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Organizational climate vs culture
Organizational structure in criminal justice
Organizational structure, culture and climate
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In this paper will talk about the Federal Bureau of Investigation agency. We’ll talk about internal structure within the department. We’ll go over the organizational mission and values, organizational culture and climate, organizational structure, organizational size and demographics, stakeholders, recruitment process, their job analysis, description, and compensation, hiring process, the level of discipline the department is allowed to enforce on an employee, as well as labor relations. Alongside the internal structure of the department, we’ll also talk about the outer structure of their working environment. We’ll also observe the department’s external structure that holds the pillars within the agency; such as, demographics, government, department
The mission and values of the Federal Bureau of Investigation (FBI) is up held with strong Constitutional values. Over the years since the FBI was created in 1908 by Attorney General Charles Bonaparte during the Presidency of Theodore Roosevelt. As a progressive during this time period Bonaparte applied his philosophy to forming the FBI with several corps of agents. His thought was that these men should have expertise and not political connections. With the U.S. Constitution based on “federalism” a national government with jurisdiction over matters that cross boundaries, such as interstate and foreign affairs.
In order to transform a local police agency into an intelligence-led organization, they go through several steps. The first, after strict training and funding is to task and coordination processes. The second is to make and develop the intelligence products to be used in the operations. Next is to begin the use of standardized training for all the people to be involved. Since some local agencies cannot afford to train every employee in this...
Federal Bureau of Investigation Careers. United States Dept. of Justice, n.d. Web. 8 Dec. 2011. .
History of the FBI The Federal Bureau of Investigation was founded in 1908 when the Attorney General appointed an anonymous force of 34 Special Agents to be investigators for the Department of Justice. Before that, the DOJ had to borrow agents from the U.S. Secret Service. In 1909, the Special Agent Force was renamed the Bureau of Investigation, and after countless name changes, it became The Federal Bureau of Investigation in 1935. When the FBI was established, there weren't an abundance of federal crimes, so it investigated criminal acts that dealt with national banking, bankruptcy, naturalization, antitrust, peonage, and land fraud. In June of 1910, the FBI grew larger because of the "Mann Act" (Made it a crime to transport women to other states for immoral reasons).
Toxic leadership, likely found in all agencies at some point, and the general awareness of toxic leaders with whom individual officers have worked, makes this a real problem for law enforcement agencies. Knowing the root and cause of this type of leadership helps develop understanding on the part of those that can effect a change in leadership within an agency. Comprehending the methods by which such environments develop and their negative impact on the agency as a whole - via individual officers’ experiences, opens the doors on hidden collusion that destroy morale.
In the 21st century, the world as we know it suffers from psychotic, demented, treacherous and, sophisticated crimes. This world would be corrupt without a tunnel of light if it was not for the Federal Bureau of Investigation. The Federal Bureau of Investigation, also known as the FBI, is a corporation that seeks fidelity, bravery and, integrity for the United States of America. The FBI researches shocking and concerning crimes the news reports about politics, war and, safety that we hear on the television about issues that are being reported to the people. These cases of transgression are missions the FBI analyzes, such as hacking information from double spies, locating terrorists, seeking pedophiles, cracking down unknown mobsters, gang leaders and serial killers, white-collar crime, public corruption, cyber-crime, counter intelligence and civil rights.
Internal affair investigations is a social control measure put in place by police departments to ensure assigned officers do not commit ethical violations or actions that result in professional misconduct. Due to the sensitive nature of these investigations, all facts presented in favor of and against the accused must be thorough and accurate. Proper training of department supervisors is critical to the discipline and performance of subordinate officers.
