Theories Required to be Successful in Supervisory Practices in the Criminal Justice Field

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Table of Contents

Introduction
Needs-Based Motivation
Conclusion
References

Introduction

Criminal justice refers to the study and application of laws pertaining criminal behavior. It is usually studied by people and professionals who either defend or prosecute those accused of crime or people advocating for change in the prevailing criminal justice system. The major group in this case that is directly and more often involved in criminal justice supervision is the police. They require diversified training in field like management for them to be effective (Garner, 2008, pg 161).

The word justice implies that those accused of criminal offence should be arrested, prosecuted, tried and judged fairly, seeing to it that those found guilty face the required repercussion while those proved innocent are freed. This has not always been possible due to the fact that law has been applied variously in addition to undergoing numerous unfair transformations, as well as having various interpretations thus the need of some extra effort to be successful in this field (Ellis-Christensen, 2010).

Needs-Based Motivation

Every human being has basic needs whose satisfaction motivates him to do the right thing. In the field of criminal justice, it is necessary to understand whether failure to satisfy the following needs may result to the criminal acts.

Physiological needs are the basic motivational drive for need based theory. They determine homeostasis and appetite in the body of human beings. Failure to satisfy physiological needs may lead to a craving of the lacking food element leading to criminal acts to satisfy it. Incase physiological needs are not well satisfied, and then there arises security needs.

Every person prefers a safe environment in which unpredictable negative events rarely happen. In case the above two are not satisfied, then there arise social needs whereby a person feels unappreciated and strives keenly to find company. Again, there are esteem needs whereby every person needs self respect and respect from others. Above all the other needs, there is self actualization need where by every individual must do what he is fitted for to have peace with himself (Maslow, 1970).

Motivation-Hygiene Theory

This theory was developed by Frederick Herzberg and it is a motivational theory that builds on Maslow need-based motivational theory. This theory was developed through a statistics carried out among 203 accountants and engineers selected from nine companies in Pittsburgh. The responses among these workers were fairly consistent and it was evident that satisfaction in the working place was as a result of contentment from the job itself.

It’s important in that it seeks to determine the factors leading to motivation especially in the working environment thus helping to improve the relationship between the employer and the employee thus reducing incidences of criminal acts. In criminal justice supervisory practices, it is important in solving matters related to criminal practices, for instance during strikes in the working place or any other issue concerning the employer and employee (Lunenburg & Ornstein, 2007).

Theory Y

This is an employee motivational theory which makes the following assumptions. Investing on and putting physical and mental effort in work is natural. Control and threats of punishment are not necessarily the best methods of putting employees into work since man has self direction and self control in objectives he is committed to.

Employees’ commitment to their work is triggered by the rewards there in, thus they will work as long as they feel they have a role to play and in the process benefit from their input; indeed, their willingness to be creative and contribute to the success of the organization can be used as a problem solving tool.

Finally, the intellectual potentialities are not fully utilized in the modern industrial life; thus it would be important to provide an enabling environment in order to enhance problem solving and effective management of employees. In supervisory practices, it is important in avoiding the actions that may render criminal activities in company’s management (McGregor & Cutcher-Gershenfeld, 2006).

Theory X

This theory holds that naturally, people dislike work whereby they must be coerced to perform. Also, it holds that people prefer to be directed. The importance of this theory is that it gives the employers responsibility to always be keen on how the employees carry themselves on. When the management is keen on employers, employees tend to perform better to avoid conflict with their employer. However, this does not wholly define the conduct of people since there are many other factors that influence people’s performance.

Expectancy Theory

This theory of motivation was developed by psychologist Victor H. Vroom of Yale School of Management. This theory seeks to explain that employees are motivated to work towards a certain goal if they can see the worth of that goal and if they think their efforts will help them achieve that goal. In one way, it supports what Martin Luther king said that every human being lives and involves in various activities because of hope.

This theory enables people make a choice that has a benefit in future. The impact of this theory in most organizations is the belief that commitment and more dedication to utilization of competence will not only enhance employees’ performance, but also the overall achievement in the organization. Employees are usually motivated by these rewards which results to better performance in the company. In criminal justice, this theory enables the people involved to understand better the root causes of some of criminal acts (Matt, 2009).

Sensitivity Theory

Sensitivity theory of motivation holds that people differ in the types and amount of reinforcement they require in order to be productive in their area of work. This theory works better in management and supervisory practices in order to be able to know the best methods to use in motivating each and every employee.

There may be some behaviors among the employee that may lead to criminal acts that managers should be very keen about. For instance, some people crave too much love, attention, companionship or acceptance making it hard to satisfy or motivate them in any way to work hard. It is important for the managers to understand their juniors individually in order to reduce cases of criminal activities in the work place (Corr, 2008 & Ther, 1996).

Conclusion

In the supervisory practices in the field of criminal justice, it is important for the management to learn in details the theories of motivation since they are the root causes of criminal activities by the employees in most companies. Their understanding will enable the management to avoid conflict with the employees as well as motivate them for better performance.

References

Corr, P. (2008). The reinforcement sensitivity theory of personality. Cambridge: Cambridge University Press.

Ellis-Christensen, T. (2010). What is Criminal Justice?Web.

Garner, G. (2008). Common Sense Police Supervision. Illinois: Charles C Thomas Publishers.

Maslow, A. (1970). Motivation and Personality. New York: Harper and Row. Web.

Matt. (2009). Expectancy Theory by Victor Vroom. Web.

Lunenburg, F. & Ornstein, A. (2007). Educational and Administration, Concept and Practice. Belmont: Cengage Learning.

McGregor, D. & Cutcher-Gershenfeld, J. (2006). The Human Side of enterprise. New York: McGraw-Hill Professionals.

Ther, B. (1996). The sensitivity theory of motivation: implications for psychopathology. Columbus, Ohio State University. Web.

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