Organization behavior and team work


Organizationbehavior and team work

OrganizationBehavior and Team Work

Thecorrelation between individual characteristics such as cognitiveabilities, attitude and behavior has a strong bearing on thecorrelation between institutional commitment and job satisfaction.Employee contentment has become a significant corporate goal inrecent years. Committed and motivated employee can be an influentialfactor in the success of the company.This assignment aims atidentifying individual characteristics that determine organizationalcommitment, job satisfaction and job performance for police officers.Job satisfaction depicts the degree of liking or happiness that theparticular job induces (Farmer &amp Yellowley, 2012).

Thereexist a range of elements that determine the level of organizationalcommitment and satisfaction some of these elements include perceivedfairness of the promotion, pay and benefits, working conditions,social relationships and the job itself.

Jobsatisfaction among police officers involves multidimensionalpsychological responses to an individual’s job. These responseshave cognitive, behavioral, and affective components. In tandem withthe police responsibilities, it’s important to do an assessment onboth cognitive and behavioral abilities of the potential recruit.When recruiting new employees strong intellectual ability isconsidered a vital positive trait. However, one police divisiondecided not to hire those with high score in cognitive skills exam(Anderson, 2001).

Morethan often, the manner of applicant selection becomes tangled withthe exercise of attracting candidates.For the applicant, theselection procedure requires tolerant navigation of mental, physical,and aptitude examinations, interviews, and screenings and acquiescingto an in-depth background investigation. The crucial duty foragencies is to use selection procedures that disclose the bestprobable recruits for department needs.Inensuring that the police division has dependable officers who can becalled upon to their respective duties without much hesitation,recruits should meet certain threshold. Many studies have found outthat job dissatisfaction tend to decrease with increasing educationallevel.

Presumptionis that education which does not yield to extrinsic rewards such asmoney, autonomy, and power tend to produce uncontended staff. Suchunenthusiastic personnel produce unfulfilled expectations andaspirations. Moreover, it’s important to note that educated policeofficers are trained to handle conflicts more amicably than theuneducated. The promotion system in the police department shouldcorrelate to once academic credentials. A system marred withunfairness leads to sense of betrayal among the educated personneland, therefore, culminates in low job satisfaction (Farmer &ampYellowley, 2012).

Thejob level that a recruit is bound to join also influence organizationcommitment and job satisfaction. A well-structured police systemwill develop an elaborate ranking system accompanied withrequirements for each rank. The ranking system will also factor inthe level of education that the recruit has achieved. Traditionally,job satisfaction and commitment increases with higher rank.

Beingin the police force is a demanding occupation that requires resilientphysical ability, and sharp mental capability to deal withchallenging and life-threatening circumstances. The police job alsodemands good interpersonal skills in order to work efficiently withthe societies they serve and protect. These, therefore, representsome of the individual traits that are necessary during therecruitment exercise (Anderson, 2001).

Today’spolice departments are service oriented and no longer hire in thespirit of adventure, but rather in the spirit of service. Agencies,therefore,recruit individuals exhibiting features in tandem with theservice element of policing. Today’s police officer should possessgood problem-solving skills and well as good judgment to make theright decisions. Contrasting the past, where it was like arequirement for an officer to be cruel, modern police officer has acapacity for compassion and empathy.

Honestyand trustworthiness are other significant personal traits. Anofficer’s word is often accepted as the reality unless disproven byreliable evidence. The recruitment exercise should, therefore,establish whether the applicant will stand up to the authority tostate the truth even if it adversely affects them.

Duringthe recruitment exercise, leadership trait should also be considered.In law enforcement, assisting people to solve difficulties and workthrough demanding situations, makes one a leader. The recruitingpanel and the exam should, therefore, establish whether the applicantis willing to accept the extra responsibility(Wilson, 2010). The examshould further establish whether the applicant will refuse advancedassignments because of perceptions of difficulty or fear of failure.

Thefive-factor theory establishes a good framework through whichapplicants can be bench-marked. The theory collectively is taxonomyof character traits and encompasses five broad dynamics thatinfluence any individual suitability for a job. The five elementsinclude neuroticism, agreeableness, extraversion, conscientiousness,and openness to experience (Farmer&amp Yellowley, 2012).

Extraversioncovers definite traits such as talkative, assertive, and energetic.Applicants exhibiting high levels of assertiveness and energy willsurely make a good police officer. Such applicants can easily bondwith other colleagues and perform duties as a team.

Agreeablenessincludes such traits like kind, sympathetic, and affectionate. Thischaracter is quite significant in exhibiting a positive image of thepolice service. Applicants possessing such character are an asset andwould be useful in establishing a good rapport with the communitythey serve and protect.

Conscientiousnessincludes such traits like organized, and thorough. Such characterensures a well-planned office and activities. Individuals of suchcadre can work on their own without any supervision (Wilson, 2010).

Neuroticismsometimes called emotional stability encompasses traits such astense, anxious, and moody. The recruitment exercise should be able toestablish the emotional stability of the applicant. It involvesassessing whether an individual is moody or anxious. Recruits shouldbe imaginative and insightful.Features of being a respectable policeofficer are reliability and confidence, which are the underlyingfeatures of extraversion and conscientiousness.

Thepolice officer recruitment exercise can be time-consuming and costly.While psychological assessments and background checks are valuablefor weeding out” very unsuitable contenders, police departments havehad less achievement at “weeding in” high-performing candidates.The Big Five (openness, conscientiousness, extroversion,agreeableness, neuroticism) is hence important in ensuring that thebest applicants join the police department. It can also be used topredict job-related outcomes (Anderson, 2001).


Anderson,N. (2001). Handbookof industrial, work and organizational psychology.London: SAGE.

Farmer,M., &amp Yellowley, W. (2012). Organizational Behaviour. London:Taylor &amp Francis Ltd.

Wilson,J. M. (2010). Police recruitment and retention for the newmillennium: the state of knowledge. Santa Monica, CA: RAND.