Organisation Case Study Essay Sample

A big American metropolis authorities held seminars for directors from assorted sections. The subject of self-motivation – how to acquire public retainers motivated to make a good occupation was discussed. Our instance survey focuses on a constabulary commissioner who has a job with his officers.

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His officers enlist as rawness immature plebes. They like the work they are making out on the streets like continuing the jurisprudence and assisting in exigencies or accidents. However. the job lies with paperwork being put aside or done inadequately which officers must make when they return to the station. Poor describing causes them to lose most instances.

The commissioner does non cognize how to actuate them and he does non hold fiscal wagess to his disposal. He can non state that publicities will besides be based on their excellence of their paper work as officers know they if their public presentation is equal. they will be promoted after a certain figure of old ages in service. Military officers are trained to make the occupation on the streets and non to make full up signifiers. It is the apprehension and offense intercessions get noticed. Good paper work does non necessary mean a win in tribunal but bad paper work increases the opportunity of losing. Team competition was set up based on the excellence of studies. This method did non work ; officers had no inducements executing good.

Premises: The commissioner does non cognize how to actuate his officers.

Statement of problems1. Incompetent / rawness work force. ( Ability ) From the constabulary commissioner statement “they come in the force as immature rawness rookies” and “they are trained to make the occupation they do out on the streets. non to make full out forms” . it is apparent that constabulary officers lack the abilities needed to execute good in their occupation. Military officers do non cognize the importance of holding extremely detailed and unambiguous studies is tantamount to continuing the jurisprudence and functioning the populace. What good is at that place if there is a condemnable arrested and the jurisprudence is unable to turn out him guilty because a folly in a constabulary officer’s study has been made? 2. Poor undertaking public presentation. ( Role perceptual experience ) Police officers dislike making paperwork and therefore it is frequently being put of and done inadequately. Furthermore. it has been perceived that making work for the community is far more of import than paperwork. It is the apprehensions and intercessions that are good for their calling. non executing good in the countries of paperwork.

3. Lack of acknowledgment. ( Motivation ) The constabulary commissioner does non cognize how to actuate his officers. He has tried puting up squads to vie in the excellence of paperwork but that failed because officers are non having any inducements. It seems that he assumes that motive can merely be induced with fiscal wagess.

Causes of the problem1. Incompetent / rawness work force. ( Ability ) The chief cause is because deficient preparation is given at the constabulary academy which consequences in the unsatisfactory public presentation of their paperwork. The constabulary academy is a topographic point where cognition and accomplishments are passed to plebes so that they could execute responsibilities a police officer must make. Upon graduating from academy school. they should be able to understand the nucleus facets of their occupation carry out their occupation range diligently.

Harmonizing to McShane and Travaliogne ( 2007. pg 88 ) ” behavior modeling is where by people learn by detecting the behavior of a function theoretical account on the critical undertaking. retrieving the of import elements of the ascertained behavior. and so rehearsing those behaviors. ” Form the beginning ; officers are already non trained in the cognition of importance in paperwork. When Fresh constabulary alumnuss are designated to their occupations. each one of them will be full of thrust to make the best they can in all facets of their occupations. Upon seeing senior officer function theoretical accounts non doing attempt to stand out in paperwork. behavior patterning comes in drama and they excessively will underachieve in that country.

2. Poor undertaking public presentation. ( Role perceptual experience ) As mentioned by McShane and Travaliogne ( 2007. pg38 ) “Employees have accurate function perceptual experiences when they understand the particular undertaking assigned to them. the comparative importance of those undertaking. and the preferable behavior to carry through those undertakings. ” From the statement mentioned above. clearly we know that officers do non understand the importance of paperwork. Therefore. they undermine the significance of study statements or other kinds of paperwork.

