Change in Criminal Justice Organizations
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According to theorists, one of the most important skills required in a leader is the ability to lead change in an organization. However, resistance to change is one of the most common group behaviors that are visible in almost all organizations.
As a potential leader in the field of criminal justice, you must examine the psychological processes involved in change initiatives, the role of the leader in such efforts, and implications for the organization as a whole.
There are different stages of subordinates' responses in reaction to change in an organization. How do you think an effective leader should deal with each of these different stages?
What are the three main differences in the primary and secondary ways in which a leader can influence organizational culture? Please provide reasons for your choice.
How can a leader in a criminal-justice agency develop a vision for change? Formulate brief guidelines for developing a vision and implementing that change.
Criminal-justice agencies follow procedures rigidly. How can you turn these agencies into organizations that adapt and learn in a dynamic environment so that they can perform with greater efficiency?
Analyze and compare the following pairs of factors that are sources of subordinates' resistance to change in an organization. Isolate the factors that you consider the most important:
Beliefs about necessity and feasibility of change
Economic threats and loss of power
Resentment and threats to values
Provide a rationale for your answers.
Use references
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Solution Summary
This solution of 1,002 words provides a review of change in organization, criminal justice, vision for change, factors of subordinates' resistance and other issues relating to organizational change. References used are included.
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I have outlined a response. Since there is no description of the primary and secondary ways leaders influence organizational culture, I was unclear how to approach that. All of these have a lot of ambiguity especially the last one and the one I already remarked on. You should review the last one carefully for your interpretation of the question and my response.
There are different stages of subordinates' responses in reaction to change in an organization. How do you think an effective leader should deal with each of these different stages?
During all four, communication and honesty are required.
For denial the actions would include giving the best information possible to employees and doing it honestly and with complete information.
For the Anger and Blame stage, the honest communication remains in effect, but with it, enthusiasm for the changes needed and how the help of everyone is needed to effect it best. This enthusiasm cannot be false, but must allow for questions and concerns to be raised, and then answered. Minimize the problems with productivity, absenteeism and other problems like accidents and quality control by creating enthusiasm for the new look of the organization and how the employees will help to advance the success throughout the process and after the change is completed.
Acceptance does not mean fear or anger is completely gone, but it does include some resignation to the changes. Let the people know as soon as possible what their role in the new organization will be and how they can ...
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