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Introduction To Criminal Justice Ethics
Introduction to Criminal Justice Ethics
[Name of the Writer]
[Name of the Institution]
Introduction to Criminal Justice Ethics
Introduction
The role of the correction agency is to take the responsibility of protecting the population from the dangerous people. The role can be achieved by different means such as incarceration and probation. The main role of correction agencies is to keep society safe from the individuals who have committed crimes. In this case, a correction officer was discussed who was working in the county jail for seven years. He was described as a dedicated, competent and respectful employee. His life started to become miserable because of his personal problems. On a particular day, Officer lost control and slapped one of his inmates because he was irritated due to his personal issues. After the incident, the officer was asked to visit the superintendent office. He admitted in front of superintendent officer that it was his mistake and he deserves to be fired or let him give resign. The report is given to me, and I have to make a decision on this issue.
Discussion
The code of ethics is that a correction officer shall maintain mutual respect in their relationship with other inmates of the department of correction. Members shall be fair in their role with other inmates, and they shall treat them with dignity and respect. Members shall not abuse with other inmates. They are not allowed to use their position for personal gain. Members shall avoid any unethical behavior that could affect inmates, employees, or the integrity of the department. Members are not allowed, and they are not allowed to attack anyone (Bales, 1997) physically. In this case, a correction officer physically attacked and used unethical behavior which is against the code of ethics. Correction officer needs to be punished according to the law.
A correction officer who found to violate the code will be given harsher punishments. In this case, what correction officer did was completely unethical and against the code of ethics. He should be fired from his position immediately because anyone who breaches the code of ethics should be given punishment. The officer should not be allowed to give a resign, and he should get termination because it will give him a lesson and create a bad impact on his personality. He might not be able to find a new job if he gets fired from the company. The officer should also face court action as he violated the code of ethics of the agency and he should be punished according to the law (Principles of professional conduct, 2019).
Officer may be having problems in his personal life, but it has nothing to do with the institution. He should resolve his problems at his personal level and control his frustration. No member is allowed to show his irritation on an inmate. I will do more counselling which will benefit the man who was slapped. Everyone makes mistakes, but as individual this will give officer learn a lesson and grow up. The institutional subculture will guide my decision in a way that every member will be given a punishment if they will breach the code of ethics. Every member in future will not make any mistake like connection officer (Sackmann, 1992).
Conclusion
Everyone decision should be a fair decision according to the code of ethics. Connection officer breached the code of ethics and deserved to get fired from the institute. The decision will give the officer a life lesson on how to have self-control. The decision is made according to the code of ethics. Personal problems of someone have no concern with the institute so at the office it will be the duty of the officer to be calm and perform his duties according to the code of ethics.
References
Bales, D. L. (Ed.). (1997). Correctional officer resource guide. Amer Correctional Assn.
Principles of Professional Conduct | CorrectionalOfficer.org. (2019). Correctionalofficer.org. Retrieved 5 January 2019, from https://www.correctionalofficer.org/professional-conduct
Sackmann, S. A. (1992). Culture and subcultures: An analysis of organizational knowledge. Administrative science quarterly, 140-161.
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