Self-actualised individuals are likely to have motivators such as truth, justice, wisdom and meaning. Self-actualized individuals have recurrent energized moments of profound happiness and harmony. According to Maslow only a small percentage of the population reach the level of self-actualization. An example of self-actualization within the public service is when a police officer reaches their full potential; however a police officer can only reach this stage when they have met all the other needs. Police officers who are motivated to self-actualize seek things like truth, knowledge and
UNIVERSITY OF PHOENIX | Case Study: Captain Edith Strong | | | Matthew Kramer | 8/8/2014 | | People in today’s workplace no matter where that is need to feel appreciated and wanted. This is no different in a police force where the work its self is highly strenuous and time consuming. If employees are not made to feel like they are appreciated or doing a good job then morale and work effort will suffer as a result. In a philosophical approach Captain Strong needs to get the pulse of the department if you will. Meaning she needs to find out what the problems are and their root and find a way to be able to at least come to a happy medium with everyone on the issues.
As with a civilian job, everyone loves a good leader. Commanders understand the must be good leaders to get the best out of their units. To counteract this issue, the air force uses multiple forms of training based on the situations of past scenarios of sexual assaults and harassment. The air force also decided to have its’ top leaders brief the men and women of the Air Force on the “Zero” tolerance policy and have the leaders of each Air Force installations do the same. There was also an additional day of training in which more emphasis was placed on the seriousness of the issue.
These officers are then free to work in an operational role. This makes use of these staff much more efficient since they are doing the job they were trained to do rather than routine administrative work. Basically meaning that when the public service men come out of their job in the services they can use their skills in outside life, such as an electrician. Equal opportunities Almost all employers now have a policy referring to discrimination on the grounds of sex, race, disability and religion. These are included because discrimination on these grounds is unlawful.
Sensitivity training could be a starting point mandating that all attend but again it takes a change in behavior of the individual so clear policies on this type of behavior should be required. In tackling this issue within the departments will increase the trust with ethnic communities (Shusta, Levine, Wong, Olson, Harris, 2008, pg. 31). In turn this will foster a collaborative relationship between the police and community thereby reducing the perception which is tied to prejudice and bias behavior. Another approach to increase collaborative relationships between the community and law enforcement is police presence in the community.
What this does is show the employees that they do not have a set code of conduct to follow. A system such as the one in place can discourage those employees that strive for excellence on the job. A new system is in order here. Employees that receive a poor performance evaluation should be put on probation immediately. The next step should be for the supervisor to ask questions and try to develop a good rapport with the employee to see what is going on in their personal lives.
By dealing with the offenders through communication and education, we set ourselves apart from the local law enforcement. This not only allows for a more peaceful resolution, but it also reduces the amount of money the residents would have collect in order to pay the salary of the off duty officer we would need to patrol the community. Residents discovered that by rotating duties and shifts, everyone who wants to participate in the program has a chance to. Working together we are stronger than if we took it upon ourselves individually to confront the issues of crime we have in the community. Research has proven that by taking an active role in protecting our assets we have a better appreciation of not only the property we have, but the property of our community as a whole.
Offering work programs that help prepare young people for management or skilled positions is a good way to take crime off of the streets while showing to the community that the business cares about the welfare of the population. This can help bring in a group of potential profit earners for the company while at the same time reducing crime in the stores and the surrounding neighborhood. The improved reputation could only serve to bring in shoppers who are more prone to visit the larger and cheaper chains such as Walmart. While this will incur immediate liability costs as the plan is enacted, the end result benefiting the shareholders is a cheaply trained future leadership staff, an improved reputation for the company as a whole, and a long term boost in
This will ensure that officers feel valued and will heighten their intrinsic motivation. An emphasis on achievement would be made stronger by appealing to the officers’ emotions. As Dan Heath discusses in the video “Want Your Organization to Change? Put Feelings First,”¹ people change as a result of feelings, not knowledge. Some ways to play to the feelings of officers could be explaining specific examples of a particular police officer making a difference in a particular community or sharing specific stories of city residents whose lives have been affected for the better by actions taken by the Department.
They could do this by enforcing disciplinary action to those who do not follow their company policies and Code of Conduct so the employees that are following company polices have a sense of pride in their work and appreciation. Also creating activities in the community for employees to participate in can help with community outreach and boost employee morale. By listening to the complaints the employees have and taking their thoughts into consideration to improve working environments employees will also feel a sense of pride in their job. In conclusion, Company Q has shown little to no social responsibility due to the fact they are willing to close their stores and not consider improving their business practices instead. There are three things that Company Q can improve in order to keep their customers and employees and keep their doors open, customer satisfaction, community outreach and employee trust.