Motivation and Morale on Leadership

¶ … Motivation and Morale on Leadership in Law Enforcement

HOW MOTIVATION AND MORALE EFFECT LEADERSHIP

LAW ENFORCEMENT OFFICERS

The objective of this work is to research and examine the effect that motivation and morale has upon leadership and specifically leadership in law enforcement.

In giving consideration to how motivation and morale among a group of individuals effects both their perception of those in leadership roles and as well how those filling the roles of leadership are effected by motivation and morale, one must assume that there is a profound effect both to fulfilling the role of leadership and in the perceptions of those whom are being led.

MORALE DEFINED

According to retired LAPD officer Raymond E. Foster morale is defined somewhat differently by those in law enforcement than it is defined by others stating that: "traditional definitions for morale include: the mood of individuals in the workplace; attitude or spirit..." however according to Foster, "morale is about groups and it might be defined as how a group feels about what it does. Morale is about sub-group norms and values and their alignment with larger organizational norms and values." (2005) Foster points out that motivation and morale are quite different and should not be considered to be one in the same stating that while: "...negative discipline can improve motivation it certainly cannot be used to improve morale." (Foster, 2005; paraphrased)

II. MOTIVATION DEFINED

Motivation is defined by Webster's Dictionary as follows:

Motivation: 1 a: the act or process of motivating b: the condition of being motivated. 2: a motivating force, stimulus, or influence.

Therefore, it can be understood that in relation to law enforcement motivation is the act of the leadership in law enforcement of "motivating" those being led.

II. LEADERSHIP IN LAW ENFORCEMENT

According to Foster morale problems are often due to the situations such as."..when the larger organization imposes new norms and values... [and the group]."..maintains its previous norms and values..." According to Foster the result is "a misalignment which manifests itself as low morale." (Foster, 2005) A police motivational training source states that "the field of police motivation is largely undeveloped by the law enforcement community. This work expresses that the organization who fails to view: " policing as a business with its most precious resource being its people..." are those who generally have problems with both motivation and morale. As pointed out in this work Julian Barling,."..psychologist and business professor at Queen's University in Kingston, Ontario, in an article by Ross Laver entitled: "Why Leadership Matters" says 'we see leadership as the ability to intellectually stimulate subordinates, to help them approach problems in new ways and to think about what's going to benefit the organization in the long-term." (Brown, 2003)

According to the work entitled "Rededicating Ourselves to Leadership and Ethics in Law Enforcement." "..law enforcement managers must provide an atmosphere conducive to proper value judgments by their officers, especially during those situations where the outcome is based on discretion. To accomplish this goal, they must nurture a more highly developed sense of ethical responsibility and an inner code of ethics." (King, 1991) King points out the statement of James Bowman, ed., Essentials of Management: Ethical Values, Attitudes and Actions (Port Washington, N.Y.: Associated Faculty Press, 1983).."..ethical standards drop rapidly when employees see their supervisors engage in questionable managerial practices. What is needed more than anything else is leadership."(King, 1991)

III. MOTIVATION AND MORALE: THE EFFECTS

Throughout the literature reviewed in this study the positive effects maintained by leadership of law enforcement in motivation and morale are often seen in what these departments do not experience. The work entitled: "Meeting Law Enforcement's Responsibilities: Solving the Serious Issues of Today" reveals that negative morale effects are seen in the."..withdrawal of the officers from proactive, aggressive policing" (p.79) whereas positive morale leads to trust in the leadership by both those being led as well as by those in upper management." (p. 90)

Total Quality Management (TQM) is called by Aragon to be "an invaluable leadership technique that assists in developing a positive, customer-oriented culture and a genuine level of employee commitment that pervades the entire work environment." Additionally stated is that the method of TQM is one that "relies on the capabilities of both labor and management, working as a team, to continually improve quality and productivity." (2004) The TQM method provides "opportunities for participation, problem solving, and teamwork, it creates a tremendous level of motivation within each employee...employees are more than motivated -- they are empowered." (Aragon, 2004) Aragon additionally states that: empowered employees."..take a personal interest and responsibility in setting and achieving the department's goals. Because they know they have a way in how tasks are accomplished, they feel a sense of pride and ownership in their work. In addition, empower employees improve the overall performance of the agency, which results in higher levels of morale." (2004)

The work entitled: "Meeting Law Enforcement's Responsibilities: Solving the Serious Issues of Today" states that the culture of a law enforcement agency must be shaped "...in such a way to provide a healthy and strong workplace. Employees will not work for a department with an unhealthy organizational culture. Instead, they will find an agency that recognizes the importance of creating a positive work atmosphere that leads to higher morale and greater job satisfaction. (p.32) Ethics is extremely important in law enforcement and is something those in leadership positions must instill into other officers so as to avoid loss of trust on the part of the public. Deterioration of public trust "can severely impact law enforcement's efficiency and effectiveness resulting in: 1) lack of respect and confidence in the police, leading to loss of cooperation; 2) increased citizen complaints and litigation, including cries for civilian review boards or oversight committees; 3) reduced organizational morale, initiative, creativity and innovation; 4) employee apathy, mediocrity and lowered overall performance; and 5) erosion of political support, resulting in fewer resources, lowered police salaries and benefits and finally even loss of the chief's job." (Ibid)