Other Methods of Motivation

Currently, two methods are being implemented to motivate the officers and constable of the police force. Those who work well are rewarded and the lazy ones are punished. In management studies this is called the `carrot and stick' approach towards motivation.

The potter's donkey refused to move, no matter what the potter did. The annoyed potter held a carrot (reward) in front of the donkey and his other hand held a stick (punishment) to beat the donkey if he did not move in spite of the enticement of the carrot. The carrot and stick is not too effective these days. Because in a salaried setup there are limitations on how much one can reward and punish someone. Moderation is not used while making use of this technique. A carrot and a stick are tools to motivate only animals as they are animal instincts. Man can choose how he will respond to either a carrot or a stick. The carrot and stick method worked with the labourers of the agricultural age and the industrial age. The police employee is to a great extent a worker of the knowledge age and so the carrot and stick method is not as effective. The needs of connectedness, self-esteem and self-actualisation turn out to be very important. One survey which was conducted on the priorities related to the job of a knowledge age worker revealed that financial incentive was ranked fourth. The first priority was given to trust, the second to respect and the third to pride, yet most think about financial incentives because they feel that the first three needs or priorities can be easily fulfilled with money. Management experts opine that according to new research, there are 32 other methods to motivate people to work.

In an effort to take megacity policing in a different direction, in the North Region Experiment , many schemes were implemented in 2007-08 and these included 19 different basic needs of policeman and specific situations (incentive systems) to motivate and make officers and employees efficient and effective in their work.

  • There is increased commitment because each person is allotted terittory an area of work and responsibility (Misson Statement and Obective, Kamsudhar Mandal, Restructuring the work of police station, The sector method for bandobast).
  • Human relations are strengthened (Kamsudhar Mandal, Mohalla Committee, Team spirit through inter-police station competitions, Religious tolerance through festivals and events, 54 points form, How should be police `listen'?).
  • Earn the trust of the superiors (Kamsudhar Mandal, Regular Evalution).
  • Getting an opportunity to do work that will make one proud (Mohalla Committee, Restructuring the work of police station).
  • Proper evaluation and appreciation of work (Kamsudhar Mandal, Regular Evalution).
  • Getting an opportunity to speak one's mind as there is a high-quality dialogue and interaction between the seniors and the juniors (Kamsudhar Mandal, Community Meal, Mohalla Committee, Team spirit through inter-police station competitions).
  • Increase in self-esteem with the feeling that one is an important component of the organisation (Kamsudhar Mandal, Mohalla Committee, Team spirit through inter-police station competitions).
  • Fulfilment of the need for connectedness and warmth because of the realisation by the employee that the police force cares for him (Kamsudhar Mandal, Mohalla Committee, The sector method for bandobast).
  • There is an increased feeling of personal growth and development as one gets a chance to learn new things (Kamsudhar Mandal, Introduction to the work of the greats, Constables who give speeches, Regular Evaluation, How should the police listen? Teaching through theatre, Religious tolerance through festivals and events, The `133 points register' for strengthening the intelligence network).
  • Independence in work allows the employee control over his work (The sector method for bandobast, Mohalla Committee, Kamsudhar Mandal, Regular Evaluation).
  • A feeling of success in one's job (Mohalla Committee, One day is yours but the rest are ours, Team spirit through inter-police station competitions).
  • With the opportunity to lead, there is a conviction that one can successfully do one's job (Kamsudhar Mandal, The sector method for bandobast, Introduction to the work of the greats, Constables who give speeches).
  • For those whose families have disintegrated, there is a feeling of getting an alternative family in the police station (Kamsudhar Mandal, 54 points form, Introduction to the work of the greats).
  • Job satisfaction because one realises that one has a role to play in achieving the goals of the organisation (Misson Statement and Obective, Restructuring the work of police station, Regular Evaluation, Mohalla Committee).
  • Scope for one's creativity as one's mental and spiritual faculties are utilised (Kamsudhar Mandal, Introduction to the work of the greats, Religious tolerance through festivals and events, Constables who give speeches).
  • The basic need of wanting to be associated with ideal and successful people is satisfied (Mohalla Committee, Introduction to the work of the greats).
  • The need to search for meaning in life is satisfied as one gets to do work from which one derives happiness and which is needed by the society (Misson Statement and Obective, Mohalla Committee, Kamsudhar Mandal, Rehabilitation of novice criminals, Religious tolerance through festivals and events, Introduction to the work of the greats, Constables who give speeches).
  • Peer pressure (Kamsudhar Mandal, Mohalla Committee, 54 points form, Constables who give speeches).

There is recognition because every constable's name appears on the board (Every constable's name on the board, Mohalla Committee, 54 points form, Constables who give speeches).