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  1. Analyse one or more strategic problems in a modern business organisation and produce a comprehensive report detailing the objectives, methodologies, findings, analysis, and conclusions of the research carried out above.  The minimum word length for the report is 8000 words.
  2. Analyse the extent to which you have developed your knowledge, throughout the course and how the course and this project has helped your employability.  This should be summarised as a personal statement of no more than 500 words and placed in an appendix to the main document.

The frontline staff of police sector in the UK. In England, a fall of 8% was seen and 6% and 5% fall was seen in Humberside and South Yorkshire respectively.  There were several reasons found behind this fall. One of them was stress and pressure of the officers.  In the views of Smith (2015), the budget cuts are made in the office roles of frontline police staff. This is the reason why there has been a fall in the total number of police staff in England. Since 2003, the number has dropped below 200,000 for the first time.

According to Schwartz, Schurink & Stanz (2007), the police staff in UK are trying to satisfy the needs of the community so that the service delivery can be improved. The nature of the jobs of frontline police staff is changing which is increasing the stress levels in them which are because of the performance issues and the budget cuts for them (Nerurkar, 2014).

This research will be conducted by referring to various sources of information and by adopting a particular method of research. The reasons for the stress within the frontline officers will be discussed and the research will be conducted to know how stress is affecting the frontline staff of police sector in UK. The research methodology will be discussed with the timeline of the research and the data collected will be analysed to discuss the findings of the research.  At last, the conclusions and recommendations will be given to the police sector as to how the level of stress can be reduced and the police sector can be motivated to enhance their performance and empowerment of the employees.

1.2 Research Aims & Objectives

The main aim of the research is to identify the key factors which bring stress in the frontline police staff in UK. This also relates to the motivation and empowerment of the police officers which increase their performance and productivity and as a whole the overall police sector experience a growth in its productivity.

The main objectives of the research are:

  • To explore the role and responsibilities of the Frontline police officers in the UK
  • To critically analyse the main factors causing stress in the Frontline police officers in the UK.
  • To evaluate the motivational drivers to increase the performance of the frontline police officers in the UK

The main research questions which are to be answered after the study are:

  1. What role is played by the frontline police staff in the police sector of UK?
  2. What are the key factors which cause stress in the frontline police officers in the UK?
  3. How can the frontline police officers be motivated to increase their performance and self-determination for their work and duties?

The research has been conducted to discover the factors causing stress in the police officers working in the frontline service department. The police officers have to go through the psychological pressure in the workplace which can occur due to the cultural and managerial environment in the organisation. This pressure degrades the performance of the employees and also affects their personal life. This pressure needs to be understood to help these police officers and to improve their working conditions for the frontline police staff. This would improve the stress conditions in the workplace and will also improve their personal health. This is why, it is important to conduct this research (Bilyalova, Ryseva & Kalashnikova, 2016).

This section of the study provides a review of the secondary sources like research papers, magazines, newspapers, internet sources and other literary sources which have been already used by others for some or the other purposes. These sources will provide the quantitative and qualitative information which will help in knowing about the key factors which provide the actual reasons for the stress among the frontline staff of police sector of UK. This data will contribute in concluding the research and for providing the recommendations on the same.

Police sector of UK

2.2 Police sector of UK

The police sector of UK is committed to work for the civilians and manage their expectations. The police forces are needed to manage the budgets and look critically into their operations so that they can collaborate to deliver the safety and security to the public (Grant, 2015). The police sector of U.K. has set up a significant team which is especially for bringing improvements in the industry. Different techniques are used to improve the performance of different departments like a frontline office. The police sector works with a collaboration with the companies which helps in empowering the employees so that they can become capable of responding to the challenges in future (Kapoor & Karmarkar, 2014).

In UK the police officers especially which are in the frontline staff are going through stress which is causing the unproductivity and ineffectiveness in the job of the police department. As per the definition is given by Klinic Community Health Centre (2010), Stress is the feeling which makes a person feeling overloaded and worried. Stress is a normal part of life but it is harmful when it is stretched for long. Stress in a limited sense is good to motivate a person but it’s bad when it exceeds the time and the limit. At a workplace, stress is becoming common these days which is because of high pressures at work and growing competition. Stress management is necessary in these cases to set up a connection between mind and body and to control the health in a positive sense (Sundaram & Kumaran, 2012).

