Army- Authoritarian Leadership is displayed here. The Drill sergeant would shout at the soldiers who wouldn’t be marching correctly. He does this to give them discipline, and make them understand that they don’t expect anything less than they want. So the next time they do it, they will get it right.
Police- Democratic Leadership is displayed here. If one of the lower officers couldn’t get enough evidence to convict a suspect, then the higher rank officer maybe unhappy but will not discipline the officer for his actions. He will explain to him what he could do, and so he can go out and get it right.
NOT MEETING TARGETS
This could be related to all Public Services.
For Example the fire service: they aren’t responding to 999 calls fast enough…the reason for this is that there is poor motivation in the ranks.
Douglas McGregor’s theory of motivation includes, Theory X and Y. The first of these management styles is assumption of the mediocrity of the masses.
THEORY X
- Workers must be supervised, or quality and quantity of output will fall.
A higher rank of officer in the fire service can supervise the lower rank in situations and make sure he is doing his job correctly and efficiently.
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Workers only respect the type of boss that tells them what to do, and does so with complete authority.
This could affect the Fire Service and this will give them more motivation that they need to thrive on.
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Money is the only motivator.
The Fire Service could get a pay rise in their work. This is a definite motivator.
- Workers have little ambition they wish to remain ‘one of the boys’
Warning them over the job in hand, and telling them how important to carry out the job.
THEORY Y
This is just the opposite of Theory X its more positive to the workers.]
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Workers cannot be motivated by money alone; they seek more than financial satisfaction from their jobs.
Maybe if you the Fire crew promotions this will motivate them to do the job correctly and efficiently.
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Workers will be more efficient if they are left to their own devices. Trust breed responsibility.
If they are left to do the job on their own, they will get more confident about what they are doing and will get more motivated and will get less dictation of their higher ranks.
- Workers want to contribute to improving efficiency. They want to be seen, noticed, rewarded and appreciated when they work well.
If the Fire Service do reward them and give them recognition then this will definitely motivate them.
JOB INSECRUITY
Safety Needs
Safety needs have to do with establishing stability and consistency in a world. These needs are mostly psychological in nature. We need the security of a home and family. However, if a family is dysfunction, i.e., an abusive husband, the wife cannot move to the next level because she is constantly concerned for her safety. Love and belongingness have to wait until she is no longer cringing in fear. Many in our society cry out for law and order because they do not feel safe enough to go for a walk in their neighbourhood. Many people, particularly those in the inner cities, unfortunately, are stuck at this level. In addition, safety needs sometimes motivate people to be religious. Religions comfort us with the promise of a safe secure place after we die and leave the insecurity of this world.
This relate back to the Police Force because if they feel that they are safe then their motivation will go up.
LACK OF STATUS IN JOB