The constabulary commissioner is besides to be blamed for the hapless public presentation of his officers. twentieth century sociologist Robert K. Merton’s theory on self-fulfilling prognostication provinces. “The self-fulfilling prognostication is. in the beginning. a false definition of the state of affairs arousing a new behavior which makes the original false construct come ‘true’ . This spurious cogency of the self-fulfilling prognostication perpetuates a reign of mistake. For the prophesier will mention the existent class of events as cogent evidence that he was right from the really get downing. ”The self-fulfilling prognostication rhythm McShane and Travaliogne ( 2007. pg 80 ) Although the constabulary commissioner has outlooks from his officers that paperwork has to be done decently. that is the first measure done and later he did non transport out the 2nd measure that is “Supervisor’s outlooks affect his/her behaviour towards employee” . Step two is the most important portion as here the commissioner will be the one reinforcing good behavior with more emotional support. preparation and officers are given more chances to execute. Step 3 and 4 will be the countries that will be self-fulfilling.

3. Lack of acknowledgment. ( Motivation ) The chief cause of deficiency of motive is that there is no inducement for executing good in the countries of paper work. Therefore. why will officers set the attempt cognizing there is no wages to accomplish? Expectancy theory of motive. McShane and Travaglione ( 2007 pg. 146 ) Forces and Human Resource Management – Text and instances ; ( 2000 ) references that anticipation theory predicts that employees in an organisation will be motivated when they believe that: seting in more attempt will give better occupation public presentation. better occupation public presentation will take to organisational wagess. such as an addition in salary or benefits. These predicted organisational wagess are valued by the employee in inquiry.

From the three causes that I have mentioned. it all fits into the MARS theoretical account. The deficiency of motive. unequal ability and incorrect function perceptual experiences will indefinably ensue in unacceptable behavior and hapless consequences. As for situational factors. it would be the budget that the constabulary commissioner did non hold because it is controlled by the organisation.

Red planets Model. McShane and Travaliogne ( 2007. pg 36 ) Possible SolutionsMethod 1The beginning of the jobs is from the constabulary academy. McShane and Travaliogne ( 2007. pg 77 ) “Learned Capabilities are the accomplishments and cognition that you have really acquired” . Therefore. we should look at how to implement topics in the academy. educating cadets’ about the importance and the unity they must hold in all facets of their occupation range. Furthermore. we have to forestall farther bad influences from senior officers to rookie officers. McShane and Travaliogne ( 2007. pg 77 ) Employee competences accomplishments. cognition. aptitudes. values. thrusts and other implicit in personal features that lead to superior public presentation are typically bunched together into the construct of competences. Training will be given to current officers to alter their function perceptual experience and values. Senior officers will be empowered to transport out support to modify behaviors.

Stairss to be taken.

1. The commissioner is to reach the constabulary organisation and state them about the jobs he is confronting. disciplinary steps are to be taken every bit shortly as possible.

2. A reappraisal of the syllables that is being taught in the academy must done.

3. Military officers and other staff that are transporting out the preparation in the school will hold to go to meetings informing a alteration of course of study has been done.

4. Hire an expert on employee competences to give preparation to current constabulary officers.

5. Follow up work has to be done. Having a senior officer with aptitudes making random cheques on officer’s paperwork monthly.

6. Senior officers will transport out eventualities of support consequently.

Strengths1. Future recruits will be more prepared to set about the occupation of a constabulary when they graduate.

2. Military officers that received positive support by and large will go on the good work they are making.

3. Random monthly cheques will cut down the figure unequal paperwork being done.

Weakness1. Negative support by and large will bring forth negative emotions. feelings and ideas towards the hatchet man.

2. The self-pride of Military officers that has been reprimanded will be hurt. This may do them to execute even worse in their occupation.

3. Senior officers that are empowered to transport out behaviour alteration may misapply their authorization.

4. The commissioner is already in a budget crunch. engaging a expert to give preparation lessons will be dearly-won.

Method 2The commissioner himself here has to upgrade his accomplishments on emotional intelligence and travel for a class on Self-fulfilling prognostication. Goleman. D. ( 1995 ) describes emotional intelligence as an ability. capacity. or skill to comprehend. buttocks. and pull off the emotions of one’s ego. of others. and of groups. There are four chief countries of emotional intelligence. self-awareness. self-management. societal consciousness and relationship direction. The commissioner has hapless relationship direction and societal consciousness. Relationship direction because he is non a inspirational leader and does non hold influence on all his subsidiaries. Social consciousness as he does non understand his officers because he thinks that merely fiscal wagess can merely actuate officers.