As per the latest statistics, the suicides among the police officers are on the increase. The Office for National Statistics has found that the number of suicides doubled from 15 in 2009 to 29 in 2013. There have been so many job losses as the spending cuts are increasing. It is also founfd that almost 9 out of every 10 people experience stress and poor mental health. A survey was conducted among 500 frontline officers in which 67% of the participants believed that the stress levels have increased after the budget cuts have increased by the government and 70% of them believed that they need a good co-worker for support so their mental health can improve (Roberts & Abbasah, 2015). It is also seen that the number of police officers with stress has risen by 50% in the last five years.

The above graph clearly shows that the stress in the police officers in UK is rising. The total number of police officers with stress was 5460 in the year 2013-14 which increased to 6278 in 2014-2015 and 8632 in the year 2015-2016. The police officers admitted that the increased stress levels are due to the inadequate support from the upper management and budget cuts by the government (Alexander, 2016).

2.3 Sources of Stress

Stress can occur from various sources in the work environment. It can be from the environment at the workplace which demands too much adjust or high and intense competition. There can be social stressors in which the society can create problems and pressures on an individual (Ivie & Garland, 2011). The stress can be physiological or mental in which the circumstances can create problems for an individual. It can be created due to the lack of exercise, illness or disturbances in sleep and routine (Oweke,  Muola & Ngumi, 2014).

Sources of stress

The police employees have a very important role in the economy. They are the custodians of law and order in a society and they also provide safety and security to all. They generally deal with the public and understand their concerns to provide them the feeling of safety in the country.   

The increase in rates of crime and agitations, violence and political activities has further increased the importance of the role of police in the country (Ongoro & Oloko, 2015). But despite having so much of responsibilities, the police is handicapped because of many constraints which ultimately reflect in their performance and become a major concern for the government. Several initiatives have been launched from time to time to increase the effectiveness of the police services and the major goal of this is to improve and align the services of the police with the safety and satisfaction of the public.

The police officers due to the nature of their services of high responsibilities face a situation of stress and pressures which reflect in their performance and also shake their confidence level. The police officers are needed to have stress management techniques because of which they can be able to manage their continuous working hours and capacity to deal with the complex problems (Portland State University, 2014).

2.4 Key factors causing stress in the frontline staff of Police sector in the UK

As per Shane (2010), the nature of the work of police department is stressful. It is because the people who work for the obligation of people’s safety and health and who work for human service professions are bound to provide their service all the time which creates stress in their life. It also affects their personal as well as professional life. It is because in these types of professionals the agents have very little control over the client (Brough & Biggs, 2010). The profession of police have these kinds of characteristics and it makes it very stressful. There is lesser autonomy in the job of a police officer. Also, there are some of the reasons why police department has high levels of stress. By going through various research papers, articles and books, some of the key factors are identified which causes stress in the frontline police staff. These factors are discussed below:


One of the main key factors of stress in the frontline police officers in is high levels of Bureaucracy. It is when the formality is in excess and the police departments are often surrounded by Bureaucracy especially the larger ones (Burke, 2007).The author further adds that it creates a high impersonal environment and there is lesser communication between the superiors and subordinates which creates differences between different levels of hierarchy and it also affects work. In these kinds of professions, communication is really essential to make effective decisions and to achieve the goals of the department which is the safety and security of the civilians (Suresh, et al., 2013).

Organisational capacity and stressors in the organisations

Key factors causing stress in the frontline staff of Police sector in the UK

Another reason of stress can be the high level of complexity in the police department. It is often understood by the people that police departments have a high capacity of handling the work. The police departments are huge and complex. There is a lack of communication within them because of which they are not able to handle the high volumes of work which creates stress at one point in time.  (Waters & Ussery, 2007).  There are some psychological stressors which create problems between the co-workers, superiors, and administrators. The fights and disagreements within the agencies and departments hinder the real talent and effectiveness of the frontline police staff. The investigations which are carried on within the police departments create stress and also hamper the performance of the frontline staff (Avdija, 2014).

Level of support

Another reason is lack of support due to which the police officers do not get fair chances to prove themselves. They look for guidance from the superiors who become essential and if they do not get it, they can have stress and pressures at the workplace which can affect their workplace as well as personal life (Baker, 2011).

