Imagine the constraints of being employed within the criminal justice sector. The many demands on such limited resources. The harsh realities of limited, vertical progression. The apex of a life-long aspiration met with glass mirrors. The criminal justice system is charged with upholding the duties of the protecting, correcting, and providing a fair service. Those duties often overshadow the employees of the criminal justice system. The individuals within the American Probation and Parole Association, National Center for Victims of Crime, Association for Criminal Justice Research, American Jail Association, and the International Association of Directors of Law Enforcement Standards and Training are share a common goal, aside from personal agendas.
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Executive Director of American Probation and Parole Association, Carl Wicklund (2012), “Probation and parole officers have a dual purpose. Ensure that people are enforcing the conditions that people live. The other part of what they do, they need to be able to assist people in changing their behavior.” Taking from what Mr. Wicklund mentioned about individuals within the organization, the lifestyle can be very time consuming. That is, the quorum of that individuals` time will be dedicated to the organization. This type of commitment will require an extraneous amount of dedication and motivation. Questioning the resilience of an individuals` commitment to that organization, how would the organization retain the employee? The book, Criminal Justice Organizations: Administration and Management make reference to several theories; many align with the category of employee retention. For example, Job Design Theory benefits the employee and the organization. The mundane tasks are not overlooked when there is praise afforded to the employee. The level of satisfaction increases, thus, enhancing the those in the atmosphere and ultimately the organization advances. However, this is not to replace those who are in skilled positions of authority. That administrator, too, has an agenda and a desire for praise. This is an extension of rewarding the individual for commendable services. With an evolving job market and high demand for those skilled employees to fill that void, the criminal justice administrator must exemplify articulate skill in retaining not only employing. Individuals in criminal justice are not faced with the same issues as predecessors. For example, criminal justice during the 1960`s focused heavily on forceful tactics. This aggressive mindset stimulated an employee to fulfill an agenda. Present day criminal justice
Executive Director of American Probation and Parole Association, Carl Wicklund (2012), “Probation and parole officers have a dual purpose. Ensure that people are enforcing the conditions that people live. The other part of what they do, they need to be able to assist people in changing their behavior.” Taking from what Mr. Wicklund mentioned about individuals within the organization, the lifestyle can be very time consuming. That is, the quorum of that individuals` time will be dedicated to the organization. This type of commitment will require an extraneous amount of dedication and motivation. Questioning the resilience of an individuals` commitment to that organization, how would the organization retain the employee? The book, Criminal Justice Organizations: Administration and Management make reference to several theories; many align with the category of employee retention. For example, Job Design Theory benefits the employee and the organization. The mundane tasks are not overlooked when there is praise afforded to the employee. The level of satisfaction increases, thus, enhancing the those in the atmosphere and ultimately the organization advances. However, this is not to replace those who are in skilled positions of authority. That administrator, too, has an agenda and a desire for praise. This is an extension of rewarding the individual for commendable services. With an evolving job market and high demand for those skilled employees to fill that void, the criminal justice administrator must exemplify articulate skill in retaining not only employing. Individuals in criminal justice are not faced with the same issues as predecessors. For example, criminal justice during the 1960`s focused heavily on forceful tactics. This aggressive mindset stimulated an employee to fulfill an agenda. Present day criminal justice