1. Plan to prioritize staffing within your patrol division by providing appropriate coverage with a reduced staff in keeping with the department’s mission statement.
With the reduced staffing, the patrol division would have to undergo slight changes in their schedules. The number of officers manning a certain area would remain the same. However, the number of hours an officer spent on patrol would relatively increase attracting an overtime till the economic status in the organization adjusted. As such, the mission statement would be upheld maintaining community policing and improving the public safety in the community.
2. Prioritize job functions and then explain the how you will determine which staff members will be laid off based on management …show more content…
Additional duties initially motivate workers since they are challenged to achieve more and receive recognition. Recognition and achievement should be the key factors that should be utilized to ensure maintained employee motivation. However, with time, the employees will feel overloaded and criticize the management (Javitch, 2010). Consequently, the morale, productivity, and motivation decrease. In a police organization, decrease in motivation results in the breakdown of communication, thereby risking public safety. As such, the management should follow the following steps to retain the motivation, maintain the communication within the organization, and, thereby ensure public safety. Firstly, it is important to meet with small groups of employees to fully explain the situation at hand and the need for implementing the layoff. Secondly, it would be important for the management to show sincere empathy by being genuine both to those who were let go as well as those who had added responsibilities. Thirdly, it is important to recognize the impact of the action taken in terms of the stress that some will have to endure due to added responsibilities. Promises should be made to eliminate any unnecessary duties (Javitch, 2010). Finally, the retained employees should be made aware that the leadership is still on board and ready to discuss any uncertainties, performances, and job
With the reduced staffing, the patrol division would have to undergo slight changes in their schedules. The number of officers manning a certain area would remain the same. However, the number of hours an officer spent on patrol would relatively increase attracting an overtime till the economic status in the organization adjusted. As such, the mission statement would be upheld maintaining community policing and improving the public safety in the community.
2. Prioritize job functions and then explain the how you will determine which staff members will be laid off based on management …show more content…
Additional duties initially motivate workers since they are challenged to achieve more and receive recognition. Recognition and achievement should be the key factors that should be utilized to ensure maintained employee motivation. However, with time, the employees will feel overloaded and criticize the management (Javitch, 2010). Consequently, the morale, productivity, and motivation decrease. In a police organization, decrease in motivation results in the breakdown of communication, thereby risking public safety. As such, the management should follow the following steps to retain the motivation, maintain the communication within the organization, and, thereby ensure public safety. Firstly, it is important to meet with small groups of employees to fully explain the situation at hand and the need for implementing the layoff. Secondly, it would be important for the management to show sincere empathy by being genuine both to those who were let go as well as those who had added responsibilities. Thirdly, it is important to recognize the impact of the action taken in terms of the stress that some will have to endure due to added responsibilities. Promises should be made to eliminate any unnecessary duties (Javitch, 2010). Finally, the retained employees should be made aware that the leadership is still on board and ready to discuss any uncertainties, performances, and job