Recognition as Morale Booster
Chapter 1
The New York City Police Department, with a force of thirty-eight thousand members, is the largest and most recognized in the country. While it has been noted for its recent success in lowering crime, it has always been notable for its lack of morale. One of the key reasons for low morale is the lack of a viable recognition system for the entire force, especially the rank and file officers, spanning every department.
What is remarkable is how important an improved recognition program is, how its multiplier effect could permeate the culture and how little it is discussed, both here in New York and elsewhere. Such a program would affect so many lives within the department and the largest city in the country it is designed to serve; from reducing costs in financially restricted times to providing safer and more effective interaction with the public in terms of routine safety and times of crisis and heightened danger.
Having served in the NYPD for twenty-two years; from patrolman, to undercover narcotics, to detective, and finally SVU; I bring a first hand POV to the: problems, ramifications, existing research, and the hurdles possible solutions will face.
The significance of low morale needs to begin by looking at each member of the force, not as a number, but as an individual, a human being working in a sprawling organization that spans a variety of job descriptors and work environments.
A recognition program to lift morale would acknowledge or give special attention to employee efforts, actions, behavior or performance. It would meet an intrinsic psychological need for appreciation for one's efforts and improve any business or civil service department by reinforcing certain behaviors (e.g., extraordinary accomplishments) that contribute to organizational success. Whether formal or informal, recognition programs acknowledge employee contributions immediately after the fact, usually without predetermined goals or
The New York City Police Department, with a force of thirty-eight thousand members, is the largest and most recognized in the country. While it has been noted for its recent success in lowering crime, it has always been notable for its lack of morale. One of the key reasons for low morale is the lack of a viable recognition system for the entire force, especially the rank and file officers, spanning every department.
What is remarkable is how important an improved recognition program is, how its multiplier effect could permeate the culture and how little it is discussed, both here in New York and elsewhere. Such a program would affect so many lives within the department and the largest city in the country it is designed to serve; from reducing costs in financially restricted times to providing safer and more effective interaction with the public in terms of routine safety and times of crisis and heightened danger.
Having served in the NYPD for twenty-two years; from patrolman, to undercover narcotics, to detective, and finally SVU; I bring a first hand POV to the: problems, ramifications, existing research, and the hurdles possible solutions will face.
The significance of low morale needs to begin by looking at each member of the force, not as a number, but as an individual, a human being working in a sprawling organization that spans a variety of job descriptors and work environments.
A recognition program to lift morale would acknowledge or give special attention to employee efforts, actions, behavior or performance. It would meet an intrinsic psychological need for appreciation for one's efforts and improve any business or civil service department by reinforcing certain behaviors (e.g., extraordinary accomplishments) that contribute to organizational success. Whether formal or informal, recognition programs acknowledge employee contributions immediately after the fact, usually without predetermined goals or