Employee Motivation In The Criminal Justice System

Motivation is derived from an internal force that provides an individual the opportunity to achieve their needs or goals. People are motivated by a variety of things and often have different motivating factors. Employers should be mindful of individual motivating factors when attempting to motivate staff to increase performance. While some people may be motivated by money, many are motivated by things like: recognition, promotion, and increased responsibility. Once an employer has identified motivating factors they are able to analyze a variety of motivational theories to design and implement a program that will motivate employees to go above and beyond what is expected of them.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

According to researcher Lindner (1998), motivated employees are needed in our rapidly changing workplaces to aid in the survival of organizations. Not only is it important to meet the needs of the consumer, it is equally important that to make sure that associates are taken care of and remain motivated. For this reason, Gibson, Ivancevich, Donnelly and Konopaske (2012) “states much of management’s time is spent addressing the motivation of their employees” (p. 125). According to the Encyclopedia of Small Business (2007), employee motivation is the level of energy, commitment, and creativity employees bring to their jobs; the inner force that drives individuals to accomplish personal and organizational goals (Lindner, 1988). Despite its obvious importance, employee motivation can be an elusive quest for managers due to the multiplicity of incentives that can influence employees to do their best work. The reality is that every employee has different ways to become motivated and the knowledge of how to motivate them is key to organizational success. It is imperative that employers get to know the personal needs and wants of their employees in order to establish tactics in which to motivate each of them. Once achieved, “managers are in a better position to encourage and reward employees to behave in effective ways” (Gibson et al, 2012, p.

“Importance of human capital: A dynamic and complex environment poses continuous challenges; sustained success is earned through knowledge, experience, and commitments of people as valuable human assets of organizations” (Schermerhorn, Hunt, & Osborn, 2008, para. 14). The workforce is the heart of a criminal justice agency. It should be the single most cherished asset. The appreciation of experience by an organization is vital. But more importantly the recognition, respect, and aspiration by new members and seasoned is a must. This necessity recognizes a clear chain of command and model of training.

The Criminal Justice system is an important structure of the American society and with the changing in trends it has made the development and operations of the Criminal Justice system of America evolve and adapt to these changes. Criminal justice organizations are dynamic in keeping pace with the changes set forth in society. It is within the recent trends in society that are denationalization and militarization the Criminal Justice system. It is important to understand how organizational trends affects the Criminal Justice system. The goals of the Criminal Justice system are to maintain social control, to deter and mitigate crime, and sanction those who break the law (Inciardi,

The great Douglas McAuthur once said, “A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He does not set out to be a leader, but becomes one by the equality of his actions and the integrity of his intent.” Being a leader in criminal justice follows these exact standards. How criminal justice people are as professionals, how deeply invested they are in their work/job, and how much planning and preparing for changes every day proves why criminal justice people are true leaders in society. Leadership is an valued item in a wide range of associations, both open and private therefore, numerous criminal justice organizations, incorporating different police officers

There were over 350 participants, who partake in the institute (Stojkovic, Kalinich, Klofas 2015 p.213). The institute was able to recognize specific elements that were essential for effective leadership for any criminal justice administrator. Through various exercises and studies, the participants indicated that effective criminal justice leaders must possess the following attributes: Traits indicative of a proactive approach to leadership, awareness of the importance of building professional relationships with employees, ability to balance the needs of employees with concern for production, ability to incorporate a sense of “vision” within the organization ad serve as a transformer of culture when necessary, and recognition that an array of contingent strategies is required for effective leadership (Stojkovic, Kalinich, Klofas 2015

Stojkovic, S., Kalinich, D. & Klofas, J. (2015). Criminal justice organization: Administration and management (6th ed). Stamford, CT 06902: Cengage Learning

Many things play a role influencing how criminal justice officers will act and how the actions will affect the criminal justice system and the society that they have to protect and serve on a daily basis because of the influences of their actions. In the paper, it will be discussed the assess risk, responsibility, and financial effect working together with discretionary power worked out. By staff in the criminal justice system, and What part does a civilian oversight committee have in guaranteeing authoritative forces not manhandled as it applies to policies, procedures, risk, monetary elements, and

Lee, L.-E. (2008, July 4). Havard Business Review. Retrieved July 23, 2015, from Havard Business Review: https://hbr.org/2008/07/employee-motivation-a-powerful-new-model

Motivation is what drives people to succeed and reach their goals. This plays an important role in enhancing an organisation’s development. An employee’s motivation can play a big part in organisational behaviour, as it is a fundamental part of how the employee performs in their role and how they assist the organisation in attaining their goals.

Over the last several years, the issue of employee motivation inside the workplace has been increasingly brought to the forefront. The reason why is because, globalization has been having an effect on the ability of firms to compete (which is placing more pressure on them). To deal with these challenges, most organizations are relying on their employees. The results are that those employers who are able to use this resource will be able to make adjustments quickly. This is when the firm will be able to maintain their dominance in the marketplace.

What is motivation? Motivation is defined as “an individual’s willingness to respond to the organization’s requirements in short run.” (P.71 Dixon, 1998) For the purposes of this research paper, I find the most fitting definition of motivation is to define it as “the force that Energizes, Directs, and Sustains behavior.” (uri.com, 2014) Motivation is imperative to productivity. A highly motivated staff often leads to high productivity from the workforce.

Employee motivation a powerful new model explores drivers of employee motivation, the levers the managers can pull to address them and the local strategies that can boost motivation despite organizational constraints. Finding of new research introduce a model that establishes the four basic emotional need people exhibit; they are the drive to acquire, bond, comprehend and defend. Also it exhort organizations take an holistic approach to satisfy employee’s emotional needs through its reward system, culture, management systems, and design of jobs. The potential benefit of a motivated workforce to an

Industrial/Organizational (I/O) Psychology is devoted to the study of employee behavior in the workplace and understanding the issues facing organizations and employees in today’s complex and ever changing environment. Motivation refers to the set of forces that influence people to choose various behaviors among several alternatives available to them. An organization depends on the ability of management to provide a positive, fostering and motivating environment for its employees in order to increase profits, productivity and lower turnover rates of its employees. The purpose of this paper is to discuss and compare six academic journal articles and explore the behavior, job, and need based theories of motivation that can aid management in motivating and understanding their employees. Finding that delicate balance to can sometimes be elusive so effectively learning how to motivate by understanding, controlling and influencing factors to manipulate behavior and choices that are available to employees can produce the desired outcome.