Organizational culture refers to a system of code or software of the mind that organizes and facilitates the behavior of individuals within a given corporate environment. Through these behaviors, critical lessons are learned and passed to the next generation of individuals within the organizations to address future challenges (Denison Consulting, 2010, 2:33). Organizational culture takes two dimensions; one perspective emphasizes dynamism, independence, and flexibility, whereas the other focuses on immutability, control, stability and order (Wyrwicka & Chuda, 2019). Every organization operates within a cultural perspective that best suits its intended goal.
The criminal justice system utilizes an organizational culture approach that emphasizes immutability, control, order, and stability primarily because of its focus on orientation on internal affairs, unity, and integration with criteria associated with the position in the environment. The criminal justice department is expected to provide social justice to the community and its members. As a result, the immutable and controlling organizational culture approach enables the department to give every individual under its jurisdiction the expected code of conduct that guides their daily behavior through a hierarchy system (Wyrwicka & Chuda, 2019).
Therefore, employees in the criminal justice department are trained and developed to achieve the organization’s desired culture. Inevitably, the organizational culture acts as a tool that modifies the behavior of the employees.
Each employee is obligated through a code of ethics, regulations, and policies to behave according to the training they have received from their respective agencies and departments to achieve a collective goal of maintaining social safety (Almklov et al., 2018). Fundamentally, what makes the unchanging approach ideal for the criminal justice department is the underlying requirements established within the organization that shift the employees’ mindset toward a particular or desired behavior. Subsequently, the organization owns the culture and utilizes it to form a harmonious whole for effective service delivery.
References
Almklov, P. G., Antonsen, S., Bye, R., & Øren, A. (2018). Organizational culture and societal safety: Collaborating across boundaries. Safety Science, 110, 89-99. Web.
Denison Consulting. (2010). What is organizational culture? Why culture matters to your organization. YouTube. Web.
Wyrwicka, M. K., & Chuda, A. (2019). The diagnosis of organizational culture as a change factor in the context application of design thinking. LogForum, 15(2), 279-290. Web.