The organization structure in the Criminal Justice Field consists of six basic elements as in any career field. Moreover, the six essential elements consist according to Giblin “goals and objectives, division of labor, hierarchy of authority, command and control, accountability, and communication” (Giblin, 2014, pp.148). Furthermore, the first element is goal and objectives. This first element purpose is to function as a guide to create plans, tactics, assignments, policies, instructions, and regulations (Giblin, 2014, pp.148). Therefore, the goals and objective must be clear and consistent in order to be accomplished (Giblin, 2014, pp.148). The goal must be concise in order to be complete understood. In addition, the goal purpose is to maintain experience, reduce quandary, and to alter the organizational change (Giblin, 2014, pp.149). On the other hand, the objective purpose is used to create authority, accountability, and to handle complicated tasks (Giblin, 2014, pp.149). Foremost, if the objective and goal are not clearly stated it could caused higher level of discretion and the failure of the goals and objective (Giblin, 2014, --.149). Moreover, the second element is division of labor. The division of labor is divided in to three main groups:
G-man was a slang word for special agents that were working under the Federal Bureau of Investigation (FBI) of the US government. This special agents that were put together by the US government existed to stop any illegal transactions and crimes. The detectives that were working under J. Edgar Hoover’s Bureau of Investigation were consisted of small quantities of detectives that the public often mistaken them with the Secret Service or Prohibition Bureau agents. The slang word ‘G-man’ is created during the arrest of George “Machine Gun” Kelly, a gangster and wanted for fugitive reason. When the special agents of the FBI found “Machine Gun” Kelly on September 26, he shouted the specific words of “Don't shoot, G-Men! Don't shoot, G-Men!”. Early
Walker, Jeffery T., Ronald G. Burns, Jeffrey Bumgarner, and Michele P. Bratina. "Federal Law Enforcement Careers: Laying the Groundwork." Journal of Criminal Justice 19.1 (2008): 110-135. Web. 20 Apr 2011.
Organizational change can occur due to the result of pressures from the external environment (such as new legislation, or community pressure), or from an internal conflict within the agency. In either case, a performance gap, due to external or environmental change, external repercussions to the agency’s actions, internal technical or structural changes , or extensive employee turnover, is recognized. (Stojkovic et al, 2008). Administrators do not choose to begin organizational change randomly. Once a performance gap is made apparent to the agency administrator, she will be motivated to modify the internal workings of the agency to adapt to these pressures. Planned organizational change is a bridge that links the organization with its environment (lecture notes, P. Smith, 2010). Criminal justice agencies embark upon organizational change in an effort to adapt to changing environments (political support, legislative changes, etc). Our example will focus on an administrator changing a police agency from a traditional patrol-centric model to a professional, problem-solving model. In many large cities the p...
While certain goals of an agency may conflict with others, this is not necessarily negative, but simply a constraint that may influence the outcome of these goals (Stojkovic et al., 2008). For example, while it may seem unreasonable that a known criminal be released from jail and acquitted due to a legal technicality in our judicial system, this due process is essential to our countries liberty (Stojkovic et al., 2008). Criminal justice organizations are, in their nature complex and there are a variety of external and environmental issues that influence these agencies. Their primary goal is to maintain order and reduce crime. While attempting to attain these goals, police agencies come into contact with several other organizations with varying goals of their own. For example in the course of their function the police agency encounters the prosecutor’s office; the division of corrections; federal level law enforcement agencies; as well as others. During their encounters they must balance their goals with the goals of the other agency to attain a satisfactory outcome for each organization.
Kania, R., & Davis, R. P. (2012). Managing criminal justice organizations: an introduction to theory and practice (2nd ed.). Waltham, MA: Anderson Pub.
The POBR had many variations, and in 1990 and 1992, associations of two states police chiefs wrote up provisions that the management could work with. “In 1990 the Colorado Association of Chiefs of Police amended its Professional Standards (1986) with revisions and additions that address the conduct of internal affairs investigations” (Schmidt, 2005, p. 2), The Colorado standard is in place for all peace officers. The provisions in it cov...
Among those things necessary for the correct functioning of a police department are: well hand-picked and properly trained personnel, adequate instrumentation, and an organized structure of body command and management. If these represented in the department, which would make the department have most of the necessities for achievement. For best results, however, the morale of the department additionally should be unbroken on a high level. All personnel ought to be eager and willing to do an honest job; otherwise there's one thing wrong with the organization or its headship (Gocke, 1945). Morale is to the mind what "condition “is to the body; it's the fitness of the mind for the task at hand. It’s the perseverance to stay to the task while not tiring; to carry on while not a breaking of spirit; it's the endurance and also the strength to resist mental infections that worry, discouragement, and exhaustion bring with them; it's the display of continuous ability to come back with fitness and readiness to act.