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Brief Contents
1. Preface
2. Acknowledgments
3. Chapter 1 Defining Management and Organization
4. Chapter 2 Open Versus Closed Systems
5. Chapter 3 Service Quality Approach
6. Chapter 4 Environmental Influences
7. Chapter 5 Conflict, Power, and Ethical Issues
8. Chapter 6 Motivation
9. Chapter 7 Leadership
10. Chapter 8 Communication
11. Chapter 9 Police Administration
12. Chapter 10 Courts
13. Chapter 11 Probation and Parole
14. Chapter 12 Prisons, Jails, and Detention Centers
15. Chapter 13 Private Security Management
16. Chapter 14 Measuring Organizational Effectiveness and Service
Quality
17. Appendix: Constructing QFD for Law Enforcement Services in
Happymore
18. Index
19. About the Authors
Detailed Contents
1. Preface
2. Acknowledgments
3. Chapter 1 Defining Management and Organization
1. Defining Management
2. Identifying an Organization
3. Leadership
4. For-Profit and Nonprofit Organizations
5. What Are Criminal Justice Organizations?
6. Chapter Summary
7. Chapter Review Questions
8. Case Study
9. Questions for Discussion
10. Internet Resources
11. References and Suggested Readings
4. Chapter 2 Open Versus Closed Systems
1. Closed-System Models: The Classical Perspective
2. Open-System Models: The Humanistic Perspective
3. Changing Face of the Criminal Justice System—Need for a
Learning Organization
4. Chapter Summary
6. Case Study
5. Chapter 3 Service Quality Approach
1. The Role of Services in an Economy
2. Definition of Service
3. Characteristics of Services
4. Customer Involvement in the Criminal Justice System
5. Defining Service Quality
6. Measuring Service Quality
7. Scope of Service Quality in the Criminal Justice System
8. Chapter Summary
10. Case Study
14. Note
6. Chapter 4 Environmental Influences
1. Funding in Criminal Justice
2. Technology in Criminal Justice
3. Cultural and Demographic Issues
4. Legal Pressures
5. Unions
6. Politics
7. Chapter Summary
9. Case Study
7. Chapter 5 Conflict, Power, and Ethical Issues
1. Organizational Conflict
2. Power
3. Ethical Decision Making
4. Chapter Summary
6. Case Study
8. Chapter 6 Motivation
1. Content/Needs Theories
2. Process Theories
3. Motivation and Performance
4. Workplace Design to Promote Motivation
5. Chapter Summary
7. Case Study
9. Chapter 7 Leadership
1. Leadership Versus Management
2. Contingency Theories of Leadership (Situational Leadership
Models)
3. Transactional Leadership Theory
4. New Wave of Change Leadership Theories
5. Leadership as a Skill
6. Leadership and the Criminal Justice System
7. Chapter Summary
9. Case Study
10. Chapter 8 Communication
1. Definition
2. Organizational Needs Fulfilled by Communication
3. Interpersonal Communication
4. Communication Channels
5. Organizational Communication
6. Chapter Summary
8. Case Study
12. Note
11. Chapter 9 Police Administration
1. Brief History of Policing
2. Private Policing
3. Policing Agencies
4. Police Functions
5. Organization and Structure of Police Departments
6. Community Policing: The Opportunity to Provide Quality
Services
7. Chapter Summary
9. Case Study
12. Chapter 10 Courts
1. The Court System
2. Court Personnel
3. Federal Court Organization
4. Federal Court Design
5. Theories of Judicial Decision Making
6. State Court Organization
7. Specialty Courts
8. Juvenile Courts
9. Goals of the Juvenile Court
10. State Court Management
11. Chapter Summary
13. Case Study
13. Chapter 11 Probation and Parole
1. Probation
2. Parole
3. Probation and Parole Officers
4. The Structure of Probation and Parole
5. Issues Confronting Probation and Parole
6. Adaptations Made in Probation and Parole to Meet Client and
Community Needs
7. Chapter Summary
9. Case Study
14. Chapter 12 Prisons, Jails, and Detention Centers
1. A Brief History of Prisons in the United States
2. Incarceration Rates
3. Correctional Facilities at the Federal Level
4. Correctional Facilities at the State Level
5. Private Prisons
6. Centralization Versus Decentralization in Prisons and Prison
Systems
7. Organizational Structure of Prisons
8. Correctional Facilities at the Local Level: Jails
9. Jail Design
10. Organizational Structure of Jails
11. Issues Confronting Correctional Centers
12. Chapter Summary
14. Case Study
15. Chapter 13 Private Security Management
1. Development of Private Security
2. Issues and Growth of Private Security
3. Crime Trends and Security
4. The Aftermath of September 11, 2001
5. Management Approaches
6. Contract Versus Proprietary Services
7. Differences in Private Security and Public Law Enforcement
8. Chapter Summary
10. Case Study
16. Chapter 14 Measuring Organizational Effectiveness and Service
