Femi Taiwo
CRJU 6811- Module 5 Exercise
1) Explain how occupational socialization influences the criminal justice system.
Occupational socialization is the process by which a person acquires the values, attitudes, and behaviors of an ongoing occupational social system (Stojkovic, Kalinich, & Klofas, 2013, p. 250). It is a continuous process and may result in both legal and illegal behaviors. Becoming aware of organizational and occupational practices, internalizing them, and carrying them out as participating members of the work group, affects the way they perceive, influence, and interact with citizens in a law enforcement capacity. These are influenced intentionally while going through training when beginning the primary introduction into a new organization, and through the actual experience in the office and on the job interactions. Police socialization for example, ensures that individuals acquire the necessary knowledge to perform adequately on the job.
2) Define and explain organizational culture.
An organizational culture is defined as a set of assumptions, values, and beliefs shared by members of an organization (Stojkovic, Kalinich, & Klofas, 2013, p. 250 & 251). These shared traits develop
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Power relationships can remain deeply embedded in relationships and institutions and may, therefore, be difficult to transform. Different expressions of power will have different impacts on organizations. Consequences of power relations within organization are along two dimensions: behavioral and attitudinal conformity. Types of power are not equally effective in every situation. Legitimate, charismatic and expert power are more universally accepted whereas, reward and coercive power can be effective if used for a legitimate purpose. However, reward and coercive power may lead to dysfunctional effects if used illegitimately; learned helplessness (psychological dependence), or resistance (psychological
Power has been defined as the psychological relations over another to get them to do what you want them to do. We are exposed to forms of power from the time of birth. Our parents exercise power over us to behave in a way they deem appropriate. In school, teachers use their power to help us learn. When we enter the work world the power of our boss motivates us to perform and desire to move up the corporate ladder so that we too can intimidate someone with power one day. In Joseph Conrad’s Heart of Darkness Kurtz had a power over the jungle and its people that was inexplicable.
Occupational science is an emerging academic discipline which is based on the traditional values and beliefs of the occupational therapy practice as articulated by Adolph Meyer, (Yexer ,1993), (Reilly, 1962) and others. It draws on a range of theories, research methodologies and approaches in order to understand humans as occupational beings. Also, it assumes that people’s experiences in engagement in meaningful and purposeful occupations influences both performance and intrinsic motivation ( Haertl, 2007)
Power simply can be defined as control over resources. This control allows for individuals to bring about change. The influence of power typically has a negative impact on individuals. It has even been said that “Power tends to corrupt, and absolute power corrupts absolutely.” Typically, as an individual gains power they tend to be less inhibited and act more based on their personal desires disregarding what is ethically right. Oftentimes, individuals lose sight of their morals in attempts to gain more power and exploit other people. Indeed, it is true that “with great power comes great responsibility” and whether an individual lets that responsibility corrupt them is a strong measure of their personal character (Ferguson and Peterson,
I have known from a young age that I wanted to help people, and since then I have searched for the opportunity and knowledge to be able to do just that. On that note, seeing the joy on my uncle’s face, after losing both of his legs and having to learn to walk again with prosthesis’s was so uplifting for me, to witness him so happy even though I wasn’t involved with his healing process. Consequently, I could only imagine how good it would feel to know that I helped him regain his independence and return a smile to his face. That was when I realized that I wanted to give back to people that are in need of assistance. These individuals may not be able to do anything about the position they are in, Hence when I become an Occupational therapist; I will
In no particular order, the first power type is called Expert power. Simply put, Expert power is a power based on the information that a leader knows, due to interacting with others who belong to familiar organizations. This type of power usually comes as the result of learning and growing within a particular role in an organization. Next, there is what is known as Referent power, which is the result of identifying with an individual or group. With Referent power, it is the outcome of the actions exhibited by a leader, that influences others to refer to him or her as an example. After Referent power is Legitimate power. Legitimate power comes from the titles, roles, or positions that people occupy (Shockley-Zalabak, 2015). For example, managers or supervisors will have Legitimate power over their subordinates due to the difference in their titles and authority levels. Following Legitimate power, there is Reward power. Reward power is when a leader or manager offers a source of tangible and intangible resources (Shockley-Zalabak, 2015). An example of Reward power is money, since it can be distributed based on one’s performance and can be a means of
Tost, L., Gino, F., & Larrick, R. P. (2013). When power makes others speechless: the negative impact of leader power on team performance. Academy Of Management Journal, 56(5), 1465-1486. doi:10.5465/amj.2011.0180
Organizational culture is the system of shared beliefs and values that develops within an organization and guides the behavior of its members, while organizational structure is an expression of social and economic principles of hierarchy and specialization (Kinicki, 2015). Both the culture and the structure of an organization are important things for management to understand in order to successfully set and achieve an organization’s goals. Companies who excel in highly competitive fields can attribute their successful economic performance to a cohesive corporate culture that increases competitiveness and profitability. This culture is best utilized in an organization that has the necessary structure to allow its employees to coordinate their actions to achieve its goals.
