Corruption and Brutality in Department of Corrections Dissertation

Corruption and Brutality in Department of Corrections - Dissertation Example Therefore, to develop strategies to effectively reduce the occurrence of corruption and brutality in corrections, more research is needed. As mentioned above, corruption in corrections may take many forms. For example, perjury is a form of corruption among corrections personnel. Perjury involves the untruthful testimony of corrections personnel regarding an incident or inmate, including falsifying reports or lying during questioning. Perjury is often associated with brutality, another form of corruption in corrections. Other types of corruption include using drugs or introducing them to a corrections facility, sexual acts involving inmates and corrections personnel, and the misuse of confidential information. Theories of Corruption A variety of theories attempt to explain why corruption exists in corrections. Corrections agencies often explain corruption as the act of a â€Å"rotten apple† or â€Å"rogue officer†. This explanation may reduce any angry response from the public; however, it is not a reasonable explanation for the occurrence of corruption in corrections. A more accurate explanation may be the theory of â€Å"occupational socialization†. According to this theory, corrections personnel are exposed to numerous and varied criminals which, by its very nature, can lead to misguided attempts of control and opportunities for improper conduct by corrections personnel. The â€Å"adrenaline factor† may also play an important role in corruption among corrections personnel. Loss of control and lack of good judgment lead to corruption under this theory. Another possibility is that a combination of factors can lead to corruption in corrections. More research is absolutely necessary in order to understand what causes corruption among corrections personnel and to develop effective strategies and techniques for reducing it. Brutality Corrections brutality has been defined as excessive force, name-calling, sarcasm, ridicule, and disrespec t. Other definitions have simply used a vague definition as â€Å"any violation of due process†. Excessive force definition is â€Å"excessive violence, to an extreme degree, which does not support a legitimate police function†. When an inmate charges brutality, they may be referring to a number of things. Corrections perjury and brutality go hand in hand, as officers who commit brutality will most likely lie on the stand to prevent the possibility of a lawsuit or departmental charges. The reasons why an officer might engage in this kind of conduct are many: a small percentage may have been attracted to corrections work for the opportunity to enjoy physically abusing and hurting somebody; an officer may come to believe â€Å"it’s a jungle in there†; and, an officer may be provoked and pushed beyond their mental endurance. The most common reason is occupational socialization and peer support. One common belief is that it’s necessary to come down har d on those who resist authority because they may kill the next officer who tries to discipline them so you have to â€Å"teach ‘em a lesson.† Criminal justice experts are divided over whether racial differences exist with respect to use of force, but more research is needed to explore this.

Leadership Assignment Example | Topics and Well Written Essays - 4000 words

Leadership - Assignment Example Toffler’s (1970) conception of â€Å"transcience† was way ahead of its time. Looking forward more than 3 decades ahead, he has painted a frightening picture of how weary the situation will be if one will not be able to adapt to the ongoing acceleration of change. Transcience is the feeling of temporariness and impermanence which is what Toffler predicted would be the adjustment mechanism of contemporary man. In terms of employment, transcience may be seen in how employees cannot stay put in one job as they grab as many opportunities as they could just to get ahead. They may jump from one job to another, eager to try out the latest job openings in the newest companies. Such restlessness evades the development of loyalty to the current employer and even hinders the formation of strong bonds with co-workers. Ideally, young workers seek jobs related to their interests. However, when the need for a job is at hand, they may forsake their interest and take whatever job is avai lable. They find out more about the job in the early days, and get to gauge if they have chosen well or not, a job that they can establish their career on. As employees vacillate from job to job, they try to find what is in it for them†¦ is it challenging enough? Does it tap into their skills? Does it pay better? Hence, managers should make job offers as attractive as possible to recruit the best candidate for the position. Transcience significantly impacts an organization’s performance, as the frequent loss of employees to other companies can paralyze operations. Recruiting and training new staff involves a great deal of time, effort and resources that may drain the organization and hamper its smooth flow. Managers would prefer to work with a steady group of workers that would grow with the company. Providing an orientation to the job at hand is crucial in an employees’ decision to stick with a company for a long time. As in most situations, the first impression usually sets the expectations of people. Managers must prepare well for such an orientation because it is one way to send a clear signal to the employee that the organization is committed to his success. Organizational-level orientation intends for employees to feel welcomed and that they are now part of the organization; learn more about the organizational mission and vision, culture, language, history and structure. Employees come to better understand the basic workplace principles and policies. It prevents unwanted employee turnover is the provision of an effective orientation program to guide new hires through their jobs and the company in general. Even an experienced professional can be vulnerable to feeling abandoned when he is left on his own to survive unaided in a new and strange work environment. Apart from a standard employment contract, employees may also wittingly or unwittingly expect a â€Å"psychological contract† with the employer that includes open and hones t communication, managerial support and challenging and interesting work. Employees are becoming increasingly aware of the non-monetary rewards that companies can provide them. It is generally important that the job not only fulfills their economical needs, but their socio-emotional needs as well. This means a discussion of compensation and benefits should go beyond the concrete rewards of the