Quality
1. Application of Customer Orientation Theory to Enhance Service
Quality
2. Understanding the Dual Role of Criminal Justice Services
3. Using QFD: Incorporating the Voice of the Customer in
Improving Service Quality
4. Designing Customer-Oriented Criminal Justice Services
5. Tools to Build Quality in the Criminal Justice Service Delivery
Process
6. Chapter Summary
8. Case Study
17. Appendix: Constructing QFD for Law Enforcement Services in
Happymore
18. Index
19. About the Authors
Preface
We felt compelled to write this textbook because there are only a handful
of textbooks in the area of administration and criminal justice that focus
specifically on management concepts. The books that exist focus on
management of criminal justice but do not consider service quality.
Instead, these books tend to discuss management in general, without
providing an understanding to the customers using this service and the role
that customers play in the delivery of service. Since customers are part of
any service delivery process, they should be an inherent part of the process
that is designed to deliver the service. In criminal justice, the customer
changes from call to call—sometimes it is a victim, a complainant, or a
community member; other times it is an offender or another officer or
agency. Thus, management and administration approaches must be
customized to the environment being serviced. We hold that using a
service approach to management is much more appropriate in the
changing criminal justice environment. To date, and to the best of our
knowledge, this is the first textbook that has adopted a service quality
approach to administration in the criminal justice field. We believe this
textbook is innovative and will challenge the current understandings of
management in criminal justice agencies held by students, practitioners,
and researchers alike.
Approach
In this text, we question the traditional closed-system approaches often
used in criminal justice and introduce the concepts used in open systems
and in service quality approaches. We examine criminal justice services by
focusing on who the customers are, what their demands and needs happen
to be, how the changing environment can affect these services, and how
criminal justice administrators can respond to the dynamic customer and
environmental bases. The book also addresses the constraints placed on
the field of criminal justice and how these restrictions impact the choices
administrators and line staff can and do make, as well as how services are
provided. We acknowledge the increased pressures on criminal justice
professionals to work within a global environment and in communities
with heightened expectations. We also acknowledge the efforts criminal
justice agencies are making to become more customer friendly. As we
write the 3rd edition of the book, we consider it to be a forward-thinking
approach to management in criminal justice, emphasizing proactive
techniques for administration. We feel that training in service quality must
start early in the career and in the educational process to produce effective
and successful administrators in the criminal justice system. Using a
service quality lens to understand and facilitate the criminal justice system
provides a better learning experience in the changing U.S. and global
environments for undergraduate and graduate students, who will be
staffing this system in the near future. By using case studies at the end of
each chapter, we provide opportunities to apply the material learned. We
believe this approach will have greater meaning for the students’ learning
process.
The text is written with five express objectives. The first objective is to
provide the theories of management. The second objective is to look at the
theories through closed- and open-system approaches. The third objective
is to draw attention to the issues and concerns of these two approaches in
nonprofit service industries, such as criminal justice. The fourth objective
is to provide a service quality lens to examine how the criminal justice
field could be (and is being) redesigned to better address community needs
and to respond to global and national dilemmas. We also use this time to
point out how the criminal justice field is evolving and accepting the
importance of service quality. Finally, we present the information in such a
way that students can internalize the importance of their future role in
providing high-quality and effective criminal justice services.
The text is organized in 14 chapters. The first step in improving service

