download

An Analysis of Management Styles in the Criminal Justice System

Joe Student

American Intercontinental University

Abstract

The most important aspect of any organization is its leadership and management. This sentiment is no different in the criminal justice community. Operating a law enforcement agency or a correctional facility involves a highly specialized brand of leadership. This writing will discuss three separate management styles. The management styles that will be discussed will be scientific management, human relations management, and systems management styles. After discussing each style, the author will determine what style would be most affected for use in the criminal justice system. The author will do this by citing examples where this style is being utilized in various agencies throughout the country. After offering that explanation, the author will discuss the disadvantages of utilizing the other 2 management styles within that same community. The author will then offer an opinion as to whether or not all three components of the criminal justice system should use the same style of management.

Which to how do you believe would be the most effective to use in the criminal justice system?

Management is a term that can be quite difficult to define. In trying to define this term, it will become apparent to many that it is easier to identify the duties of a manager rather than defining the term itself. There are some that would describe management as planning goals and specify the purpose of a particular agency. Others may define it as an individual who organizes, finances, and performs other task in leading staff or an organization. At any length, management is largely considered to be an ongoing progress that works towards achieving organizational goals. It is a multi-layered entity in any corporation that focuses on getting task accomplish through a variety of individuals with the minimum amount of effort, cost, and waste. This is all done in order to achieve the goals of an organization. (Allen & Sawhney, 2010)

The scientific management theory that was founded by Frederick Winslow Taylor. This school of thought attempted to study the work process from a scientific standpoint. This spirit was often referred to as Taylorism. The main objective of Taylorism is to improve economic efficiency and labor productivity. The philosophy behind Taylorism focused on the premise that making a person work as hard as they could was not as efficient as getting the most out of how a person’s work was done. This gave birth to the idea of working smarter, not harder. Taylorism saw to use a systematic and scientific approach to the study of jobs. Taylorism relies on the study of time and movement needed for a job in order to improve the overall performance of the work. The scientific management style basically calls for the worker to adjust to the management and not the management to the worker. This was to be done without abandoning the cooperation needed between the worker and management. Again, the overall assumption of scientific management is improving and streamlining jobs in order to increase yield. (Stone & Patterson, 2005)

The human relations management theory is commonly referred to as behavioral management. This theory was thought to be developed by Elton Mayo in the mid-1920s. This particular theory was thought to be born of the Harpers studies that were conducted by Mayo to determine the effect of improved physical facilities on employee productivity. (Banerjee, 2012) The focus of this theory is on the people who operate within the work release rather than the regulations, processes, and procedures that govern the workplace. Rather than management being directive of the workforce, this theory supports meaningful communication between employees and managers that facilitate interaction between the two entities in order to make decisions. Within the human relations theory, workers are not given quotas or forced to operate under certain procedures. Rather, they are exposed to tactics that motivate them to increase productivity by strumming emotional cords of the workers. The motivating aspect of this particular theory is to create an environment where workers feel fulfilled, which in turns causes them to be more vested in the company. (Zeiger, 2014)

The systems management theory is often considered to be a more holistic approach to management. The thought process behind this theory is the relationship between the various parts of an organization. That is to say, that rather than reducing an organization into parts or elements, this theory concentrates on the arrangement of those parts and how those individual parts work together as a whole. (Ansari, 2004) This theory is considered to be more of an analytical approach been a management methodology. The general belief behind his theory is that an organization’s success relies on interrelations and interdependency of the various parts within that organization. No one entity is greater than the other. In fact, they all work in unison to achieve the overall goals of the organization. Another aspect of the systems theory is that it promotes the concept of managers having a deeper understanding of the importance of their workers viewing them as a vital part of the operation and not just an expense of the organization. (Ingram, 2014) Managers who understand how this theory works are very aware of how different systems affected worker and how the worker affects the systems that are around them. Because this theory is considered to be more of an analytical approach, it allows for managers to examine patterns and events that take place within the organization. This allows them to coordinate operations to work as a collective whole to achieve the mission of the organization. (Hawthorne, 2014)

Citing the definitions and concepts of each management style, the most effective management style that can be utilized in the criminal justice system today would be that of the systems management style. The reason for this would point to the overall goal that is to be accomplished utilizing his management style. This management style would be the best way to allow the police, the court system, and corrections to function in unison all working toward the same end. For example, the criminal justice system typically processes “cases” rather than people. Those cases usually consist of an offender, a victim, and the general public. Each entity within the criminal justice process utilizes an input/output system. That is to say that an offender enters a particular entity, takes action actions regarding that offender, and sends them to the next stage in the process. In order for such a system to work properly, each entity would have to work in unison when dealing with the offender in order to properly process the case that involves that offender. (Bernard, Pauline, & Pare, 2005)

What are the disadvantages of the other 2 management styles?

