Questions
- Traditional model emphasizes on high levels of formalization and centralization. The main key elements in this model involves unity of command where single person is in charge of employees and other problems. On the other hand, human model it focuses on trying to match the employee goals with that of the organization. The main key elements involve employee sharing of power and employee ownership in which the employees have the authority in running the organization.
- Human employee supervision model is not possible in a practical situation. Human model has complicated the process as it involves goals constraints, confliction, and finite resources make the model difficult to operate.
- Occupational socialization is learning the behavior and necessary attitudes associated with the organization. The process occurs through individual training by the organization trainers or oven through peer experiences during work on a daily basis. Occupational socialization helps in the formation of organizational structure by ensuring that the new recruits are taught of the corporate guidelines and ethics that govern its operations. The older members get to understand even better of the organizational culture through repeated training of the new recruits.
- Process of judicial socialization involves new hires in the legal firm being trained by a trainer on the protocols and regulation governing the judicial service. This is referred as formal legal socialization. Informal is when the recruits are gets to understand the behavior of the organization through encounter with the peers and other workers on a daily basis.
- A) Coercive – this happens when those people in power threatens the subordinates through commands. Example is when the manager issues a threatening command to fire his junior if he does not meet the desired goal.
B) reward- this is when the managers use remunerations and bonuses to give the employees when they perform better. Example increment of salary when the worker’s work is of high quality
C) Legitimate- this is the power that is bestowed upon someone to have authority over others. A good example is a manager who has authority over others.
D) expert- this power comes due to increased gain of experience and skills .the person becomes an expert in some areas. An example is an engineering manager who deals with the technical problem of machinery.
E) referent- the authority one gets in form of respect and honor due to the reputation of solving difficult situations of the business well. Example is the human resource manager who protects the employee rights and those getting into the job force.
- Learned helplessness arises when someone undergoes through a feeling of powerlessness due to one-time traumatic event or perpetual failure to succeed. Most of the time it is the leading cause of depression for many people. Learned helplessness in judicial administration is very dangerous as it creates increased psychological withdrawal, psychological dependence and also physical withdrawal from the firm.
- Horizontal conflict arises when there is greater competition among the entrepreneurs operating in the same market. This leads to a reduction in profit margins. Examples include when a producer sells his product to the supermarket at 11% profit margin and later sells the same product at 20% profit margin. The conflict arises when the supermarket increases one part of the business at the expense of the other.
Vertical conflict occurs when members of the channel of distribution collide. Example is when a bulk buyer (retailer) refuses to carry the products hence forcing the manufacturer to take. This lowers manufacturers profit
8 .stages of conflict
- Latent conflict -This is when the factors could become the possible reason for potential conflict. It may involve role conflict and competition for scarce resources.
- Perceived conflict this is the second stage in which the if no latent conflict then it is due to misunderstanding between each other's position.
- Felt conflict-this the stage where the conflict is not only perceived but recognized
- Manifest conflict –is when the two parties involved in the conduct that calls for a response from each other
- Conflict aftermath-this is the effects that the organization receives according to how the conflict was handled.
- A) Resource-based approach-it observes the start of the process and evaluates if the business can get the recommended resources. It is associated with difficulty in measuring the internal efficiency. An example is low-cost inputs.
B) Goal approach-it is based on determining whether the company can attain its objectives as far as desired levels of output. The tricky thing about this theory is that it is not easy to assess the organization effectiveness using a single indicator. Example in this case is operative goals of the company
- Purposive change occurs when the law courts interprets an enactment using constitutional interpretation on the basis of which the enactment was done. Example is overruling the existence of an individual statute.
Crescive change occurs when there is a need for a manager to champion the employees to develop and implement necessary strategies of the organization. Example, the employees, make decisions on issues affecting them
Works cited
Stojkovic, S., Kalinich, D., & Klofas, J. (2008). Criminal Justice Organizations: Administration and Management, Fourth Edition. Belmont: Thomson Wadsworth Publishers is a great reference resource for this assignment.
