Leadership and Employees

Proposed changes

In order to keep the officers motivated and reduce crime rate, these proposed policies will aim at aiding their understanding of how valuable and important they are and the indispensable function they perform in order for the department's objectives to be achieved. The strategies will employ Herzberg Hygiene theory, which debates that two major factors exist that people consider when highly motivated; the factors associated with job satisfaction and those related to job discontent as well as the Maslow's Hierarchy of Needs Theory; "Motivational needs vary from the essential biological needs such as food, air etc. to self-fulfilment".

The proposed policies are:

Efficient internal interaction and commendation for successful jobs.

Information should be concise and understandable when being presented and it also needs to be modified based on the role of its recipient officer. When an officer's commendable work is announced or when he/she is personally recognized by the boss and presented with a plaque, this could cause a massive motivational boost for everyone in the department.

Developing a close relationship between the officers and the departmental bosses.

This would involve keeping track of all the important events in the lives of the officers such as sicknesses, weddings, baby births and funerals. Equally, there should be an active effort to have continual direct contact with the officers of the department.

Recognizing and appreciating the skills of every officer.

This can be achieved by involving officers into the decision-making process of the department. This will not only boost their morale, it will equally aid their job performance because when the officers who man the frontline are in support of a plan, it is sure that such a plan will be carried out flawlessly.

Implementation plan

First, the existing condition of the department will be evaluated. This will be carried out via spontaneous and indifferent chats in order for the officers to freely and truthfully express the challenges they encounter. Next, these challenges which the officers encounter daily such as communication problems or uncomfortable policies would be solved. After this, then there would be an establishment of processes aimed at enhancing job effectiveness such as favourable policies, clear and effectual instruction chain etc. The final step will involve the integration of motivational programs and methods of keeping motivation levels among the officers high.

Event

Timeline (months)

Status analysis

Removals of barriers

Institution of strategies

Motivation strategies

Review and modification

Memorandum

TO: The Staff, Baltimore City Police Department

DATE: June 24, 2017

SUBJECT: Motivation of Baltimore City Police Department

A severe dearth of motivation is affecting the Baltimore City Police Department. A number of the officers of this department have uploaded anonymous videos on YouTube where they give an insight into the dangerously low levels of motivation and morale experienced by law enforcement agents which is affecting their expected instant response to distress calls. The rate of crime is steadily increasing due to officers' low motivation to maintain order in the communities, carry out essential everyday operations and establish crime mitigation strategies.

Motivation strategy

Identify the possible challenges that could arise. The variety of challenges which result into resignations, truancy and an overall low motivation will be ascertained via reports from the officers themselves.

Offer the officers an amount of responsibility. The officers will be assigned a level of responsibility and involvement in decision-making. This will require the implementation of a horizontal and comprehensive decision-making system. The officers need to be certain that their decisions and work functions have direct influence on the security situation.

Foster risk-taking. The officers should be inspired to examine and actively pursue new mechanisms of assisting the department in meeting its objectives. They should be encouraged to experiment with ingenious security and crime reduction strategies and they should be assured that no punitive measures will be taken against them in the event of failure.

Implementation of a reward scheme. Officers who perform at a very commendable level will be rewarded. The applied reward scheme will be built and implemented with time.

Athletic and Social events. Events which will foster stronger interaction and professional relationship between officers should be held by the department. These events could be picnics, annual dinners etc. as agreed by the departmental chiefs.