delivery is identifying the customers and recognizing their importance
within the service delivery process, also called the customer focus, which
is the primary theme presented in Chapters 1 through 3. In Chapter 4, we
discuss the changing global environment and the pressures that are forcing
criminal justice agencies to become more customer oriented. In Chapters 5
through 8, we present the management principles of conflict, power,
ethics, motivation, leadership, and communication in the criminal justice
environment, viewed through the service quality lens. In Chapters 9
through 13, we discuss the functional knowledge of criminal justice
agencies and integrate the service quality principles in these areas. In the
last chapter, we provide hands-on tools to incorporate the voice of the
customer in designing/modifying criminal justice services to improve the
delivery of service quality. We hope the approach adopted in this textbook
will better prepare the students of criminal justice to design/redesign the
service delivery process to bring a greater customer orientation, thus
improving the overall service quality.
The Third Edition

In this edition you will find numerous substantial changes:
Updated references, statistics, and data to present the latest trends in

criminal justice
Coverage of current concerns and management trends in criminal
justice agencies, including workplace bullying, formal and informal
leadership, realignment in California’s correctional institutions,
probation-police relationships, inmate-staff relationships, and fatal
police shootings
Increased discussion of homeland security era policing, procedural
justice, key court personnel, and private security changes
Expanded coverage of technology in criminal justice, such as
cybercrime, electronic monitoring and other uses of technology in
probation and parole, body worn cameras, and police drones
Half of the case studies are new or updated
All of the “Career Highlight” boxes have been updated to
demonstrate the latest data for each career presented
Eight new “In the News” articles that include topics such as
Police shootings
Funding for criminal justice agencies
Police drones
Use of GPS monitoring devices on sex offenders
Cyber attacks and identity theft
Cybercrime
Procedural justice
Pedagogical Aids
We have included the following learning aids in every chapter:
Chapter objectives at the beginning of each chapter to highlight the

information students should master
“In the News” boxes to help students see the practical implications of
what they are reading
“Career Highlight” boxes that describe various types of jobs in
management and administration in the criminal justice field
End-of-chapter summaries to help students prepare for exams and
review in shorter form what they have learned in the chapter
Chapter review questions to assist students in preparing for exams
and to encourage them to go beyond the memorization of terms and
concepts learned in the chapter
Case studies at the end of each chapter to allow students to apply the
information they have learned in a situation similar to what is likely
to occur in the field of criminal justice
Internet resources that students can use to learn more about the
criminal justice field and view research in hot topics in criminal
justice administration
Lists of references and suggested readings that provide students with
the primary sources for the information in these chapters
Instructor Supplement
We have also created an Instructor’s Manual/Test Bank, which includes
chapter outlines, discussion questions, a test bank, PowerPoint slides of
each chapter, and more.
Acknowledgments
As with any endeavor of this magnitude, there are always people behind
the scenes who assist in the preparation and final product. First, we would
like to thank the various agencies that granted permission for us to use
their policies, procedure manuals, handouts, and other documents in the
text. We would also like to thank the print media and other forums for
their contributions to the “In the News” inserts. We would like to offer
special acknowledgments to the publishing team at SAGE for their
continued assistance, creativity, and hard work. As we finish the third
edition, we acknowledge the contributions made by Dr. Robert Fischer, Dr.
Martha Heltsley, Professor Jill J. Myers, Professor Sabita Sawhney, and
Professor Jane Schmidt-Wilk. We appreciate their hard work and
expertise. We also express appreciation to our families for their constant
encouragement. We welcome your comments concerning the text and look
forward to writing again in this field.
We would also like to thank the reviewers whose feedback helped shape
the development of this text: Timothy C. Albright, California State
University, Sacramento; Emmanuel N. Amadi, Mississippi Valley State
University; Doris J. “Dorie” Astle, Southwestern Oklahoma State
University; Kevin M. Beaver, Florida State University; Ronald J. Curtis,
Jr., Florida Gulf Coast University; Raymond L. Hasselman, Northeastern
State University; Eric Metchik, Salem State University; and Francis M.
Williams, Plymouth State University.
Jennifer M. Allen, jallen@nova.edu
Rajeev Sawhney, R-Sawhney@wiu.edu

Sara Miller McCune founded SAGE Publishing in 1965 to support the
dissemination of usable knowledge and educate a global community.
SAGE publishes more than 1000 journals and over 800 new books each
year, spanning a wide range of subject areas. Our growing selection of
library products includes archives, data, case studies and video. SAGE
remains majority owned by our founder and after her lifetime will become
owned by a charitable trust that secures the company’s continued
independence.
Los Angeles | London | New Delhi | Singapore | Washington DC |

Melbourne
Chapter One Defining Management
and Organization: Learning
Objectives
Learning Objectives
Upon completion of this chapter, students should be able to do the following:
Define management, organization, and leadership

List and discuss criminal justice organizations and the various specialties
in criminal justice
Describe nonprofit and for-profit agencies
In an era of globalization accompanied by complexity, ambiguity, rapid change,

and diversity, managing any organization or agency is a difficult task. Yet, good
management is critical to the survival of an organization or agency. In fact,
Hanson (1986) has suggested that the ability to manage is more strongly related
to a firm’s profitability than any other factor. Managers are constantly
challenged with making decisions, formulating goals, creating a mission,
enacting policies and procedures, and uniting individuals in the organization so
that completion of all of these and other related tasks can be accomplished.
Despite the fact that management permeates everything that an organization
does, what the management actually is, is not always clearly defined or
identified.
Management consists of many individuals in an organization at varying levels

