The Ohio State studies and the Michigan studies involved studies that were conducted to examine various factors concerning leadership behaviour. The Ohio State studies focused on two critical dimensions of leadership behaviour, which included the initiating structure and consideration. The first significant finding of the Ohio State study is that there is a positive relationship that exists between consideration and the employees' regularity and the issue of low grievances (Schriesheim & Bird, 1979). The second finding is that there is a positive relationship between the initiating structure and the performance of the employees in any given organization. On the Michigan studies, the research focused on the identification of the leadership behaviour styles that may have an impact on enhancing in any given situation. The findings in this study maintained that the employee and production-oriented styles have a significant role in increasing production. However, production-oriented leadership behaviour styles lead to a decrease in employee satisfaction, while employees oriented styles increase satisfaction.The findings obtained from the Ohio State studies and the Michigan studies are applicable in a criminal justice organization considering that the aspects studied are universal in any given organization. Firstly, it is essential to note that a criminal justice organization requires the implementation of leadership strategies that are vital in promoting effectiveness concerning various operations. Leadership is crucial in the organization as it helps in overcoming issues that may concern criminal justice cases. The findings from the Ohio State studies are applicable considering that the need for consideration and the regularity of all the stakeholders within the organization. Additionally, the conclusions of the Michigan studies are appropriate based on the need to implement an effective leadership behaviour style that may enhance satisfaction and increase turnover within a criminal justice organization. Transformational leadership is a theory that focuses on the implementation of intrinsic motivation by the leaders to enhance positive development. In transformational leadership, the leaders focus on improving teamwork in different aspects to ensure effectiveness. The purpose of the transformational leadership entails focusing on motivation among the employees, there creating a platform for increased performance in any given organization (Laplante, 2009). Considering that transformational leadership capitalizes on improving the performance of the employees through building motivation, their various principles that are vital in enhancing the implementation of the theory in any given organization. The principles include the use of authentic and consistent means in leadership to ensure that the followers have a basic understanding of the goals and objectives that require to be achieved within a specific timeline. Additionally, the theory capitalizes on ensuring that a leader becomes a role model to the followers in a bid to create inspiration and motivation. The transformational leadership theory would be the best approach that would be implemented the police in a bid to enhance effectiveness in various operations that concern law enforcement. The implementation of the theory by the police chief would be relevant in creating motivation among other police and creating an inspiration concerning the aspects that require to be conducted. The Police Chief, in that case, would be in a position to capitalize on teamwork among, which plays an essential role in identifying key issues that have a significant impact on the practical development in any given situation. The approach would allow the Police Chief to understand the individual strengths and weakness of other police officers, which is enhanced through positive relations and interactions. The police structure and the court structure differ based on the different needs that are presented within each of the department. It is important to note that the police department focuses on law enforcement while the courts capitalize on adjudicating legal disputes between different parties. In that case, the structure in each of the departments is different to enable in the process of the meeting the objectives and the needs of each. The police structure involves different ranks, which are defined by the position of the individuals (Fyfe & Terpstra, 2018). The ranks may range from the inspector general, which may be the highest rank, to the constable, which is considered the lowest rank. On the other hand, the structure of the court is defined by the types of the courts, which are defined by the nature of responsibilities and issues handled. For example, the types of courts may include the criminal courts, the civil courts, among others, which are responsible for processing different matters concerning criminal justice. Considering the mentioned structures in each of the criminal justice organization, the nature of operations differs based on the differences in the roles and responsibilities for each of the structure. The differences in the structure formation result in a significant difference in aspects that concern employee evaluation and employee supervision. For example, in the police structure employee evaluation may be conducted within the different ranks considering that each rank is defined by the position of a police officer. On the other hand, in the court structure, employee evaluation is based on the needs and roles of each structure. In that case, the employee evaluation and supervision strategies implemented within the police structure may not be applicable in the court structure owing to significant differences like operations. A probation officer engages in supervising the offenders that have been released from detention and those that are placed within probation. The primary role of a probation officer is to ensure that when an individual is convicted of a crime and reprimanded to punishment is in a position to follow the guidelines within the sentence to keep away from more trouble (Clare, 2015). Other roles include supervision and evaluation of the people on probation to determine the strategies that would be used in the rehabilitation of each individual as part of ensuring that they are in a position to overcome crime in future. The given roles are