Relationship with co-worker

One of the reasons for stress can be the behaviour of the co-worker or the relationship with the co-workers. The nature of police work is such which demands high secrecy and trust. The police department needs the highly structured environment and if it does not prevail then it may create stress and pressures on the police officers (McCarty, Zhao & Garland, 2007).

Lack of effective Leadership and supervision

Leadership and supervision are very important to handle such a complex work where the responsibility for the safety of civilians is there. A proper leadership and supervision can handle huge organisational problems and can provide effective solutions (Wang, et al., 2014). The support provided by the organisation showcase the positive influences on the frontline employees and it is clearly seen in the services provided by the officers to the public. Lack of effective leadership and supervision creates ineffectiveness in the work of police workers and they are not directed properly.  It can also give rise to Favouritism which causes some personal relationships and alliances. It may have adverse effects on the employee and his motivation at the workplace (Steiner & Wooldredge, 2015).

Lack of Training and coaching

The lack of training facilities in the workplace may hamper the motivation of the frontline staff of the police in UK. There may be an inadequate analysis of the need for training or the inadequate resources and instruments which affect the training and coaching given by the organisation to the employees. Training enhances the motivation and also increases the effectiveness of the services of the police staff (Andersen and Gustafsberg, 2016).

Stress is an important factor which contributes to the overall performance of the employees. The work of the police is considered as one of the most stressful work because of its operations (Aleksandra Basinska, et. al., 2014). The police department is a service provider and it also has a responsibility to fulfill the expectations of the public. The employees in police department face the danger of injuries and crime at the time of work and also when off on the duty (Hickman, et al., 2011). 

The level is stress is almost the same on male and female workers so there are no such gender differences. There are time constraints, budget constraints and they have to solve many cases of crime. They have huge and complex workloads and have to work for long working hours which increases the stress levels in them (Morash, Kwak & Haarr, 2006). The environment, internal and external surroundings are hostile which create insecurities in the minds of police officers and also in the minds of their families. The increase in the stress levels in return decreases the performance and productivity of the work of the police officers because of the demotivation and the fear of being injured or killed (Kaur, Chodagiri and Reddi, 2013).

The staffs in police play a very important role in the safety and security of the country. The change in the situations of the society has added the responsibilities of the police department and the performance of police is falling short of the expectations of the public. To make their performance effective, the Government have taken some of the initiatives from time to time (Smith & Charles, 2016). They have taken some steps to bring an attitude in the police staffs which help them in being friendly with the general population.

They also tried to bring transparency in the working of police. Like for example, the company has started providing details on the local crime maps of what action they have taken for the offenders and criminals. This has improved the image of police and also made them more effective and efficient. As per Alderden & Skogen (2012), Police work is stressful and this stress is extended to the civilians as well. The research has focussed on the job satisfaction of the police and certain issues at the workplace. It is often affected by morale and quality of work life. The dissatisfaction in the police staff results in the lower commitment of job, low productivity, absenteeism, sick leave, sadness or deviance from work. When the staffs are unhappy or dissatisfied, they often feel the brain drain (Ranta, 2009).

2.5 Motivation to the frontline police staff of UK 

According to Hammad, Awan, Akhtar & Imdadullah (2012), it is very important to achieve increased efficiency so that competitiveness can be gained. In other words, Sanderson, Harshak & Blain (2009) added that the motivation is required to have better services and reduced costs in the police department in UK and in every other country.  For achieving motivation, the organisations or the departments should follow the hygiene factors so that the performance can be elevated. As per the Fredrick Herzberg’s Two Factor Theory, there are two factors the hygiene factors and the motivators. Hygiene factors characterise about the working environment of an individual. For e.g. the policies of an organisation, job security, etc. It connects employees and has a great impact on the overall services by the police to the public (Tomaževi?, Seljak & Aristovnik, 2014).