As it relates to the scientific management approach, it would do very little to would address the criminal justice process itself. Within the criminal justice process, it is important to consider the needs of everyone involved. This includes the administrators, the offenders, the victims, and the general public. While the scientific approach would a dress certain aspects within each separate entity, it would fall quite short of be in an ideal management style for the criminal justice system. For example, when dealing with the individual offender it is necessary to understand the needs of each offender. This is to say, one offender may require a certain level of treatment, while another offender may require something very different. The scientific approach attempts to apply a blanket approach for all offenders for the sake of economics. The application of this theory in the criminal justice system would view all individuals operating within it as being nothing more than passive instruments. It would also not allow for the needs and feelings of everyone involved to be considered in the process. (Peak, 2010)

The human relations management style would address only the issue of the employees operating within the system. The drawback to this is that the overall role of the criminal justice system would become secondary to the feelings and motivations of the employees. Applying this management style were created environment where the chief goal of all will be to receive social rewards. This would mean that they will be very little attention given to the task that must be completed within the system in order for to operate properly. (Peak, 2010)

Should all 3 components (police, courts, and corrections) use the same type of management style?

The same management style should only be applied to the overall operation of the criminal justice system as a whole. This is not to say that a different style of management could not be applied within each component. For example, the scientific approach could be applied within each entity as it relates to the efficiency that each employee within that component performs their daily duties. (Stone & Patterson, 2005) The human relations management style could be apply within each entity as it relates to meeting the physical needs of each employee within that entity. (Zeiger, 2014) However, as it relates to the overall process between police, the core system, and corrections, there should be one style that will manage the whole process.

Conclusion

When speaking of the criminal justice system, it is important to understand its overall goal. The overall role of the criminal justice system is to protect and serve the general public from crime. In order to do so, and do so effectively, it is necessary to streamline management in order to manage all entities simultaneously. This would allow for the criminal justice system to operate at optimal efficiency at all times.

An Analysis of Management Styles in the Criminal Justice System

References

Allen, J. M., & Sawhney, R. (2010). Defining Management and Organization. In J. M. Allen, & R. Sawhney, Administration and Management in Criminal Justice: A Service Quality Approach (pp. 1-26). Thousand Oaks, California, USA: SAGE Publications, Inc.

Ansari, S. (2004). Systems Theory and Management Control. Retrieved from A Darden School of Business - University of Virginia Web site: http://faculty.darden.virginia.edu/ansaris/systems%20theory%20and%20mcs-tn.pdf

Banerjee, A. (2012, May 17). Elton Mayo Approach Towards Human Relations. Retrieved from A PreserveArticles.com Web site: http://www.preservearticles.com/2012051732299/elton-mayo-approach-towards-human-relations.html

Bernard, T. J., Pauline, E. A., & Pare, P. (2005). General Systems Theory and Criminal Justice. Journal of Criminal Justice, 33, 203-211. Retrieved from http://www2.cohpa.ucf.edu/crim.jus/documents/Paolinegeneralsystemstheoryandcriminaljustice.pdf

Hawthorne, M. (2014). Management Theories and Concepts at the Workplace. Retrieved from A Hearst Newspaper, LLC Web site: http://smallbusiness.chron.com/management-theories-concepts-workplace-17693.html

Ingram, D. (2014). The Relationship between Systems Theory and Employee Relations. Retrieved from A Hearst Newspapers, LLC Web Site: http://smallbusiness.chron.com/relationship-between-systems-theory-employee-relations-22465.html

Peak, K. J. (2010). Organizations and Administration - Principles and Practices. In K. J. Peak, Justice Administration: Police, Courts, and Corrections Management (Sixth ed., pp. 20-58). Prentice-Hall.

Stone, A. G., & Patterson, K. (2005). The History of Leadership Focus. Servant Leadership Research Roundtable, (pp. 1-23).

Zeiger, S. (2014). The Difference between a Classical Management Theory & a Human Relations Theory. Retrieved from A Hearst Newspapers, LLC Web site: http://smallbusiness.chron.com/difference-between-classical-management-theory-human-relations-theory-35928.html