Managers of criminal justice agencies are responsible for establishing, maintaining and reinforcing corporate culture. The perspectives modes of operations that managers employ ave significant bearing on the functional success of an agency.
For example, the way in which managers screen and select new applicants influences staff make-up. Consequently, it also influences the degree to which staff members can work cooperatively as a team.
Managers who adopt a bureaucratic, systems-oriented structure might be inclined to use automated resume screening software. They might automatically reject resumes that fail to mention certain skills, experiences, or credentials. This systematized process could save time, freeing the manager and senior staff to pursue other internal issues. It might help streamline the selection process so that the agency doesn't experience staff shortages. At the same time, it might block qualified individuals from the selection process.
Those who adopt consensus-based management might subject all resumes to senior staff screening. This process could involve a number of meetings, and extended period of discussion per each applicant. This approach would take a lot more time and could be draining in terms of energy and time commitment. However, it might also create a fuller sense of community to have all staff participate in the selection process. Such an open-ended approach might result in a more balanced, varied and diverse staff.