A heavier workload with low compensation is a major driver of low employee morale and dysfunctional employer-employee relations. When an employee is in a low-salary job role with inadequate benefits, there is no reason to stay, especially, when a better door of opportunity opens.
Poor employee job comparability is a major mishap in organizations internationally. It is a major driver of unsuccessful organizational outcomes. Law enforcement i.e. police officers risk their lives to serve and protect the safety of others, despite inadequate compensation to job role comparability (equivalent). It faithfully takes a person of profound courage to service and protect the well-being of others despite the evident danger.
Officers stand in front of potential dangerous conditions on a daily basis, exclusive to those officers who serve in high crime areas. There is such an extreme yearly growth in crimes being committed. It almost makes you wonder if criminals take the time to develop plans of actions for committing crimes. Criminals implement the lowest measures of immoral acts that invade the lives of hardworking citizens.
An officer never knows the type of circumstances they are stepping into. For instance, fallen Memphis police officer Martoiya Lang had no way of knowing her life would be taken on December 14, 2012. Officer Lang left behind four beautiful daughters and a husband. Employees who work in office and other career environments do not run the risk of working in dangerous conditions every single day, hour, minute, and second. Police officers do not have a written clause in their job description that gives them the alternative to opt out of what they may believe to be potentially dangerous or deadly situations. Although no amount of compensation is comparable to a life, the work responsibilities should be comparable to compensation. Employee morale is a massive component to any organization. There are a number of factors that contributes to low employee morale, for example, lack of advancement opportunities, low wages, poor leadership, and lack of employee value. It is hard to be motivated to give your all in a job role in which you feel undervalued and underpaid. How can a police officer earn less than another city employee who does not compromise something as precious as their own life? More specifically, those employees who hold management/leadership positions who do not even possess the essential skills, knowledge, neither the basic fundamentals to perform job role tasks?
1. Do you believe a job role for example “police officer” that is surrounded with endless danger and possible deadly conditions should warrant top salaries?
2. Do you feel in the event of a police officer being killed while on duty, the first city employee to take post on one of the designated street locations for soliciting of donations should be the Mayor of the respective city?
3. Do you feel there should be a “special city fund” set up by each respective city for families of fallen police officer who lives are taken while on duty?
4. Do you feel it is possible to fully dedicate yourself to a job despite inadequate compensation to job role comparability with an emphasis on potential daily conditions of dangers?
5. What are some of the day to day conflicts surrounding your workplace?
Compensation should always be equivalent to the work load, skill set, job demand, and reflective of the inherent ability of an employee to successfully perform the job with minimal supervision. In most work environments, front line employees tend to perform most of the day to day operational tasks with the management team assigning/delegating the tasks. With the new found fearless mindsets of criminals on the street globally, willing to take aim at police officers, a structure review of job demands, requirements, and safety assessments must be realized. Side by side examination, comparative analysis of compensation and job role equivalence should promptly follow. Join the conversation!