Management Styles In Criminal Justice
Running Head: Criminal Justice Administration
MANAGEMENT STYLES
Student Name: Courtney Evans
Course Title: Organization and Administration of Criminal Justice
Professor Name: Dr. Odo
Submission Date: September 29th, 2011
Abstract
This research paper addressed and discussed the three types of management styles and its role within an organization. Specifically, these management styles are the scientific management, human relations management, and the systems management. Though the early styles, scientific management and human relations management were acceptable for the times in which they were developed. Neither was perfect. Hence, today both exist in modified forms. However, both …show more content…
However, it focuses more on the intellectual contribution which may be made by workers. In short, in this style employees are expected to do their assigned work, but it is also anticipated that they can contribute by sharing their ideas related to that work. While in many ways the behaviors of systems managers are like the behaviors of human relations managers, the big difference is the former are not likely to accept all the assumptions underlying human relations management. They have a more realistic view of their workers. Employees may be placed in work teams, not to make them “feel good” about participating, but because the group of workers may be able to share ideas and come to better decisions than could distant supervisors and managers, or individual workers by themselves. The focus of managers in this approach is on using the intellectual expertise of workers and, of course, often this results in expanded training for workers so as to improve those intellectual skills. Like the earlier styles, some of these systems efforts (such as self-management teams) have been more successful than others (such as Total Quality Management). While many workers like working in groups, others hate it—particularly shy and/or high communication apprehensive workers. Assuming that all workers like to participate is equally as bad an over-generalization as the assumptions made by scientific or human relations managers (Blake & Mouton,
MANAGEMENT STYLES
Student Name: Courtney Evans
Course Title: Organization and Administration of Criminal Justice
Professor Name: Dr. Odo
Submission Date: September 29th, 2011
Abstract
This research paper addressed and discussed the three types of management styles and its role within an organization. Specifically, these management styles are the scientific management, human relations management, and the systems management. Though the early styles, scientific management and human relations management were acceptable for the times in which they were developed. Neither was perfect. Hence, today both exist in modified forms. However, both …show more content…
However, it focuses more on the intellectual contribution which may be made by workers. In short, in this style employees are expected to do their assigned work, but it is also anticipated that they can contribute by sharing their ideas related to that work. While in many ways the behaviors of systems managers are like the behaviors of human relations managers, the big difference is the former are not likely to accept all the assumptions underlying human relations management. They have a more realistic view of their workers. Employees may be placed in work teams, not to make them “feel good” about participating, but because the group of workers may be able to share ideas and come to better decisions than could distant supervisors and managers, or individual workers by themselves. The focus of managers in this approach is on using the intellectual expertise of workers and, of course, often this results in expanded training for workers so as to improve those intellectual skills. Like the earlier styles, some of these systems efforts (such as self-management teams) have been more successful than others (such as Total Quality Management). While many workers like working in groups, others hate it—particularly shy and/or high communication apprehensive workers. Assuming that all workers like to participate is equally as bad an over-generalization as the assumptions made by scientific or human relations managers (Blake & Mouton,