and ranks, often classified as lower management, middle management, and
upper management. Of course, people are familiar with the terms chief executive
officer, director, president, chief operating officer, and so on. These are
automatically assumed to be titles that indicate the ranks of management. We
also assume that those holding the management roles work to provide the
organizational mission by making decisions and setting goals for those not
designated as management. But are these obvious assumptions? Hecht (1980)
asserts, “Many a person who carries the title of manager is not really a
manager” (p. 1). What this means is that people on the front lines may make
decisions, formulate procedures, and have input into the mission and long-term
goals of the organization. Take police officers, for example. One officer on
patrol may consider a driver as speeding if he or she is driving at five or more
miles over the posted speed limit. Another officer may not consider a driver to
be speeding unless he or she is 10 miles or more over the posted speed limit.
Even though the law says that the speed limit is 55 miles per hour, and the
police agency is expected to ticket drivers driving in excess of the posted speed
limit, a patrol officer may practice a policy of five to ten miles over the speed
limit. This allows the officer to make decisions on enforcement of the law and
influence the mission of the organization. In other words, the police officer is
acting as a manager. Individuals employed in positions considered to be at the
second or third level may also have input or titles that indicate they are
managers within the organization. Does this make them management?
According to Hecht, “Management is an activity,” and managers are “charged
with a number of people working at the task of getting some activity
accomplished within a set period of time” (p. 1). Research defining management
has been ongoing; to date, there is still not a clear definition of management for
all organizations. This means that each organization faces the unique task of
determining how it will be managed and by whom.
This chapter will investigate the definition of management as well as tasks

commonly associated with managing an organization. The term organization
will be defined, and key aspects of organizational structures in nonprofit and
for-profit agencies will be discussed. Leadership and how leaders work within
organizations are discussed as well. As this book pertains to management in
criminal justice, a brief summary of criminal justice agencies and their
management structures is also provided in this chapter. Each chapter in the text
—this one included—ends with a fictional case study and summary discussion.
The case studies provide scenarios likely to be encountered in real life.
Although the case studies may resemble reality, they are based on fictitious
names, places, and occurrences. There are questions at the end of each case
study. There are no right or wrong answers to these questions. Instead, the intent
is to allow for application and processing of the information learned in the
chapter.
Defining Management
As discussed earlier, management is a difficult term to define. It is easier to
identify what a manager does or is supposed to do than to define the actual term.
If one were to search for the term management on the Internet, words such as
supervising, directing, managing, measuring results, and so on would display,
which are all action-oriented terms. Dwan (2003) identifies management as
planning goals and specifying the purpose of the agency; organizing people,
finances, resources, and activities; staffing, training, and socializing employees;
leading the organization and the staff; and controlling, monitoring, and
sanctioning when needed (p. 44). On closer scrutiny, one will find that both the
explanation proposed by Dwan and the words displayed on the Internet identify
management with tasks or responsibilities, while neither provides an exact
definition.
Looking in another direction, one may find that management has been defined
through theory such as scientific management, where those in charge of an
organization are to maximize productivity through selection, training, and
planning of tasks and employees. Management theory has also focused on
Fayol’s (1949) five functions of management—planning, organizing,
commanding, coordinating, and providing feedback—and Weber’s (1947)
bureaucratic management, where there is a clear division of labor, rules, and
procedures. There are also those who see management as a process to be studied
and analyzed through cases so that correct techniques can be taught to others
(Dale, 1960). There is the human relations approach that perceives management
as closely tied to sociology and the various social systems in society (Barnard,
1938; March & Simon, 1958), emphasizing a manager’s understanding of
workers as sociopsychological beings who need to be motivated (Tannenbaum,
Weschler, & Massarik, 1961). Management has also been discussed from both
decision-making and mathematical perspectives (Koontz, 1961). Although most
of these will be addressed in detail in later chapters, it is important to note that
they appear to be the roles of management and not true definitions of what it is
to manage.
Career Highlight Box

