NCJ Number
67785
Date Published
1979
Length
21 pages
Annotation
THE RESPONSIBILITIES, PROCEDURES, AND DECISIONMAKING CRITERIA OF THE PENNSYLVANIA BOARD OF PARDONS ARE DISCUSSED IN THIS PAMPHLET INTENDED FOR PUBLIC INFORMATION.
Abstract
THE BOARD REVIEWS CRIMINAL CASES, EXCEPT IMPEACHMENT, TO DETERMINE WHETHER PUBLIC RELATIONS MYTHS ABOUND. SIMILAR AMBIGUTIES AND EQUALLY RICH RESOURCES FOR INSULATING ORGANIZATIONAL DIVIANCE HAVE BUILT UP THROUGH THE INTERSECTION OF PERSONAL CAREER AND ORGANIZATIONAL LIFE. AMONG THEM ARE EUPHEMISTIC TERMINATION PROCESSES IN WHICH FIRINGS ARE MASKED AS RESIGNATIONS, AND RESIGNATIONS AS FIRINGS, AND CONFIDANT RELATIONS IN WHICH REVELATIONS TOO EMBARASSING BETWEEN PEOPLE OF EQUAL STATUS IN THE ORGANIZATION CAN FLOW IN A HARMLESS DIRECTION (E.G., FROM HUSBAND TO CAREER WIFE TO ALLOW EXISTENCE OF A MORALLY SUPERIOR NON-ORGANIZATIONAL SELF). RIGID CONCEPTIONS OF HIERARCHICAL AUTHORITY AND THE MYTH OF SOCIAL DISTANCE OBSCURE THE FACT THAT PEOPLE IN ORGANIZATIONS NEGOTIATE WHAT WILL BE EXPECTED OF THEM. FOR EXAMPLE, A CENTRAL ISSUE IN NEGOTIATIONS IS TO ESTABLISH WHAT CO-WORKERS WILL KNOW ABOUT EACH OTHER'S PERFORMANCE. THE DIMENSIONS OF CONCERTED IGNORANCE CAN BE MULTIPLIED BY COMBINING SEVERAL BOUNDARIES. THE AUTHOR COUNTERS THE CONVENTIONAL VIEW OF DEFERENTIAL, PASSIVE PARTICIPANT AND SUGGESTS ORGANIZATIONAL DESIGNS (SUCH AS EMPLOYEE TURNOVER AND A DUAL ORGANIZATIONAL SYSTEM) TO MAKE STRATEGIC IGNORANCE A LESS LIKELY ADAPTATION. THE PREPARATION OF THIS ARTICLE WAS SUPPORTED BY AN LEAA GRANT. OVER 30 REFERENCES ARE APPENDED.