regarded as legitimate roles of the probation officers considering that they are vital in ensuring that the individual placed in probation receive the required supervision based on their positions concerning the crime committed. Additionally, other roles include interviewing, assessing the offender and engage in court proceedings for the follow up of the cases. Although the roles are a crucial part of the duties of a probation officer, they are regarded as not legitimate considering that they are not the primary roles of the officers. To effectively engage in the mentioned roles, it is vital that the probation officers have relevant educational qualifications and skills that enable in enhancing positive performance in the said roles. Education, training, and work experience have a significant impact on improving performance in the given tasks by ensuring that an officer has the ability to perform effectively. The officers with adequate knowledge and proper training tend to engage in their roles better than those that have no relevant working experience as a probation officer. Considering the nature of the organization, the dominant values depicted in that case include irresponsibility, unaccountability, and self-centeredness of the leaders in the organization. The dominance of the values is portrayed in how the operations are undertaken within the organization, which a crucial aspect that affects performance in the organization. The value of irresponsibility is depicted in the situation that training is haphazard considering that there are no training measures implemented to ensure that the employees have adequate knowledge concerning their roles and responsibilities (Shim, Jo, & Hoover, 2015). Additionally, the leaders in the organization are self-centred, considering that they do not engage in measures to enhance the positive performance of the organization but instead focus on their issues. In the efforts to change the dominant culture of the organization, it is necessary to focus on measures that would provide a platform for positive change. The first significant step that would help in initiating the amendment would include all the employees in defining the vision, mission and the objectives of the organization to assist in providing a guide on the direction that the organization should follow. Secondly, it is essential to address the measures that would help towards the achievement of the stated objectives. Lastly, it would be necessary to implement motivational measures that would help the employees to adopt new changes in a bid to transform the culture of the organization to promote positive performances. The morale of employees is a vital element in the growth and development of an organization considering that employees are major stakeholders that have the ability to define the success of the organization. Based on the current situation, the morale of the employees is very low, considering that the leadership of the organization does not engage in the implementation of measures to boost the morale of the employees. Additionally, the low morale of the employees is depicted by the low performance of the organization. The CSI effect, which is equally described as the CSI syndrome, refers to the influences that the exaggerations portrayed concerning forensic science in the television series, CSI: Crime Scene Investigation, tend to have on the perceptions that the public is likely to hold. The effect often arises from an apparent lack of distinction between reality and fiction, which is being projected through the television show; thus, creating unrealistic demands from forensic experts. The CSI effect often creates a situation where criminal investigators are expected to ensure that they undertake administrative activities that match those that are being portrayed within the television show. The CSI effect tends to affect court operations, and court acts in a significant way, considering that they are often defined by an unrealistic approach towards ensuring that evidence is presented in a manner that can be acceptable. Cole (2015) indicates that one of the key impacts associated with the CSI effect is that it often affects the way the jury evaluates the evidence being presented with the expectation being that it must have a direct connection to the defendant. The outcome of such expectations is that some of the evidence may end up being ignored regardless of its impacts on the consequences of the case.
When presenting forensic evidence, one of the key aspects to note is that some of this evidence may not have a close connection to the defendant but may have an impact on the case. It is not easy to determine when forensic evidence can be quantified as being ‘enough’ taking into consideration the difference in the types of forensic evidence that can be presented within a court of law as part of building justification on the expectations of a case (Hawkins & Scherr, 2015). The jury expects to evaluate the forensic evidence based on its presentation to determine its connection to the situation and, in extension, the defendant.
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References
Clare, R. (2015). Maintaining professional practice: The role of the probation officer in community rehabilitation companies. Probation Journal , 62 (1), 49-61.
Cole, S. A. (2015). A surfeit of science: The “CSI effect” and the media appropriation of the public understanding of science. General Understanding of Science , 24 (2), 130-146.
Fyfe, N. R., & Terpstra, J. (2018). Special Issue on Police Reform: Introduction and Overview. Policing: A Journal of Policy and Practice .
Hawkins, I., & Scherr, K. (2017). Engaging the CSI effect: The influences of experience-taking, type of evidence, and viewing frequency on juror decision-making. Journal of Criminal Justice , 49 , 45-52.
Laplante, L. J. (2009). Outlawing amnesty: the return of criminal justice in transitional justice schemes. Virginia Journal of International Law , 49 , 08-26.
Schriesheim, C. A., & Bird, B. J. (1979). Contributions of the Ohio state studies to the field of leadership. Journal of Management , 5 (2), 135-145.
Shim, H. S., Jo, Y., & Hoover, L. T. (2015). Police transformational leadership and organizational commitment: Mediating role of the corporate culture. Policing: An International Journal of Police Strategies & Management , 38 (4), 754-774.
