Occupational Socialization in Criminology

OccupationalSocialization in Criminology

OccupationalSocialization in Criminology

Occupationalsocialization refers to the learning of attitudes and behaviors thatare instrumental in fitting to the operations of a given setting. Theskills are gained through training, informal activities, adhering tothe specified norms and engaging in peer critiquing (McManus &ampFeinstein, 2014). Criminal justice organizations cultivateoccupational socialization in the employees carrying out activitiesin different facilities. The strategy has various benefits thatenable the smooth and sustainable flow of operations.

First,occupational socialization acts as the basis of creating liaisonbetween the different cadres of workers. In criminal justiceorganization, the personnel have to abide by a given culture ofprofessionalism and sharing ideas (Stojkovic, Kalinich &amp Klofas,2012). After the formal training, they are exposing to a learningenvironment where they interact with their colleagues. Theassociation shrinks the barriers to communication and informationsharing. The environment in the different facilities and structuresbecome open and educative. For example, in a police setting, newofficers learn informal techniques from experienced persons throughoccupational socialization. The existing workforce ceases to see newemployees as inexperienced, but they create liaison to work as ateam.

Secondly,occupational socialization is instrumental since it enablesindividuals working in the criminal justice system to acquaintthemselves with practices and internalizing them (Stojkovic, Kalinich&amp Klofas, 2012). Most of the activities involve top-notchintegrity and ethical considerations. It requires time and dedicationfor one to gain these skills even after formal training. The processeases the process by ensuring that workers make informed decisions ofthe profession they want to pursue.

Finally,occupational socialization enables the sustainability of practices incriminal justice organizations (Stojkovic, Kalinich &amp Klofas,2012). The rationale for this is that it leads to the development ofan internal culture that is the institutions. Both new and existingemployees find it compelling to adopt given frameworks that result inuniformity of the practices. The defined official and informalstructures enhance sustainability of the organizations.


McManus,A., &amp Feinstein, A. H. (2014). Internships and occupationalsocialization: what are students learning?. Developmentsin Business Simulation and Experiential Learning,35.

Stojkovic,S., Kalinich, D., &amp Klofas, J. (2012). Criminaljustice organizations: Administration and management.New York: Cengage Learning.