Edith Strong Case Study
Edith Strong has been appointed as a Captain of her department; however, there have been some problems within the department to adhere her new job responsibilities. One of her responsibility is to uplift the morale and improve the work conditions with police officers and personnel. Patrol officers are dissatisfied with the working condition because his or her complaints are working alone and nor getting management support, community filing complaints against officers, the department morale is low and less time is conducted on a investigating a crime.
To understand the philosophical approach, ERG theory, job enlargement or enrichment to be applicable. What philosophical approach do you believe Captain Strong should take in carrying out this project? Identify the problem from the least important to the most effective importance. Usually this will help to participate what is going on within the department. Recognize the negative feedback from other officer and follow up with a plan by motivating the officers with some positive feedback and ideas on how to make the department better.
Edith Strong Case Study Essay Example
Set a goal for each officer and contact specialize department management team on how he or she improve the morale of the department. With that said it is best for management should share the power rather than exercising power, because the police department would be stronger and consistent. Officers get discourage of patrolling the streets because of understaff what Strong can do is to alleviate the stress by hiring more officers and pair them up in two’s, this will help the staff to be more motivated with his or job without them getting frustrated with the job, citizens, and coworkers.
What specific motivational strategies would you recommend that she consider? Allow patrol officers to reciprocal his or her relationship awhile on duty that would reduce the pressures on the excessive amount of service calls. In law enforcement, communication is the key to any uniformed organization, when there is no communication with amongst each other frustration comes into effect, as it will make a big problem with the community. If the officers are frustrated with his or her job, the citizens will continually complain on how he or she due process (rights) has been violated.
Corresponding of service calls between officers through each shift allows the captain to help piece crime together To avoid the officers frustration, Strong would need to identify to improve the officers frustration. Example: when an officer has less time to follow through an investigation, Strong should have more officers to assist the officers and take the responsibility that the report get done correctly to protect the officers and citizens. To determine what will motivate any given worker, determine what needs that individual is trying to satisfy on the job.
To prevent officers to ride alone it is best to hire more officers and give out the proper training, Strong can regroup the current staff by evaluating his or her performance and group the current staff together. This would give officers a balance of dividing the workload. Two man units give rapport among friends and loyalty with two officers working side by side. These changes adhere to increasing appreciation of one another rand motivational growth that the department would be spoken of in a higher manner Would E. R. G. theory be applicable in this instance.? Why or why not? Give several concrete examples.
The ERG theory (existence/relatedness/growth) would be applicable because one of the biggest complaints from officers is working alone and less time to complete an investigation. Repetitive calls that some of the violent crimes are not being handle with the officers. There are three principles that would help officers the need–escalation principle, the satisfaction–progression principle, and the frustration–regression principle. The Combination of satisfaction–progression and frustration–regression can result in cycling as a person focuses on one need, then another, and then back again.
Need-escalation principle the individual satisfaction is less needed and the desire must be there. Satisfaction progression principle the individual must have a stronger desire of satisfaction at lower level needs. Frustration–regression principle. The individual that have been satisfied at a higher level are more likely to emphasis on previously satisfied lower level needs. The officers would get more of an achievement of existence his or her behaviors, by getting a closer relationship by socializing with his or her peers.
Strong should identify the needs of officers to maintain satisfaction within the department to improve the morale in the department. Strong should improve the officer achievement, because each person relate to be competent, to solve problems, to accomplish complex tasks, and to make a meaningful contribution to the organization. By pursing this it will have the officer to achieve the goal and do good or that achievement be more effectively. Strong can begin the process of transitional motivation between the officers and the department.
In order to have the community to interact in a positive atmosphere and get a better with the law enforcement officers the relationship of the officer and community would be base on communication not frustration. Would job enlargement or job enrichment be applicable in this case? Explain Job enrichment would be applicable because the negativity needs reviewed. Reviewing the negativity within the department will help the Captain to identify on who is accountable. To get the officers motivated the following seven principles would take place. Minimize some of the officers control in order to maintain the accountability
Each officers should be accountability for his or her work. 3. Delegate officers some responsibility to complete the work, 4. Identify the strong officer and give him or her the authority role in that area of responsibility. 5. Trained and enhanced officers on specialized tasks to help them advance with the department by being an expert, at times some people may have more knowledge and or experience on special tasks than others. 6. Encouraging autonomy in decision-making as it relates to the task being performed. 7. Introducing new and more difficult tasks not previously handled by employees at a particular level.
The Captain could motivate police personnel by targeting his or her higher-order needs for achievement, responsibility, recognition, advancement, and personal growth. The impact of job enrichment is a greater value through managerial skills, work profile, growth, and development within the department. In conclusion, Captain Strong’s should utilize the checks and balance to help the officers and the department personnel to make the changes within the department as needed. To alleviate the officer’s stress he or she should be accountable for his or her work performance.
Captain Strong’s could allow the officers to share the responsibilities and hire more officers that are responsible and show interest of his or her job. It should be the Captain responsibility to design the work setting so that all personnel will have an intrinsic motivation to perform well and derive satisfaction of doing a good job. Once that the Captain Strong’s acknowledge each of the officer’s strength and weakness, she should ensure that the officer job responsibility is review and process so they can be accountable for his or her job performance.