Criminal Justice Workplace and Observation
Thad Graham
CJA 443
July 18, 2012
John McGrody

Criminal Justice Workplace Observation
Organizational Culture: The relative strength of four culture types within a police department was studied following a model developed by Harrison, and his colleague (Harrison & Stokes, 1992). The first is one of power based on inequality of access to resources where those in power can limit and control the way resources are meted out to others; role, consisting a system of structures and procedures designed to protect subordinates and provide stability to the organization; achievement which is based on task oriented organization where rewards are intrinsic and individuals work together to achieve set goals; and support where an organizational culture that is based on mutual trust between the individual and the organization, and top value is placed on the human being (Harrison & Stokes,1992). There are three dimensions of social climate according to R. H. Moos which are relationship, personal growth, and system maintenance and change. The first dimension is relationships involving the lengths the employees are actually concerned about their positions with the agency and level of commitment to their jobs. Co-worker comrade or the ability for co-workers to get along and support each other is another factor as well as the support of the supervisor or immediate superior (Moos, 1994). The second dimension of social climate is the personal growth regarding how much employees are encouraged to make their own decisions rather than as a series of questions second guessing themselves in the process; task orientation with main goal of getting a job done efficiently; and maintaining a good quality of work during high work demands and external pressures (Moos, 1994). The last dimension is the system maintenance and changes where