Supervision in the Criminal Justice Field - Essay Example

 Introduction This paper seeks to examine the role of the first-line supervisors in law enforcement organizations, including the managerial responsibilities that supervisors often called upon to handle. The paper will also address leadership, power, communication, personnel matters, and decision making. The impact and importance of effective leadership on employee development, morale, and motivation will be a focus of this paper. In doing so, this paper will compare and contrast the theories of supervision through assessing the practical, ethical, and social impacts of those theories on employee development, morale, and motivation. Interpersonal communication as applicable to supervisors or managers will also be discussed as well as the difficulties of applying work-life balance concepts to law enforcement. Assignment one Comparing and contrasting the theories of supervision. Assess the practical, ethical, and social impacts of those theories on employee development, morale, and motivation. Managers and supervisors employ various theories and models of supervision in order to maximize efficiency and productivity of their work. There is no particular model or theory that is inherently universal or better than the other. Theory of contingency asserts that “the best management model for a particular workforce depends on a range of situational variables.” Experienced managers and supervisors understand a range of methodologies of management and know how to make an identification of the most appropriate model and theories to apply in any given circumstance or situation. Before we get to the comparison of various supervision models and theories, we will look at various roles of a supervisor. Supervisors have several functions and roles in law enforcement and other areas of supervision and management. However, providing support and information that facilitate the development of employees is the most important. This is because most theories of supervision have ethical, practical, and social impacts on employees’ morale, development and motivation. Therefore the choice of a supervision theory or model needs to be considered alongside its impact on employees. There are various roles of a supervisor used in developing employees. Some of which include: coaching employees in order to assist them in determining their requirement for development; providing organizational information, insight and advise; offering both corrective and positive feedback; guiding, through checking back over time and goal setting, the planning; ensuring applications of new learning opportunities; boosting employee morale and motivation; and allotting money and time for development experiences. It is also very significant and helpful that an employee receives assessment that is honest from their work and access to other employees who may be in a position to coach or provide information. Supervisors, especially those in law enforcement, should respect the learning curve of every employee. This is because everyone takes time to learn and be able to apply new skills well. Therefore building time for development and boosting employee morale as well as motivating employees into new skill applications make employees more successful. In summary, a supervisor has a multidisciplinary role to play at one time. Supervisors in law enforcement therefore assumes the roles and responsibilities of the following: a planner, they have to plan the schedules of daily work and divide the work among employees in accordance to their abilities; a manager, a supervisor is part of management team, supervisors are operative managers; a leaders and guide, supervisors guides the employees through leading them through the way of having their duties performed and inspires them; a mediator, a supervisor is a linking pin between employees and management, he is the spokesperson of both employees and management team; an inspector, supervisors enforce discipline among employees, they check work progress against scheduled time and records performances and reporting deviations at regular intervals, a supervisor also frames regulations and rules also have to be followed during work by employees; and a counselor, supervisor acts as a counselor to the problems of the employees. This role is performed in order to build cooperation and build good relations with employees. We can therefore say that efficient and effective supervision is important in serving better performance of work, creating a cooperative and congenial environment, and building good human relations with the employees. Ultimately, this together with effective theory of supervision increases productivity. There are various theories of supervision that are employed by supervisors in law enforcement. The theories of supervision hold different principles and pose varying social impacts on employee development, morale and motivation. The following are the theories of supervision applicable to supervisors in law enforcement and managers: Cognitive Theory of Supervision: this theory holds an assumption that supervisee will impact the client about themselves through their thoughts and what exists in their expectations. The supervisor however gets to know and get familiar with employees and how they process thought and ideas. This helps the supervisor to understand how employees view the world (positive or negative terms). This theory asserts that once a supervisor becomes familiar with employees, they can dispel the negative feelings and thoughts which can have impacts on the work performance of employees. The relationships built by the supervisor and employees are that of teacher and student. Supervisors who use cognitive theory of supervision work much in a similar manner in order to help employees in indentifying self defeating patterns that may inhibit customer care. Kadushin's theory of supervision: this theory of supervision was discussed by Alfred Kadushin in social work. According to this theory, a supervisor needs to perform a wide base roles and functions ranging from administration, educational, and supportive. This theory details that a supervisor is responsible for maintaining and promoting work standards, guaranteeing smooth and efficient running of office and coordinating work practice with management policies. in addition, the theory asserts that a supervisor needs to ensure that advancement of education of every employee in the organization is calculated so that the employee can realize his or her usefulness potentiality. Supportive functions of a supervisor according to this theory include maintaining harmonious working relationship in the organization and promotion of the spirit of organization. This theory also states that a supervisor needs to assist employees in various ways including: understanding customers better, comprehending how they should interact with customers, becoming conscious of their individual