Case study

Kinalagan, Jusua
Kismali, Rialyn Joy
Labadan, Mafel
1. The captain is trying to correct the poor performance of his employees in terms of
recording public cases and reports. According to the captain, there seems to be no
problem when these employees are sent outside their office to take action on crime
prevention and on serving the public. However, it was clearly noticed by the captain that
there is indeed a big problem when it comes to paperwork for the cases. Employees
obviously dislike it; the job is frequently put off or done inadequately. As a result of these
paperwork being disregarded and taken for granted by employees, they tend to lose more
cases. If only these employees were dedicated to their paperwork as to their job outside
the office, they would have had strong cases, and the station could get a budget to run.
Else, the station will remain a budget crunch. Hence, recording cases is the main problem
faced by the police captain.
2. It was stated in the captain’s statement that the employees were inexperienced rookies.
As young and as an inexperienced as they are, they tend to focus and exposed
themselves more on field works rather than on paperwork—which is not helpful to the
organization; since to reach its ultimate objective, one job should be as important as the
other. In short, no job must be taken for granted. In assessing individual behavior and
performance by using the MARS model, in terms of motivation (M), it can be implied that
the employees have only eagerness to do the other part of the job. They only engaged
their effort on the job that they have chosen—and in this case it is doing public works.
However, in our opinion, these employees are not goal oriented, this means that they only
complied the other part of the job that they wanted to do, and disregard the other one or
maybe if they comply it, they don’t put effort to it and just do it for mere compliance. This
is not a good thing to do because it affects the ultimate goal of an organization. In terms
of ability (A), there seems to be no problem because they have the skills and attributes
since they were trained in the work that they are engaged in. It’s just that they are too lazy
to finish their work which is the paperwork. In terms of role and perception (R), employees
are not really aware of their role in the organization. They only work because they wanted
to, not because of what must be done. Employees should be aware about their role and
they must change their own perception about “doing only the job that they want” to “doing
the job that they must do.” The last aspect is all about situational factor. In terms of
situational factor, employees should be oriented about the possibilities that they will
encounter in their workplace or fortuitous events will occur. It must be relayed to them in
a clear manner that they should stick to the goal of their organization. Amidst the
constraints in the workplace, employees must be motivated in order for their performance
not to be affected.
3. The captain has not considered all possible solutions. We believe that the employer must
provide trainings that do not only focus on the field works, but trainings that would help
them realize about the importance of other aspects which could lead them to realizing their
role as an employee in their respective organization. Aside from that, they must also be
exposed to trainings that may tackle about paperwork, because this is the main problem
that was pointed out at in this case. The employees are truly competent, but they lack in
some aspects. Even if these are just small aspects, it should be addressed by the
organization because in the end, it is the organization that will suffer.