Alicia is a recently promoted police chief of a mid-sized department in the Midw

Question

Alicia is a recently promoted police chief of a mid-sized department in the Midwest. While new to her position, she has been a member of the department for over 20 years, progressing through the ranks, with experience and commendations in many roles and units. She is widely respected across the department and enjoys support in the community, in which she is incredibly active. The mayor and police commission have given her incredible discretion and latitude to “modernize” the department, which has suffered from inertia, lack of innovation, underfunding, and decreasing morale. Alicia’s promotion was not without controversy, as she was chosen over several, more experienced and traditional candidates. Despite her solid reputation and support, she knows that any widespread change strategy will require tact, communication, and buy-in from people who may not welcome any change immediately. However, the department desperately needs to change in order to meet the challenges and evolving nature of the community, which include: increasing crime rates, proliferation of heroin addiction and associated problems, evolving demographics, and even racial strife and conflict. The department is relatively diverse, but not reflective of community demographics. Alicia is experienced, confident, and educated—having earned an M.P.A.—but needs help and assistance from her entire department. How, specifically, can Alicia implement Management by Objectives (MBO) and other, similar performance management systems to meet her goals? What should those goals be? How can Alicia facilitate widespread organizational change and evolution, focused on performance outcomes? How can she engender buy-in from her staff and officers? Address the above questions in no fewer than 500 words.

Explanation / Answer

I believe that this is a common situation because a promotion cannot make everyone happy and there will be individuals who will not be very much happy with such promotions. The department wants change and development and Alicia is aware that in wrong step will raise a thousand questions regarding her ability and capability, therefore she needs to be careful in her approach and while imolementing management by objectives, she would need to implement appropriate and effective performance Management system so that her objectives and goals are served and that too without much issues.

Change management has to be something that she needs to take care because the other members or employeein the department will not be ready to accept the changes and Alicia needs to be convincing enough to make them understand the need if the change and make them agree to the same and this is quite an uphill task because anyways the department may not cooperate with her as because if her promotion. She has to have the effective skills which will help her manage and handle such situations so that the change implented is practiced and successful as well.

She needs to advertise and promote the changes so that the employees accept the same in order to be successful in implementing the change in the organizational level. I believe that the responsibility of Alicia is quite a lot and it would not be a cake walk as the situation is not in favor of her, so she has to manage the responsibilities effectively and manage the management and employees together.

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