Scenario
You have received a position that requires you to oversee a group of 30 correctional officers. This job will be challenging, because these officers are noted for holding negative, and sometimes even hostile, attitudes toward the institution’s leadership, as well as the prisoners they oversee.
Your job is to try to create a better rapport between the officers and prisoners in an attempt to ensure better behavior from the prisoners as a whole. The facility is designed to hold 1,200 male inmates, but it currently houses 1,376. Most are classified as medium security, though there is a minimum-security dormitory that is used to reward good behavior. You have been assigned to oversee one of the three minimum-security units. It houses 345 inmates in a space designed to hold 275. All indoor recreation areas have been converted into makeshift dormitories, and portable toilets have recently been installed in the only accessible exercise yard.
The prison that you have been assigned to has also received many complaints of abuse from prisoners, and you are directed to correct this problem with the officers. These complaints range from relatively minor issues, such as failure to distribute mail in a timely manner, to serious violations, including deliberate denial of access to daily meals. The unit is currently down six officers, which has disrupted shift schedules, and the administration recently increased mandatory overtime and announced suspension of all vacation and personal leave until further notice. The CO shortage has also made it difficult to move inmates for meals, medical care, visitation, and classes. Officers have also complained that they are not getting breaks and that they do not have the opportunity to eat, go to the bathroom, or sit down, sometimes for an entire 12-hour shift.
What challenges do you foresee in overseeing the correctional officers? Why? How can you apply the principles of the path-goal theory to ensure the success of the task entrusted to you?
How will you use supportive and directive leadership to motivate the correctional officers assigned to you?
Can you apply the situational leadership theory to improve the relationship with your officers? If yes, how? If not, then why? Can situational leadership be applied to the inmates?
How can participative and achievement-oriented leadership motivate these officers? Can it be used to motivate the inmates?
What are the situational variables that might affect the application of the path-goal theory of leadership?
Full Answer Section
pplying Path-Goal Theory
Path-goal theory is a leadership theory that posits that leaders can motivate their subordinates by helping them to achieve their goals. The theory identifies four leadership behaviors that can be used to achieve this:
- Directive leadership: Provides clear instructions and guidance to subordinates.
- Supportive leadership: Provides emotional support and encouragement to subordinates.
- Achievement-oriented leadership: Sets high standards and expects subordinates to achieve them.
- Participative leadership: Involves subordinates in decision-making.
In the scenario described above, it will be important to use a combination of all four leadership behaviors. Directive leadership will be necessary to ensure that the officers are aware of and following the institution's policies and procedures. Supportive leadership will be necessary to help the officers cope with the stressful work environment and to maintain a positive attitude. Achievement-oriented leadership will be necessary to motivate the officers to perform at a high level. Participative leadership will be necessary to involve the officers in decision-making and to build trust and rapport with them.
Using Supportive and Directive Leadership to Motivate Correctional Officers
Supportive leadership can be used to motivate correctional officers by providing them with emotional support and encouragement. This can be done in a number of ways, such as:
- Regularly praising the officers for their hard work and dedication.
- Expressing empathy for the challenges that they face.
- Providing them with access to resources and training.
- Creating a positive and supportive work environment.
Directive leadership can be used to motivate correctional officers by providing them with clear instructions and guidance. This can be done in a number of ways, such as:
- Clearly defining the officers' roles and responsibilities.
- Providing them with training on the institution's policies and procedures.
- Setting clear expectations for performance.
- Providing regular feedback and coaching.
Applying Situational Leadership Theory to Improve the Relationship with Officers
Situational leadership theory is a leadership theory that posits that leaders should adapt their leadership style to the maturity level of their subordinates. The theory identifies four leadership styles:
- Directing: High directive, low supportive leadership.
- Coaching: High directive, high supportive leadership.
- Supporting: Low directive, high supportive leadership.
- Delegating: Low directive, low supportive leadership.
In the scenario described above, it will be important to use a coaching leadership style with the correctional officers. Coaching leadership is a combination of directive and supportive leadership. It is appropriate for subordinates who are new to their job or who are facing new challenges. Coaching leadership can be used to provide the officers with the guidance and support they need to succeed.
Situational leadership theory can also be applied to the inmates. For example, new inmates may require a more directive leadership style, while more experienced inmates may be able to handle more autonomy.
Using Participative and Achievement-Oriented Leadership to Motivate Officers
Participative leadership can be used to motivate correctional officers by involving them in decision-making. This can be done in a number of ways, such as:
- Seeking the officers' input on new policies and procedures.
- Allowing the officers to participate in developing and implementing work schedules.
- Encouraging the officers to share their ideas and suggestions.
- Recognizing and rewarding the officers for their contributions.
Achievement-oriented leadership can be used to motivate correctional officers by setting high standards and expecting them to achieve them. This can be done in a number of ways, such as:
- Establishing clear and measurable goals.
- Providing the officers with the resources and training they need to achieve their goals.
- Celebrating the officers' successes.
Conclusion
Overseeing correctional officers can be a challenging task, but it is important to remember that the officers are people too. They have the same needs and desires as everyone else. By applying the principles of path-goal theory, supportive and directive leadership, situational leadership theory, and participative and achievement-oriented leadership, you can build trust and rapport with the officers, motivate them to perform at a high level, and create a more positive and
Sample Answer
Challenges in Overseeing Correctional Officers
Overseeing correctional officers can be a challenging task, even in the best of circumstances. However, the scenario described above presents a number of unique challenges. First, the officers have a history of negative attitudes towards the institution's leadership and the prisoners they oversee. This will likely make it difficult to build trust and rapport with them.
Second, the facility is overcrowded and understaffed. This will create a stressful and chaotic work environment, which may lead to further frustration and resentment among the officers. Third, the officers have been denied vacation and personal leave, and they are required to work mandatory overtime. This is likely to lead to fatigue and burnout, which can further impair their performance and make them more likely to engage in abusive behavior.