Maintaining organizational culture is an involving activity. As seen in the case, the department is prone to corruption and subculture. This paper will explore ways in which this can be averted so that the department can become more conducive and maintain required ethical standards. First, I would set re-write the organizational culture. This would be the values, assumptions and beliefs which guide the organization (Neocleous 93).
With this in place, the next step would start the socialization process. This would be through the following stages. Anticipatory, where new staff and existing would be given the standards they are expected to adhere to. Secondly formally, there would be training discussion and monitoring (Neocleous 94). Lastly, the informal process would be achieved through interaction among colleagues. Sent role in this case would not be forgotten and in this case expectations of all staff would be communicated effectively.
In conclusion, there would be encouragement through rewards to best staff so as to enhance the adoption of the culture. In short, the plan would be first, involve all stakeholders in coming up with a standard and inclusive occupational culture write up. Secondly would to get the department into socialization process and lastly, communicate while rewarding and in worst cases holding everyone accountable for their actions.
Works cited
Marjie, Britz. "The police subculture and occupational socialization: Exploring individual and demographic characteristics." American Journal of Criminal Justice 21.2 (2009): 127-146.
Neocleous, Mark. Fabricating Social Order: A Critical History of Police Power. London: Pluto Press, 2004.
