Case Study on Workload

Question description

Captain Strong is the commander of a Field Operations Division in theCity of Rogerville that has a population of 101,603, and the communitycovers 65.4 square miles. Captain Strong has worked her way upthrough the ranks achieving the position of captain after 18 years ofservice. She is the first woman to hold this high of a position in thedepartment. Prior to this she served as Lieutenant of AdministrativeServices. The preponderance of her service has been in patrol, whereshe served as a sergeant and then a watch commander.Within the department, 65 percent of the officers are white,and the next largest ethnic group is Hispanic, at 27 percent. Sevenpercent of the force is women. Based on tradition and operationalpolicy, the department has a definitive chain of command and iskeyed to job specialization. Patrol officers are assigned to a specificbeat and respond to calls, conduct preliminary investigations (whenminor crimes are involved), and engage in preventive patrol whentime allows. The Bureau of Criminal Investigations conducts allother investigations. Job descriptions are definitive, and everyonefollows them religiously. Deviation from a job description results inimmediate supervisory action that usually calls for being writtenup.The Division handles 62 percent of the police department’smeasurable workload and has 58 percent of the manpower.Within the Division, there is a lieutenant who serves as anadjutant, three lieutenants who serve as watch commanders, atraffic sergeant who supervises six officers, a sergeant whosupervises the Neighborhood Police unit that has a complementof 10 officers, three school resource officers, and 71 patrolofficers. Officers in the specialized assignment have highermorale and seem well satisfied with their assignments. They havean opportunity to interact with each other and create meaningfuland satisfying relationships. Almost all patrol officers feel thattheir workload is excessive and complain that all they do is gofrom one incident to the next and spend an inordinate amount oftime creating police reports. In fact, they feel that they are unableto complete their preliminary investigations and in manyinstances have to cut corners in order to complete a shift. Exceptfor backup in certain cases, they never get to interact with fellowofficers apart from coming and going to roll-call sessions. Everypatrol officer in the department works solo, and departmentalpolice prohibits more than two officer eating meals or takingcoffee breaks at the same time in the same restaurant.The dehumanizing aspect of an excessive workload hastaken its toll on the personnel assigned to the patrol division.A survey conducted by a member of the chief’s staff indicates thatpatrol officers feel in the following ways:1. The job is viewed as dissatisfying.2. Morale is low.3. Response time is long.4. The number of citizen-initiated complaints is up.5. More officers are filing disability claims.6. Employee turnover is exceeding projections.The situation has become critical and imperils the division’s abilityto function efficiently, effectively, and productively and has to bedealt with as soon as possible.The solution is to design a program that meets the needsof both the department and the employees.What philosophical approach do you believe Captain Strong should take in carrying out this project? What specific motivational strategies would you recommend that she consider?Would E.R.G. theory be applicable in this instance.? Why or why not? Give several concrete examples. Would job enlargement orjob enrichment be applicable in this case? Explain.Write 1000-word paper that answers the case study questions. APA format……Please include your references**ORIGINAL & PLAGRISM free work and NO recycled paper***