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There are ethical challenges in every aspect of the criminal justice system. Administrators are responsible for setting the tone for ethical conduct in the administration and operation of their agency.
You are to assume the role of the head (Chief, Director, Warden, etc.) of a fictitious criminal justice agency; e.g., police department or sheriff’s office, local detention center (adult or juvenile) prosecutors’ office, trial court, probation agency, correctional institution, parole board, parole agency, etc.
As the head administrator, you decide it is in the best interest of your agency to have a policy that sets forth how the agency will operate in an ethical manner…. similar to a Code of Ethical Conduct
In your paper you are to describe in detail your plan to insure ethical practices in your selected agency.
How will your ethical policy be established? (Who will be involved in drafting the document? What resources will be drawn on or references? etc.)
How will it be communicated to the members of the agency to ensure awareness and adoption?
How will it be inspected to ensure compliance?
How will it be reinforced so that members of the agency clearly understand your seriousness?
NOTE: The content of your ethics policy or code is irrelevant and, but for clarification or reference purposes should not be included in this project paper. Instead, the paper should concentrate on your plan to create and Implement it.
Establishment of Ethical Policy
As the head administrator of a correctional facility, it is important to outline set guidelines that dictate the ethical conduct of the organization. It is critical in that it has an impact on the reputation of the firm. The policy is critical since it outlines the codes of conduct that all individuals must observe in order to maintain integrity and fair service delivery to all clients. In this context, it is critical to identify a communication plan, the procedure of formulation of the regulations and engaging all stakeholders that will be affected by the implementation of the process (Ferrell, Fraedrich, & Ferrell, 2017). Thus, this paper outlines the dissemination of information, establishment process of the policy, inspection to ensure compliance and reinforcement of the entire project.
The policy that will be used in the institution has similarities to code of conduct since it will determine the acceptable and unacceptable acts among the workers. Ideally, the document will communicate to the employees with finality in that it outlines all the possible scenarios that could occur, and it dictates the appropriate action that each individual must undertake when in the situations that have been mentioned (Cohen, 2014). For example, they will know when to report cases to the supervisors so that immediate action is undertaken especially when an individual is engaged in an unethical conduct. In some instances, they will take the mandate of instilling the punishment that is deservedly appropriate so that they avoid a repeat of the same. In essence, a correctional facility has the core objective of ensuring that people behave in accordance with the expectations of the society (Lever & Poama, 2018). Since they have bee involved in write my paper wrongdoings, it is critical that they learn from the management, employees and other stakeholders on how to make the right decisions without hurting other people. Having said this, the policy formulation will have the employees and the clients, which are the people in the correctional facility in mind so that the rules are tailored to meet their needs.
The establishment of the policy will follow a number of steps that the administrator will present. Firstly, it is critical to determine the ethical standpoint of the organization. Through this process, there is the identification of the activities that are acceptable and explaining them in an unambiguous manner. In such an approach, the employees will be exposed to the needs of the firm, and they will look forward to obeying the rules at all times. In the second phase, the organization will have to engage professionals that know about ethics (Cohen, 2014). Through interviews and periodic correspondences, the organization will be in a position to know the entire process, the rules that work and the possible measures that should be included to ensure compliance. The third phase will involve training the workers so that they know about decision making when they are in dilemmatic positions. They will have to know the critical factors that they have to consider, and this includes the possible approaches that they need to use when deciding. For example, they need to know about utilitarianism, Aristotelian view, ethics of care, and beneficence so that they do not harm other people in the course of executing their tasks. The fourth stage is demonstration of the ethical standards that are revered by the organization. In this procedure, the executives and management should act as role models so that they teach the rest of the workers on the importance of ethical standards and how they can make it a reality. Thereafter, the administration should allow the employees and all stakeholders to express their concerns such that it causes a rational discourse that will align all the challenges that may be experienced in the procedure (Ferrell, Fraedrich, & Ferrell, 2017). Thereafter, the leaders should provide a scheme that rewards the individuals that are focused on the execution of the strategy in the firm. On the other hand, the managers may consider punishment as this will act as deterrence in the quest to have a seamless transformation to an organization that prioritizes the code of ethics.
The process of institutionalization of the code of ethics will involve all the heads of departments, the managers, and supervisors especially in drafting and formulation of the policies. The essence of engaging these people is to ensure that they all understand the importance of the strategy, and they will be instrumental in ensuring that it is successful in the firm (Lever & Poama, 2018). In addition to this, the administration will have to engage all the stakeholders that can influence the decision making process of the firm so that they can agree with the strategic approach that has been mentioned. Notwithstanding, the process will also focus on the needs of the employees so that they are envisaged in the documents that outline the policies. Ideally, the engagement of the workforce is critical since it will avert any resistance to change especially when the workers feel that they are targeted and they could be disadvantaged (Cohen, 2014). With such an approach, there is a high likelihood of a seamless process since all people will garner support for it.
Dissemination of information to all stakeholders is critical ass it will affect the success of the process. On this note, the administration has to identify the major channels of communication and ensure that they are effective in relaying the message (Cohen, 2014). The first approach will be periodical meetings with the heads of departments, managers and supervisors so that they have data about the establishment of the policy. The subsequent communication to the workforce will involve monthly meetings where there is revelation of the progress of the project, and they will be allowed to voice their views (Ferrell, Fraedrich, & Ferrell, 2017). It will be followed by official communication about all the issues, and they will be via email to all the workers. In addition to this, each employee must get a copy of the policy so that they are aware of the changes.
The administration will involve a number of activities to ensure that there is compliance. First, there will be supervision of the execution of the policies, and this involves monitoring the submission of the workers (Lever & Poama, 2018). They will be required to support the project at all times. Additionally, there will be focus on any form of resistance as this will reflect on the acceptance of the transformation in the firm. Moreover, there will be periodic assessments and reviews in that the workers provide information about the progress of the procedure. The feedback will be used to determine the success rate of the policy implementation. Nevertheless, the administration will use the reward and punishment system to ensure that the agency understands the seriousness of the issue. On one hand, rewards will motivate the workers to prioritize the project. On the other hand, the punishments such as fines, suspensions and summary dismissal will make the workers to focus on the issue, and this will increase their commitment to the change.
In conclusion, the administrator must communicate the essence of the ethical policy to the entire workforce so that they understand the context. The urge for collaboration and corporation will be motivated by the mention of the advantages that the firm will accrue, and this will encourage the workforce. Nevertheless, there is a need to focus on communication channels, frequency of dissemination of information and transparency in the execution. In addition to this, punishments and rewards could have a positive impact in the establishment of the policy.
References
Cohen, a. (2014). Philosophy, Ethics, and Public Policy: An Introduction. New York: Routledge.
Ferrell, O. C., Fraedrich, J., & Ferrell, L. (2017). Business ethics: Ethical decision making and cases. Boston, MA : Cengage Learning.
Lever, A;. & Poama, A. (2018). The Routledge Handbook of Ethics and Public Policy. New York: Routledge.
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