Considering the state of the criminal justice organizations, the traditional model of employee supervision would serve as the ideal possible choice. Regarding the nature criminal justice organizations, they have significant influence towards how enterprises operate. Organizations need to ensure that they follow legal requirements while undertaking their duties. Companies also have the mandate of drafting laws, which would govern the conduct of the employees while ensuring that they comply with the different rules and regulations that their companies devise. Criminal justice organizations ensure that cases are heard under fair and just circumstances with the accused parties considered innocent until they are proven guilty (Sherrard, 2018) . When it comes to the traditional model of employee supervision, it would serve as an ideal approach that would experience the effects of the criminal justice organizations. For the traditional model of employee supervision, it emphasizes on centralized authority, clear regulations and rules, well-established processes and policies, and discernible authority lines that follow a command chain. With this form of model, the organization lacks the opportunity for exploring additional approaches while ensuring that the junior leaders cannot act on their own when making organizational decisions. The major role of the traditional model of employee supervision revolves around the need for supervising and monitoring the workforces to make sure that they comply with the established procedures, rules, contracts, and guidelines (Nayab, 2019) . Here, the criminal justice organizations play a vital role since failure to abide by the rules, guidelines and contracts would see the employees deemed failing to honor the law. With a traditional model of employee supervision, the key force behind the establishment and maintenance of the regulations and rules revolves around collective bargaining and group negotiation as opposed to group facilitation. The grades, contracts, and benefits usually remain standardized as opposed to individualistic. With the model, it is beneficial in that it focuses on motivating the workforces complying with the rules and regulations of an organization in terms of incentives, pay, job simplification, and rewards to drive performance. The approach revolves around the idea that improved satisfaction in the workplace results in increased performance. Again, criminal justice organizations have major influence in this area. For instance, they require that companies honor their obligations to their employees while the workforces have the opening for suing in case the organization fails to deliver on the agreement (Nayab, 2019) . The company and the employees should follow the existing rules to foster continued collaboration. With the traditional model of employee supervision, it is advantageous in that it ensures that the authority and the power to make decision rest in the hands of a few individuals in a company. In doing so, it eradicates confusion among the workforces regarding the parties in charge while at the same time delivering a clear message concerning what employees need to accomplish when handling their duties. The model resembles a machine since each part needs to serve a certain purpose, while it becomes essential to coordinate the parts efficiently in order to create consistent and predictable results. Overall, with the traditional model of employee supervision, it serves as the best choice. With the criminal justice organizations present to ensure upholding of the rules and regulations, it becomes possible to enhance the capabilities of the supervisors in regulating the workforces (Sherrard, 2018) . It would also ensure that the employees receive fair treatment from the supervisors as opposed to experiencing various types of hardships while working for an organization.
References
Nayab, N. (2019). Human resource management traditional approach: Processes and controls. Retrieved from https://www.brighthubpm.com/resource-management/75466-a-traditional-approach-to-human-resource-management/
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Sherrard, M. (2018). Roles of the three branches of the criminal justice system. Retrieved from https://careertrend.com/list-7405257-roles-branches-criminal-justice-system.html
