Case Study: Captain Edith Strong

Police administrators need to recognize what is needed by subordinates for personal growth such as job self esteem, encouraging self development, and career advancement (More, Vito, & Walsh, 2012,). David Miscellany’s Clearer Needs I energy came up Walt n tender DSSSL needs In human beings. One that human beings have a need to be successful. Two humans have a need for solicitation individually and in social groups. Three human beings also have a need for or strive for power in controlling the behavior of others.

These three needs exist in all people all of the time and these three motivate people to act on their Jobs (More, Vito, & Walsh, 2012,). Typically most employees who become police officers want to help people, have a high value of community service because they know that being a police officer they will not become rich. The police officer does not dislike the work that they do but the opposite, they like the physical and mental effort it takes to do the Job. Police officers excursive self direction and most time self control in order to complete their Jobs.

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In this case study there is no motivation, potential for development, and capacity to assume responsibility in their agency because of the workload each patrolman has to achieve the agency’s goals (More, Vito, & Walsh, 2012,). Job enrichment is designed to counteract the negative impact of specialization by alluding motivating factors into Job content.

Captain Edith Strong should use Job enrichment as one process of her tools for motivational factor on the Job.

The captain can remove some controls the patrolmen have like allowing patrolmen to work together while still maintaining accountability and responsibility of each person for his/her own work. Grant additional authority to the patrolman in their area of responsibility. Encourage autonomy in decision making as it relate to the Job being done. Allow more difficult tasks to be performed by patrolman not normally handled said patrolman when they have the help they need. Last the captain should assign patrol officers into highly specialized tasks to become subject matter experts (More, Vito, & waist, 2012,).

Alder’s Existence, Relatedness, and Growth needs (ERG) would not work in the instance with Captain Edith Strong problem. ERG theory is built on three principles, need-escalation principle, Satisfaction-progression theory, and frustration- regression principle. The satisfaction-progression principle is when a lower level need has been satisfied the employee will desire for satisfaction for a higher level deed and currently with Captain Strong’s agency there is not any time for a patrolmen to go after a higher level need.

Since there is not any time to achieve higher level needs, there is no expectation of getting help with their preliminary investigations to stop cutting corners to get their work done then the patrolman have to be satisfied with the lower level needs of Just getting their Job done and going home (More, Vito, & Walsh, 2012,). Comes to Job enlargement the authors view is that more officers need to be hired if the budget can support it.

More officers need to be used to take some of the stress of to being able to communicate with likened people on the Job.

Having someone else to work with will make the paperwork get done more quickly while preliminary investigations can get the necessary time needed to be completed properly without cutting corners. Having a larger pool of patrolman means that Captain Strong can assign some of the patrolmen into more demanding positions to become specialized (More, Vito, & waist, 2012,). Job enrichment will only work in this case study when all the patrolmen are working together and not independently.