Department organization is determined through the human resources

Department
in today’s seek to determine the reasonable balance between employee
satisfaction and performance of organization. The reward program serve as the
most contingent factor in keeping employee self’s motivation high and
passionate. Ciscel (1974) stated that majority of the organization require their
employees to work according to rules and regulation, as well as, job
requirement that comply with full standards. The investigation that has been
conducted to find the comparison between rewards and individuals were focused
to increase the performance of employees. Wilson (1984), the process of
management is one among the key element of total reward system. According to
Entwistle (1987), if an employee performs successfully, it leads to
organizational rewards and as a result of motivational factor of employees lie
in their performance. Hartman et al, (1994), a well discipline reward system
must change behavior that participate to clearly define goals, the challenge in
developing such a program lies in determining 
what reward are effective agent of change, what behavior can be changed
and the cost and advantages of eliciting change.

Lawler
(2003) argued that welfare and demotion of the organization is determined
through the human resources how they are treated. Most of departments gained
the extra ordinary development by fully complying with their business technique
through a well balanced reward system for employees. This reward system only a
tool for satisfaction for employees by which their emotion for job increased.
In spite of it is not possible directly to motivate other, it is nevertheless
necessary to know how to affect or control others are motivate to do. With over
all aim of having employees identify their own welfare with that of the
organization (Bruce and Pepitone, 1999). In the experience of a recognized
employee to be recognized formally gave me extra motivation and made me wonder
what I could do to keep the momentum going (Gyurcik & Brawley, 2000). According
to Andrew (2004), commitment and satisfactions of all employees is totally
based on reward and recognition. Reward is basically primary motive of all
employees, in our police department mostly motivated officer do their best in
all situation this is only due to reward which given. An effective reward
program may have three components: immediate, short-term and long term. This
means immediate recognition of a good performance, short-term for performance
could be offered monthly or quarterly and long-term reward are given for
showing loyalty over the years (Schoeffler, 2005). Every organization’s reward
system should focus on these major areas; compensation, benefits, recognition
and appreciation (Sarvadi, 2010). Kanfer et al. (2012) describe motivation in
the work sense as a set of processes which are ultimately used to determine a
person action, and which actions they will use to achieve a desired outcome.
This psychology show that if a person do a work or task and at the end he will
achieve the goal, all those action, procedure and steps which are used in work
fulfillment are the motivation for person. These actions show that how many
motivations have in person. This thing also show satisfaction level of person,
vice versa if he do thing shortly and just want to do work, do not show
interest in work then his  action show
that he is not motivated, he work only for job 
benefits. Adams (1965) describe equity theory as the perception of how
you are treated compared to others and in essence you will be more satisfied
and motivated if you are been fairly treated. This is most difficult factor in
our department of police, fairly treating is impossible because every person
has its own interests. But many of officers has skill to handle all situation,
give reward and punishment on merit base, due to which people do every task
proper and fully motivated. If equity and merit base duties performed in
department then many bad thing among persons removed like jealousy, biasness
and curiosity. According to Kealesitse et al (2013) performance based pay
aligned with a broader performance assessment can facilitate better customer
focused performance metrics as well as other organizational objectives within a
public sector environment. Performance base pay (reward) is good thing but in
our department it is impossible because there are no criteria to measure performance.
So performance based pay is difficult, some people work  in office and some in field their comparison
is too much difficult by which you cannot measure performance easily. Reward
can be used to improve performance by setting in relation to the work given
e.g. surpassing some sales targets. When the employee surpasses their target,
he or she can be given an additional amount to their salary; this will make
them strive to achieve more (Maund, 2010). Research proven that when human
being are appreciated and praised they tends to improve their performance. This
is another way an organization can apply as a reward so as to improve
performance. Praise could be shown in the organization newsletter or in
meeting. When managers take time to meet and recognize employees who have
performed well, it plays a big role in enhancing employees’ performance
(Torrington & Hall, 2006). Human resource is the most valuable asset of
every organization. In the age of globalization, the work place realities of
previous years no longer exist. The change has been observed on the work place
realities in today’s organization. It is necessary to revise carefully as well
as meet and introduce new motivational tools to enhance employee motivation if
we want these resources to retain and give their best. Reward system is
considered one of the important factors that increase job satisfaction among
employee. It is because reward system fulfills employee’s need which increases
the interaction between the employee and the organization. Reward system is one
of the most significant issues of the human resources management. Throughout
the literature, it is obvious that theorists and academics, as well as
practitioner and manger emphasize the important factor of reward. In many
organization on basis of biasness under or over reward is given to employee,
which causes problem and employee satisfaction disturbed. Two Factor Theory
views both under and over reward disturbed the satisfaction level of employees.
While the under-reward causes feeling of unfair treatment, over reward leads to
feeling of guilt and discomfort (Edward, 1973). Robbins and Jude (2013)
described job satisfaction as positive feeling about a job, resulting from an
evolution of its characteristics. A person with high level of job satisfaction
makes positive feeling about his or her job. If a person does not satisfied
from his job then negative feeling arises and he or she put pressure on whole
environment. Opkara (2002) stated that factor such as pay, the work itself,
supervision, relationships with co-worker and opportunities for promotion have
been found to contribute to job satisfaction. Job satisfaction is defined as
how people feel about jobs and different aspect of their jobs (Hedge and
Borman, 2012).

My
research is all about the police personals lives who sacrifice even his all
efforts for betterment of country. I discuss hurdles of environment during they
work, their reward system which is not suitable for good performance employees.
Police person has a lot of problems during his duty like holidays. There is no
weekend or leaves for police department they work all the day even whole year.
Another major problem is political environment which use police department for
own works and desires. They disturbed the police personals lowest to high ranks
because they want police work for them not for public. Environment of senior
and junior also make differences between police people; they hate each other too
much because of communications gap. Senior has no interest to check out the
real problem of junior, they just ask him go and do duty on time. These things
effects badly psychology of police persons, they just want to do duty. Due to
these factors family, general public and colleague of police persons effected
badly. Many other problems like transportation, posting, medical, physical and
entertainment does not full fill in this department, less pay is also a big
problem. I will discuss all problems and facilities for police personals. In
facilities police has power to overcome bad things like traffic problems, law
and order situation, terrorism and personal advantages like different
incentives, brave, and family satisfy from job.

The
main thing in this department is system policies which are implemented over 100
year ago, English government make police department and his policies. These
procedure and policies run even in today environment, when world is global
village. Policies of every department is changed, they make new useful right
and duties. But police department policies are old which disturbed whole
department. System of reward is not competing with employee’s efforts, they
work more but reward is too low. Most of police persons are sick and suffer
from harmful diseases, only due to department pressure. I will give scenario
about this department, and try best to show impact of reward on police person
satisfaction.