There are some drivers of the employee motivation which improves the performance and efficiency of the public sector. It improves the competitiveness and results in better services and reduced costs.  There are many theories and frameworks which help in driving the motivation in the frontline staff of police in UK. Some of the theories involve the theory of Frederick Winslow Taylor, Abraham Maslow, Frederick Herzberg and McGregor theory. These theories give different concepts as to how the motivation can be provided to the employees in the organisation (Maguire, 2008).  Some of the steps which can be taken for enhancing motivation among the police employees are stated below:

  • Performance management: Performance management can be used to plan and monitor the performance so that delivery of services can be made efficient. This will help to keep a check on the performance of the staff and this is how they can be motivated to perform more efficiently to achieve their work objectives (Sanderson, Harshak & Blain, 2009).
  • Recognition: Good performance should be recognised in the organisation and under performance should be managed swiftly. The government and the whole department should focus on developing the skills of the employees by investing in their personal growth and development of employees (Tucker, 2015). It will motivate the police officers to fulfill their duties more efficiently.
  • Working relationships: Productive working relationships should be built so that every team could work together to achieve the desired services and performance. Working relationships affect a lot on the performance of the employees. Good working relationships could boost the morale of the employees to work for the public welfare.
  • Hygiene factors: The hygiene factors should be developed like good working conditions, good pay and job security should be enhanced (Gül and Del?ce, 2011). This will motivate the workers to devote their efforts for the civilians and work for their safety and security too.
  • Employee connectivity: Employee connectivity should be enhanced so that the objectives of the organisation can be met (Bune, 2015). Proper communication would enhance the flow of information and this is how the services of the police staff will improve.

The above diagram shows that the commitment drivers elevates the performance of the employees, they feel motivated and achieve higher levels of the performance.

The basic hygiene factors can be met in the police sector of UK managing the capabilities of the police employees, building good communication, taking proactive actions, recognising the efforts and by using performance management (Cox, Klinger & Wiley-Blackwell 2004).In today’s environment, the public is more dependent on the police and for this, the police need to be more engaged and more efficient so that they can manage the responsibilities they have on them (Alderman, 2013).  As per Vanderkam (2014), it depends on good leadership that how inspired the employees are in the police sector. The senior executives have to take steps to develop innovation in the employees and to bring constant strong performance in the employees.

It is seen that inspired employees have bought 40% reductions in the crime in UK and also helps in accomplishing the goals of the organisation (Vanderkam, 2014). When the employees are inspired, they feel motivated and they start believing in their capabilities which help them in achieving their goals and objectives. As per Kaufman (2011), Inspiration matters in developing human motivation. It creates clarity and awareness of new possibilities to an individual. The people who are inspired are open to experience and develop self-esteem and optimism.   It is further added by Sparrow (2015), that the police performance should be measured in order to enhance the motivation and performance in them. Training should be given so that the employees get proper coaching as to how they should connect with each other and with the users to solve the cases and to provide efficient services (Tyler, 2013).

Frontline employees are the people who are responsible for the overall customer or user experience and these employees should be motivated to ensure better services to the public (Perry & Hondeghem, 2008). Employees in police sector need to have a heroic personality which can be used for solving the problems of the public. For this purpose, the department can hire trainers for providing soft skills to the employees, to empower the employees and to have a good leader who can manage them all (Michie, 2002).

2.6 Conclusion

It can be concluded that getting the right people on board is necessary and to give them right direction is even more important. The frontline staff of police is the one which connects with the customers. The users have more hopes and expectations from these employees and because of high expectations and responsibilities; it gives birth to stress and depression in the police employees. Stress and depression cause low productivity and performance. It often affects the presence of the police employees at work and their motivation is affected.  It is harder to motivate the police employees but it is essential to provide better services to the users and public so as to connect with them in a better way and to reduce the scenes of crime in the country.  It helps further in ensuring safety and security of the public

Research Methodology is one of the most important sections of the whole research study which shows the methods, techniques, and processes taken for the completion of the research successfully. This section includes the methods used for data collection, the techniques for sampling and also the limitations of the research which provides the complete overview of the research project and its process. In this section, the research plan is also discussed which shows that how the research project has been completed step by step.

3.2 Methods used in Research

The research is completed with the help of various research designs. These designs include descriptive research, exploratory research, and explanatory research. All the research designs serve different purposes. The descriptive research helps in discussing the theoretical data which is the topic of the research. And the exploratory design of the research helps in linking the cause and effect of the research topic (Bryman and Bell, 2015). Explanatory research, on the other hand, focuses on providing the clear explanation on the topic and its related factors.

