RESOURCE CELL FOR

JUVENILE JUSTICE:
Challenges of motivation of social workers

Group 12
Narravula Bhagyasree - PGP13149
Neha Biswas - PGP13151
Nency Patel - PGP13152
Niharika Saxena - PGP13154

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 Introduction to the Case
RCJJ: Resource Cell for juvenile Justice(RCJJ) was initiated as a field action project at the centre for criminology
and justice, TISS with the objective of working on issues of children with a special focus on juveniles in conflict
with law(JCL).

RCJJ aimed at highlighting the socio-legal issues of children with a special focus on juvenile children who were in
conflict of law providing aid to these children and their families, working towards their eventual social integration.
RCJJ also trained stakeholders in the juvenile system and facilitate rehabilitation and social integration as directed
by the Juvenile Justice Boards (JJBs).

Attrition Rates: Rise in the number of people quitting because of extensive pressure and work environment. Uma’s
resignation was a result of the same and it came as a shock to Jyoti.

RCJJ had a challenging task to eventually effect change in the conditions of JCLs. The social workers had a
challenging task of facilitating social integration of the children, in coordination with the police, JJBs, families and
lawyers. The social workers were under high pressure and stress because of antagonism from lawyers and police.

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Problem Statements
● How to motivate and retain
employees in RCJJ?

● How to recruit with such high

attrition rates?

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 Reasons for Attrition

Negative work Perceived lack of Lack of recognition and

environment sustainability acknowledgement

Excessive workload Adverse effect in

Opportunities for high
mental peace
paying jobs in big corporates

4
Herzberg’s Two Factor Theory
The two-factor theory is a concept that states the factors that affect an individual's satisfaction and
motivation level. These two factors are:
● Job dissatisfaction (affective/hygiene)
● Job satisfaction (motivational)
Both effective and motivational factors tend to influence people differently. Even as an individual is
satisfied with their role, they may not be motivated enough to work towards their goals.

Satisfiers (Motivators) Dissatisfiers (Hygiene Factors)

➢ Performance and Achievement ➢ Salary

➢ Recognition ➢ Working Conditions
➢ Job Status ➢ Physical Workplace
➢ Responsibility ➢ Relationship with Colleagues
➢ Opportunity for Advancement ➢ Quality of Supervisor
➢ Personal Growth ➢ Policies and Rules

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Hygiene Factors & Motivators in the Case
HYGIEN MOTIVATIO
E N

Negative work
environment Shallow
understanding of
Excessive workload organisation’s
mission and vision
Lack of support by
superiors Lack of recognition
and appreciation by
Discouraging senior management
treatment towards
social workers Perceived lack of
sustainability
Lack of openness to
employee’s ideas and limited opportunities
suggestions for learning and
development.

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Action Plan for Motivation Factors
Opinions & Ideas
01 Consider Ideas of social workers to
give a sense of responsibility and
recognition
Achievable targets
04 Targets must be given and evaluated
to inculcate sense of achievement
Remind Work Value
02 Every now and then, importance of
the work must be reminded by Project
R&R
05
leaders
Rewards and Recognition programme
must be conducted every month to
Seek Feedback
03
felicitate the performance of social
Feedback must be sought and given workers and officers
every week to evaluate the precision
of the work

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Action Plan for Hygiene Factors
Positive work environment
01 Engage juveniles in fun activities to
create positive environment
Promotions
04 Promotions and salary hikes must be
given regularly based on performance
Additional helpdesk
02 Engage additional help desk
employees to reduce stress during
Relationship Management
05
work
Interaction across the territories must
be given utmost priority. Internal
Explain Stakeholders
03
transfers can be considered.
Explain stakeholders about the
sensitivity & importance of the work
involved

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Thanks!
Any questions?

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