Criminal Justice Motivation Essay

The most useful model to apply when dealing with the generation cohort is Fielder`s contingency model. In addition, they should be taught leadership skills and how to employ them in their profession. This will help them stay in one organization long enough to get promoted and earn a place for themselves within the firm. They should be taught how to behave as leaders. Also, Fiedler`s contingency model is based on various situational dimensions. In criminal justice department, it is hard to establish the use of Fiedler`s contingency model because leaders cannot be matched with their jobs. The leadership styles used in the criminal justice department provides the rationale that is used to explain how leaders change their organizations to produce positive outcomes (Stojkovic, Kalinich, and Klofas, 2012). Institutions providing leadership education should focus on developing the leadership in people. The institutions should focus on impacting people with leadership qualities instead of training. Cohort generation need to be taught single leadership style because of the strong communication skills associated with the style of leadership. The organizational culture in the criminal justice department plays a crucial role. It is because most leaders gain the experience before being given the chance to be leaders. They rise from the lowest rank to the highest rank gaining the required experience needed to lead an organization.

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I would employ the need theory as my guide when advising the director to create a detailed employee motivation program. It is because people are motivated by their needs to execute their obligations in the workplace (Stojkovic, Kalinich, and Klofas, 2012). According to, Maslow everyone has needs that influence their behavioral patterns and human beings are motivated by their most basic need. The director should concentrate on motivating the employees who have been left in the agency through higher order needs. The need to satisfy the urge of belonging, self-esteem and attain self-actualization should be the major goals that the employees should be subjected to while at the workplace. Identifying the needs of all the employees will enable the director to determine the tools to apply in making the employees work hard. The motivation program should be based on the rewards that the employees will get after performing well at their jobs. The rewards should match either of the things which make people have a sense of belonging, gain self-esteem or attain self-actualization.

The decision by new residents in Bigton because of the proximity of the Mosque and the presence of an Islamic Centre might affect the way in which the police perform their duties. It is because the presence of more people will require the police to be more vigilant in the area. High populations are hard to manage without enough personnel in the police department (Bies, 1987). The issue of crime control is a topic that requires all people in the community to work together. It should be a collaborative affair. The criminal justice agencies should be free with all people in the society including the new and the old residents of Bigton, and all the communities living in the area. Having a flexible workforce that is educated will enable the departments to smoothly perform its functions.

The goal method approach will be useful in the assessment of the Fusion Centre`s Organizational effectiveness. The goals of the center will be analyzed on regular basis and the analysts must ensure that all the workers in the organization execute their judies towards the set objectives. The center should analyze the possibility of attaining the goals. The contribution of all the employees in the organization must be rewarded in the workplace. The Center must produce data to establish the effectiveness of the firm. The information provided should be evaluated to ensure that it is accurate so that the firm can avoid ethical problems (Stojkovic, Kalinich, and Klofas, 2012).

References

Bies, R. J. (1987). Interactional justice. In The Oxford Handbook of Justice in the Workplace.

Stojkovic, S., Kalinich, D., & Klofas, J. (2012). Criminal justice organizations: Administration and management. Cengage Learning.