...Organizational Behavior AJS/512 August 26, 2013 Organizational Behavior Organizational behavior is a unique field of study because the focus is not only about individual behavior, but also how individual behavior contributes to the dynamics of an entire organization. Organizational behavior focuses on the appropriate use of people (Human resources) the management perspective of organizational efficiency and job selection, training, and performance appraisal. Organizational behavior also focuses on understanding and enhancing the well-being of employees, human relations within organizations, employee attitudes, behavior, stress, and the practices of management. As Schermerhorn, Hunt, Osborn, & Uhl-Bien, (2010) asserts, “The ultimate goal of OB is to improve the performance of people, groups, and organizations and to improve the quality of work life overall.” Organizational Behavior in Law Enforcement Around the globe law enforcement agencies strive for common goals of maintaining peace an order within their communities. Nationally, law enforcement agencies operate in a similar fashion; however, each organization differs on organizational culture. Law enforcement in general has a certain culture, unlike what is seen, in private industries. For the men and women who choose law enforcement as a career they do so because they enjoy working in a team environment, want to be a part of an organization, enjoy challenges, and want to make a difference in their communities...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...team and a learning organization. Team B has chosen an organization (law enforcement) represented by one of the team members. The paper will explain how information technology (IT) contributes to high performance teams and learning teams. It would also describe and address the strategic capability leverage of IT, and the organizational structure to create and maintain high performance teams and the law enforcement. Under the constant pressure of inevitably increasing demands of the external demands and stakeholders, organizations are continually looking for the elements that make up high-performance standards. High-performance organizations have contributing characteristics such as organizational design, hierarchy, leadership, people, information technology (IT), culture, motivation, and entrustment. Law enforcement organizations are amongst the organizations that need to embody all of these characteristics to be successful. Not only does law enforcement have a large number of internal demands to help cultivate a high-performance organization, but there are also several external demands as well. Surrounding communities and the citizens are also a constant influence on the organization's ability to achieve high performance. While some of these demands may appear to be disadvantageous to the success of other organizations, these elements of high performance are very beneficial to the success of law enforcement organizations. How (IT) Contributes to High-Performance Teams...
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...environmental factors. Currently, the answers remain convoluted at best. The purpose of this document is to shed light on research that has been previously completed in regards to trying to better answer the question of why law enforcement...
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...Challenge for Law Enforcement of Developing Leadership Capital in the 21st Century Kelly Hedum University of Central Florida Abstract Succession planning is a critical leadership tool for ensuring organizational growth and continuity by eliminating substantial gaps in institutional memory, knowledge, and leadership through strategic placement of key personnel. One of the greatest challenges facing many organizations in the 21st century is how to affect a well designed change of leadership while maintaining organizational continuity and meeting or exceeding organizational goals. Current research suggests that many organizations will experience a leadership transition crisis in the absence of the implementation of a well designed, functional succession plan for the future. The purpose of this paper is to examine the leadership concept of succession planning and discuss two theories, trait theory and path-goal theory, and their relationship to the succession planning process. Succession planning is a six step process. Three important dimensions critical to succession planning as a leadership development tool include evaluating the future needs of the organization, the identification and development of leadership talent, and the ability to identify and implement results. Historically, succession planning is not part of an assigned role or task in a police agency and tends to get overlooked. Based on the literature, leadership succession in law enforcement will present...
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...Policing Culture CJA/214 Policing Culture Whether you’re interested in becoming a Fish and Wildlife enforcement officer or just a Law Enforcement Officer and you have a strong desire to protect and serve your community or a state and federal area. There are many departments within every city, but they have their own recruitment and selection process. Many of the smaller agencies recruitment and selection process mimics that of the larger local Police Departments, this is due to the strong relationship all agencies have with within their states. “No specific formula exists for recruiting and maintaining the ideal officer, and many of those who were once considered ideal may experience stress, burnout, personal problems, and ultimately may cause more harm than good” (Grant, H.B. & Terry, 2012). Primarily the first steps to becoming a Law Enforcement Officer is to apply for a Law Enforcement recruit positions. One must first meet the minimum application requirements examples are: [pic] High School Education Verification, Birth Certificate, Driver's License copy, copy of DD214 if[pic] applicable, [pic]Next is the selection process, [pic]based on information[pic] submitted in the resume, the HR staff will evaluate the resume to make certain that the candidate meets the minimum credentials. Information on the submission documents will be confirmed later in the background investigation process. It is the accountability of the applicant to be frank and to provide correct...
