Motivation Theory

Herzberg’s Motivation-Hygiene Theory

The work environment for police officers varies greatly depending on their location, the number of officers, and the crime rate within that particular community. Police officers are required to work full-time and sometimes on extended schedules, which is often demanding both physically and mentally. Motivation in any work environment can be a challenge, and it is not different in a law enforcement workplace. For many years, research has focused on and developed several theories to help in motivating employees. On such theory is the Two-Factor Theory also known as Herzberg’s motivation-hygiene theory.

To understand better employee motivation, Frederick Herzberg studied to determine the factors associated with employee satisfaction or dissatisfaction at the workplace. Herzberg acknowledges that several factors contributed to employee satisfaction and were different from what caused dissatisfaction (Mohammed, Shahwan, & Maude, 2017). Consistently, to improve officers’ productivity, the most appropriate types of motivators to use, include eliminating job dissatisfaction and creating conditions of job satisfaction. In the case of elimination of job dissatisfaction, it is important to fix poor organizational policies, provide effective supervision, and create a culture of respect and dignity for all officers. In creating conditions for job satisfaction, this can be achieved through recognizing officers’ achievements, reward them for their achievements, provide opportunities for achievement, and give equal responsibilities to each member.

Maslow’s Hierarchy of Needs Theory

Maslow’s hierarchy of needs theory acknowledges that people have needs classified into the order of importance starting with psychological needs and culminating in self-actualization (Libert, 2014). For a new police officer, to move from the lower level of Maslow’s hierarchy of needs to self-esteem and self-actualization, it is hard to give an exact estimate of the time it will take me. In particular, this is because I must first accept my true self and understand that the journey has no end. I must always seek success and strive to expand my horizon. I must stop comparing myself to others, learn to accept myself holistically, and never stop growing. For me, this is hard to estimate the duration it will take to achieve.

Characteristics of an Informal Organization

In structure form, an informal organization is flexible, unplanned, and no defined relationship. According to Prasad and Gulshan (2011), the organization is characterized by personal relationships, where people share common interests. Employees behave and associate with each other based on personal relationships as in a social network. Notably, although informal organizations are not shown on an organizational chart, they exist and wield considerable influence in the workplace.

References

Libert, B. (2014). What Businesses Can Learn from Maslow’s Hierarchy of Needs. The Wall Street Journal. Retrieved from: http://deloitte.wsj.com/cfo/2014/10/07/what-businesses-can-learn-from-maslows-hierarchy-of-needs/

Mohammed, A., Shahwan, L., Maude, P. (2017). Herzberg’s Two-Factor Theory. Life Science Journal, 14(5), 12-16.

Prasad, L., & Gulshan, S. S. (2011). Management Principles and Practices. New Delhi: Excel Books.