This research is exploratory researches in which different factors have been discussed which are responsible for the stress in the frontline police staff of UK. Also, the motivation methods have been discussed which can motivate the police staff and elevate their performance which ultimately satisfies the civilians and makes them feel safe.

3.3 Research approach

There are different approaches to carry on the research.  These approaches can be quantitative or qualitative approaches to researchers.  This research has been conducted with the help of mixed approach of research in which both qualitative and qualitative approach has been used in combination so that the conclusions can be derived from the analysis of subjective as well as quantitative data.

Quantitative research involves collecting the numerical data on which the statistical calculations can be done to draw the conclusions (Chakrabarti, 2010). Qualitative research, on the other hand, is the approach in which the understanding is gained on the underlying reasons, opinions, and motivations. It helps in providing the insights into the problems. Both of these approaches are used to make significant conclusions of the research by using them together. This helps in knowing that how stress is affecting the police officers in UK.

The following questions are answered when the research will be completed:

  1. What role is played by the frontline police staff in the police sector of UK?
  2. What are the key factors which cause stress in the frontline police officers in the UK?
  3. How can the frontline police officers be motivated to increase their performance and self-determination for their work and duties?

3.5 Data collection

Data collection is one of the significant parts of the research. It is the data which helps in completing the research with evidence and provide a valid conclusion.  In this research, the data is been collected from the primary and secondary sources. The primary sources of data are those which provide the first-hand information or evidence (Mackey and Gass, 2015). It can be about any eyewitness, experience or statistical data. It can also be speeches, recordings or documents which are used for the first time.

Primary data can be collected through Interviews, observations, case studies, questionnaires surveys, etc. In this research, the primary data will be collected through survey questionnaire in which the certain questionnaires will be asked from the frontline police staff of UK regarding their satisfaction and stress levels. Both the sources of information are used in combination to complete the research successfully (Flick, 2015). I took special permission from the gatekeepers to enter the premises and convinced some of the police officers to devote time for the questionnaire.

The police officers were not ready to take part in the survey as the information related to their job is very confidential and not to be shared by anyone. But I convinced them to provide general information about what their jobs and responsibilities are and how they get motivated to fulfill their jobs. The strength of primary data is that it provides reliable data which are helpful in finding the answers to the research questions but the weakness is that the sample has to be credible to form a genuine conclusion.

A secondary source, on the other hand, provides the data which is already used or utilized. This can be from the magazines, articles in newspapers, reviews, research papers, etc. this data is used to describe someone else’s research. The secondary sources used in this study are the official statistical, previous research papers, information from the internet and other articles. The benefit of secondary data is that it is time-saving and also cost efficient but the disadvantage is that the data may be inaccurate and outdated.  

The instrument used for collecting primary data is questionnaire in which the set of questions will be framed to get responses from the frontline police staff which will be selected randomly. The responses will be analysed to get the final conclusions (Zikmund, et al., 2010). This method is chosen over the other methods because it reduces ambiguousness and provides clear understanding of data.

3.6 Technique for sampling

Sampling can be understood as the process in which the particular sets of units are selected from the total population to make an observation. The sample shows the overall behaviour of the population so it can be understood that the sample represents the whole set of population. There are different methods for sampling. These methods include random sampling, probability sampling, non-probability sampling, systematic sampling, stratified sampling, etc.

The random sampling method is used in this research process in which the group of frontline police officers has been selected for conducting the survey randomly from the whole population of the frontline police officers. Here, each individual has an equal chance of getting selected for the survey. Every individual has an equal probability of being chosen. The sample size for this survey is 10 where the 10 frontline police officers will be selected to gather their responses (Hair, 2015). I accessed the data of survey by taking the consent from the police officers. The perceptions of the police officers were needed to be taken in order to complete the survey for which the special permissions are taken from the frontline police officers and the survey is conducted.

3.7 Research Limitations

The research limitations are those factors which are not in the control of the researcher. These can also be considered as the shortcomings which hamper the methodology and the final conclusions of the study. Research Limitations are important to mention in the research proposal so that the user of research is in the knowledge of such constraints. Some of the limitations are normal while some have a critical influence on the results of the research.  The researcher can overcome some of the limitations or not but the limitations limit the progress of the research as a whole (Wilson, 2016).

