This essay will discuss about the informal or formal power differences which can affect personal relationships in the workforce. This essay will also identify the characteristics of informal and formal power which may affect the relationship between the employees working for a company . Formal power determines the level of the position of worker according to their qualification and function for the job . For example the employee having position of President has the power of making decisions in many department of company. Formal power can be recognised in a company by the roles, titles, functions and the relationship between the departments.
Information management has been become a vital asset to many organizations. As law enforcement organizations seek to enhance business operations, the presence of a fine tuned information management system is key. This discussion will identify a few information management principles necessary to guide policy and procedure in police organizations. The basic intent of information management or MIS is to give managers in police organizations total access to their employees and material. As management is in complete know of everything transpiring in the organization, information management leverages on this advantageous position.
There is also evidenced failure in the government’s efforts in enforcing safety standards. This is one example indicating the constraints of the law in its timely and effective response to serious safety hazards in the workplace for the less fortunate in society (Reiman, 1979). Although these issues are evidenced in every life, they are rarely responded since attaining the results through the set out legal system requires professionalism, skills, resources and influencing in the effort of identifying a loop-hole in the system and in the process oppress the poor even more. Since poor people cannot access any of the above, they often get to suffer for crimes they did not commit. The article further alludes to racial prejudices in the judiciary system citing
Those who would disagree with the idea that the panopticon is an ethical form of punishment would argue that it is wrong to leave the prisoners alone. They would have a problem with the permanent solitary confinement. They would argue that the prisoners should be allowed to leave the cell every now and then. They would have a problem with the fact that the prisoners have no privacy because of the constant visibility. They would not like the fact that the prisoners are not allowed to socialize with anyone else because they do not have a chance to make any friends or even help pass the time by just hanging out with someone who is also in their position.
However, the implementation of GGOL faces huge resistance. Individual Sources: Firstly, there is fear of the unknown among the employees and the top managers. The outcomes of GGOL are uncertain, employees feel like their safety and job securities are threatened, especially resignation of plant managers has already happened. Secondly, individuals have habits. They prefer to work in their accustomed ways.
Organizational Culture The term “organizational culture” is defined as a shared set of beliefs and values within an organization (Schermerhorn, Hunt, & Osborn, 2008, p. 11). These beliefs and values will determine the vision for a company and are generally bred by senior management. Organizations with strong cultures have a distinct advantage over those with weaker cultures. Harmonious relationships on both the peer level, and between the hierarchical levels of an organizational structure, lead to increased productivity and quality. The key characteristic of the organizational culture is that it is a representation of how employees feel in the workplace.
“When prison environments become unduly painful, they also become harmful, and prisoners carry the effects or consequences of that harm back into the society once they have been released “(Haney, 2009). This is unfortunate however, it is merely reality and we must not close our eyes to this issue. Overcrowding “While building or expanding prison capacity can reduce overcrowding, the decision to build is out of the control of those who work in particular prisons” (Improving Conditions in Overcrowded Prisons, 2007). Since building additional facilities is out of the question due to lack of funding I have created a few programs that can possibly be implemented to help prevent future overcrowding. There are other alternatives besides incarceration available to our present inmates.
There were some who offered to work in the background, but most refused to even get involved. Also, to say that someone that doesn’t want to fight is cowardly is not correct. The conscientious objectors had to face the public intimidation and the prison sentences along with the years of hard labour. They were also restricted with lots of jobs and working at certain places. I definitely would not call that being a coward.
According to Buchanan and Huczynski, an organisation is a ‘social arrangement for the controlled performance of collective goals’. Chester Barnard described an organisation as ‘a system of co-operative human activities’. Organisation are can be define as; ‘A deliberately formed group of human being with known boundaries and common goal’. Or, a group of people working together to achieved a common goal. There are 2 types of organisation: i. formal organization and ii.
The staff was not comprised of employees who had a lot of experience working in the prison system, so they were not familiar with the types of problems that can and often arises in the corrections department. The prison has a history of employees quitting soon after being hired because they find working in the prison system is not a job they want to perform long term. Finding people who are willing to work in the system for low pay and great hazards is a hard task for the officials of the department of corrections, and staffing issues continue to play a major part in the problems having qualified individuals at the right