Motivation is one of the fundamental components of an organization. It is worth noting that all employees need the motivation to perform optimally. In most cases, it is said that criminal justice employees are unmotivated. I agree with the assertion. There are several reasons why criminal justice employees are unmotivated. Management is associated with poor motivational policies in the criminal justice organization. The hierarchy and protocol management system tend to affect motivational issues in the agency. The administrator in the criminal justice system is unaware and indifferent of the importance of values and motives of employees. The criminal justice employees face a high level of stress in the line of duty (Stojkovic, Kalinich, & Klofas, 2014). The performance of junior employees is mostly credited to the management team. This means that the junior employees who deliver good work are rarely recognized within the system. The police culture in the past did not recognize stress as an issue affecting the more of employees. Unmanaged stress among the criminal justice officers leads to poor performance, anxiety and depression (Allen, & Sawhney, 2010). Also, the labor agreement within the criminal justice agencies inhibits motivational process. This is because it limits the power of public unions.
There are various ways that motivational level can be raised among criminal justice employees. The use of rewards and incentives is the best way to motivate employees. Employees need rewards and incentives meet expectations and for a job well done. Also, recognition motivates employees in criminal justice system (Allen, & Sawhney, 2010). Acknowledging jobs well done encourages employees to continue doing well. This can be achieved by providing feedback and tracking progress on assigned duties. The organization should also provide sufficient material and personal resources to employees.
Leadership in criminal justice system plays a key role in the motivation of team managers. Implementation of strategies that drive worker productivity is crucial. The leaders need to implement strategies that encourage friendly competition. Also, providing feedback is a way that leaders can motivate employees. Leadership Feedback assist junior staff to comprehend that their performance the best (Stojkovic, Kalinich, & Klofas, 2014). Leaders should energize the team, act with integrity, energize the team and be a great listener. The leaders of the organization should combine employee goals with work goals. In fact, the leadership is responsible for identifying what motivate employees in the criminal justice organization.
The local police chief comprehends the importance of motivation in the organization. The local police chief asserts that there are various occasions that employees tend to be out of energy in executing their activities. This marked the beginning of an interesting discussion on motivation. The police chief increases motivation by communicating and being a good listener to other officers. The leader has figured how best to communicate to employees. Also, the police chief creates an environment in which employees work together towards the accomplishment of group goals. This entails flexibility in assigning duties and selecting group leaders. Team members are part of decision making in the police agency. This strategy has helped in maintaining the motivation level. Every police officer has developed a sense of teamwork. In moments of conflict, all members are called to discuss and solve the problem before it affects team productivity. The discussion with the local police chief revealed that criminal justice organization focuses on motivation. The police chief recognized the challenges associated with hierarchy, management and protocol issues in the agency. In the general perspective, motivation is an essential component in an organization. In the past, criminal justice employees were unmotivated, but currently, there are several ways that the organization is using to increase motivation.
References
Allen, J. M., & Sawhney, R. (2010). Administration and management in criminal justice: A service quality approach. Los Angeles: Sage.
Stojkovic, S., Kalinich, D. B., & Klofas, J. (2014). Criminal justice organizations: Administration and management. Stamford, CT: Cengage Learning