In this research, the shortage of time is one of the big limitations. Also, the size of the sample is small which is not sufficient to make the generalisations for the whole population. The respondents may not provide the genuine responses due to pressure from the upper management and burden of duty which hampers the overall results of the research.

3.8 Reliability and Validity of research

The reliability of the research is the degree to which the research produces the consistent results. It shows how much reliable the data is and validity, on the other hand, means the credibility of the research. If the data is valid then it must be reliable too. I tried to maintain the reliability of this study by taking authentic permissions from the government and police departments so as to conduct a survey which is for the mutual benefit of the police department. The data which is used in the research is referenced so that it can be shown as genuine and valid. The data is also protected well by the strong passwords so that no unauthentic and unreliable identity can mold the genuineness of the data (Panneerselvam, 2014).

3.9 Ethical consideration

Ethics are those values which determine the right or wrong in the particular activity. This study includes ethical consideration which at every step takes care of the right or wrong activities and takes care of how well the research has been conducted. The research which has been done with ethical consideration is genuine and honest. It shows that the integrity has been maintained and the users can easily trust the data and information given in the research. It shows that the confidentiality has been maintained and no alteration has been done with the data used in the research. It is genuine and trustworthy. The information given by the police officers is kept confidential and private (Clifton, 2012).  The data was destroyed after the use so that no misuse can be made with the data.

3.10 Data Analysis

The data collected will be analysed with the help of data listing. The data patterns and values are explored and then tabulated. The quantitative data will be presented in graphs to make them more presentable and easy to understand by the users. A short explanation is given after each of the graph or table to explain that what the data is communicating and how does it contribute in making conclusions to the final research.

3.11 Action Plan

The action plan shows the proper arrangement of the activities which are needed to be considered in the process of the research (Saunders and Lewis, 2012).  This helps the researcher in completing the project on time and further this action plan is represented in the graphical form to show how much time is consumed by each activity. This graph is known as Gantt chart.

3.13 Conclusion

It can be concluded that the Research methodology clear the process of the research and this is how the whole research will be completed to know the actual conclusion of the research. This section shows that the research is been done with the qualitative data as well as quantitative data. A survey questionnaire has been conducted whose results will be analysed to get the findings.

Analysis: It can be seen from the above-collected data that most of the employees are neutral with the satisfaction level by working in UK police sector as a frontline police officer. 20% of the employee is satisfied while only 10% are highly satisfied.  This shows the level of satisfaction in the police sector of UK.

The analysis of the data collected is done to answer the questions of the study and fulfil the objectives of the research.

What is the key role played by the frontline police staff in the police sector of UK?

The frontline police officers of the police sector of UK are responsible to deal with the citizens.  They are responsible for handling the cases of crime, injuries, and restlessness in the cities. They play the main role in taking actions and supporting the citizens for their safety and protection.  The frontline police officers are meant to make a difference and bring a change in the society.  They are involved in making strategies and building the future of the policing of UK. After the terror attacks in London, the duties of the police officers have increased and they need more training to meet their duties in the society (Money & Ehimwenma, 2016).

What are the main factors which cause stress in the frontline police officers in the UK?

The main factors which cause stress in the police officers are:

  • Bureaucracy and Red tape
  • Inconsistent Leadership
  • Lack of resources
  • Relationship with co-workers at the workplace
  • High workload and pressures

Constant exposure to the public who are suffering from pain and distress also creates stress among the police officers. The police officers are also exposed to threats to their life and health which is a constant fear in them. Their emotions need to be in control all the time which starts poking their mental health slowly and gradually. These are some of the common factors which enhance the level of stress in the frontline police officers in UK police sector (Tyagi & Lochan Dhar, 2014).

How can the frontline police officers be motivated to increase their performance and self-determination for their work and duties?

As per the data collected, Motivation reduces the stress levels and empowers the employees at the workplace. Training and coaching are the method which boosts the morale of the employees and improves their performance in the workplace (Aguenza & Som, 2012). The families of police officers are stressed for their safety and security. Training is a systematic approach which develops the police officers and makes them competent enough to function and perform their job using their physical and mental abilities (Fields-Salain, 2017).

Coaching is aimed at developing the essential skills in the frontline police officers to enhance their performance and for that is how the stress will be reduced with the increased abilities (Patterson, Chung & Swan, 2012). Continuous moral busters are required to motivate the police officers because it is the job with high responsibilities and engagement (Hyllengren, et al., 2016).

