The Case Of Sergeant George Welsh

Maslow’s theory of motivation is called the “hierarchy of needs”. Maslow believes that people have five main needs in the following order of importance;

Attempting to explain human motivations Abraham Maslow suggested that there was a hierarchy of needs, according to module 9.2 (n.d.) they are an ascending order from basic survival to more complex needs of self-fulfillment (para 17). While Maslow felt that very few people achieved the highest level of self-actualization he did suggest that it was a lifelong ongoing process. As an example, in my own life I have already achieved the first step of physiological motivation or needs of the flesh

To begin, I shall summarize the major issue regarding the case study shown on page 103, in the 7th edition book Titled, Effective Police Supervision, written by Harry More and Larry Miller in 2015. Sergeant Lou Maynard recently got promoted to the evening supervisor for the Craigview Police Department. Six months had then passed. While leading his team, Maynard came to the realization that two of his officers did not seem motivated as the rest of them were. The other officers, that were doing their jobs, started to complain about the two non-motivated officers. They began stating that the two officers did not their carry their weight when it came to the team. The two officers are noticed working as if they do not wish to be there and are just waiting to retire in the next year. They have even distanced themselves when it comes to socializing with fellow officers on duty and off.

Abraham Maslow’s theory, Theory of Hierarchy Needs, is a motivational theory in psychology that has a tier model of the five things a human needs. Maslow stated that people are motivated to achieve certain needs and that some needs take precedence over others. The five stages, from bottom to top, include Physiological needs( food, water, warmth, and rest), the second stage: Safety Needs ( security and safety), third stage: Belongingness and love needs ( intimate relationships and friends), the fourth stage: Esteem Needs (prestige and feeling of accomplishment), and finally the last stage: Self-actualization ( achieving one’s full potential, including creative potential). The five stage model can be divided into

This type of leader hopes to transform their community by encouraging their followers to adopt goals and behaviors that will be rewarded. These type of leaders challenge old values and beliefs to stimulate new ideas and reasons. I have chosen this theory, first, based on how she spoke throughout the interview. She was patience and understanding, willing to explain certain terms I was not knowledgeable of and emphasized how important she views her job and what it entitles. I can tell, as a woman in her position, that she is considerate of the each need of an officer, their abilities on the job and willing to give recommend to the officers. I have chosen this theory, secondly, based on her pay raise answer to the consultant question. It was not quoted earlier in the essay, but Officer Bird explained that bonuses gives officers an incentive to increase job performance. She stated that, at times, an officer loses motivation which affects their performance, as well as the performance of others. “If an officer is focusing on a job that doesn't need his/her attention, then the surrounding officers now have to take on his/her lacking responsibilities on top of their own. This can affect performance for their assigned job, meal time, longer work hours and interaction”(Bird). She spoke with confidence about the future of the NYPD

As it was mentioned before, the key idea of Maslow’s Hierarchy of Needs theory relates to the existence of several sets of motivation and needs that govern human behavior. Hence, the major concepts of this theory include certain needs that are grouped into sets based on their place within the hierarchy of all the needs. The first version of the theory has five needs, which are divided into

The crucial component to diminishing job dissatisfaction, poor performance, and high turnover is motivation. Simply creating more social time for the patrol officers is a motivator in itself. Additionally, Captain Strong needs to apply the motivational strategy of choice to supervisors as

With all of the temptation, attempts to fit into a subculture, and desire to please superiors, mentoring younger officers becomes extremely important. Mentoring can either allow corruption to spread, or it can be also be nipped in the bud. With these issues at hand, it is important that law enforcement agencies invest in upstanding supervisors and leaders in their departments because according to statistics, leaders have a significant impact in preventing corruption and therefore play a significant role in the agencies in which they serve. Therefore, it becomes imperative that effective leaders – who share the same goals – be in place to set the standard for subordinates to see and emulate (Martin 2011). However; while leaders certainly play a critical role in forming the future leaders and overall atmosphere of the organization, they alone cannot ensure that high levels

To get the most out of these types of employees, the leaders of these organizations need to be seen as confident, decisive, credible and accomplished (Olson & Simerson, 2015). When the leader can master these items, then he/she will have the support of the officer, and they will be able to share the vision with the organization to help effect the change in the policing practices. When the officers can envision meeting the goal, they will be able to work in collaboration with the community to achieve the defined

Employees are the lifeblood of any law enforcement organization, but the new generations of cops just don¡¦t fit the old mold. The success with which a

Officer Louis “Lou” Maynard as a new sergeant encounter an early problem with two season officers nearing their retirement, it seemed like they were bored, “as if they were just putting in time until they would become eligible to “hang it up” in one year (More & Miller, 2014, p. 106).” One of the first things the sergeant could do to determine what is the issue with his two veteran officers is schedule an individual meeting with each officer. During this meeting the sergeant can ask each officer if they have any personal issues going on in their life that may have an impact on their work or has there been any major change in their life that could have affected their performance. It is important to determine what is the issue with the sergeant’s two veteran officers, because their mood can have a negative impact on the morale of the other officers. After determining the officers issues or lack thereof the sergeant will need to either request to remove these officer from his unit or given them a verbal warning regarding their mediocre performance. This type of action is not uncommon

“All the evidence that we have indicates that it is reasonable to assume in practically every human being, and certainly in almost every newborn baby, that there is an active will toward health, an impulse towards growth, or towards the actualization.” Abraham Maslow stated this as a way of explaining human nature and its need for growth. In 1943, Abraham Maslow proposed that there were a “hierarchy of needs” that was responsible for human motivation. In his paper, “A Theory of Human Motivation”, Maslow lays out a hierarchy system of human needs that must be met so that one can become the best version of one’s self.

Abraham Maslow (1908–1970), some-time President of the American Psychological Association, is best known for his work on human motivation and in particular for his Hierarchy of Needs, which was first defined in a paper of 1943. Five basic needs are defined, all of which he considered to be hard-wired in the human species. They are arranged hierarchically, with self-actualization referring to people’s desire for self-fulfillment, namely, the tendency for them to become actualized in what they are potentially. This tendency might be phrased as the desire to become more and more what one idiosyncratically is, to become everything that one is capable of becoming (Maslow, 1943, p.22). Maslow’s 1943 paper mentions cognitive needs such as the desire to know and to understand, and also aesthetics, but does not place them within the hierarchy of five.

Through the course of an officer’s tenure with any department or agency, they will be faced with various opportunities to misbehave or perform unethical actions. However, there is no exam, no test, and no screening process that can absolutely weed out every single negative contender. Instead, agencies and departments must attempt to attract those individuals from the community that will stand up for what is right and govern themselves accordingly as professional candidates for the position of police officer. The tools that exist in the form of classes and trainings are excellent tools for safeguarding the mental and moral compass of officers, but they are ineffective to the officer that has become set in his ways and complacent with his duties.

Maintaining the peace and enforcing the law, requires officers to have leadership qualities. An example of a great leadership is having the ability to set the bar high. According to Morreale, "leaders set high standards of conduct and become role models, gaining trust, respect and confidence from others;…" (Preparing Leaders for Law Enforcement, 2004). A leader wouldn 't do the bare minimum that their job requires them to do. Leaders know that they are being watched and aren 't afraid to be observed because they want to be observed. Morreale described how leaders that set high standards of conduct end up becoming role models. This according to him inspires others to do the same. Essentially, a leader inspires others to practice leadership qualities. A role model inspiring others to set the bar high for themselves is an example of how leadership can be developed and learned even within the lower ranks. For management, in order to develop the ability to set the bar high, they themselves must set the bar high for themselves.