Organizational and Interpersonal Variables
Abstract
The court setting, like any other organization, is subject to problems pertaining to morale and turnover. Basically, these are mere representations that there is an existing management problem among the personnel of the organization. Having a considerably high turnover rate in any organization tends to converge significantly on the problem of morale and motivation. In these types of cases, employees are often discharged because of low performance or sever their ties with the company because of low morale. In any case, the solution for these management problems tends to sum up with actual management solutions regardless on whether the employees operate in a court setting. It must be emphasized that these types of organizational problems, though incessantly present, are not without solutions, the succeeding discussions will present certain elements that could deal directly on resolving the issues of the courts as an organization.
Improving the Culture in the Organization
Before looking to improve the situation of the employees in my groups, it is important to recognize initially the existing culture in the organization. Organizational culture is defined by organizational studies as the “meanings inherent” to an organization. ( 2005) This means that the inherent values, principles, and accepted behavior in the organization constitute the elements that make up organizational culture.
In dealing with the said case where distinct judicial court branches were amalgamated to a certain degree, it is important to establish the existing cultures in every branch. In doing so, it is much easier to establish the differences in the said judicial branches. Specifically, I must first establish the accepted management strategies and practices that are accepted in each judicial branch. ( 2002) To this end, I would have to use up all the energies and skills that I have as a manager to establish a course of action that would complement the existing cultures in the said branches. Upon establishing the processes and making the employees become accustomed to the systems that I, as a court administrator, have imposed in the company that specific changes and radical modifications will be introduced to take in hand the handling of the morale issue and turnover of the group pf court branches that I am handling.
Addressing the Problem of Morale and Turnover
To deal with the problem of morale and turnover, there are certain activities that I have to take in hand in order to trigger actual change in the organization.
Reinforce
For the organization to actually change to a more synergistic one, the manager, or in this case the court administrator, have to reinforce the performance of the employees. In this context, the focus of the manager should shift from imposing punishment to coaching the employees to achieve their optimum level of performance. (2005) One should realize the methods on which the employees react positively. Studies have established that when the management tends to focus the mistakes of the employees, there is a great possibility that the employee would be reacting negatively with the management. In doing so, the employee will be regarding the management as an adversary instead of being a reliable ally.
Reinforcement at this point focuses on the capability of the manager to align the views of the employees in accordance to the company’s views. (2005) At this point, the court administrator will be able to gain the favor of the employees. The employees now recognize that he/she is more of a partner and co-equal (regardless of the issues on hierarchy). Moreover, the court administrator could also use an unambiguous set of rewards and punishment scheme to enable developments in the organization.
Establish the Connection between Rewards and Punishment
Organizational studies have indicated in that rewards and punishment are great motivators for employees. (2005) When performance is directly connected by the company to the rewards that they are offering, managers could anticipate positive outcomes. However, it must be emphasized that the provision of these rewards and punishment should follow a consistent and fair process such that every element of the organization is held responsible to their individual actions. If the company fails to recognize this fact, then the first to give way is the respect of the employees on the management. Consequently, the morale of these personnel will come rolling down afterwards.
Opening the Communication Lines
Opening the lines of communication between the management and the employees is also a great way of improving the morale and employee turnover in the organization. (2006) Normally, employees are curious about certain aspects of their work and certain elements of their performances. They tend to as questions and inquire about these things. Responding positively and opportunely in these acts may well ensure a more responsive set of employees of court. Being accessible to them would also improve the relationship between the rank and file and the management.
Establish a sense of pride
In this part of the improvement of the morale and turnover of the organization, the court administrator is required to remind the employees the reason that they are working in the said institution. (1997) It must be emphasized that being an employee serving a highly influential institution, their position and individual performance serves a higher purpose for the general society. In doing so, the court administrator is able to establish a sense of pride not only terms of the professional regard, but also on their personal self-worth.
Conclusion
Improving the morale of the organization basically creates the impetus in the actual overall development. Learning the culture and the attitudes of the employees is a great tool in molding the organization to something that will exceptionally complement the objectives and mandates bestowed by the state on organizations like courts and other judicial branches. At any rate, understanding the organization will essentially be the exact response needed to deal with organizational issues like morale and turnover.
Unit 3 DB Organizational and Interpersonal Variables
June , 2007
Drug courts emerged in the United States during the later part of the 1980s in Florida. (2003) Essentially, these types of courts deal with offenders that have incurred crimes that are considered less serious by courts. For instance, crimes like drug-use and drug possession are among those that drug courts handle. Other drug cases like drug trafficking and drug selling tends to fall off from the jurisdiction of the drug courts.
Normally, these courts encounter youth offenders and adolescent drug users. (2004) This shows that majority of the offenders and cases that these types of courts handle basically help them in accessing rehabilitation and treatment on their addiction. In my state of New York, the courts have saved a significant amount of money as they diverted a lot of minor dug cases to these courts. () Over 4 million were saved in 2004 by the state of New York.
There is no exact statistics in the state of New York on the rate of recidivism of the offenders that went through these drug courts. However, studies in general indicate that problem-solving courts essentially have the propensity to reduce the recidivism rate of the offenders. (2003) This indicates that aside from helping the defendant deal with the addiction, the state is able to save a lot of finances which would be diverted to other elements of the criminal justice system and at the same time keep offenders from actually repeating the crimes that they are charged with.
Credit:ivythesis.typepad.com
0 comments:
Post a Comment