It can be concluded from the whole dissertation study that the work of the police department is full with the responsibilities and duties which create stress in their lives. They play a very important role in ensuring the safety and security of the citizens of the country. The study includes the survey conducted on the sample of police officers which is analyzed and its results are shown with the help of tables and charts.

Also, secondary data is collected from various journals articles, government publications and web sources which together with primary data of survey provide a full review of how the frontline police officers of UK police sector are under stress and what all factors promote stress in them.  The project also discusses various methods through which the police officers can be motivated. The key points concluded from the primary research are:

  • There are various aspects of every job which influence the level of stress and depression in the employees. Frontline police officers have so much to deal with. They are equipped with responsibilities which are to make their country safe from offense and crimes. They need to go through many situations where they might face the risk of their lives and this is a huge challenge for them to survive without having stress.  The main factors which increase the stress levels of the frontline police officers are bureaucracy and red tape, lack of resources, favouritism, inconsistent leadership and high pressures of work.
  • Stress generates in the lives of police officers through inflexible working hours, nature of work and favouritism. But this can be solved by using various methods which kill stress and motivates the employees to work harder. These methods have also been discussed in the study. Training and coaching is one such method which will help in enhancing the abilities of the police officers and increasing their performance.
  • It is concluded that most of the employees need better working conditions to work and need effective leadership which can guide them and provides directions for the work.  This is how; they will be motivated and will perform well.

It is recommended to the police department to reward the police officers well so that they can feel motivated to work. There should be proper time given for breaks to the police officers to maintain a good work life balance. There should be proper communication to inform everyone about the current happenings and what should be done to face it.

The police department should design a proper training program to train and coach the police officers as to how they can manage their work and personal life. Also, training related to work will also boost their motivation. The scheduling can be done to provide each and every one with equal facilities and work responsibilities. No one should feel burdened.  Pilot programs should be started to deal with the stress of the frontline police officers. Proper meditation and stress relieving classes can be provided to help them in fighting with the same.

Also, the police officers are requested to adopt personal stress management in which they are advised to avoid alcohol and caffeine and adopt a good lifestyle including regular mental and physical exercises. The organisation can contribute to reducing the stress levels of the police officers by adopting better allocation of the financial resources and by planning I advance the future directions for the employee.


The time at GSM London was a good process of learning for me. The whole period of learning has been a very challenging one in which it was not easy to plan the study and implement those plans. It needs dedication, focus, and commitment to complete the learnings and study at a time.

During the whole process, I learned that Time management is very important in personal as well as professional life. Along with it, coordination and team management are equally important. Maintaining a balance between the personal and professional life is important to fulfill the duties and to reduce the burdens. It is very important to engage yourself in some sort of mental and physical exercises so that the work do not overburden the mind and health remain maintained.  Discipline is one such factor which helps in managing the work well and adjusting to the work requirements. It also enhances the power of learning. This has made me realised the importance of communication and how one can achieve the given targets by having good inter personal skills.

In the duration of my study, I went through various sources of knowledge which improved my knowledge and gave new insights to me.  I learned to observe people and learn from them. I realised that how much important motivation is for the completion of work on time and with quality. This is important to be noticed by the leaders that how motivation should be given that it can ultimately help them in enhancing the performance of the individual and organisation as a whole. This also developed a set of skills in me which helped me in meeting my personal goals as well as professional goals.

This process of learning has made me learn the management between the personal and professional commitments. It made me learn to make priorities and to fulfil the duties on time. Comparing it to my own life, this learning will help me in managing my work at the office and will give me the motivation to show my trust in self.  I believe that there is no better way than personal learning for learning the things and tactics. The brain observes it quickly and it helps in adapting the learning which is quite helpful for everyone irrespective of the field they work in.

This is how; this course of study will lead me to the right directions in future and will assure my success in the personal and professional life. GSM London helped me to gain a competitive edge because in today’s competitive world only a degree is not enough. The employers look for more than just technical skills and degrees. The course helped me to develop my personal skills and improved my employability skills. It also made me aware of the culture and society because of which I feel supporting the communities. It provides additional dedication and commitment which is required for a better future. It also plays an important part in shaping my educational future, personal and professional life.


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