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Captain Edith Strong Case Study.doc

Captain Edith Strong Case Study.doc

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Published by TLPR1CE
Individual Case Study Captain Edith Strong
Individual Case Study Captain Edith Strong

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Published by: TLPR1CE on Nov 10, 2013
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09/16/2014

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Individual Case Study Captain Edith Strong Tracy Price University of PhoenixOctober 21 2!1"
1
 
#bstract
 Moral and motivation are essential elements to the success and mission of police. The case study of Captain Edith Strong is just one example of how employees’ morale can stuffer if they feel less than adeuate. !n this case study Captain Edith Strong has to figure out what she can do to "ring motivation and moral up within her department. The issues within the department stem from patrol officers viewing their jo" as dissatisfying# which has caused longer responses times# increased citi$en complaints# more officer filing wor%s compensation claims and rapid employee turnover. This essay will loo% at the philosophical approach Captain should ta%e. Specific motivational strategies ! would recommend# is the E.&.'. theory applica"le# and would jo" enlargement and enrichment "e applica"le in this case.
 $hat philosophical approach do you believe Captain Strong should ta%e in carrying out this pro&ect'
 ( wor%place with high moral is one were employees feel that they are treated fairly# valued and appreciated. Capt. Strong has to use a dual approach were she focus on the goals of the organi$ation and support her staff in the accomplishment of their personal and professional development. Captain Strong should use synergistic supervision to help her carry out this project. ! thin% it’s the "est approach "ecause it is a cooperative effort "etween the supervisor and other employees that allows them to join efforts to "e greater than the sum of individual contri"utions. This approach would allow her to identify potential early and the supervisor and staff jointly develop strategies to ameliorate pro"lem situation. )ith this method Captain Strong will show that she is dedicated to helping all mem"ers of her staff enhance their s%ills and %nowledge# which can lead to personal and professional growth.
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$hat specific (otivational strategies )ould you reco((end that she consider'
 ! would recommend she consider +er$"erg theory of motivation. +er$"erg identified two themes characteristic of all jo"s, -1 /maintenance0 or /hygiene0 factors and -* /motivational0 factors. -
More# ito# 2 )alsh# *31*# p.
145 +ygiene factors are considered highly valued "y employees in an organi$ation. !f these factors are not considera"ly met there is dissatisfaction in the wor%place which often lowers employee performance. +ygiene factors include, company policy and procedure# wages and salary# jo" security# and interpersonal relationships. Motivators are su"stantial factors that play into an individuals’ personal growth in the organi$ation. 6actors such as opportunity for  promotion and advancement# stimulating wor%# recognition and responsi"ility are all related to this theory. Motivators give employees a sense of personal achievement and in turn perpetuate high performance levels. (ccording to +er$"erg management should readjust and rearrange wor% performance strategies in the wor%place to help motivate employees. Changing motivation levels from negative dissatisfaction to positive reinforced productivity levels. 7ow productivity# poor customer service uality# complaints a"out wor%ing conditions# and even stri%es can cause employees to "ecome de8motivated in the wor%ing environment. The +er$"erg approach suggests expanding on the nature of jo" responsi"ilities as well as jo" related s%ills. !n the areas of jo" enlargement# jo" rotation# and jo" enrichment.
$ould E*+*,* theory be applicable in this instance' $hy or )hy not'
 (lderfer’s E.&.'. theory is straightforward and simple to understand. !t is "uilt on three "asic principles, the need9escalation principle# the satisfaction9progression 5

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