Introduction
They say that motivation is the fuel that drives the human being soul. For that reason, ethical conduct and issues concerning decency are some of the essentials that make an officer successfully carry out his or her duties. Most studies proof that lack of motivation slows down or kills the desire to work passionately which in turn affects the outcome of a task. It is vital to note that motivation is a necessity for personal growth and therefore it is a mental state that needs regular renewal. This essay will critically analyze and discuss ways in which creating surrounding that meets both the needs and of officers and the institution while at the same time looking into methods of incorporating motivational strategies in the work place.
Philosophical approach to the issues
In this particular study case, Captain Edith, has to solve the challenges facing her division. She has to find creative way of encouraging and motivating her colleagues. The issues within her workstation range from patrol officers bored during work hours and negligence among other officers that led to slow services (Armstrong, & Taylor, 2014). One of the most appropriate approach to motivating individuals through controlling external factors found within a work station and combining those aspects with motivational elements. Hygiene aspects are examples of external elements. Keeping high level of cleanliness in the work place has a way of sending a clear message to workers that the institution values their services and presence at the work place. However, if hygiene matters are poor, dissatisfaction may arise and will lower participation and outcome at the department. Examples of hygiene elements are a firm’s operational patterns, wages, security at the department and social relationships. Regularly, Captain Edith has to recognize outstanding performance from her colleagues and promotions to facilitate motivation, which will consequently increase productivity.
Management only, cannot meet motivational needs of a department as it revolves around coordination of activities and end result. Nevertheless, if administration tasks can bring out and incorporate features that influence motivating factors, it is plausible. Low inspiration is equal to low performance (Rigby, & Ryan, 2018). In other words, an activity should have a motivating factor behind it to push individuals to successfully carry it out and put all their effort behind the task. In addition, poor working environment can cause a nosedive in output. To prevent strikes and complains the Captain should think of interchanging positions. Rotating posts will give people new experiences and change routines. Moreover, breaking routines have a way of rejuvenating spirits and thus motivate people into working at their best.
Motivating strategies
Captain Edith has many strategies to pick from. The first strategy is setting up small manageable goals. Her department has specialized duties for each officer but setting personal goals for each duty, increases effort of any officer assigned to each responsibility. In fact, one can assess performance of any duty based on a personal objective (Rigby, & Ryan, 2018). For instance, if a patrol officer carries out a specialized task such as preventive patrol, the personal aim attached to the task should be to carry out preliminary surveys each day and then write a report. This will motivate an officer to do more. Setting personalized goals reduces boredom as the executor can see the start and finish of a task.
Encouraging positivity among colleagues is not easy but one of the ways of motivating people to do better and carry out their duties no matter the situation they find themselves. No one is ready to acknowledge laziness as an underlying cause of failure (Elliott, & Story, 2017). It is also fair to recognize that challenges are part of life and one has to withstand the storms of life. Therefore, reminding people to remain positive during the hard times is an effective way of inspiring individuals back into positivity. Instead of reiterating people’s failures, the Captain should try to remind them of the things they did well. Positivity tends to uplifts people’s spirits and motivates them to work harder. In light of positivity, happiness has a way of keeping people on the right track and increases their productivity. Happiness improves relationships and operations become smoother.
The second strategy that the Captain can consider is ensuring officers take breaks in between their tasks (Rigby, & Ryan, 2018). The Captain cannot maintain motivation with exhausted personnel. Breaks renew energy and are critical to one’s health.
Application of ERG concept
ERG theory is simple and founded on three dynamics: satisfy, intensify and frustration. The concept suggests that a worker’s traits can respond to motivation only under various types of needs (Elliott, & Story, 2017). In other words, satisfying immediate needs followed by indirect desires. Either way, meeting the needs of direct needs will create room to satisfy indirect needs. Thus, this theory is not applicable. It makes it hard to pin point a specific factor that motivates folks.
In summary, factors that motivate people may change with time but one fact remains: making people feel loved has a way of encouraging happiness and positivity in their lives. To have a motivating surrounding, administrator must create a positive relationship with their workers. A positive social interaction encourages good morale to work hard.
References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Elliott, C. N., & Story, P. A. (2017). Motivational Effects of Goal Orientation. The Kennesaw Journal of Undergraduate Research, 5(1), 4.
Rigby, C. S., & Ryan, R. M. (2018). Self-determination theory in human resource development: New directions and practical considerations. Advances in Developing Human Resources, 20(2), 133-147.
