Milestone 2: Crisis Situation Analysis and Response Tactics.

Milestone 2: Crisis Situation Analysis and Response Tactics.

Introduction

Given the intricacies of crises that the Haddonfield county probation department is facing, the organization requires a strategic response plan that advocates the involvement of all multiple organization players, above and beyond the short-term emergency response tactic. Mitigating the impact of the crises on the overall organization strategy calls for the need for an established framework for coordinated action for an effective result. Whereas the need to conduct situation analysis will establish the possibility of a constitutional crisis and help develop a suitable response tactic for organization survival and damage reputation (Ashari et al., 2017). How well the department of probation responses to the issue of staff misconduct complications, organization’s staffing issues, and current budgetary problems will test the organization’s resolute capacity to provide the appropriate mitigation strategies to protect the organization’s mandate of serving the juvenile offenders. Furthermore, as a department, we will embark on concentrate on improving the views of society when it comes to the department interaction with crime and law enforcement, rather than on the criminal justice element.

Employee gross misconduct.

As it is the case, the protection offered by the union for workers within the county probation has escalated the gross employee misconduct beyond reasonable heights within the organization and the code of conduct.  Employees feel that given the fact that the union protects them, they can continuously violate the employee code of conduct. This gross misconduct is evident in the rampant cases of sexual harassment, staged fights, and the selling of alcoholic products. Given the fact that the union protects the employees, the organization will provide a grossly misconducted employee with a show-cause letter in the case of a disciplinary process. This letter will put the employee on notice to seeking to conduct an independent assessment of capacity or conduct within the workplace. Additionally, it an essential tool that presents the employee with the opportunity to justify his case and provide sufficient evidence against the impending workplace concern.

Furthermore, serving the employee with a show-cause letter will showcase an intent of procedural fairness. The process protects the county probation department against any legal issues resulting from of service termination/ summary dismissal of grossly misconduct employees (Parasuraman, 2008).

Understaffing.

By far, the issue of understaffing has limited the ability of the county probation officers to optimally perform their duties while also advancing towards achieving the organization’s mission of reforming juveniles offered into productive adults. As it is the case of the massive layoff of employee working conditions within the department are intolerable given the organization’s new mandate and responsibilities.  Based on the organization’s solvency and effectiveness, the department will regularly conduct employee training, job rotation, create flexible work schedules, and employee evaluation to decreases the frustration experienced. Subsequently, following this process will eliminate the inherent skillset gap created, set defined goals and objectives without needing the organization to employ new staff continuously. In addition to training, job rotation, and flexible work schedules within the department will allow employees to develop different skill sets necessary to work within a variety of roles to prevent burn out. Generally, the staff feels more valued where the organization invests in their wealth fare. Alternatively, to help address the issue of understaffing, the department would embark on vetting, training, and employing voluntarily community agencies who would act as supervises to the javelin offenders. The community policing philosophy will focus on developing relationships, and participating in problem-solving activities to proactively rehabilitate the offenders, provide a clear framework for cooperation between probation officers and community supervisory agencies. The two agencies will act as partners and associates in the task of rehabilitating the offenders, overseeing probationary services to prevent, combat and rehabilitate juvenile offenders and help address the issue of understaffing, which is overwhelming burdening the department. Although monitored communities can present significant limitations and challenges for probation officers and community supervisory agencies, they can be improved by establishing collaboration and a clear communication framework between the probation officers and the society supervisory agencies.

Budgetary issues.

The Change of the Haddonfield county department program and the subsequent budget cuts has impacted on departmental workload. Based on this issue, it is essential to perform revenue estimates to give a monthly evaluation of each department budget and help establish the minimum amount of cash that each department needs to enhance the elementary and primary level of services. Similarly, the budget projections of all the departments within the organization will significantly determine where expenses need to be reduced, and it can be channeled to a department where there is a shortage of staff. As an established practice, the organization will set aside a budget to continuously train employees, and conduct exercise drills which will deliberately monitor the capacity of the program and the abilities of the employees in dealing with emerging issues.

The collaborative partnership between the county probation and the community supervisory agencies can also provide ways to access additional services. This may take the form of financial capital since collaboratively distributed grants are often more appealing to funders than proposals from independent agencies. Also, each partner brings their mutual relationships with other organizations such as service providers who can participate in the collaborative effort

The financial impact of the response plan on Organizational strategy.

Fostering the organization’s solvency and effectiveness with responses as mentioned earlier, tactics will drastically help the department tackle the impending issues of understaffing, gross misconduct, and budgetary issues, which is within the organization guide framework. The organization will benefit from the significantly reduced number of employee turnover ratio as a result of reallocating of finance from specific departments and channeling it towards staffing. Furthermore, the cost of recruitment will further reduce as a result of staff retention, robust hiring, and training programs established. The financial implication is consistent with the organization’s development agendas and the relevant organization rules, procedures, and efficiencies. Increased efficiencies, as a result of financial solvency for the organization, will raise higher standards of productivity, which expands on the organization’s market share, builds on the company’s reputation and turnover ratio.

Personnel impact of the response plan on Organizational strategy.

An affirmative and consistent method of communication reduces the possibility of the communicated message being lost in translation. Training is a paramount step towards ensuring that employees are fully aware of the potential crisis at hand and how to deal with this potential crisis effectively. Consequently, mitigating risk in an organization requires that the staff have proper leadership programs, training, empowerment programs, and established communication plans to reduce the crisis. Based on the company’s need to communicate effectively, the setting up of an intranet platform will build upon our training program with unique user content and an invaluable employee hands-on experience. Such a pragmatic intranet edifice will be tailored made to integrate the company’s training programs.  This unique platform is a suitable and appropriate platform that will permit mutual collaboration with the employees, such that it is not a single communication platform. Employees generally will find relevant training programs on the intranet hub (Vasileioy, 2018).

An ethical and socially accepted employee environment that fosters sound decision-making structure for the leaders in executing the core mandate. The leaders ought to practice fairness and impartiality while executing the assessment and training programs for both existing and potential hiring of new employees.

Community  Relations impact on Organizational strategy

Since the organization has a negative image among the community, the department will seek to enforce a rebuilding strategy that will aid in changing the organization’s perspective during a crisis and erase the focus of the crisis through taking positive actions (Ashari et al., 2017). Disseminating information to the general public while giving info regarding the agreed MOA through the company’s various internet platforms such as Facebook, twitter email, website, and organization magazine. This is a vibrant podium that will ensure transparent delivery of the crisis response tactic message and ensure fast reply to the general public. Furthermore, the internet as a source of communication is significantly essential owing to its feedback-oriented nature, effectiveness, and promptness. This a suitable way to minimalize harm and reestablish organizational status within the public sphere.

To limit is liabilities as a medium of addressing the world, the department will consistently review and update the MOA whiles continuously reporting to the public of any new updates on the ongoing process of reforms.

References

Mohamad Ashari, N., Ahmad, A., Maisha, D. A., & Samani, M. C. (2017). Crisis response strategy and crisis types suitability: a preliminary study on MH370. In SHS Web of Conferences (Vol. 33).

Parasuraman, B. (2008). Domestic inquiry, misconduct, and the rules of natural justice in the context of Malaysian industrial relations.13, 293-320.

Vasileioy, A. (2018). Internal crisis communication and employee engagement: A closer look at multinational companies.