Organizational Behavior

Organizational Behavior

Organizational Behavior “is the study of human behavior in organizations. It is a

multidisciplinary field devoted to understanding individual and group behavior,

interpersonal processes, and organizational dynamics” (Schermerhorn, Jr., Hunt, & Osborn, 2005, p. 3). Organizational Behavior encompasses numerable professions, companies and organizations, with the goal of increasing productivity, attaining organizational goals, promoting employee development and learning, empowering employees and providing customer service to external and internal stakeholders.

An important element in the Organizational Behavior of a criminal justice agency is the ability to formulate a purpose and mission for the agency. This purpose and mission is pivotal on the acceptance of the agency’s clientele. After a purpose and mission is identified, a criminal justice agency has to formulate a strategy to fulfill the purpose and mission. Culture and diversity is another element of Organizational Behavior. Criminal justice agencies are dealing with culture and diversity internally and externally. Criminal justice agencies remain dynamic in society and must adapt to the changing demographics, priorities and problems of those whom they serve.

Employees and the public constantly examine competency of administrators and managers in an agency. Enhancing managerial skills such as personal, interpersonal and group skills positively affects these examinations.

Criminal Justice Agencies

Criminal justice agencies are deeply affected by Organizational Behavior. They face the challenges of creating a working environment that will attract potential and satisfy current employees. People are seeking employment that creates learning opportunities, shares the same values and is simply an enjoyable environment. Criminal justice agencies are “customer-driven and market-driven organizations” (Schermerhorn, Jr., Hunt, & Osborn, 2005, p. 8). An organization’s customers include employees, which cause an organization to examine the manner in which they recruit and retain staff. Successful organizations value employees as a critical asset in fulfilling their purpose.

Criminal justice agencies are compelled to promote and justify their purpose and actions to employees, the public and governing entities. The Utah Department of Corrections, for example, has a core purpose of ensuring community safety and providing offenders opportunities for behavioral change. This agency has formulated a vision that shares the agency and employee’s desires in daily operations. The Utah Department of Corrections Vision (2008) states:

“We envision a culture where honor, accountability, and integrity are reflected in our conduct. In so doing, we foster an environment rich in professionalism, compassion, collaboration, and dedication. Together, we are a fair, focused, innovative, and energized team” (para.1).

The vision proclaims the necessity for the department to enhance and use the employee’s skills and values in creating a work environment that is attractive to potential and current employees.

“Missions and mission statements focus the attention of organizational

members and external constituents on the core purpose” (Schermerhorn, Jr., Hunt, & Osborn, 2005, p. 7). The mission statement of the Utah Department of Corrections (2008) reads:

“Our dedicated team of professionals ensures public safety by effectively managing offenders while maintaining close collaboration with partner agencies and the community. Our team is devoted to providing maximum opportunities for offenders to make lasting changes through accountability, treatment, education and positive reinforcement within a safe environment” (para.2).

This mission statement ensures internal and external stakeholders that the agency has a purpose and strategy to fulfill that purpose. Internal stakeholders of the agency include elected officials, administrators, managers and their employees. External stakeholders include society, courts, other law enforcement agencies, treatment providers and offenders. This increases the confidence of all stakeholders that the department can fulfill their purpose of increasing public safety and providing offenders with