There are various motivational strategies which Captain Strong could consider adopting. The first strategy she could consider adopting would be empowerment. Empowering the patrol division officers would entail giving them the trust, authority, autonomy and encouragement to complete a task. This will be an important strategy given the fact that among the complaints of the officers is the fact that they hardly ever get to complete their tasks due to the many orders they receive. In short, they lack the necessary autonomy and encouragement to complete their tasks.
Captain Strong could also consider the implementation of an effective reward systemcommensurate with the nature of the work done by the patrol division officers. Since, the officers have not complained about pay, the strategy should focus on other aspects of a reward system. To begin with, the patrol division officers should be given time offs. Indeed, one of their complaints has been the fact that they have an excessive workload and that all their time is spent moving from one scene to another and preparing crime reports. Police officers are not machines and thus cannot be expected to work without breaks. Time offs would go a long way in improving their job satisfaction as they will feel valued as human beings. Additionally, the program should consider assigning the patrol division officers special assignments just like in the bureau of criminal investigations where investigating officers are allocated specific cases and allowed to complete their investigation. Assigning the officers specific tasks will allow them to complete tasks allocated to them and thus address the complaint raised that they hardly get time to complete their preliminary investigations.
Third and most importantly, Captain Strong must include in the program a strategy for redesigning the jobs of the officers. The new job designs must allow for consultation and interaction between the officers in the department, it must provide for non-official interaction and abandon such strict rules as officers not having meals together. There is need to design the jobs in such a way that the officers do not feel overworked but are still able to undertake their tasks and be satisfied with their jobs. This is perhaps the most crucial motivational strategy which Captain Strong must painstakingly design. Two critical strategies of job design are job enlargement and job enrichment. Job enlargement entails combining various activities at the same level in the organization and adding them to the existing job. This strategy would not be applicable as the officers were already complaining their current workload is excessive. The applicable strategy would be job enrichment. As defined by Fredrick Herzberg, job enrichment entails adding a few motivators to a job to make it more rewarding. Indeed, the officers hardly find their job rewarding and thus adding such factors as giving them more freedom and allowing them to select their method of working could be what is required to boost the morale of the officers. Among the benefits of an effective job enrichment program will be increased productivity and efficiency as well as reduced employee turnover.
This submission contends that Alderfer’s ERG’s theory is applicable in this case. While the theory focuses on the existence, relatedness and growth needs, this article takes the position that the latter two needs are the most urgently needed in this case. Human beings are social persons and naturally have the desire to interact with other human beings. Denying them this opportunity would be tantamount to dehumanizing them. The results of such an action can only be negative. This is the idea encapsulated by the relatedness needs as posited by Alderfer. Certainly, one of the reasons for the current state of affairs at patrol officers’ division is the fact that they are hardly allowed any room for interaction. Allowing the officers to do such activities as having meals together would have no adverse effect on the department. On the contrary, it will lead to greater productivity as it will facilitate exchange of ideas. Lastly, every human being desires some level of personal growth. No one wants to remain static in life. Equally, the department must look for ways to ensure that the officers have an opportunity to advance in their careers. This will go a long way in boosting their morale and reducing turnover rates.
In conclusion, if all the above measures are incorporated into Captain Strong’s program, they will effectively address the concerns of the officers. Ultimately, both the officers and the department will benefit from the results of the implementation of the program.
References
Bohlander, G. W., & Snell, S. A. (2009). Managing Human Resources (15 ed.). Connecticut: Cengage Learning.
DuBrin, A. J. (2008). Essentials of Management (8 ed.). Connecticut: Cengage Learning.
Silverstein, B. (2009). Best Practices: Motivating Employees. New York: Harper Collins.
