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Chapter 9
MOTIVATION AND MORALE
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Chapter 9 Learning Objectives
After completing this chapter, students will know
• What motivation is
• What theories of motivation have been proposed by Maslow, Herzberg, Skinner,
Vroom, Morse and Lorsch
• Which kind of reinforcement is more effective and when reinforcement should
occur
• What the most common external motivators are
Chapter 9 Outline
Introduction
Officer Retention, Motivation and Morale
Factors Influencing Retention
Use of Contracts to Improve Retention
Signs Employees May Be Considering Leaving
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Contingency Theory—Morse and Lorsch
Causes and Symptoms of an Unmotivated Work Force
Status
Internal, Intangible Motivators
Goals and Expectations
Encouragement and Praise
Achievement, Recognition, Growth and Advancement
Self-Esteem
A Feeling of Importance
Benefits of Motivated Personnel
Morale: An Overview
Indicators of Morale Problems
Reasons for Morale Problems
Chapter 9 Summary
Motivation is an inner or outer drive to meet a need or goal.
Maslow’s hierarchy of needs is, in the ascending order they need to be met,
physiological, safety and security, social, esteem and self-actualization. According to
Herzberg’s two-factor theory, hygiene factors are tangible rewards that can cause
dissatisfaction if lacking, whereas motivator factors are intangible rewards that can create
satisfaction.
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Vroom’s expectancy theory suggests that employees will choose the level of effort that
matches the performance opportunity for reward. Morse and Lorsch’s contingency theory
suggests fitting tasks, officers and the agency’s goals so that officers can feel competent.
Among the most common external motivators or tangible rewards are salary, bonuses,
insurance, retirement plans, favorable working conditions, paid vacation and holidays,
The individual most able to raise or lower individual and department morale is the
manager/supervisor through leadership and open communication. Options for building
morale include being positive and upbeat; setting clear, meaningful goals and objectives;
setting appropriate standards; being fair; making no promises that cannot be kept;
One important factor affecting morale is promotions. Promotions must be fair and based
on management qualities, not on technical skills or seniority. Some law enforcement
agencies use assessment centers to determine promotions. Assessment centers use three
Chapter 9 Key Terms
contingency theory Morse and Lorsch’s motivational theory that suggests fitting
tasks, officers and agency goals so that officers can feel competent.
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hierarchy of needs Maslow’s motivational theory that people have certain needs
that must be met in a specific order going from basic physiological needs to safety
and security, social, esteem and self-actualization needs.
hygiene factors tangible rewards that can cause dissatisfaction if lacking.
morale a person’s or group’s state of mind, level of enthusiasm and involvement
with work and with life; how employees feel, in contrast to discipline, which is how
employees act.
Pygmalion effect what managers and supervisors expect of their officers and how
they treat them largely determine officers’ performance and career progress.
reinforcement theory Skinner’s motivational theory that behavior can be modified
by using positive and negative reinforcement.
lacking) and motivator factors (intangible rewards that can create satisfaction).
Classroom Discussion Questions
1. What motivates you? Interview classmates and find out the link between
motivation and behaviors.
2. Explain why McGregor’s Theory X and Theory Y is so popular among textbook
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5. What motivates you?
6. What do you consider your basic needs? Write down the top five.
7. What are five motivators that make you do better work?
8. What would not motivate you?
Student Activities
1. Interview both line officers and police managers about what they believe to be
good motivators. How do they compare?
4. Have there been any instances recently in your local department where it has
become known to the public that department morale was lacking? Perhaps the
local media has presented stories relating to such problems.
5. Local police department morale has been weakened by a series of incidents,
primarily involving the actions of one officer. This male officer is accused of
overreacting to comments from citizens, committing physical abuse and stalking a
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Challenge Nine
After several months on the job as the Greenfield police chief, you observe a lack of
motivation and low morale among a core group of officers. They are resistant to the
concept of community policing and just want to be left alone to do “real” police work—
arresting crooks. During the previous administration, officers received monthly awards
for making the most arrests and writing the most traffic citations.
Challenge Nine Questions and Suggested Answers
1. As the Greenfield Police Department chief, what changes would you implement to
improve morale and increase motivation among officers not pursuing supervisory
positions?
Some very talented police officers have no interest in becoming supervisors. Others
simply do not have the aptitude for supervision, but have exceptional skills as line
officers. Many police departments neglect these officers by providing a single career
path through promotions to the supervisory ranks. Career patrol officers are the
backbone of a police department and very influential in overall morale and
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2. Is resistance to change a sign of low morale and lack of motivation?
Police departments are notoriously slow to change. They don’t have to produce
profits like private companies, so productivity is sometimes hard to measure. If things
seem to be working, why change? Although resistance to change is often blamed on
3. What effect will your captain’s suggested directive have on the department?
Issuing a department-wide directive to address a problem with a few individuals is a
common and critical mistake. The threat of discipline is seldom an effective catalyst
4. How can community policing improve morale?
Once the false stigma of becoming a social worker has been overcome and officers
realize they do not have to turn in their guns or stop arresting bad guys, most cops
enjoy community policing. They are afforded more autonomy and independence and
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5. How does your role (police chief) as a motivator differ from the role of a sergeant as
a motivator?
A chief creates a positive work environment that encourages success and self-worth
among all employees. Equipment, facilities, appropriate rewards and skilled
management are all crucial to a positive atmosphere. He or she must also establish