An Introduction
Students are often interested in the types of jobs available in criminal justice,
but they are not always given the chance to explore the various options during
their coursework. Since this book discusses a variety of criminal justice
agencies and the administration and management of those agencies, it makes
sense to expose students to different career opportunities that may be available
in those organizations. In each of the following chapters, look for “Career
Highlight” boxes, which will provide information concerning specific
occupations, typical duties, pay scales, and job requirements within or related to
the criminal justice system. Keep in mind that different jurisdictions have
distinct requirements, so this is only a small representation of the possibilities
and occupations available. In addition, students are encouraged to examine the
job outlook and prospects sections in each job description with a critical eye,
since demands for workers with specific skill sets change regularly. The authors
suggest that students discuss career options with faculty and advisors as they
narrow down their professional goals. Students are also encouraged to contact
individuals currently working in the field of criminal justice to discuss
opportunities, interests, and concerns.
Koontz (1961) stated, “Most people would agree that [management] means
getting things done through and with people” (p. 17). Management, as viewed in
this book, is best defined within groups. It is an ongoing process that works
toward achieving organizational goals. It may consist of multiple organizational
layers, offices, people, positions, and so on. In other words, management is an
ongoing process of getting things done through a variety of people with the least
amount of effort, expense, and waste, ultimately resulting in the achievement of
organizational goals (Moore, 1964).
Identifying an Organization
Blau and Scott (1962) defined an organization by using categories. The first
category consists of the owners or managers of the organization, and the second
consists of the members of the rank and file. Third are the clients, or what Blau
and Scott referred to as the people who are outside the organization but have
regular contact with it. Fourth is the public at large or the members of society in
which the organization operates. They suggest that organizations benefit
someone—either the management, the membership, the client, or the
commonwealth. This definition fits well with private enterprise in that the
managers or shareholders may benefit greatly from the organization’s business
and sales. This definition also fits well with criminal justice since the victim
and the commonwealth (public) may benefit when an offender is arrested and
placed in jail. In criminal justice, the typical organization is focused on
identifying, deterring, preventing, and processing crime and criminal acts. It is
service based. The hope of achieving goals and objectives is the same as that
found in private enterprise, but the functions and activities are in contrast to
private enterprise or for-profit organizations.
Members of an organization usually share common visions, missions, values,
and strategic goals. A vision is how individuals imagine the goals of the
organization will be accomplished. Each person will have a particular
perception of how the organization functions. So long as the organization is
working according to the vision, people perceive the organization as going well.
The mission is the overall purpose of the organization and is used to help
describe organizations to those outside of it, such as community members. The
mission may be a statement or a list of goals to be accomplished (Ivancevich,
Donnelly, & Gibson, 1989). A correctional institution’s mission may include
statements regarding protecting the public, staff members, and inmates;
providing opportunities for rehabilitation; and assisting in reintegrating
offenders into society once they are released. A common mission statement in
police departments may include phrases that support public safety, working with
citizens and the community, and reducing crime. For example, the Atlanta
Police Department in Georgia states that their mission is to “create a safer
Atlanta by reducing crime, ensuring the safety of our citizens and building trust
in partnership with our community” (Atlanta Police Department, n.d., para. 1).
The values held in an organization are considered priorities. They incorporate

aspects of the vision and the mission to focus the activities of an organization.
The values are determined by the culture of the organization. In policing, the
culture tends to revolve around providing services, controlling crime, and
increasing public safety. There are strict policies and procedures to be followed
in carrying out the activities of the policing agency. Officers’ positions are well
defined, and there is a clearly identified hierarchy in the organization.
Employees are expected to be honest and show integrity while completing their
tasks. Using the Atlanta Police Department’s website as an example, one can see
that the department values professionalism, integrity, commitment, and courage
(no date).
Last, organizations use strategic goals. Members will work toward several
organizational goals to accomplish the agency’s mission. The goals, also known
as objectives, are the main concerns of the organization. They are generally set
by the administration and passed through formal and informal communication
to employees. According to Hecht (1980), objectives should filter all the way to
the bottom of the agency, with each unit or department establishing and working
on its own unit goals while keeping the larger organizational strategic goals in
mind (p. 91). Employees may also have personal goals set for themselves. It is
hoped that the personal goals do not conflict with the organizational goals. If
this occurs, the employee may be unsuccessful within the agency, or the
agency’s accomplishment of larger organizational and unit goals may be
blocked. The administration at that point must step in and restate the
organizational strategic goals or retrain or terminate the employee.
The strategic goals will have “two features: a description of an intended future
state and action towards achieving that future state” (Day & Tosey, 2011, p.
517). The structure and culture of the organization are reiterated in the strategic
goals. Likewise, the strategic goals of an agency provide employees the
opportunity to align themselves and their personal goals with the agency’s stated
goals. Citizens in the community can determine whether an agency is
accomplishing the mission by assessing the statements made in the strategic
goals and the outputs delivered by the department. Doran (1981) and Locke and
Latham (2002) claim that the more specific, measurable, achievable, realistic,
and time-specific (SMART) the agency’s goals are, the easier it is for others to
determine if an agency has actually met the strategic goals.
The better organized an organization is, the better it will be able to accomplish
its goals. The term organized can relate to structure. Organizations are
structured vertically and horizontally. They contain departments, units,
specializations, work groups, jobs, and so on.
The structure is typically determined by how formal the organization is. If there
is a rigid hierarchy, or what some refer to as bureaucracy, the organization is
seen as centralized. Centralized organizations house authority positions at the
top of the hierarchy in the upper levels of the administration. Managers are
responsible for most decisions in centralized organizations, and communication
is sent from management to lower-level staff on how to perform tasks and on
changes in policy or procedure. However, if there are few levels of authority
between the top managers and the line staff (those performing the everyday
tasks or jobs), the organization is seen as decentralized. Decentralized
organizations allow for lower-level staff to make decisions on policies or
procedures that directly affect the accomplishment of tasks and goals
(Ivancevich et al., 1989). Delegation of authority is foremost in decentralized
organizations. The structure of organizations and the impact centralization or
decentralization has on how organizations function and accomplish goals will be
discussed in greater detail in Chapter 2. For now, it’s important to realize that
the structure of an organization determines how much autonomy, or the power to
self-govern, workers have within that organization and may influence their
individual goal setting and achievement.
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the weight and setting the clock.
Fig. 1
Fig. 2
Fig. 3
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released, and the clapper will stop vibrating.
¶When a pencil becomes too short for the hand, apply paste to
about 1 in. of the rubber end, roll on a sheet of paper about 6 in.
long, and almost all of the pencil can be used.
How to Make Hammocks
By CHARLES M. MILLER
PART II—A Netted Hammock
Agood hammock should be about 12 ft. long, which includes 8 ft. of

