Organizational Culture and Supervisory Training Case Study

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Supervisory Training

While the debate over nature versus nurture continues, the fact remains that some people appear to be "natural born" leaders while others must struggle to acquire the skills needed to lead others in an organizational setting. For individuals who are fortunate enough to possess the innate leadership skills needed, first-line supervisory training may be less important than for others who have been thrust into positions of authority. To determine the facts, this paper provides an analysis of the case study, "The Correctional Sergeant's Dilemma," to explain the importance of first-line supervisory training and an assessment concerning the manner in which Sergeant Rick handled the situation with his subordinate, Officer Johnson, and his superior, Lieutenant Murray. A discussion concerning how this situation could have been handled differently is followed by a summary of the research and important findings concerning the foregoing issues in the conclusion.

1. How important is First Line Supervisory Training?

The predicament that Sergeant Rick encountered as a first-line supervisor at the Sampson Correctional Institution (SCI) was certainly not unique, but it did serve to highlight the importance of first-line supervisory training for new supervisors. In Sergeant Rick's case, he was required to supervise correctional officers with whom he had worked as a peer for numerous years, and he was woefully unprepared for these new responsibilities.

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According to Cadwell (2006), the transition to first-line supervisor in any organizational setting can be a daunting experience that requires new supervisors to be cognizant of the full range of their responsibilities, including most especially the appropriate approach to managing their subordinates. As Cadwell emphasizes, though, "Although management and supervisory skills are required, often very little formal training is provided. Also, the way the work is organized often puts a premium on getting the work out rather than preparing first-line supervisors for their new responsibilities" (2006, p. 18).

While some new supervisors appear to possess the innate qualities needed to recognize what type of leadership style will be most effective in a given set of circumstances, most people lack these skills and will require some level of first-line supervisory training to help them acquire these skills (Cadwell, 2006). An important point made by Warners (2006), though is that training is not a static affair but is rather an ongoing, essential part of a law enforcement officer's career path. Consequently, while first-line supervisory training is an essential part of helping new supervisors become more effective at their jobs, additional supervisory training will be needed as individuals proceed along their career paths into higher level management positions (Warners, 2006). The need for first-line supervisory training was highlighted.....

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"Organizational Culture And Supervisory Training" (2016, April 22) Retrieved July 5, 2025, from
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