphere of the organization, they alone cannot ensure that high levels

The helping process of being a human service is that they can evaluate a client’s need the process, they provide clients with emotional support. Working closely with the client, in as human service workers identify the problem and can be able to create a plan for services to help the client to solve these problems. There are five common therapeutic factors 1) maintaining a strong helper/client relationship. 2) increasing the client’s motivation and expectations of help. Example will be giving positive feedback, caring, encouraging supportive behavior. 3) Enhancing the client’s sense of mastery or self- efficacy like finding good the client does reinforcing good behavior and ignoring bad behavior. The human services professional must be able to show competency in the following area like the knowledge of the human systems and organizations, knowledge of the conditions that are conducive to the highest functioning in the human

This essay discusses the effects of the police organizational culture on a Police officer’s ability to make independent decisions.

Brandon, I enjoyed reading your post as you had some interesting ideas. I disagree with you on the first point. In a correctional setting, most decisions on what to do in different situations should already be set in stone to prevent disorder in the closed in setting. If a corrections officer has an idea to make things better, it should be sent up the chain of command for review. This strong type of accountability is needed in corrections because 113 corrections officers were fatally injured between 1999 and 2008 (Konda et al, 2013). I do agree that when employees become disconnected from administration, they lose focus and only do minimal work. An easy way to prevent this is to hold periodic employee meetings that are attended

A Corrections Officer has many duties to consider as they manage the activities of inmates. They are charged with the responsibilities of conducting head counts, monitoring recreational activities, and supervising their work assignments while maintaining a safe environment ensuring the welfare of those who are incarcerated in the correctional facility and employed there, as well as protect the safety of the public communities. They are investigators trained to search for illegal or prohibited goods smuggled into the institution, respond to riots, transport inmates and write reports. Although the job of an officer is challenging still the manner in which they ought to interact with the inmates should exemplify a standard of discipline that displays ethical professionalism, and respect at all times.

All organizations, especially law enforcement agencies, require leadership. Maintaining a dependable leadership structure is key to the success of any organization. The philosophy of the modern style of police leadership involves a leader who is strong, competitive and unreceptive to change. Police leadership is based from an autocratic style which is founded on integrity and courage, embracing teamwork, involvement and shared leadership (Cordner & Scarborough, 2010). This style of leadership works well in an emergency situation in which rapid decision making and strict control is needed. The negative aspect to this style of leadership is the inability of the organization to function with the absence of leadership.

Leadership is a necessary component of any organization to include a criminal justice organization. In recent years, research has clearly indicated that leadership must be present in criminal justice organizations for a multitude of reasons. Leaders provide motivation and inspire their followers to progress while advancing toward a shared vision. This paper will discuss several different aspects of leadership and expand on the importance of having strong leaders in place. This paper will explain that there are different styles and theories of leadership which are utilized today. Basic principles of leadership as well as

Max Weber’s study of authority gave birth to his division and classification of three types of authority. These classifications of authority are often used in various roles in criminal justice administrations. While Weber believed that power and authority are decidedly different concepts, the two can be used in conjunction, and often are used for categorization within criminal justice agencies. Traditional, charismatic, and legal authorities are all well-defined in the use of authority by criminal justice administrations.

Police leadership uses standardization and procedure as a way to create consistency and predict¬ability in law enforcement operations (Batts, Smoot, & Scrivner, 2012). The San Diego Police Department, like nearly all law enforcement agencies uses leadership models mimicking the United States military. Paramilitary organizations use highly structured framing to conduct business operations. The structural frame creates compartmentalized specialization, and predictable, uniform task performance desired by police executives. The tightly designed rank-and-file structure delineates locus power and control based on position (Bolman & Deal, 1991). Power rests at the top. Contained with this structure is top-down control of personnel,

Analysis of Human Resource Management The report starts with the introduction to Human Resource Management (HRM) and the role it has to play within an organisation followed by brief introduction of the chosen organisation for the discussion-McDonald’s Restaurants Ltd. Also, it gives the reasons why this organisation has been chosen. The report presents the key strategic issues and corporate strategy of McDonald’s.