responses and reactions to customer, observing how they interceded and the consequences of such interrelation, and exploring approaches of working with customers. Summarily, this theory demands that a supervisor prevents stressful circumstances and lessens any possible stress encroaching on the employee as well as assist employees in adjusting to any stress. The supervisor under this theory is approachable and accessible anytime, offers perspective, gives assurance to employees, and forgives failures where appropriate. The supervisors shares and approves responsibilities for different decisions, and offers opportunities for possible success and autonomous functioning in duty achievement. Developmental model of supervision: this theory holds that each person is growing constantly. Through a combination of hereditary inclinations and our own experiences, people develop growth and strength aspects. This theory of supervision looks to discover and maximize growth that is required for the future. Supervisors who use this theory constantly discover new growth aspects in the progression of lifetime learning. A re-examination of this theory states that when the experience of employees increases, there is a significant variation in the behavior of supervisors as well as the supervisory relationship. This shows that there is a scientific basis for patterns in supervision and developmental inclination. This theory of supervision demands that once a supervisor is aware of patterns changing and the way in which employees adjusts with the experiences gained in the organization, a supervisor needs to adjust and or modify his or her used supervision approaches. Management by Objectives: this is an approach to supervision composed by Peter Drucker. Supervisors using this approach involve employees in making organizational objectives. As the theory suggests, employees are more motivated to accomplish objectives of the organization when they are part of the team making the objectives for the organization. Therefore, this theory demands that supervisors involve employees in making decisions that impact on their jobs, instead of just dictating new policies, tasks, and operational procedures. Maslow's Hierarchy of Needs: this theory is very relevant to supervisors. According to Maslow, everyone has distinct level of personal needs and that a layer cannot be filled unless the previous layer is satisfied. This important to supervisors because they understand that employees cannot outwardly focus on customers until the levels of their needs is met. Therefore, supervisors using this theory addresses each layer of employee needs to enable them focus on the customer and not worry about their own needs. Theory Y: this theory focuses on supervisors as teachers and facilitators. The theory states that employees love work naturally and find inherent satisfaction in their jobs. Supervisors using this theory believe that they only need to offer healthy, pleasant and encouraging environment of work and employees will feel motivated highly from within. Theory X: this theory of supervision is a direct opposite of theory Y. the theory states that people dislike work by nature and will only perform their duties when they have to. Supervisors using this theory emphasizes on monitoring and motivating employees. This supervision theory asserts that employees will always slack off whenever they can, therefore supervisors under this theory has the responsibility to keep, in line with the policies of the organization, employees productive. In summary, theories of supervision applied by supervisors in law enforcement determine the practical, ethical and social impact on employee development, morale and motivation. As described above, every theory of supervision details the functions of supervisors in motivating and developing employees to perform. Supervisors are also charged with various roles as detailed above. It is therefore important to note that supervisors perform managerial jobs ranging from administration, education, supportive, and motivational among others mentioned in the above paragraphs. Assignment two Interpersonal communication applicable to supervisors or managers Interpersonal communication is a process by which people exchange feelings, information, and meaning through non verbal and verbal messages: face to face mode of communication. Interpersonal communication is about how the message is said actually and non verbal messages passed through facial expression, body language, tone variation, and gestures. Communication takes place when two or more people at a common place are aware of the presence of each other, no matter how unintentional or subtle. An observer may use facial expression, cues of posture, and dress to form an impression of the role of the other, personality, emotional state or intentions. Even though no communication may be intended, people do receive messages through non verbal behavior. Supervisors or managers are in top of organizations and therefore have top down communications with employees. In respect to managerial or supervisory role, interpersonal communication is described using depending on participants involved. In this case, interpersonal communication involves individuals interacting with numerous people or involves one on one conversation in an organization and or society. This helps the parties involved in understanding why and how people communicate and behave in different ways to negotiate and construct a social reality. Although interpersonal communication may be in its own study area, it can also occur in other context like organizations and groups. In relation to supervisors or managers, interpersonal communication is used by supervisors in communicating their ideas, policies and regulations to employees. Supervisors can improve their interpersonal communication skills through practice, knowledge, reflection, and feedback. It is also through this that supervisors teach and lead employees in work procedures and policies. Interpersonal communication to supervisors includes message reception and message sending between them and the employees. This includes communication aspects like persuading, listening, asserting, and non verbal communication between supervisors and employees. Supervisors also use this type of communication when giving directives, instructions, and directions that helps employees and management in accomplishing organizational goals. In law enforcement, people communicate at different levels, there exists a vertical form of communications and or top down communication. Interpersonal communication for supervisors may be conducted using both indirect and direct mediums of communication like computer mediated communication, as well as face to face interaction. These can be used in educating and training employees. A successful interpersonal communication requires that both message receiver and message sender will understand and interpret