According to the "Power and Leadership" essay written by Paula Braynion, "the first thing one encounters when trying to understand power is a difficulty in arriving at a concise definition, as there are many and varied definitions and perspectives seeking to explore and explain the concept." (Braynion, para 1) There are two main kinds of power to look at when figuring out how power and leadership relate. The first kind of power is formal power which is obtain by an individual from having a formal or privileged position in an organization's hierarchy, for example a VP or a CEO would have formal power over his or her employees. The second kind of power is known as informal power or influential power, this power is based on the ability to influence others rather than the ability to control rewards and punishment. Informal power is the result of peers and other employees choosing to follow an
The concept of organizational cultures was first raised in 1970s, and soon became a fashionable topic. Organizational culture is the shared beliefs, values and behaviours of the group. Theorists of organizations believe that organizational culture represents the pattern of behaviours, values, and beliefs of an organization. Hence, studies around organizational culture have been seen as great helpful and essential for understanding organizations and their behaviours. Additionally, organizational culture has been considered to be an important determinant of organizational success. Therefore, leaders and managers pay more than more attentions on this topic, focusing on constructing and managing organizational cultures.
Organizational culture can be defined as a system of shared beliefs and values that develops within an organization and guides the behavior of its members. It includes routine behaviors, norms, dominant values, and a feeling or climate conveyed. The purpose and function of this culture is to help foster internal integration, bring staff members from all levels of the organization much closer together, and enhance their performance.
Power is central to the leadership process in the development of a manager’s self-confidence and willingness to support staff members. (Simmick & Wilkinson, 1990). The desire for power is universal. From this vantage point, power should be accepted as a natural part of any organization. Power is not evenly distributed among individuals or groups, but every individual has some degree of power.
When power becomes legitimate, it is then recognized as authority (Denhardt et al, 2001). Power becomes authority when it is accepted and even desired by society. As stated by the course study notes, “authority refers to a situation where a person (or group) has been formally granted a leadership position”. An individual has authority when everyday norms and regulations support the exercising of power by that individual. In an organizational setting, “authority is hierarchal and vested in positions” (Week 9 Study Notes), which are defined by “organizational charts, positions and rules” (Week 9 Study Notes). Generally, power in authority also involves the possibility of rewards such as promotions and good performance reviews.
The concept of organizational culture is one of the most debated topics for researchers and theorists. There is no one accepted definition of culture. People even said that it is hard to define culture and even more change it. It is considered a complex part of an organization although many have believed that culture influences employee behavior and organizational effectiveness (Kilmann, Saxton, & Serpa 1985; Marcoulides & Heck, 1993; Schein, 1985a, 1990).
What is socialization? Socialization is the process in which we as people become members of society. As individuals our sense of belonging is shaped through the agents of socialization. The agents of socialization that contribute to the shaping of an individual’s sense of belonging to a group consist of educational institutes, peers, Mass media, family, and religious institutes. The five agents of socialization play a large roles in an individual’s perspective on the way of life, behavior, social interaction and how the communicate with other members of the group. Socialization not only makes us aware of ourselves as being part of a group but also deeply affects ones understanding of norms, beliefs, desires
Socialization is learning what is expected from us by the people we are interacting with. We learn what is considered normal and how to interact with others. Socialization also gives us the ability to learn what is not acceptable behavior and the negative treatment that can come along with behaving outside of the norm (New York University Department of Sociology, 2013). It is beneficial to reflect on educational experience as a site of socialization because for the majority of us, this is our first real, complete, and honest experience of socialization. We may receive leniency or special treatment from our parents, grandparents, aunts, and uncles because we are younger and cute. They do not expect the same level of standards for behavior as peers who