Elaboration of a case study- correctional services

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Case Study on the North Carolina Department of Corrections

Case Study on the North Carolina Department of Corrections

The North Carolina Department of Corrections: A Case Study

Background of the study
The North Carolina Department of Corrections strives to be a successfully ran correctional institution. Challenges are inherent in any correctional facility. The main challenge for the North Carolina Department of Corrections is the need to increase the effectiveness and the ability to rehabilitate criminal offenders so that they can reenter society better prepared to be productive citizens. The recidivism rate is nearly 50% for offenders in this state that is very costly to the citizens of this state (Etheridge & Peterson, 2009). A reduction in the recidivism rate among offenders is for the purpose of helping protect the public from further crimes existing by individuals who are released as well as saving taxpayers a great deal of money by not acquiring to finance the re-incarceration of these individuals.

Problem statement
The purpose of this analysis is to improve the rehabilitative capacity of the North Carolina Department of Corrections that will in turn lead to a situation that the recidivism rate among offenders is vastly reduced.
Specifically, this study will answer the following:
1. What are the deficiencies in the present operational paradigms and methods of the North Carolina Corrections department?
2. What key aspects of organizational behavior affect the operational capacity of the North Carolina Department of Corrections?
3. What factors caused the ineffectiveness within the North Carolina Department of Corrections resulting in the high recidivism rate for offenders?
4. What ways may be proposed to address and remedy these issues and deficiencies?

Significance of the Study
This study hopes to benefit the following:
1. The South Carolina Correctional Administration. The findings of the study may be an eye opener to them and may provide them with clearer guidelines on dealing with the needs of the inmates and consequently, would reduce to recidivism rate.
2. The inmates. With operational effectiveness and efficiency in the facility, better provision to their needs would be ensured. With possible reduction in recidivism rate, their chance to be back to their normal lives in due time would be higher.
3. The government. Decreased recidivism rate would mean reduction in criminal rate as well as reduction in costs associated with managing outlaws.
4. The economy. Revenues spent for managing crime-related problems would be allocated to projects that would lead to production effectiveness and efficiency.

Chapter 2
Review of Related Literature

Leadership behavior and values needed
One of the main issues within the North Carolina Department of Corrections is that leaders must always display honest behavior that is easily verified because the correctional leader keeps honest and credible records of his or her actions as well as those on the staff. If the correctional leader is not honest, the rest of the correctional staff may engage in dishonest behavior that could lead to harm and negative policies for the North Carolina Correctional Institution. Correctional leaders must also always engage in ethical behavior themselves and demand their employees do likewise (Pearman, 2012).
Ethics is the primary way that a correctional leader can develop a culture of excellence and justice in the North Carolina Correctional Facility. An unethical leader will lead to criminal and harmful behavior committed by his or her employees against inmates.
Organizational values are established practices and views that influence the ethical and moral actions of an individual. In the case of the North Carolina Department of Corrections, its values are established over time and shared by the people who consider they may be members of it. The values of the North Carolina Department of Corrections relate to its culture and culture dictates the practices, standards, and actions an organization takes as a social agency/entity (Modaff, 2008).

Correctional Facilities
Although corrections may become more community-oriented and demand that offenders repay victims more often it will also become more dependent on incarceration for certain crimes where alternative programs have proven not to work. The public and legal officials are indeed tired on the more violent or chronic offenders, evidenced in the changes made to the North Carolina law, structured sentencing. Therefore, corrections may be more dependent on incarceration for these more violent crimes (by chronic offenders) to avoid these chronic offenders getting out via alternative programs and again commit horrendous and violent crimes (as evidenced by crime statistics). However, the reverse seems to be true for non-violent crimes with a steady increase in the use of intermediate and community corrections. For example, as a result of recent changes in sentencing laws, more violent and chronic offenders will be admitted to prison (North Carolina). It has also resulted in lesser crimes resulting in intermediate or community punishments (The National Institute of Corrections, 2012).
These would mean the need to maintain physical facilities that would house the offenders. Related facilities and equipment must be made available to cater to their needs.

Policies and Practices in Corrections
The structure of the United States correctional system includes the U.S. federal prisons, military prison, state prisons, country jails, and prisons operated under contract to BOP by private companies or local government. The primary function in corrections is the administration of those sanctions (sentences) handed down by the court against a criminal defendant. These sanctions range from a fine (monetary penalty), to probation, to a suspended sentence, to time in a jail or state prison.
Components of the criminal justice system need to communicate to ensure proper and just adjudication of criminal offenders and to ensure community safety, e.g., when a pedophile is released back into the community. Correction agencies and officers need communicate to the appropriate law enforcement agencies; or when a murdered to being paroled, this needs to be communicated to law enforcement agencies (The National Institute of Corrections, 2012).

Human Resources Policies and Practices in Corrections
One of the major human resources policies practiced within the North Carolina Correctional Departments is seeking to attract, hire, retain, correctional staff with very high ethical standards, which includes no prior criminal history when possible. Correctional departments also seek to hire individuals with good psychological health, which are easily ascertained by having applicants to take and pass a psychological examination. Correctional human resources policies and practices also include training new applicants, keeping, and maintaining accurate records of these individuals, and ensuring that the most qualified applicants is placed in the department to which they would do the most good for the organization. Human resources policies and practices within corrections also handle the development and implementation of rules and regulations that are to be followed by all staff within correctional organizations, such as adherence to the sexual harassment policies within the organization.

Hierarchy and Group Structure
The hierarchy and group structure within the North Carolina correctional organization follows a paramilitary format, to ensure the effective operations of the organization. The hierarchy and group structure follow the ...