The amount of control aimed in a police organization is highly associated with the capability of police officials to motivate other officers. Too much control may tighten the environment and pressure everyone to attain a common goal at a small amount of time and this would most likely fail the objective of motivating. However, if the organization is controlled in a way that the officers are not being invasive or not being too hard on subordinates but still maintains the right amount of accountability, then this might be effective in increasing motivation within the organization.
Balance can only be attained through careful scrutiny of the situation—a sort of check and balance method. If it is noticed that the environment is already tightened with pressure and over-control then it is time to adjust and loosen some aspects of the leadership, vice versa. 2. While the mechanisms devised by Captain Frebe appeared to be effective in the beginning, it was also described as invasive which suggests that it also alienated some officers.
Furthermore, the mechanisms imposed should have focused more on motivating the officers rather than controlling them. Officers are role models to their subordinates. This suggests that if the objective is to create a motivating environment, then it is more than important to focus on the motivation of officers themselves. 3. Organizations are larger-scale environments in which people involved are hard to motivate. Any aims of motivation should also be adjusted in order to accommodate the needs of the organization.
It is still possible for people to be motivated in organizations and will be most effective if more efforts are exerted by people in the administrative and managerial positions because they are the ones who can provide leadership.
Most especially, it is important that a definite program should be followed in order to come up with a motivating environment which can also increase the responsibility and accountability among people.
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