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...exists. The law enforcement code of silence is more dominant and influential than most other professions because officers do not fear getting caught or being punished. When they are allowed to operate in this culture, they become more tempted to keep operating outside the boundaries of the law and ethics (Rothwell & Baldwin, 2006). The research also concluded that it is impossible for law enforcement agencies to determine how extensively the code of silence exists within its own organization (Trautman, 2000). Researchers suggest that the code of silence can be controlled by making loyalty to principles a higher priority than loyalty to fellow officers. This can be achieved through a variety of enforced measures. For example, it is recommended that law enforcement agencies conduct ethics training at the training academy as well as the workplace. Background recommendations are recommended as a high priority in the hiring process. Training in this area will ensure that the investigations are conducted appropriately and that background investigators are held accountable for performing quality investigations...
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... Introduction Learning Team A has agreed on a number of things to be discussed in our paper. Organizational structure of the criminal justice system, agency policies: inclusive of statutory authorities, budgets: projected revenue sources and expenditures, communication, technology, and cultural or sub-cultural aspects of organization. The development of improved interactions between security agencies, courts, law enforcement personnel as well as community and institutional corrections over the next 15 years need fragile focus and planning. Agency policies of each of the above organizations must cast back the certain needs of the population change. The funds of these organizations play a easily pained role in the enlarged portion of what can and cannot be given to communities. Open and close up transmission of severe information between criminal justice material could bring about problems if they are not trustworthy. They must rely on one another for support. Criminal Justice Integration 3. Organizational Structure Of The Criminal Justice System The phase criminal justice system refers to a collection of state, federal, and local public agencies that deal with the crime issue. These agencies mandates defendants, suspects, and convicted offenders. The simple framework of the system is given by the judicial. Legislative...
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...drivers of effectiveness- decision rights and information flow”( Hoover, 2010). Agency in the policy department process should have an underlying strategy that pushes communication through the government department. Most law enforcement and government agencies fall in the trap of not following information through out the departments. Strategic communication plan helps agency’s core message, strategy, values, purpose, and mission to persuade key stakeholders and enhance positioning. Depend how the agency group them together there are four components that helps provide a roadmap to get from strategy development to implementation. Rational statement analyzed and summarizes the strategic communication plan goals and objectives that will move the organization toward strategy implementation. Situational analyze determines where the organization is today and where is heading. Situational analyze also identify issues, challenges, and barriers to communication along the way. Vision key function is to eliminate gang activity in neighborhood, disrupt the flow of drug, and reduce crime. Core values are a method that asks leader and employees if the current organization culture reflects those values. Envisioned future set a direction that address and manages a good strategic communication plan by making plans, management process, and involves organization changes by communicating challenges with the government agency on moving away status quo toward an alternative future. Key stakeholders...
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...increase fairness and justice in society by promoting equality and non-discrimination in the treatment of its members (Workman-Stark, 2015). Many of our communities, just like the workforce, are made up of individuals of varying genders, nationalities, religions, sexual orientations, and ages. To best serve the public’s needs, all managers, but especially those of policing agencies should aim to fill their departments with a diverse group of individuals that reflects the populations in which they serve. A diverse...
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...infuse seemingly disconnected organizational activities with those shared values (Shamir & Howell, 1999), which guides behaviors of followers (Tsai et al., 2009). Leaders are most effective when...