network and 2 ft., at each end, of long cords that are attached to
rings. Seine twine, of 24-ply, is the best material and it will take 1¹⁄₂
lb. to make a hammock. The twine comes in ¹⁄₂-lb. skeins and should
be wound into balls to keep it from knotting before the right time. Two
galvanized rings, about 2¹⁄₂ in. in diameter, are required.
Fig. 1
Fig. 3
Fig. 2
The Tools Necessary Consist of a Needle or Shuttle, a Guage Board, and a

Mesh Stick
The equipment for netting a hammock consists of a wood needle,

or shuttle, a gauge board for the long meshes at the ends, and a
mesh stick for the regular netting of the main body of the hammock,
all of which will be described in detail.
The shuttle is made of wood and is 12 in. long, 1¹⁄₄ in. wide, and ¹⁄₄
in. thick. The best material to use is maple or other hard wood, but
very satisfactory ones can be cut from good-grained pine. The
sketch, Fig. 1, shows the general shape of the shuttle, one end being
pointed and the other forked. Lay out the pointed end before
beginning to cut down to size. Place a compass at the center of the
end, and with a radius of 1¹⁄₂ in. describe the arc AB. With the
intersections of this arc and the side lines of the needle, C and D, as
centers, and the same radius, 1¹⁄₂ in., cut the arc AB at E and F. With
E and F as centers draw the curves of the end of the shuttle. The
reason for placing the centers outside of the shuttle lines is to obtain
a longer curve to the end. The curves can be drawn free-hand but
will then not be so good.
The space across the needle at GH is divided into five ¹⁄₄-in.
divisions. The centers of the holes J and K at the base of the tongue
are 3¹⁄₂ in. from the pointed end. The opening is 2³⁄₄ in. long. Bore a
¹⁄₄-in. hole at the right end of the opening, and just to the left three
holes, as shown by the dotted lines. With a coping saw cut out along
the lines and finish with a knife, file and sandpaper. Round off the
edges as shown by the sectional detail. It is well to bevel the curve at
L so that the shuttle will wind easily. The fork is ³⁄₄ in. deep, each
prong being ¹⁄₄ in wide. Slant the point of the shuttle and round off all
edges throughout and sandpaper smooth.
The gauge board, Fig. 2, is used for making the long meshes at
both ends of the hammock. It is a board about 3 ft. long, 4 in. wide,
and 1 in. thick. An eight-penny nail is driven into the board 1 in. from
the right edge and 2 in. from the end, as shown by M, allowing it to
project about 1 in. and slanting a little toward the end; the other nail
N will be located later.
The mesh stick, Fig. 3, should be made of maple, 8 in. long, 1³⁄₄
in. wide and ¹⁄₄ in. thick. Round off the edges and sandpaper them
very smooth.
The making of the net by a specially devised shuttle is called
“natting,” or netting, when done with a fine thread and a suitably fine
shuttle. Much may be done in unique lace-work designs and when
coarser material and large shuttles are used, such articles as fish
nets, tennis nets and hammocks may be made. The old knot used in
natting was difficult to learn and there was a knack to it that was
easily forgotten, but there is a slight modification of this knot that is
quite easy to learn and to make The modified knot will be the one
described.
The shuttle is first wound by looping the cord over the tongue, as
shown in Fig. 4, then bringing it down to the forked end and up to the
opening on the opposite side; then the cord is again looped over the
tongue and returned to the fork or place of starting. Continue winding
back and forth until the shuttle is full. The shuttle will accommodate
from 20 to 35 complete rounds. If the shuttle is too full it crowds in
passing through the meshes and delays the work.
Fig. 4
Fig. 5
The Shuttle is First Wound and the Long Loops at One End Formed over the
Gauge Stick
Attach one of the galvanized rings by means of a short cord to the

