Antecedents and consequences of job satisfaction among the constabulary in Karnataka

Abstract

With the passage of time, crime and their mode of operation have undergone a sea change and the responsibility on the law enforcing agencies has shot up significantly. The growth of economy and globalisation has led to more sophisticated and professional crimes. The environment has become extremely complex; vested interests play their communal card; mafia elements, black marketers, illegal liquor barons etc., are making the work of the police extremely challenging. It is therefore essential that the Police Officers at all ranks show personal initiative in tackling the problems effectively. The study tries to understand the Antecedents and Consequences of Job Satisfaction and Personal Initiative of the Policemen, so as to identify the demotivating factors in the police department and to suggest means to empower the constabulary. The concept of empowerment is encouraging and allowing individuals to do their jobs and contribute to the organization s goals. It requires the creation of a culture which both encourages people at all levels to feel they can make a difference and helps them to acquire confidence and skills to do so. (August Vollmer). Motivation of policemen is essential to increase Personal Initiative of constabulary in Karnataka. Motives represent what the policemen want and expect from their jobs, while Job satisfaction reflects the policemen s reactions to what they receive. Empowerment is extremely essential in the interest of the police since responsibility for decision-making can be delegated to the lower police officers who are at the field level and who are in a position to take decisions as per the requirement of the situation. As Richard Curver states- The right structure and environment has to be established so that the majority constituents of the civil police can make full contribution towards the better service delivery to the citizens. This should be recognized that there should be power and authority established at all levels of the organization .In the Police Department, the Extrinsic factors like pay and working conditions have more significant contribution towards Job Satisfaction than do Intrinsic factors like recognition. Maslow s need- gratification theory (1954) states that Higher needs become desirable only when the lower needs are satisfied. The study of Personal Initiative of Policemen can help the police leadership to improve the service delivery and get more motivated employees. Also higher motivation will result in better service and generate staff loyalty and increase efficiency. The Districts studied are Bidar, Gulbarga, Mysore and Bangalore and the Commissionerate of Bangalore. Analysis finds that the most significant factors affecting Personal Initiative are (a) Communication, (b) Exhaustion. The next significant factors affecting Personal Initiative are (a) Supervision, (b) Affective Organisational Commitment, (c) Personal Accomplishment. The following specific suggestions are given for improving the Personal Initiative of Constabulary Making conscious attempts by Police Station in charge to be fair in job allocation and distributive justice. Replacing the existing system of performance evaluation by a more transparent and measurable system of performance evaluation. Since the most significant factor was communication, it is essential that both onward and upward communication be made very effective and all communication should be clear, precise and easily understood by the constable The number of hours of work which is very high at twenty- four hours per day, seven days a week exhausts a person physically and mentally and like the police in Mumbai and Delhi, 8 hours duty schedule is required for more Personal Initiative. Police is a team organization and good supervisor makes a difference by enhancing motivation of the constable in Police Station, which results in high Personal Initiative. The organization must make efforts to improve the police image, as also make the constable get a sense of belonging to the organization, since Affective Organization Commitment will also make significant difference to the Personal Initiative of the constable. Personal Accomplishment is a significant factor and the constable must be rewarded if he has done some good work. This would motivate him to take Personal Initiative to resolve any crisis. Promotional aspects of constables are poor and the Nature of Work is monotonous. The police leadership must strive to change this by giving at least 3-4 promotions to the constable during his service and also ensure fairness in job allocation and job rotation at the police station in order to achieve better Personal Initiative.