Introduction
The APPA is an organization that experiences a considerable lack of funding. The criminal justice field is large, and the majority of national spending ends up in the budgets and in the prison system (“The U.S. spends billions to lock people up, but very little to help them once they’re released,” 2021). Probation and parole, then, are much less frequently discussed, owing to the stigma of criminal rehabilitation, and a lack of development in relevant programs (Wright, 2021). In addition, there are currently no ways for this branch of criminal justice to find a source of financial support within the political sphere. As a result, the number of people on probation has increased, without a subsequent increase in probation staff.
Overwork
Because of the aforementioned issue, the existing probation and parole staff are discontent and severely overworked. Having to address an ever-growing influx of people, who work under low pay and long hours, it is understandable why probation officers may not be able to perform their duties effectively (Lazarick, n.d.). Continuous overwork leads to larger employee turnover and decreases the effectiveness of leadership.
Inappropriate Supervision of Low-Risk Individuals
Another major issue of APPA comes from their inability to properly with some criminals. High levels of supervision are distributed to relatively low-risk criminals, contributing to the issue of understaffing and putting increased pressure on individuals who could be rehabilitated (Barnes, Hyatt, Ahlman, & Kent, 2012). The over-monitoring of these types of criminals leads to a higher risk of recidivism and lacks the capacity to protect public safety (Wright, 2021). Furthermore, adequate tools are not used to assess the individual risks/needs of criminals.
Addressing Cultural and Gender Challenges
There is a limited amount of information available regarding the diversity and equity culture within the APPA. However, much like the other parts of the justice system, the organization works for the betterment of society and puts considerable effort into uplifting both its subjects and employees (“What is equity in the workplace?” 2022). The organization attempts to create a workplace of equity and equality for its staff, which is evident by the current leadership and board of directors composition. The position is occupied by men and women alike, with the inclusion of some people of color as well. The diversity found within the upper leadership of the organization is valuable for understanding the experiences of different workers and creating a culture of better work efficiency, cooperation, and communication. It is especially important to foster a climate where every individual is able to fully realize their abilities and feel comfortable. Seeing the upper leadership and the board of directors for the APPA, it is evident that the agency works to keep the gender ratio within its leadership high, and has diversity (“APPA 2021-2022 board of directors”). As a result, the APPA has the benefits of different perspectives within its ranks
Leadership Recommendation
In order to address the issues of the organization, it is necessary to thoroughly adjust the current leadership practices. As it stands, the leadership is unable to provide the staff with adequate support or recognize the needs of criminals themselves. Because of that, the problems faced within the APPA exacerbate, requiring radical change. One potential leadership style that can be used in this case is Hersey and Blanchard’s Situational Leadership, which is highly flexible and capable of adapting to the present needs of an organization (“Hersey-Blanchard situational leadership model: How it works,” n.d.). When working with criminals, the leadership can adjust its instruction and approach depending on the volume of people, their level of risk, and currently available funding. At the same time, it is necessary for the APPA to engage with concepts of transformational leadership, such as the communication of a vision, as it is an effective way to increase employee morale (White, 2022). Leaders of the organization need to work together with regular employees in order to build on the existing structure and improve it, allowing more individuals to escape the larger prison industrial complex.
Conclusion
In conclusion, the APPA is an important agency for public well-being and safety. In order to ensure that individuals breaking the law have a safe path to recovery, the Probation and Parole Association creates the necessary conditions and opportunities. However, the organization also encounters a number of problems, the accumulation of which prevents it from being effective or reliable in terms of outcomes. Like many other parts of the criminal justice system, it is severely under-supported and underfunded. The workers have to find ways of enabling an ever-increasing amount of people to properly pass through the system and become re-integrated into society. The lack of funding and the inability of a limited amount of APPA workers to handle existing demand considerably hinder work performance. It is necessary to address the issue on the leadership level, providing the workers with a better framework of operation. The role of recovery and non-incarceration methods must be emphasized, and funding must be distributed in order to lessen the burden on APPA workers.
References
APPA 2021-2022 board of directors. (n.d.). APPA – Leadership in Educational Facilities. Web.
Barnes, G. C., Hyatt, J. M., Ahlman, L. C., & Kent, D. T. (2012). The effects of low-intensity supervision for lower-risk probationers: Updated results from a randomized controlled trial. Journal of Crime and Justice, 35(2), 200-220.
Lazarick, L. (n.d.). Probation officers are stretched too thin, union head says. Web.
The U.S. spends billions to lock people up, but very little to help them once they’re released. (2021). Web.
Hersey-Blanchard situational leadership model: How it works. (n.d.). Web.
Wright, J. (2021). Five pressing issues for American probation – Reconnect. Reconnect. Web.
What is equity in the workplace? (2022). Web.
White, S. K. (2022). What is transformational leadership? A model for motivating innovation. Web.