Case study: Captain Edith Strong

timer Asked: Aug 27th, 2014

Question description

Write 700 word paper that answers all the case study questions that follow

(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 or

job enrichment be applicable in this case? Explain.)

Captain Strong is the commander of a Field Operations Division in the

City of Rogerville that has a population of 101,603, and the community

covers 65.4 square miles. Captain Strong has worked her way up

through the ranks achieving the position of captain after 18 years of

service. She is the first woman to hold this high of a position in the

department. Prior to this she served as Lieutenant of Administrative

Services. The preponderance of her service has been in patrol, where

she 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. Seven

percent of the force is women. Based on tradition and operational

policy, the department has a definitive chain of command and is

keyed to job specialization. Patrol officers are assigned to a specific

beat and respond to calls, conduct preliminary investigations (when

minor crimes are involved), and engage in preventive patrol when

time allows. The Bureau of Criminal Investigations conducts all

other investigations. Job descriptions are definitive, and everyone

follows them religiously. Deviation from a job description results in

immediate supervisory action that usually calls for being writtenup.

The Division handles 62 percent of the police department’s

measurable workload and has 58 percent of the manpower.

Within the Division, there is a lieutenant who serves as an

adjutant, three lieutenants who serve as watch commanders, a

traffic sergeant who supervises six officers, a sergeant who

supervises the Neighborhood Police unit that has a complement

of 10 officers, three school resource officers, and 71 patrol

officers. Officers in the specialized assignment have higher

morale and seem well satisfied with their assignments. They have

an opportunity to interact with each other and create meaningful

and satisfying relationships. Almost all patrol officers feel that

their workload is excessive and complain that all they do is go

from one incident to the next and spend an inordinate amount of

time creating police reports. In fact, they feel that they are unable

to complete their preliminary investigations and in many

instances have to cut corners in order to complete a shift. Except

for backup in certain cases, they never get to interact with fellow

officers apart from coming and going to roll-call sessions. Every

patrol officer in the department works solo, and departmental

police prohibits more than two officer eating meals or taking

coffee breaks at the same time in the same restaurant.

The dehumanizing aspect of an excessive workload has

taken its toll on the personnel assigned to the patrol division.

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