nail in the gauge board, as shown in Fig. 2. At a point 2 ft. from the
lower edge of the ring, drive an eight-penny finishing nail, N. Tie the
cord end of the shuttle to the ring, bring the shuttle down and around
the nail N; then bring it back and pass it through the ring from the
under side. The cord will then appear as shown. A part of the ring
projects over the edge of the board to make it easier to pass the
shuttle through. Draw the cord up tightly and put the thumb on top of
the cord O, Fig. 5, to prevent it from slipping back, then throw a loop
of the cord to the left over the thumb and up over a portion of the ring
and pass the shuttle under the two taut cords and bring it up
between the thumb and the two cords, as shown. Draw the looped
knot tight under the thumb. Slip the long loop off the nail N and tie a
simple knot at the mark P. This last knot is tied in the long loop to
prevent looseness. Proceed with the next loop as with the first and
repeat until there are 30 long meshes.
Fig. 6 Fig. 7
Fig. 8
After the Completion of the Long Meshes, the Ring is Anchored and the
Mesh Stick Brought into Use
After completing these meshes anchor the ring by its short cord to
a hook or other stationary object. The anchorage should be a little
above the level for tying the knots of the net. Tie the cord of the
shuttle to the left outside loop and always work from the left to the
right; and the first time across see that the long meshes do not cross
over each other, but are kept in the order in which they are attached
to the ring.
After tying the cord to the mesh 1, Fig. 6, bring the mesh stick into
use. Pass the cord down over the mesh stick, drawing the lower end
of the loop down until it comes against the upper side of the mesh
stick and put the thumb down upon it in this position to prevent
slipping. Pass the shuttle up through the loop 2 and draw that down
to the mesh stick. Shift the thumb from the first position to the
second. Throw the cord to the left over the thumb and about the loop
2, as shown in Fig. 7, and bring the shuttle under both of the cords of
mesh 2 and up between the large backward loop and the cords of
the mesh 2. Without removing the thumb draw up the knot very tight.
This makes the first netting knot. Continue the cord around the mesh
stick, pass it up through mesh 3, throw the backward loop, put the
shuttle under and up to the left of the mesh 3 and draw very tight,
and do not allow a mesh to be drawn down below the upper side of
the mesh stick. Some of these cautions are practically repeated, but
if a mesh is allowed to get irregular, it will give trouble in future
operations.
Fig. 9 Fig. 10
A Square Knot is Used to Join the Ends of the Cord When Rewinding the
Shuttle
Continue across the series until all of the long loops have been
used and this will bring the work to the right side. Flip the whole thing
over, and the cord will be at the left, ready to begin again. Slip all the
meshes off the mesh stick. It makes no difference when the meshes
are taken off the stick but they must all come off before a new row is
begun. Having the ring attached to the anchorage by a cord makes it
easy to flip the work over. Be sure to flip to the right and then to the
left alternately to prevent the twisting, which would result if turned
one way all the time.
Fig. 11
Fig. 12
The Gauge Board is Again Used for the Long Loops at the Finishing End,
Then the Cords are Wound
The first mesh each time across is just a little different problem
from all the others, which may be better understood by reference to
Fig. 8. The knots Q, R, and S are of the next previous series. The
cord is brought down over the mesh stick and up through mesh 1,
and when the loop is brought down it may not draw to the mesh stick
at its center; it is apt to do otherwise and a sideway pull is necessary,
which is pulled so that the knots Q and R are side by side, then the
knot at T may be tied. When the mesh 2 is drawn down it should pull
to place without shifting, and also all the others of that row.
Continue the use of the mesh stick until a net 8 ft. long is made.
When the cord gives out rewind the shuttle and tie with a small knot
that will not slip. The weaver’s knot is good if known, or the simple
square knot shown in Fig. 9 is very good. It is too easy to make to
need direction, but unless it is thrown over just right it will slip. Let U,
Fig. 8, represent the short cord and V the new piece to be added.
Place the cord V back of U and give U a complete turn around V, Fig.
9, and bring them together at a point above U, then to the front.
Repeat the complete turn of U about V, shown by the dotted line,
and pull tightly. If analyzed, it consists of two loops that are just alike
and linked together as shown in Fig. 10.
When the 8 ft. of netting has been completed, proceed to make
the long loops as at the beginning. The same gauge board can be
used, but the tying occurs at both ends, and since the pairs cannot
be knotted in the center, two or three twists can be given by the
second about the first of each pair. The long loops and the net are
attached together as shown in Fig. 11. Slip one of the meshes of the
last run over the nail N, and when the cord comes down from the
ring, the shuttle passes through the same mesh, and when drawn
up, the farthest point of the mesh comes against the nail. After this
long loop has been secured at the ring, the first mesh is slipped off
and the next put on. All of the long loops at this end will be about
three inches shorter than at the other end, unless the finishing nail N
is moved down. This will not be necessary.
With a piece of cord about six feet long, start quite close to the ring
and wind all the cords of the long loops together. The winding should
be made very tight, and it is best to loop under with each coil. This is
shown in Fig. 12.
The hammock is now ready for use. Some like a soft, small rope
run through the outside edges lengthwise, others prefer a fringe, and
either can be added. The fringe can be attached about six meshes
down from the upper edge of the sides. The hammock should have a
stretcher at each end of the netted portion, but not as long as those
required for web hammocks.
Gourd Float for a Fishline
A unique as well as practical fishing-line float can be made of a
small gourd. After the gourd has dried sufficiently, wire loops, to hold
the line, are inserted, or rather, a single wire is run through and
looped at both ends. The contents of the gourd need not be
removed. Dip the float in a can of varnish, or apply the varnish with a
brush.
Homemade Arc Light
Those who wish to produce an arc light for experimental purposes,
or for the brief periods required by photography, will find the method
of construction shown in the sketch very simple and inexpensive.
Using the short lengths of carbons discarded by moving-picture
operators, there is no difficulty in maintaining a good arc for 15
minutes, or more, without once manipulating the adjusting screw at
the top.
An Efficient Arc Light for Purposes Where a Light is Required for a Short
Time
Only three pieces of wood are necessary besides the base, and in
the preparation of these no particular care is necessary except to
have the top arm swing freely up and down without any appreciable
side movement. The carbon holders are merely strips of heavy tin,
which need only be screwed up sufficiently tight to hold the carbons
in place and yet permit their being pushed up when the top adjusting
screw will no longer operate. This adjustment may be readily taken
care of by means of a long, slender wood screw with the point filed
off and a metal disk soldered to the top. Connections are made to
the carbon holders either under a screw head or by soldering the
wires to the metal.
In operating any arc light on the commercial 110-volt current some
resistance must be placed in the circuit. An earthen jar of water with
two strips of tin or lead for electrodes, will answer every purpose.
¶A small leak in an oil or water pipe on an automobile can be

