Motivating Security Personnel in Private Security

Through research and analysis of a survey questionnaire, he confirmed or refuted his established hypotheses in the manner set out in point 6 of his diploma thesis. In the field of private security, it is possible to be employed in various job positions, so he determined which job position is most common amongst those surveyed; most respondents work as security guards, some are stewards, and there are also employed students. The essential finding he obtained through the research is the level of pay.

Solution and Method

Through research and analysis of a survey questionnaire, he confirmed or refuted his established hypotheses in the manner set out in point 6 of his diploma thesis. Before beginning to write his diploma thesis, he assumed that security personnel in the field of private security are paid far too little for their work (despite demanding tasks and authorisations and important cooperation with state security bodies). The consequence of this is lower motivation, that is, enthusiasm for work, and lower work performance.

Before practical research with the survey, he investigated the field of motivation in connection with work or employment. He wanted to prove that the motivation of employees in security in the private sector is lower due to poor pay. At the same time, he was interested in what ways it is possible to improve employee motivation.

He established hypotheses; with the first, he wanted to confirm that "security personnel in the field of private security are not overly motivated for work"; with the second hypothesis, he assumed that "security personnel in the field of private security have too low an hourly rate given their responsibilities and tasks". With the third hypothesis, he assumed that "employee motivation for work and their work performance would increase with an increase in the hourly rate". He researched motivational factors in more detail, amongst which are not only financial ones, and with the research or survey he wanted to find ways to improve employee motivation and satisfaction.

He surveyed employees in the field of private security. Fifty people responded, all male, which did not surprise him, as more men than women are employed in this field. Analysis of the age of respondents showed that almost three quarters of respondents are very young – younger than 25 years; followed by young people aged 26 to 35 years, who represent a quarter.

Some are aged 36 to 46 years, whilst the number of older respondents is negligibly small. This is physically demanding work in difficult working conditions, so such a proportion is not surprising. In the field of education, more than half or 60% of respondents have completed secondary school education, one fifth higher education, a good tenth primary school, whilst nobody has university or higher education.

Results

In the field of private security, it is possible to be employed in various job positions, so he determined which job position is most common amongst those surveyed; most respondents work as security guards, some are stewards, and there are also employed students. The essential finding he obtained through the research is the level of pay. More than half of respondents or 64% receive the minimum wage and 16% a wage of up to 800 euros.

Thus, 80% of respondents do not exceed a wage of 800 euros, which confirms his hypothesis that the hourly rate of employees in private security is too low. In connection with pay, he was also interested in whether respondents are satisfied with their pay or not; the finding surprised him, as a good three quarters of those asked or 78% are very satisfied with their pay, whilst in second place are those very satisfied. The percentage of dissatisfied is thus negligible according to the results.

Amongst the factors that motivate employees most, appropriate level of pay was found, alongside job security, possibility of advancement, employment benefits and financial rewards. With this finding, he fully confirmed hypothesis no. 1.

He was also interested in whether their motivation would increase with a higher hourly rate. Sixty per cent of respondents answered affirmatively. With this, he fully confirmed hypothesis no. 3.

Given these summarised findings, he fully confirmed all established hypotheses and achieved the set objectives of his diploma thesis. At the end, he will mention just a few suggestions that might perhaps contribute to higher employee motivation. **These are ideas or suggestions with the awareness that their realisation is complex and long-term in terms of implementation: ** **‒ increase in hourly rate or fair pay for the work they perform, ** ‒ raising awareness of the importance of the private security field in the public with the tendency for such professions to gain prestige in society, ‒ ensuring job security for employees.