Case Attrition

The exercising of discretion by all system actors, public and private, and from the nature of the criminal process itself is a result of case attrition. Basically, case attrition is when an arrest does not end in a trial conviction, which happens quite often in the court justice system. This is not new experience, nor one limited to the United States; several other Western countries and in the early parts of the twentieth century reported the same high rates of case attrition (encyclopedia. com). The effect case attrition has on the criminal justice system is observed at the different levels of the criminal justice process, because an arrest or no arrest affects everything. Law enforcement officers becomes burnt out, or have negative feelings about the justice system. Full enforcement has never been achieved, nor is likely to be achieved; it may be undesirable citizens and their political leaders must keep these findings in mind when making decisions about criminal justice polices. The high levels of case attrition in modern systems shows that the criminal law has very substantial limitations as an direct crime control such as, deterrence, incapcitation, and rehabilitation. Criminal convictions and penalties impose deserved punishment (retribution) and reinforce important societal denunciation, but if these penal consequences are imposed according to procedure that are widely perceived as fair and just. Attrition can get rid of individuals in the over-worked justice system that were arrested that either had a problem with the legality of the arrest or it was the result of an overworked, or bad officer in a situation where an arrest was not necessary. When these cases are removed from the justice system, it is possible for attorneys and judges to be able to focus on more serious crimes.

Organizational culture is fundamentally about symbolic meaning and as Essay - 6

Organizational culture is fundamentally about symbolic meaning and as such cannot be managed. Discuss - Essay Example The reason for such is that once a given culture is introduced into an organization, it ceases to become part of the manageable aspect of the organization but becomes a self regulatory aspect which anybody who joins the system in any rank automatically becomes assimilated into. This is the trend in most organizations. The following discourse mainly focuses on organizational cultures in view of their symbolic meanings and the implications they have on managements. The standards adopted or entrenched in the cultural domain of an organization are very important determinants in its productivity and overall performance. The quality of the customer care service, for instance, is one of the symbolic natures of the organizational attitude since this is the point of the first interaction between a client and the organization’s staff. It is imperative to note that even the quality of the products, levels of safety, and environmental care policies are basis of a firm’s tradition t hat can hardly be altered through the management process. This extends to the marketing mix techniques of a firm, methods of value creation, and the desire to develop new products in the market. The organization must also have a predetermined management structure. It is important to note that the culture of an organization is the symbol of its identity. Consequently, it is not easy to be changed by emerging management dynamics. It is a tradition that gradually grows with the company and ends up defining its overall operational discourse. This simply means that even if a new person is recruited into the firm in any position, one would be compelled to do things in line with the path of action already created. The tradition of an organization also looks like a template onto which all the guidelines towards the anticipated behaviors judged against. It is worth noting that an organization is just like any other social entity with many people working towards achieving a specific goal just like in the rest of the society. In that respect, it can be compared to the general society where, in most cases, the norms are not written anywhere but generations change without manipulating any aspect of the age old traditions. Besides, every generation is always compelled to conform to the dictates of existing norms. The way each organization runs its activities is always unique. This even includes such aspects as public perception of the organization which end up defining the organizational culture. These features are always based on beliefs, attitudes, and customs of the organization. They must always be adhered to for smooth working relations and comfortable working environments. This is not an issue of an overnight arrangement but it is built over a long period of time until it becomes the basis of all the policies of the organization which even the top managers cannot deviate from through any managerial action. The organizational culture is simply a platform on which a man agement tests and implements organizational policies. Take the case of the social standard of top brass managers and how they relate to other employees or members of the public; this is likely to give the true picture of a company (Woodside, 2010). The behavioral conduct of the organizatio

Organizational Culture Amazon Case Study Term Paper

Organizational Culture Amazon Case Study - Term Paper Example The Amazon Company exhibits a market culture since it gives utmost focus to market stability and control but with an external orientation. The company constantly motivates the employees and ensures stability and control of the market. The company considers companies’ ways as poor habits and, therefore, teaches its employees to learn how to solve problems. Besides, the secret phone directory ensures that every employee and boss is ever doing something geared towards increasing the company’s productivity. The company’s gross attention is on the customers that the company gives little attention to the employees. Most employees resign after few years of working with the company. Other employees get fired after suffering minor or major personal crises as these are unproductive. The company is result oriented, and the employees who experience or suffer from miscarriages, cancer, and other personal crises have reduced productivity detrimental to the company’s obj ective of attaining the best competitiveness in the market. Additionally, employees toil till late in the night to ensure complete customer satisfaction. The organizational culture of the Amazon.com has been transferred from generation to generation of the employees. Numerous objects are available to ensure the transfer. Immediately an employee passes an interview, interviewers tell the new employees to leave their old work habits learned from previous workplaces and instead learn new Amazon singular working procedures.