Objective responsibilities of the Captain at County Jail
The objective responsibilities of a jail captain are many and varied, for instance; the captain coordinates all the activities of various sections of the jail department to ensure that all work and projects performed properly by various personnel. Thus, achieve the common set goals of the of jail department. In addition, the captain provides information to the subordinates and the public to facilitate a working environment that is free from violence and insecurity. He must be respectful to the jail commander and also has to adhere to the policies and procedures governing jail department as the county jails are more centered on local public safety operations and criminal justice involvement. Hence, they house the inmates’ involvement (Larmer, 2002).
Subjective responsibilities of the Captain at County Jail
The captain must positively uphold his ethical values, beliefs and feelings. Thus, he should comprehensive be morally upright to lead an exemplar life. Inclusion, the captain, also has the responsibility for managing and conserving the public funds and resources. Hence, he takes responsibility in case of the misappropriation of the public resources. He also should emphasize in the fair and equal treatment of persons either the public he serves or the subordinates. In addition, he should also adhere to the professional code of conduct in order to achieve the departmental goals (Johnson, 2012).
Ethical authority conflict that might be experienced by the captain
The captain might experience conflict between different levels of authorities in the department. For instance, the captain is responsible for the coordination of activities in the department as well as has respect to the Jail Commander. However, he might decide not to have respect to the commander who might also bring conflict in the department. In addition, the captain might also experience conflict when he misuses the authority and public resources, this would be considered a significant ethical failure. For example, the commander may want the captain to hire his relative, hence can cause conflict if the captain refuses to go against the ethical code of conduct of the department (Goree, 2007).
The ethical role conflict that might be experienced by the captain
Captain might experience ethical role conflict major when he is asked to enforce and implement new rules and regulations on the staff that can be considered more detrimental to personal beliefs. However, this might be seen contrary to the ethical policies governing the department, where, all persons must adhere to the laws and policies of the company. For instance, there are laws governing the treatment of the prisoners. Thus, the captain is not expected to treat the prisoners by aligning to his personal values and beliefs but can only be done when permitted (Johnson, 2012).
Internal controls that help maintain a strong ethical performing as a captain
In a more critical way, the captain should apply and demonstrate the professional skills and values as a leader to the entire persons of the department to attain the set goals. The captain should also deploy the professional training to the subordinates and even try to recognize and give credit to training facilities. In addition, he should promote counter respect in the department as well as aiming stability in security as this might be the main goal of the department (Sikula, Sikula and Koocher, 2001).
External controls that help maintain a strong ethical performance as a captain
Captain should adhere to the ethical code of conduct to eliminate misuse of power and authority to promote more focus on achieving the set goals of the department. Inclusion, he must follow strictly laws, policies as well as procedures governing the security department, thus help in avoiding treating the prisoners with a lot of personal values and beliefs. Thus, the captain should deploy the quality of a good democratic leadership style (Larmer, 2002).
References
Goree, K. (2007). Ethics in the workplace. Mason, Ohio: Thomson/South-Western.
Johnson, C. (2012). Organizational ethics. Thousand Oaks, Calif.: SAGE Publications.
Larmer, R. (2002). Ethics in the workplace. Belmont, CA: Wadsworth Thomson Learning.
Sikula, A., Sikula, J., & Koocher, G. (2001). Employee relations ethics. Mahwah, N.J.: Lawrence Erlbaum Associates
