This is the article I have chosen for many different reasons. This article describes all the reasons that performance management is used in law enforcement, whether it be positive or negative.  Every new practice will have pros and cons regardless of one’s ability to overcome the negatives. One idea in this article that I strongly agree with is meeting with employees and taking suggestions on how to improve certain aspects of the workforce. Everyone has an opinion on different strategies that would help improve work performance. Making temporary changes based on an employees’ idea will help the employee feel valued as well as may improve overall work performance. If the temporary change improves work performance, then the change can be implemented into the performance management practice. This gives all employees a voice and a certain feel of accomplishment.  The second concept in this article that I agree with is when incorporating a new management system into a department many aspects come into play. Maintaining the balance between the community, having effectiveness as well as efficiency and so forth, all play a huge role in the changes. Different studies have been conducted and shown positive and negative results to better help other departments locate the best management system for their department. I can relate to both ideas due to our department implementing them to have positive change at our workplace.  Our Sergeant briefs us at least once per month on any changes that we feel could be enforced to improve overall work performance.

References

Pasha, O. (2018). Can Performance Management Best Practices Help Reduce Crime? Public Administration Review, 78(2), 217–227. https://doi-org.bethelu.idm.oclc.org/10.1111/puar.12856