CJA1

sion to focus the activities of an organization. The values are determined by the culture of the organization. In policing, the culture tends to revolve around providing services, controlling crime, and increasing public safety. There are strict policies and procedures to be followed in carrying out the activities of the policing agency. O�cers’ positions are well de�ned, and there is a clearly identi�ed hierarchy in the organization. Employees are expected to be honest and show integrity while completing their tasks. Using the Atlanta Police Department’s website as an example, one can see that the department values pro‐ fessionalism, integrity, commitment, and courage (no date).

Last, organizations use strategic goals. Members will work toward several organizational goals to accomplish the agency’s mission. The goals, also known as objectives, are the main concerns of the organization. They are gener‐ ally set by the administration and passed through formal and informal communication to employees. According to Hecht (1980), objectives should �lter all the way to the bottom of the agency, with each unit or department es‐ tablishing and working on its own unit goals while keep‐ ing the larger organizational strategic goals in mind (p. 91). Employees may also have personal goals set for themselves. It is hoped that the personal goals do not con�ict with the organizational goals. If this occurs, the employee may be unsuccessful within the agency, or the

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