From what we have discussed about self-fulfilling prognostication in the causes of the job. we know that the commissioner did non transport out the 2nd measure of rhythm. Therefore. holding him trained in that country will profit him and his officers indirectly.

Steps1. The Commissioner will hold to inscribe himself in emotional intelligence and on Self-fulfilling prognostication classs.

2. He patterns what he has learned.

3. He should supervise the advancement he is doing in footings of the constabulary officer’s public presentation.

Strengths1. Low cost as preparation is given to one individual entirely.

2. Closer bonds will be formed between commissioner and officers.

3. Subordinates will hold a higher respect of the commissioner as he will be proven a capable leader.

Weakness1. It takes clip for the Self-fulfilling prognostication to work out.

Chosen solution and implementationMy preferable solution will be a combination of those 2 method mentioned above.

First. the commissioner is to do known to the constabulary academy that officers are pretermiting the importance of paperwork. The ground being that the importance of the undertaking is non emphasise in the preparation plan. A reappraisal of the learning course of study in the countries of undertaking public presentation in paperwork has to be done. The revised stuff is to be taught every bit shortly as possible. This is to guarantee future constabulary officers will understand the importance of paperwork.

Second. the commissioner is to travel on a class on self-fulfilling prognostication.

McShane and Travaliogne ( 2007. pg 80 ) “self-fulfilling prognostication occurs when our outlooks about another individual cause that individual to move in a manner that is consistent with those outlooks. ” This is a really powerful theory because this can alter the behaviour of officers and they will act harmonizing to his outlooks. Transporting out the first two stairss will extinguish opportunities of function patterning bad behaviours happening.

Finally. the commissioner is to name trust worthy senior officers to make monthly random cheques on single constabulary officers paperwork. This system will guarantee that studies are all unambiguous and extremely elaborate. The trust worthy senior officers will besides be empowered to give verbal support.

After some clip. stand outing in paperwork will go one of the nucleus values of the constabulary force. “Values are stable. evaluated believes ; values tells us what we ‘ought’ to do” McShane and Travaliogne ( 2007. pg 42 ) .

General thoughts from the instance survey

There are many possible solutions to a instance survey. However. you can non utilize one direction theory to work out a peculiar job. To accomplish the optimum solution. a few theories must be applied together.

I personally feel that the self-fulfilling prognostication theoretical account could be improved.

The self-fulfilling prognostication rhythm McShane and Travaliogne ( 2007. pg 80 ) This theory is a uninterrupted ceaseless rhythm. An employee who is executing good would be good motivated to go oning making good but how long can he keep that criterion? After some clip. they will non strife every bit difficult as earlier and get down slacking. To counter this job. I would propose a public presentation wages be added on the self-fulfilling prognostication rhythm. In our instance survey. the constabulary has no fiscal wagess to give out to his officers. However. wagess can be other facets such as occupation position based wagess. competence based wagess. authorization and acknowledgment of outstanding public presentation. This will further reenforce the motivational thrust as the employee knows he is recognized for his uninterrupted attempts.

This jury-rigged theoretical account on the self-fulfilling prognostication will enable employees to execute at their optimum capacity for longer periods.


Robert K. Merton. Social Theory and Social Structure. Free Press. 1968. P.

477P. Subba Rao. Personnel and Human Resource Management – Text and instances ; ( 2000 ) – Himalaya Publishing HouseGoleman. D. ( 1995 ) . Emotional intelligence. New York: Bantam BooksStreve Strauss editorialist for USATODAY. com ( 2007 ) . How can I break motivate employees: A discuss papers. Retrieved n. d. . from hypertext transfer protocol: //www. microsoft. com/smallbusiness/resources/expert/strauss110305. mspxMcshane. S. . & A ; Travaglione. T ( 2007 ) . Organizational behavior on the Pacific rim ( 2nd ed. ) . Aus: McGraw Hill Australia Pty Limited.


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