Provide a peer response to your classmate, Kelli's post below. Provide in-text citations and references in an APA format.

"Hello class,

1. What are the four competing values that have traditionally affected the allocation of public jobs?

Th four competing values that have traditionally affected the allocation of public jobs are political responsiveness/representation, efficiency, employee rights, and social equity. Klingner described public jobs as "scarce resources" in the text and it ultimately came down to these four values affecting how those public jobs are distributed. (Klingner, 2018). The first one which is political responsiveness and representation is the idea that the government must respond to the people and meet their needs as this reflects loyalty. The second one is efficiency which is the ability to use resources wisely in order to stay in line with the organization's mission, meet their target communities needs, and optimize performance. Third, individual rights are what protects employees from "arbitrary treatment" in order to ensure that they have job security and that there is equality in the work place. Lastly, social equity is ensuring that minority communities also have the same opportunities as well as maintaing a diverse and positive organizational culture.

2. Considering that public organizations are dynamic changing environments, which three non-government values that have emerged recently conflict with them?

Three governmental values that have emerged recently that conflict with public organization are privatization, decentralization, and individual accountability. In the text, the idea of privatization involves changing tasks that were once handled by the government, to then have organizations take over those tasks. This means private organizations are taking over and providing services where the government once did. Second, decentralization goes against the traditional idea of having a large government presence where they have all the authority to make decisions and changing to a smaller and less powerful government where local organizations have more control and say in their communities. Individual accountability according to Klingner was oftentimes "protected by employee rights" in government jobs. Now this has changed to create more individual accountability where the employees are to be accountable for their own work (Klingner, 2018).

3. Has the recent pandemic and shifts in workforce practices impacted these values or accelerated the conflict with private sector values?

I think the pandemic had huge impacts on workforce practices, one of the biggest ones being the idea of remote work and how that could affect the concept of efficiency in the work place. With the pandemic, many people were forced to work from home and for many this was beneficial as they realized how productive they could be in a few hours of remote work without being in an office for 8 hours. This change in dynamic allowed for the work place to be way more flexible and even benefit the idea of work life balance. A personal example of the benefits of this change is my dad. He used to work a 9-5 Monday through Friday before the pandemic. Now he only goes into the office twice a week and the rest is able to work from the comfort of his own home while also being able to spend more time with my mom and their dogs. He went from someone who was completely consumed in work, to now enjoying the small things such as being able to have breakfast with my mom every morning. This also plays into the idea of how people's role have changed in the workplace. Some roles likely went untouched other than moving to more virtual work, while others likely changed to less work because there is no need for their role anymore. An example of this is the need for a secretary. In an office that is mainly remote, the need for one has likely decreased since the pandemic. This change in role also indirectly affects the idea of accountability and what that looks like with these new remote roles and even how social dynamics in a business or organization look like as much of the communication could be online now.

References:

Llorens, J., Klingner, D. E., & Nalbandian, J. (2018). Public Personnel Management: Contexts and Strategies (7th ed.). Routledge.

- Gaby Pinzon