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Who am I ...

and Who must I become?

Occupational Socialization

Occupational Culture

The process that allows a person to attain the fundamental values, beliefs and behaviours of an organization

Shein (2004) defines organizational culture as:

"A pattern of basic assumptions-invented, developed or discovered by a group to learn to cope with problems of external adaptions & internal integrations"

...Is a continuous process that includes:

Social control is the process of perpetuating conformity that provide a series of sanctions for individual (non)conformity to: folklore, laws, behaviour etc

These patterns create language, folklore and symbols serve to direct the behaviour of its members

Most sanctions are informal: not codified & part of

daily interactions

Intentional & unintentional influences

Social & informal sanctions (peer pressure): sometimes more powerful

Ex. subjected to gossip, ignored, verbal reprimand

Formal sanctions: abstract & stem from impersonal sources

These values, beliefs & behaviours attained may be:

Subcultures: groups that share beliefs & norms with dominant group

Countercultures: groups whose shared beliefs significantly differ from the dominant group (large societies)

Legitimate or illegitimate

So...

Organizations are then considered micro-societies within which distinct cultures emerge

The cardinal questions organizations must ask:

"How the culture is formed"

"How the cultural arrangements impact organizational goals

"How and to what extent can administrators influence the cultural arrangement in the agency"

Socialization and Community Expectations

Criminal justice administrators

The culture of an organization is first impacted by its external environment (constraints & pressures)

Ethical Consideration in the Socialization Process

Expectations influence the ways in which they structure the work environment

Ethics concerns the study of right and wrong, duty,responsibility, and personal character

If reoccurring, the organization will develop ready-made practices to meet the demand...however...they sometimes face problems than those explicitly identified in their mission

How they supervise employees

Ethics for police will be determined by:

Ex. status, respect, control environmental forces

Needs of the tribe

How they manage to deliver services to the public

Will often differ from official dicta that are based on higher-order beliefs

Ex. federal and state constitutions, rule of law, due process

The legal profession receives uniformly low scores from the public on the dimensions of honesty and ethical standards

Common meaning of

...Organizational Culture

Police, correctional, and court officers make ethical decisions most of the time...however...

Research on public confidence in the police is the most positive:

Ethical breaches are a common occurrence in the system as witnessed by cases of corruption, perjury, falsely obtained confessions

Deception is common in most law enforcement agencies

90% of people surveyed in one national opinion poll have a great deal/quite a lot and some confidence in the police.

Under an autocratic system, staff members tend to form a "code of silence"

80% of those surveyed expressing confidence in the court.

With higher levels of education and training for criminal justice personnel:

Increase public's expectations concerning job performance

Increase in expectations of personnel who demand more from their organizations

A pattern of basic assumptions invented by a group as it learns to cope with problems of external adaptations & internal integration

Problem in communicating

Language

Values

Desirable goals

Even though public confidence is high for many criminal justice organizations, there is a perception among criminal justice professionals that they are viewed negatively by the public

Should or should nots

Norms

Lawyers are mostly the only profession where the public attitudes are low

Common practice

Folklore

Mores

Strong views of right & wrong

Laws

Codified mores

The trends in both the police field and the corrections profession are for major increases in both entry-level requirements and in-service requirements

SOCIALIZATION AND THE POLICE

What attracts recruits to Police Work?

Novice police officers are attracted to police for a variety of reasons:

1/3 of recruits were “always interested in being a police officer”

Attracted by Prestige

Working with people

Anticipatory socialization: the process of non-group members learning to take-on the values and standards of groups that they wish to join to ease their entry into the group and have a better time being accepted

Stages of Socialization

...the 3 stages

Powerful influence

Anticipatory socialization (before individual enters occupation)

Anticipatory socialization helps determine which recruits are capable to fit in to the social systems found in the formal and informal stages of socialization

Begin to adopt values and beliefs that align with that of the organization

The formal socialization process is the most elaborate in policing than in any other occupation within the criminal justice system

Veteran officers look for “Good police material” in recruits

pro-police

highly motivated to become a police officer

willing to remain in the department for at least twenty years

accepting of an authoritarian atmosphere

interested in fighting crime

Individuals influenced by two main groups: 1) friends & family 2) members already in the occupation

Where to go for Anticipatory socialization for Police Work?

Formal socialization (when joining the organization)

Structural Factors: help strengthened the ties between recruits and the police peer group

Police Academy

Period of formalized training

Four Functions of an Academy

Police work is depersonalizing

1. Provides prescriptions for attitudes and behaviours

Training can have a strong impact on socialization of new recruit depending on how well it was delivered

Stereotyped by administrators and the public

Stripped of individuality

References

Informal socialization (ongoing)

2. Provides opportunities for recruits to evaluate their own behaviour, skill, performance to other recruits

Stojkovic, S., Kalinich, D. B., & Klofas, J. (2014). Criminal justice organizations:

Administration and management (6th ed.). Stamford, CT: Cengage Learning.

Drive towards Police Professionalism, if not on par, officers may suffer

Routine of job shapes the role of the new criminal justice worker

3. The academy reference group, trainers and trainees provide a sense of belonging and acceptance

• Isolation

• Fear

• Disappointment

• Hostile reactions by the public

Leaders that are insensitive to culture of their organization will have little impact in this stage of socialization

4. The reference group acts as a controlling influence by withholding acceptance in the face of inappropriate attitudes or behaviour

Strategies for Socialization

Professionalism assumes that only other officers are qualified to judge police behaviour

This stage molds the individual to the culture of the organization

• Leads to secrecy

• Distance from the public

• Close bonds to police peers

• The Public Vs. The Police

Administrators have little control over anticipatory socialization

Unclear nature of police work

Problems in Socialization

• Lack of appreciation from politicians, the media, and other groups

• This spawns the defensiveness of police officers and the ingrown nature of police groups

Recruiting individuals with a criminal justice background may make the socialization process easier, however the formal process still rests completely on the agency administrators

Role conflict: occurrence of two or more organization roles in such a way that compliance with one makes compliance with the other impossible

Conflicting expectations may come from multiple role senders or a single role sender

Competing goals (i.e. correctional officers)

Role ambiguity: uncertainty of what occupant of a particular office is expected to do

Educational programs for criminal justice staff funded by the government

Police inevitably are viewed as ineffective or overly repressive

Selection process

Official deviance: illegal actions taken by officials but which are transparently oriented towards needs/goals of organization

This does not benefit the individual official and thus cannot be considered as corruption

Socialization process that is too heavily formalized has its consequences

Regarded as ‘expected’ from role senders in majority of cases

Collective socialization

Serial socialization – experienced veterans groom newcomers

Occupational Socialization

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