ABSTRACT
One of our key aims with this book is to prompt criminal justice organisations to enhance the well-being of staff under the particularly difficult conditions of cut-backs and organisational change. As part of that agenda we are promoting an organisational justice approach which emphasises treating both members of an organisation and the public with dignity and fairness as a way to increase cooperative engagement. A critical aspect in creating a procedurally just organisation as well as enhancing organisational legitimacy is an appreciation of how the affected constituencies feel about the management of processes and procedures as well as the quality of interactions. Monitoring and communication are essential ingredients in achieving such understanding and we discussed organisational communication issues in detail in Chapter 5. This chapter focuses on consultation: asking who is consulted and how this may be done. Evaluation is another means of gaining feedback about processes and procedures particularly during periods of organisational change (see Chapter 7).
