The study of individual behavior within the context of organizations is a relatively new phenomenon. In this area of study, the researcher does not only focus over the individualistic behavior of employees rather they give special importance to the way the behavior contributes towards the organization. In other words, organizational behavior studies the contribution made by individuals to their respective organizations. Organizational behavior is also closely related to the human resources function of the organization. The core function of human resources is to look job selection, training over, and performance appraisal to name a few. Consequently, the job of organizational behavior is to emphasize upon the use of the correct personnel for performing the HR function. Adding to the role of organizational behavior is the focus given towards ensuring the well-being of employees, the interpersonal relationships amongst employees, employee attitudes and behavior towards their work, and stress management tactics used by management. In short it can be said that organizational behavior aims to improve the performance of employees, groups and entire organizations as a whole with the objective to improve the quality of the work life as a whole (Schmerhorn, Hunt, Osborn, & Uhl-Bien, 2010).
It is the core responsibility of law enforcement agencies to ensure peace and stability within their respective societies. This role of law enforcement agencies is not limited to a certain area or region; rather, it is a universally expected role. Consequently, the national or domestic law enforcing agencies operate with a similar objective, but the culture of each organization varies significantly. However, it is important to note that this change in culture cannot be equated with other industries because law and enforcement agencies have something in common. The reason for this commonality is that law enforcement in itself has a common culture that is adopted by the relevant institutions. People who opt to enter the law enforcing industry often do so, on the basis that their interests coincide with the culture of these organizations. For instance; people who choose this career path are interested in teamwork and have an inclination towards undertaking challenging tasks. Adding on, the employees of law enforcing agencies often have an aim to make a difference in their communities through the work they do; thus, choose law enforcing agencies as a potential source of employment.
Employee motivation is an important aspect of law enforcing agencies. However, the need to motivate employees in this industry is not as strong as any other private industry. The main reason for this low need for motivating employees is that people who begin a career in this field often do it out of their personal desires and choice. Thus, when an individual chooses a specific path out of their own will, they are internally motivated to do a good job. Consequently, the internal drive is a way for individuals to stay self-motivated within these organizations. However, the need for external motivators must not be overlooked at any cost because in order to stay self-motivated it is important to receive a certain degree of motivation from the superiors in an organization.
Employee motivation can happen at four distinct levels which include; individuals, groups, teams, and even entire organizations (Academia.edu). The concept of employee engagement lends itself to another concept of organizational commitment. It is common for law enforcement agencies to operate on the same lines as a paramilitary institution’s style of leadership, but officers find greater pride in knowing they are crucial towards the running of the organization. Officers are more committed to taking responsibility and contributing positively towards the organization rather than acting as mere recipients of information. One way to keep employees engage would be if supervisors actively communicate with their subordinate and try to find out what areas interests the subordinates more. Moreover, if a manager is able to maintain frequent communication with his subordinates then the subordinate would feel important and respected.
Team working is very important for law enforcing agencies because it is the core essence of these institutions. Officers are apt towards facing emotional and stressful situations; thus, working within teams may reduce these stressors to a great extent. Moreover, working in teams instills a sense of camaraderie which is also a source of motivation for employees who work under stress and other constraints. Teams also allow officers to have a flexible work schedule, and they are able to maintain a work-life balance; thus, this aspect is common to many other private organizations in other industries. Team also working promotes healthy competition within the organization because people may want to do better, but not with the objective of personal gains rather gains of the entire team. However, some officers consider team working as instigating rivalries amongst officers because of the essence of competition between each other. Regardless of negative emotions towards team working there have been reports of people performing better within teams rather than on an individual basis.
As compared to earlier times people entering the law enforcement agencies are not only law students, but there has been an increase in the influx of business students entering this field or career path. This shift in the employee demographics points out that organizations need to revisit their motivational strategies as well. One-way organizations are valuing mutual respect and recognizing the hard work of their employees is through the promotion of self-worth and organizational commitment. Employees and officers who are not recognized and appreciated for their efforts find no qualms in looking for better job opportunities within the same field. On the other hand, those officers who feel they are appropriately often rewarded repay the organization through complete commitment towards their job and the organizations objectives.
The importance of understanding the various motivational theories cannot be emphasized upon enough because these are the starting points for management to begin motivating its workforce. Through the various motivational theories, employers can also align the organizational and individual goals which better allows both the parties to be engaged in a mutual beneficial relationship. Without a commitment from an employee, organizations cannot function effectively; therefore, it is critical for firms to develop a successful organization through the complete commitment from its employees. There have been many instances where managers and leaders have looked for ways to understand the areas that prove as motivating grounds for employees. If a manager is able to identify areas that motivate workers then they would be successful in creating productive workforces rather than counterproductive ones.
Organizational development, team building, management, and leadership are some of the outcomes of organizational behavior implementation at the workplace. However, in order to ensure the effectiveness of an organization it is important to understand organizational behavior in its true form and with clarity. Adding on, organizational behavior builds interpersonal relationships within the firm which proves to be an opportunity for employees. Employee motivation is one of the important aspects of organizational behavior, and organizational behavior is in no way restricted to this particular concept alone. Those organizations that are able to demonstrate effective behavioral techniques often experience a satisfied workforce with a positive attitude towards their work.
References
BEHAVIOUR, M. (2014). MOTIVATION AND ORGANIZATIONAL BEHAVIOUR. Academia.edu. Retrieved 21 November 2014, from http://www.academia.edu/4910456/MOTIVATION_AND_ORGANIZATIONAL_BEHAVIOUR
Schermerhorn, J., Hunt, J., Osborn, R., & Uhl-Bien,, M. (2010). Organztional Behavior (11th ed.). Hoboken, New Jersey: John Wiley & Sons.
