Posted on by Judy

Think like an Administrator Every police supervisor can tell a story about an unmotivated patrol officer. Most of these accounts highlight the details of how the employee has performed poorly (does not show up for work, late for work, poor relations with other officers), and in some cases, the documentation boils down to the fact that the employee just does not want to work. Everyone has a theory on how best to handle this type of employee, but most police administrators will also tell you that addressing this type of employee is enormously difficult. Given what has been presented in the chapter regarding theories of motivation and what we know about how to motivate employees, how should an administrator address an unmotivated employee? In addition, does motivation filter itself out in different ways within police organizations? In other words, how a chief might motivate an employee and how a sergeant might motivate an employee in the same agency could be two different things. Correct? Do expectations and processes to deal with employees differ depending on the levels of the agency? How is this dictated by a labor agreement and possible union involvement? Yes, both the chief and the immediate supervisor have policies and procedures that spell out how employees are to be handled when they do not meet job expectations, yet is not the situation even more complicated than it might seem to appear? How do we know the lack of motivation in question is really a function of being a poorly motivated employee? These are important questions to 15- consider regarding employee motivation. Consider the questions below as well as we consider the complexity of the motivation process within criminal justice organizations. How does your decision as an administrator affect the departmental perception on how unmotivated officers are managed and handled? Is there a possible ripple effect of a decision on how to address an unmotivated employee that will have consequences for how other officers perceive the department and their own levels of motivation? How is the disciplinary process either a good or bad way to address an unmotivated employee? Does the disciplinary process work against employee motivation? If so how? 1. 2. 3. 4.

1: Colloborative effort is the success factor for an administrator. It requires everybody’s co -operation in executing certain things and unmotivated officers can be handled through involving them in decision making support and take their input inorder to incorporate everyone’s view in to the case.
2:There are slight chances as certain moves on motivating the unomotivated employees will have consequences for other officers perception. Some will take that in positive aspects and they also will involve in the task of motivating the others and some will take it in negative way as they feel like giving priority to someone else.
3: Disciplinary action will give only forceful attitude to follow certain things. Inorder to create a sustainable platform for development management should consider the effort genuineley and make them to co operate through detailed evaluation and addressing their concern. Thus forceful kind of discplinary steps will not give motivation.
4:Yes. it will work against empoloyee motivation. Disciplinary action can give a feel that employees are not valued based on their effort and management is taking rude action against them which results in forceful implementation of something against their wish. Thus it will work against their motivation and employees will lost the feel of taking ownership and pride of doing the work.
 
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