Value of Organizational Behavior

Organizational Behavior in a Criminal Justice or Security Agency

Organizational behavior refers to the study of an individual's behavior in any business setting. This field focuses on the impacts of structures, groups, and individuals on an institution in relation to their conduct and the impact on the effectiveness of an organization. It is indisputable that leadership is one of the organizational behavior factors that mostly affects criminal agency institutions more than any other organization. Leadership is essential in any organization because it deals with the motivation, disciplining, hiring, and training of employees. This study endeavors to explain about the important elements of organizational behavior, and the challenge posed on the effectiveness of a security agency.

In a security agency, organizational behavior analyzes the way individuals in the organization act. Actions undertaken by the organization in motivating employees to act in a beneficial manner are also addressed. The concept of organizational behavior borrows ideas from many disciplines such as efficiency analysis, management theory, and psychology. Various aspects of a security agency affects the way employees behave.

Firstly, it is concerned with the leadership styles adopted by security agency. Leadership styles should be in line with the company's goals and objectives. Some criminal agencies require leaders who have strong emotional intelligence and robust relationship-building skills and take time to coach his or her employees. However, some leadership styles exercised by some leaders tend to conflict with the company's goals and objectives thus posing a great challenge.

The second element is culture because it is chiefly concerned with the company's attitudes and culture. It also entails how employees in a security agency are required to treat each other, customers, as well as their job. Security agencies should encourage employees to adopt values and strong culture for the success of the business and employee development. This challenges the effectiveness of a security agency in that different employee tend to have distinct cultures and values that are sometimes conflicting with others.

The third element is company structure and the way it is built. A security agency may have an organization structure that has numerous layers of management and sometimes can be very bureaucratic. An organization structure that is flat has few layers of management and is usually organic. The main advantage of lean organizations is that they increase efficiency and reduce waste in security agencies. However, security agencies that have many layers of management often fail adequately to address the issues that arise in the management (Scarborough & Somers, 2006).