CREATING A DIVERSE TEAM FOR CHANGE

1200 words of text  not counting the title and reference pages. Please include abstract .Required to use (5) five scholarly references and two of these references must be peer-reviewed journal articles from the APUS online library databases. Please note that Wikipedia, dictionaries, encyclopedias, endnotes, ehow, etc. are not scholarly resources.APA format.

The class instructor is looking for critical thinking and demonstrating grasp of subjet. Do not merely regurgitate information but analyze the articles, journals, and scholarly literature you use to support your work.   Again, do not include quotes in your work. The course instructor wants to see your critical thinking skills on display and not a string of quotes written by published authors. Your analysis is what is needed for a successful paper. You will lose points for using quotes so stay away from quotes in this analytical assignment. EXAMPLES STTACHED

Running head: CREATING A DIVERSE TEAM FOR CHANGE 1

6

CREATING A DIVERSE TEAM FOR CHANGE

CREATING A DIVERSE TEAM FOR CHANGE 7

Leading and Managing Change in a Diverse Society

John Doe (student name goes here)

American Public University (school name here) American Military University

Professor Johnson (Instructors name goes here)

CMRJ499 Criminal Justice (Course name goes here)

July 4, 2011 (date of the assignment)

Abstract

Utilizing the research of Berg (2003), Henninger and Huribert (2006) and Mallory et al. (2005), this paper reflects understanding of how the media influences the public’s view on crime. Also identified, are the possible reasons why countries that go to war are more likely to see an increase in violent crimes post military action. This paper does examines several surveys and attempts to correlate and identify how the media, war and violent crime all can work affect one another.

Keywords: education, police, race, mass media, violent crime, war, military

Creating a Diverse Committee for Innovative Change

This innovative plan is about changing the current criminal justice training curriculum to incorporate cultural diversity and sensitivity training. Developing a diverse committee from within and outside of Arizona criminal justice academia is essential to strategically changing the current criminal justice curriculum, in hopes of official approval by the Arizona Police Officer Standards Training Commission (POST). The proposal will identify key internal and external change agents from diverse ethnic backgrounds that will bring a unique perspective of the need for curriculum training changes. These key people will ensure that the changes are significant to make an ethical impact on how the criminal justice system interacts with people of different ethnic and cultural backgrounds. The curriculum changes when properly developed, taught, and monitored will affect the criminal justice practitioners in hopes that a cultural change will occur within the entire criminal justice system. This change will allow for new relationships of cooperation to flourish so that the community can expect and count on the criminal justice system living up to its creed of honesty and fairness for all (Berg, Csikszentmihalyi, & Nakamura, 2003).

Why a Diverse Committee is Essential for this Proposal

The American criminal justice system is in need of a dynamic cultural diversity-training curriculum, which is flexible enough to incorporate local jurisdictional race and culture awareness issues. The American criminal justice system has a long history of troubled race relations and a cultural sensitivity problem that has affected the public’s willingness to cooperate with local law enforcement in helping reduce criminal activity. Minority leaders have historically complained that the American criminal justice system has been unfair to minority offenders by sentencing them to longer prison terms then white offenders who have committed the same crime. The correctional institutions have a history of not allowing inmates to practice their religion or identify themselves as a member of a certain ethnic group while in custody. This has caused countless and costly civil rights litigation and raised the possibilities of correctional staff being assaulted (Henninger & Huribert, 2006).

The proposal identifies key problems with race, culture, and minority relations within the American criminal justice system and makes recommendations for curriculum changes within the different training programs for court employees, police, and corrections. The recommended changes to the current cultural diversity training program has the opportunity to forge a lasting working partnership with local community leaders that will dramatically improve the image and credibility of the American criminal justice system allowing for justice to be administered fairly with dignity and respect (Bell, 1999).

A Need for Ethical Cultural Change within the Criminal Justice System

To identify why ethics are so important for criminal justice practitioners you only need to apply this simple definition of ethical behavior: Ethical behavior is doing the right thing even when no one else is watching. Setting aside the many ethical theories that have been developed and analyzed, and apply this simple concept as you carry out your duties as a professional within the criminal justice system (Koepsell, 2006).

Strategically Selecting Proposal Committee Members

To help organize a proposal planning committee I want to build a team who believes in this simple definition of ethical behavior. Selecting a proposal planning committee that has diverse backgrounds and who believe in this ethical code will allow the innovative curriculum change message communicated throughout the organization. Changing a traditionally closed-door fraternity such as law enforcement will not be an easy task. The committee must have representatives within the established culture who will help set the ethical tone as well as reinforce the message and spirit of the curriculum proposal (Koepsell, 2006).

The proposal committee must have representatives from the Black Law Enforcement Association, Irish Brotherhood of the Badge, as well as active members of the Hispanic Bar association. These organizations represent a large portion of the working ethnic groups within the criminal justice system. Having key allies who will communicate the proposal changes to their members is critical for success of this project (Mallory & Thomas, 2003).

External key contributors represented on the proposal committee are state legislators that have demonstrated their support for the criminal justice system and have had a positive message to both the community and the different branches of the criminal justice system. The targeted legislators will allow a more diverse committee as well as bring local government perspective. Other key external personnel should be civic and community leaders such as selected members of the local home owners association, local school districts, community colleges, and local business owners. To round off the external partners on the proposal committee local religious leaders will join the committee (Richard & Kirby, 1998).

By including as many key stakeholders as possible without creating a bureaucracy, we can create a buzz, and control the message of needed changes to the criminal justice training curriculum and ultimately help persuade the POST commission to adopt the committee’s proposal.

Surveying the Landscape for Change

The key to successful planning for innovative change is to analyze all known allies and creating a proposal committee that have diverse backgrounds from internal and external organizations who share the vision that a change is needed to the current Arizona criminal justice training curriculum. These key allies can help identify obstacles and offer solutions to strengthen the proposal from their unique perspectives. Having a consistent message from the proposal committee that is honest and straightforward will establish credibility within the police culture. A proposal presented with no hidden agendas other then the positive change that benefits the community sets an ethical tone for the best possibility of a successful proposal being presented to POST (Mallory & Thomas, 2003).

References

Arizona Peace Officer Standards and Training (POST). (2008). Board members.

Retrieved from http://www.azpost.gov/.

Bell, H. (1999, January). The negotiation of a working role in organizational

ethnography. International Journal of Social Research Methodology, 2(1), 17-37. Retrieved from EBSCOhost database.

Berg, G. A., Csikszentmihalyi, M., & Nakamura, J. (2003, September). Mission possible?

Enabling good work in higher education. Change, 35(5), 40. Retrieved from

ProQuest database.

Henninger, E. A., & Huribert, J. M. (2006). Using the seven principles for good practice

in undergraduate education: A framework for teaching cultural diversity ma

management course. Journal of Business & Finance Librarianship, 12(2), 3-15.

doi: 10.100356739-76894231.

Koepsell, D. (2006, January). The ethics of investigation. The Skeptical Inquirer, 30(1),

47-51, Retrieved from ProQuest database.

Mallory, B. L., & Thomas, N. L. (2003, September). When the medium is the message;

Promoting ethical action through dialogue. Change, 35(5), 10. Retrieved

from ProQuest database.

Richard, O. C., & Kirby, S. L. (1998, January). Women recruits’ perceptions of

workforce diversity program selection decisions: A procedural justice

examination. Journal of Applied Social Psychology, 28(2), 183-188. Retrieved

from EBSCOhost database.

 

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