Employee Motivations for Police Officers Term Paper

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If the economic/machine and affective/affiliation models are combined then the result would resemble the growth-open system theory of motivation (Cordner, 2013). The term 'open' in this model is meant to imply employees are influenced by their environment, including the environmental factors existing outside the workplace. The term 'growth' indicates that individuals will transition through several levels of need fulfillment depending on whether more basic needs have been met. This 'needs' hierarchy is based on the work of the psychologist Maslow, who proposed the first needs that must be fulfilled are the most basic, such as food, clothing, and shelter. If these needs are being met then an individual will next seek to protect themselves from threats to their physical and psychological health. The subsequent levels, according to Maslow, would be social needs, feeling valued and personal fulfillment, in that order. Since most police officers earn enough to meet their basic needs, most are probably spending time in the upper four levels; however, as Cordner (2013) explains, earning enough to meet one's basic needs does not eliminate this concern from an employee's life. The threat of unemployment is ever present, especially in the aftermath of the Great Recession of 2008/2009.

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Compensation levels can also be an important indicator of an employee's worth to an organization, thereby helping to meet the upper need category of 'feeling valued.'

The theories of motivation discussed here can be used to help supervisors and police chiefs better understand why police officers show up to work and do a good job. Although salary and benefits remain important considerations, affective/affiliation and growth-open systems theories suggest that employee motivations are a complex mixture of social and personal factors. Sufficient compensation, although necessary, is not sufficient to motivate officers to do a good job of policing their communities......

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