Sergeant Rick Case Summary

1) No. Sergeant Rick was in the right when he referred Officer Johnson for discipline. Although there may have been an alternative route. The Sergeant was very torn between letting Johnson go or doing what he was trained to do and discipline him in the correct manner. I believe he should have gone to his supervisor the lieutenant and ask for guidance or even an older supervisor that has been in his role. Regardless, speaking with his lieutenant and letting him know of the actions he plans to take would be the correct way to handle the situation. Even if the situation still blew up, at least he would have been on the same page with his supervisor since they discussed it beforehand.

2) Sergeant Rick could have benefitted from training based off of the Human Service Model. This model aims to address individual goals as well as the larger organization’s goals. Rick could have seen the pattern that was happening within the guards he

He or she follows the rules only to have it blow up and ruin their reputation. In result, they take on a less engaging role and only participate with their employee when absolutely needed. To counter this, it all starts with training. The proper training on how to supervise and create an environment where others’ voices are heard and taken into account. This training needs to go up the chain of command. I believe Sergeant Rick was uneasy about his supervisor which may have caused him not to tell him about the situation with Officer Johnson. His lieutenant needed just as much training as Sergeant Rick. If the training and proper steps are taken at the head of the chain of command, it will trickle down to the others. Another way to address a supervisor burnout is to delegate. In the book, delegation was discussed heavily as it should. It relieves some of the stress and workload from the supervisor and also gives the employees a sense of empowerment that could boost