temporarily stopped by melting a piece of rubber over the hole.
Ornamental Pencil and Pincushion Holder
A nicely polished animal horn may be turned into an article of
utility instead of being merely used as a wall ornament, as shown in
the illustration. An old lamp base, heavy enough to balance the horn,
and secured to it with a bolt, is all that is needed to effect the
transformation.
Fastening a Horn to a Base to Make an Ornamental Pen or Pincushion

Holder
Knife to Trim Magazines for Binding
Cutter Made of a Large Straight-Edge Knife for Trimming Edges of Bound

Magazines
There has been a number of descriptions telling how to bind

magazines, but none how to trim the edges after having bound them.
Desiring to have my home-bound volumes appear as well as the
other books, I made a trimmer as follows:
Any large knife with a straight edge will do for the cutter. I used a
large hay knife. A ³⁄₈-in. hole was drilled in the untempered portion
near the back of the handle end. Two U-shaped supports were made
of metal and fastened to the top of an old table, between which the
knife was fastened with a bolt. A piece of timber, 6 ft. long, 4 in. wide,

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Jennifer M. Allen, jallen@nova.edu

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PART II—A Netted Hammock

Agood hammock should be about 12 ft. long, which includes 8 ft. of

The Tools Necessary Consist of a Needle or Shuttle, a Guage Board, and a

The equipment for netting a hammock consists of a wood needle,

Attach one of the galvanized rings by means of a short cord to the

¶A small leak in an oil or water pipe on an automobile can be

Fastening a Horn to a Base to Make an Ornamental Pen or Pincushion

Cutter Made of a Large Straight-Edge Knife for Trimming Edges of Bound

There has been a number of descriptions telling how to bind

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