I think then this could lead into a discussion of what my expectations are going forward, and i would also like to hear from my officers what expectations they have of me.

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Please provide your opinion on the following statements: Please make sure to back up your opinion with valid evidence.
1: As a line a supervisor of seven police officers I believe that it is my duty to take care of all of my officers like family. This means I can be for them in the toughest times of their life. When my police officers lack motivation it can be hard to perform and not get upset. There are many ways that I can motivate my officers. Some suggestions may be immediate fixes along with some may take time. One example that I can think of is creating a relationship and bond with each and every officer (Papazoglou, Bonanno, Blumberg, Keesee, 2019). If there is an officer who is unmotivated to show up to work and a reason that they give you that they do not want to show up is because they don’t like anyone then there is a huge problem. Working as a team and having me as a supervisor I would want to create a community that encourages growth and treats one another as a family. It is not to be cheesy but it is a good way to bond with the team. If you do not have the resources or the support system it is no surprise that you’re unmotivated to come to work and or do your job properly. One thing that I could do is at the beginning of every shift when we have our team meeting we could do some type of bonding exercise it doesn’t have to be complicated or long it could be as playing a game or having a cookout. At the end you can also offer resources for officers who have seen things on the job such as talking to the Officer one on one or getting that officer more professional help. One way that I personally know in my daily life that motivates me to go to work is to know that I will be taken care of by my company. If I know that I am taken care of and that people are there to help me I can be motivated to go to work along with having fun. If I can get my officers to do fun things such as where your craziest socks to work one day or have the best pumpkin carving contest, allowing officers based off of their performance to win prizes such as a massage, sporting tickets you can add fun to the job. And with having an unlimited budget I would allow my officers every day to come into work and feel that they are appreciated. That budget will allow me to spoil my officers not all the time with gifts but also allow them opportunities to destress. On their day off go to a sporting event, shadow another department that they are interested in working with for a day like canine or cyber crimes or homicide. Allowing my officers to grow and have fun can boost motivation when all things seem to be going wrong.
2: If I were a supervisor, I would motivate my officers through learning from our mistakes as well as other departments and giving the praise where it is deserved for what we are doing right. The media has done an excellent job of displaying everything that policing is doing wrong over the past few years especially after the tragic murder of George Floyd in 2020.
Through my research this week I found an article titled “Facilitating Learning to Improve Performance of Law Enforcement Workgroups: The Role of Inclusive Leadership Behavior”. This article focused heavily on open communication without “fear of undue negative consequences for themselves and their peers” (Hassan & Jiang, 2019). I think a big flaw of law enforcement is that there is very little communication between supervisors and officers for that fear of repercussions is there. But if leadership played a bigger role in facilitating a “psychologically safe work environment” especially in a field as dangerous as law enforcement, then we might have a more motivated team (Hassan & Jiang, 2019).
For me, if I was a supervisor, to facilitate this “psychologically safe work environment” I would first have a very open and honest discussion with my seven officers (Hassan & Jiang, 2019). By doing so I feel that this is allowing my officers see that I am open to discussing performance and problems. I would make it very clear to my officers that this is a safe space to express their feelings about problems, or in this case what can be done to make them feel more secure in their field with the current political climate. I would discuss my opinions briefly to open a discussion on how the media is portraying law enforcement and then open discussion for the officers. I also think this would be a good opportunity to commend my officers on all the hard work they have been putting in as well as emphasize on what they have excelled at. I think then this could lead into a discussion of what my expectations are going forward, and I would also like to hear from my officers what expectations they have of me. I think this would establish a good first line of communication and I would try to have one of these meeting each month as well as establish an open-door policy.
I feel that in this current political climate it is very hard for officers to stay motivated, but I do feel that with a “psychologically safe work environment” this would open up room for more discussion in the workplace of how to do better and what we are currently doing well. If people feel that they can safely communicate it releases a lot of stress and can make it so that officers are more motivated to show up to work evebciry day and continue to improve.

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