the message being conveyed on the level of implications and meanings that are understood. Effective interpersonal communication is significant to supervisors in ensuring positive relationships between supervisors and employees. This form of communication conveys a clear message through the use of active communication and checks whether the intended meaning has been derived from the message received by the recipient. Both supervisors and employees can improve their skills of interpersonal communication through expanding their ability to speak concisely and clearly and also enhance their skills of listening. Through interpersonal communication, both parties experience active communication, verbal skills, non verbal communication, and feelings and communication in general. This form of communication works well for managers and supervisors. In law enforcement, understanding interpersonal communication is essential ingredient in good relationship cooking between employees and supervisor. Interpersonal communication lies at the junction of cultural construction and understanding, each component influence another. There exist organizational etiquettes regulating expression of language appropriately. This is important in ensuring that a formal language is used and the intended message is understood. Supervisors use organizational etiquettes to convey information to employees. Basically, styles and forms of communication vary from one organization to the other because of the varying nature of relationship the parties have with one another. The language used determines whether interpersonal communication will be successful or not. Organizational culture is also a significant factor in interpersonal communication. Supervisors who have close relationship with employees find communication free and easy between them. Employees are also free to share their opinions and ideas about a situation. Evidence have it that language is an important element of communication, use of informal language in an organization may compromise the meaning of the message received by recipients, especially where supervisors are giving instructions and or directions to employees. In summary, Interpersonal communication is a process by which people exchange feelings, information, and meaning through non verbal and verbal messages: face to face mode of communication. Interpersonal communication is a significant part of supervision and management. Effective interpersonal communication ensures that employees get clear and accurate information from supervisors. It is also important in creating interpersonal relationships between supervisors and employees which lead to ease of operation and convenient performance of their duties in law enforcement. Interpersonal communication is about how the message is said actually and non verbal messages passed through facial expression, body language, tone variation, and gestures. As discussed in the previous paragraphs, supervisors and managers are able to execute their roles and functions effective through interpersonal communication. This makes interpersonal communication very pivotal to management and supervision roles. Assignment three The difficulties of applying work-life balance concepts to law enforcement Work life balance is an organizational concept that supports employees’ efforts to split their energy and time between work and other vital aspects of their life. Effective employee work life balance management demands that organizations account and recognize the array of non work roles impacting on their lives. In spite of literary attention accorded to work life balance, contemporary writers have noted the inadequacy of the concept of work life balance in terms of both administration and definition. In order to handle the difficulties of applying work life balance concepts to law enforcement, supervisor needs to employ a work life balance impact audit as part of their performance management process and job evaluation. This section of the paper hence discusses the difficulties of applying work life balance concepts to law enforcement. Difficulties of applying work life balance concepts to law enforcement primarily arise from failure to recognize and account for array of non work roles impacting on the employee working lives. However, importance of managing work life balance of employees has markedly increased, and the difficulties of applying work life balance concepts to law enforcement are also on the rise. Some of the difficulties include: the fact that law enforcement jobs are more complex and employees are under pressure to have quality results with fewer resources and shorter timeframes; the labor force demographic makeup is also a challenge, for example gender, religion, ethnicity, dual career couples, multi generational workplaces among others; and the nature of law enforcement employment contracts necessitate that organizations manage stress, wellbeing and job satisfaction of their employees effectively. Law enforcement organizational interest in the management of work life balance originates from evidence that very little doubt exists in a clear connection between performance of the organization and the manner in which employees are managed. In law enforcement, work life balance may be difficult to apply because the ability to provide effective work life balance opportunities, with the predictable shortages of skill, become source of competitive advantage. Another difficulty in applying work life balance concepts to law enforcement may be due to the fact that the concept of work life balance needs organizations to integrate effectively the work of employees and roles of non work life such as associated stress, levels of conflict of multiple role, and job satisfaction, or avoid or minimize them. Law enforcements may make attempts to adopt work life balance through on site care facilities, telecommuting opportunities, on site gymnasiums, and even on site quarters for families of employees and employees themselves. These attempts are aimed at increasing flexibility where employees can enact their roles at work and simultaneously enact their roles based on families to the most minimum extent possible. In order to apply work life balance concepts to law enforcement, and incorporate to human resource management a holistic approach and inform better the human resource organizational policy development as well as the policy design and implementation, the organization should adopt various criteria. These will help the organization to address the difficulties of applying work life balance concepts to law enforcement: these criteria include: Work life balance keeps a focus on human resource policy integration with the strategy, vision, and goal of the organization. Central to this criterion is the consistency between the context of organizational work life balance approach and the espoused culture of the organization. Implementation of policies of work life