"The correctional profession struggles to prevent boundary violating behavior by correctional employees with inmates. Examples of boundary violations that have occurred in correctional institutions include aiding an inmate in an escape, providing weapons to inmates, and engaging in sexual contact with an inmate. Any type of boundary violating behavior between an inmate and an employee has the potential of threatening the stability of the institution as well as creating a public safety risk. This study examined the process that permits a female correctional employee to develop a relationship with a male inmate" (p. iv). Five chapters comprise this dissertation: introduction and purpose of this study; literature review covering the environment inside a correctional facility, organizational components, organizational response, boundary violations in mental health treatment settings and in correctional facilities, consequence of boundary violations, strategies to address boundary violations, values and characteristics of employees, women in corrections, love and attraction in the workplace, and women in love with inmates; methodology—origins and purposes, perspective taking, voice, context, relationship, emergent themes, and shaping the story and composing the narrative; the portraits—portraits of four former female correctional officers, emerging themes, and review of research questions; and discussion and conclusions—Boundary Violation Model, and implications for correctional leaders.
<p>Findings from a report which "assesses the outcome of the training [program] in terms of the leadership-related behaviors of participants" are presented (p. 4). This evaluation contains the following sections: executive summary; background; program description; research design; findings according to -- overview of participant training manual, analysis of participant program evaluations, on-site observations of researchers, focus group feedback, and survey results; and conclusions and recommendations. "Overall results clearly indicate an extremely positive endorsement of NIC's efforts" (p. 5)</p>
Among the more difficult challenges existing within personnel management is conflict resolution. This videoconference focuses upon managing conflict in a correctional setting. The panel of experts presents information on the history of workplace conflict, how to identify potential and actual sources of conflict, strategies for agencies to manage workplace conflict and prevent or reduce litigation, methods for agencies to assess their effectiveness in managing conflict, and resources for further assistance. While conflict management is the broad theme particular attention is paid to sexual harassment. Handouts include the Code of Ethics for the ACA and AJA, and a checklist of ideas for proactive personnel management.
Participants will assess their personal leadership styles and set specific goals for a career development plan during this 36-hour course. Five sections comprise this manual: leadership -- self-mastery, network relationships, and positive politics; our dragons -- feedback; relationships, power, and leadership; expanding our world view -- learn, change and grow; and returning renewed and refreshed.
"Protecting employees against workplace harassment is an important obligation of law enforcement and correctional agencies as employers. Harassment is a corrosive element in an agency’s functioning, can undermine morale, and unfairly subjects hard-working employees to daily torments that add to the burdens and responsibilities that they have to cope with to effectively do their job. Additionally, as has long been clear, workplace harassment on the basis of sex or race, as well as other protected categories, is illegal and can lead to lawsuits and substantial damage awards" (p. 201). Employer liability resulting from sexual harassment perpetrated by a supervisor is explained. Part 1 addresses: harassment as in general by a supervisor; Supreme Court definition of a supervisor; quid pro quo sexual harassment; hostile environment; and same sex and sexual orientation harassment. Part 2 covers: racial harassment; other forms of harassment; suggestions to consider; and additional resources for information.