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...guardian of law and order; however police behavior in recent years has been nothing but exemplary thus rising to extreme bitterness and disbelieve in the community. The community no longer trusts or respects police officers levying all sorts of charges against them. Police officers behavior is indeed despicable in some cases, especially where minorities or women are concerned. Police subculture is responsible for providing officers a different working attitude and mindset. Their character and personality are profoundly altered by the views and values that they learn from existing in this subculture. The one most important thing about this subculture is the idea of insiders and outsiders that lie at the center of all its values. Police officers are continuously reminded of their part as protectors of good order and discipline which turns them into the community as they view everyone outside the police department as a potential criminal or suspect. Police culture is also primarily characterized by violence. Many officers are exposed to a subculture of violence in which they encounter death almost daily. The police are influenced by a flawed subculture that profoundly affects the attitude and performance of most police officers. On one hand, this subculture teaches them values and beliefs and on the other, and it turns the entire police society into a cohesive group that is fundamentally alienated from the general public. POLICE OFFICERS II: ON THE JOB The law enforcement...
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...Mary Schapiro In her role at the SEC, Mary Schapiro was known as one of the world's most powerful female regulators. She was named chair in the midst of the worst financial crisis since the Great Depression. As chairman, she helped strengthen and revitalize the agency by overseeing a more rigorous enforcement program and shaping new rules for Wall Street. During her tenure, the agency's work force brought about a record number of enforcement actions and achieved significant regulatory reform to protect investors. Schapiro leaves behind an agency that has regained its footing, stature, and morale following desultory leadership under its previous two chairmen and its embarrassing lack of action preceding the financial crisis. Under Schapiro, the SEC, which is usually thought to be the most prominent and important financial regulatory body in the country, brought a huge number of enforcement actions against financial institutions. Her job was to assess what went wrong and to ensure it didn’t happen again. During four years as SEC chairman, Schapiro presided over one of the busiest rule-making agendas in the SEC's history, during which the agency also brought a record number of enforcement actions, and executed a comprehensive restructuring program to improve protections for investors. Upon her departure, President Obama praised her leadership, saying the SEC became stronger and the financial system "safer and better able to serve the American people-thanks in large part to Schapiro's...
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...Mary Schapiro In her role at the SEC, Mary Schapiro was known as one of the world's most powerful female regulators. She was named chair in the midst of the worst financial crisis since the Great Depression. As chairman, she helped strengthen and revitalize the agency by overseeing a more rigorous enforcement program and shaping new rules for Wall Street. During her tenure, the agency's work force brought about a record number of enforcement actions and achieved significant regulatory reform to protect investors. Schapiro leaves behind an agency that has regained its footing, stature, and morale following desultory leadership under its previous two chairmen and its embarrassing lack of action preceding the financial crisis. Under Schapiro, the SEC, which is usually thought to be the most prominent and important financial regulatory body in the country, brought a huge number of enforcement actions against financial institutions. Her job was to assess what went wrong and to ensure it didn’t happen again. During four years as SEC chairman, Schapiro presided over one of the busiest rule-making agendas in the SEC's history, during which the agency also brought a record number of enforcement actions, and executed a comprehensive restructuring program to improve protections for investors. Upon her departure, President Obama praised her leadership, saying the SEC became stronger and the financial system "safer and better able to serve the American people-thanks in large part to Schapiro's...
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...Information Security Learning Objectives • Upon completion of this material, you should be able to: – Describe the functions of and relationships among laws, regulations, and professional organizations in information security – Differentiate between laws and ethics – Identify major national laws that affect the practice of information security – Explain the role of culture as it applies to ethics in information security Principles of Information Security, 4th Edition 2 Introduction • You must understand scope of an organization’s legal and ethical responsibilities • To minimize liabilities/reduce risks, the information security practitioner must: – Understand current legal environment – Stay current with laws and regulations – Watch for new issues that emerge Principles of Information Security, 4th Edition 3 Law and Ethics in Information Security • Laws: rules that mandate or prohibit certain societal behavior • Ethics: define socially acceptable behavior • Cultural mores: fixed moral attitudes or customs of a particular group; ethics based on these • Laws carry sanctions of a governing authority; ethics do not Principles of Information Security, 4th Edition 4 Organizational Liability and the Need for Counsel • Liability: legal obligation of an entity extending beyond criminal or contract law; includes legal obligation to make restitution • Restitution: to compensate for wrongs committed by an organization or its employees • Due care: insuring that...
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