balance creates a set of policies of employment which are internally consistent and intended to produce employee flexibility, commitment, and quality. Mutual commitment and flexibility being the major aspect of the work life balance concept. The recognition of human resource importance and of the need to have practices reflecting this understanding engaged. Therefore, supervisors who internalize the importance of human resources are fundamental in linking between the goals of work life balance and their achievement. The response by employees to the policies of work life balance and to the line managers’ behavior The extent to which supervisors in law enforcement can support the achievement of effective work life balance policy is dependent on considerations such as; the manner in which the work life balance is described and defined and the formality within the policy of human resources or how supervisors respond to the requests of employees for work life balance relief. In terms of formalization of work life balance, law enforcement organizations should be aware of the degree in which work life balance is operationalized, that it, whether work life balance should be regarded as a matter of management discretion, a right to request, or purely a right. Difficulties arise in applying work life balance concepts to law enforcement because such organizations need to make decisions whether to have a paternal approach or commitment or an authoritarian approach applied to work life balance relief requested by employees. The accomplishment of an effective work life balance and human resource policy interface has failed largely in law enforcement due to bureaucracies involved in such organizations and the nature of work involved which requires much time of commitment by employees. In order to address the difficulties of applying work life balance concepts to law enforcement, there is need by organizations to review key practices and policies of human resources, most specifically in the areas of job design or job analysis, processes of performance management, and realistic job previews. Law enforcement agencies may use various strategies in solving the difficulties involved in applying work life balance concepts to law enforcement. These strategies involve: recommending adoption of a system of a work life balance impact audit as part and parcel of job function or job analysis of the organization, in most cases and traditionally, the function of job analysis has always defined positions in organizations in relation to duties, tasks, responsibilities, communication and lines of authority. The organizations needs to complete a work life balance picture by focusing on the level of intensity of the job, job size and the degree to which the job impacts on off work time via channels of intrusive communication like email technology and mobile phones. In order to provide a better realistic job preview, the audit of work life balance would attempt to describe how organizational position affects the non work roles of the incumbent, and offer an informative basis of mastering the demands of the position itself. The focus of the work life balance audit need to focus on both new positions and the existing positions. Most specifically, this strategy recommends that supervisors adopt a stance of proactive in supervising the actual and potential expectations of their employees. This will help in handling the difficulties in applying work life balance concepts to law enforcement. Another strategy that can be used to solve the difficulties in applying work life balance concepts to law enforcement would be to integrate the outcome of the audit of work life balance into the performance of the ongoing management function. This places responsibility primarily for effective work life balance implementation in the hands of supervisors. Supervisors will be therefore able to discuss better the impact of conducting the duties on work life balance. In order to have appropriate prominence, the key indicators of performance for supervisors would be effectiveness and approach in supporting work life balance of employees. A major focus is for organization to implement a strategic approach in removing perceived disincentives, difficulties, and barriers for employees to take up options of work life balance. This is important when applying work life balance to law enforcement. Work life balance impact audit have potential implications. It offers an opportunity to organization in order to improve their value of recruitment proposition through having a program to avoid dysfunctional impacts of role conflict. It also allows the organization to realize cost savings and time through allowing potential candidates to self elect out of the process of recruitment in case they are not willing to adopt work roles required of a position that has fallen vacant. Another implication may be that work life balance provides a structured mechanism through the use of work life balance in the process of performance management for monitoring the level of work life balance effectiveness for individual employees. The implementation of work life balance audit needs checking the strategic congruence between corporate strategy and work life balance. The impact of the enacted organizational culture, on the human resource policy implementation and obtaining feedback from employees on content and structure of work life balance, and other related policies. This raises the probable increased flexibility of policies of human resources in order to cater for greater diversity in expectations of employees in workplace flexibility that is described more properly as work and life rather than the current predominant focus on family. Conclusion In summary, work life balance is very significant in organizations and to law enforcement. This section of the paper recommends that a work life balance audit system be adopted in identification of positional expectations that are intrinsic to particular positions. With this kind of information, both supervisor and employee have a better understanding of the way change in roles of work is likely to affect their non work roles, and hence their work life balance perception. Work life balance audit requires that organization takes broad perspective encompassing people management, policy implementation as well as the increasing employee diversity expectation flexibility. It is therefore important that organizations handle the difficulties of applying work life balance concepts to law enforcement. Organizations therefore need to handle these difficulties in order to apply work life balance to law enforcement. References Dike, D. W. (2012). Changes in the Role of Supervisors in Managerial Leadership Theories: An Historical Perspective. International Journal Of Management, 29(3), 189-194 Schroder, D., Lombardo, F., Management & Supervision of Law Enforcement Personnel, (2012), London: Anderson Publishing. Read More