While the federal government’s number of employees appears to be halted, their method of hiring remains a field filled with criticism and change. Milakovich and Gordon (2013) state the seven phases “in the evolution of federal personnel administration” (287). Showing the constant change to the personnel systems of the government, reinforces the concept of ever changing hiring systems and requirements. Each change brings about criticism and an opportunity to approach the hiring system from a new perspective. Currently, Milakovich and Gordon believe the US is a “government by “citizens, experts, and results”” (287). Public-sector personnel systems contain three key elements: strong executive leadership, political neutrality, and a balanced demographic composition; combining these three key elements creates a noticeable difference from their private sector counterparts. First, strong executive leadership plays a key role in the success or failure of the bureaucracy and thus becomes a key element in the personnel system in the public sector. In order to differentiate the executive leadership, …show more content…
In order to be politically neutral, the federal government creates a system for career bureaucrats. The executive does not appoint career bureaucrats, for the federal government this would be the president, meaning their employment does not reflect the political party in charge. Instead, the career bureaucrats fall under a merit system. In fact, “about 90% of all national executive-branch employees are currently covered by some merit system” (Milakovich and Gordon 2013, 291). Merit systems evaluate employees unbiasedly and solely on performance, it determines their ability to be promoted and whether or not they will receive a raise. While it is imperative for the hiring side to remain unbiased, it is equally important for bureaucrats to be unbiased in their implementation of government policies in their
There are four main executive styles that police executives employ in the execution of their roles. They include the administrator, the top cop, the politician, and the statesman. All these executive styles are dependent upon the particular external and internal roles and their time allocation for these responsibilities. In the two cases studies, both the new chief executives employ different executive styles in their attempts to reform their police departments. Captain Ed Davis employs the statesman style in running the Lowell Police Department (LPD) while Chief Ken Fortier uses the administrator style in his governance of the Riverside Police Department (RPD) which bear certain similarities and differences.
The City of New Haven, Connecticut, in 2003, had vacant positions within their Fire Department. The City desired to fill these positions and pursued a means to identify internal candidates for promotional opportunities. Charles E. Mitchell (2013) writes, “The City hired Industrial /Organization Solutions, Inc. (IOS) to develop and administer its examination at a cost of $100,000.000. IOS took painstaking efforts to design and develop a test that was fair, job related, and consistent with business necessity” (p. 45). The examination outcome indicated that the white candidates had done far better than the minority candidates.
In chapter 4 Goodsell states, “ Facing double and sometimes treble standards, bureaucracies are, as the old saying goes, damned if they do and damned if they don’t.” This statement shows just how
If these feelings are not contrary or not high on the public priority list Congress may have more freedom in how they treat certain agencies. This part of the literature answers the question of when congress decides to engage in oversight. The factors discussed here that contribute to their decision-making should also apply to any differences in their oversight between certain agencies, programs
President Jamison and Iberia should directly oversee the Faculty Distinction Program and the Staff Performance Excellence Program. As noted by (Brent & Jurow) the program has not addressed the issue of salary raises since 2006 and is only directly tied to “academic exercise” (p.51). Therefore, with new funding available due to program cuts, “merit-based salary raises can be implemented. However, a specific amount of raises can only be given each academic year. The specifications regarding such raises must be decided the year prior by the Financial Committee and
Saranna Morley November 29, 2015 PAD4723 Journal Article Critique The article “Race and Gender and Bias in Three Administrative Context: Impact on Work Assignments in State Supreme Courts”, by Christensen, Szmer, and Stritch seeks to address if certain types of administration processes better inhibit race and gender prejudices that may surface in the workplace. The authors compared the effects of three distinct administrative settings on race, gender, and other biases in the workload assignments of state Supreme Court justices—important public policy making settings that have been understudied in public administration.
Back in the 19th century members were appointed to office using the spoils system, which pretty much means after winning an election, the political party or president gives government jobs to its supporters, friends, and relatives as a reward for working toward victory, and as an incentive to keep working for the party. After people became fed up with the spoils system and a disappointed officer assassinated President Garfield they started using the merits system. The merits system is the process of promoting and hiring government employees based on their ability to perform a job, rather than on political connections. The spoils system was developed about 150 years ago.
This theoretical study is to maximize the effectiveness of organisations through leadership among leader and other staff. The character of a leader in the healthcare plays a very important role in ensuring the organization’s objectives well achieved. We have a few mixed races people with a variety kind of ethnics in my country. We celebrate various festivals every year. When it comes to festive season some of the staff in the department have to apply leave for the celebration.
Even though public values have been recognized to be an important factor when making decisions in public administration, there does not seem to have been progress because there has been much to debate about public service values (Rutgers 2008, 93). Although, throughout the years, there has been attempt to resolve this through notable scholarly and literary reviews published. For example, in 1998, Montgomery Van Wart wrote his book called “Changing Public Sector Values,” with the purpose to “create a field of public administration values.” Montgomery has worked in higher education in various capacities for over 30 years. He served as the Interim Dean of the College of Business and Public Administration at California State University, San Bernardino, where he was also a longtime chair of the Department of Public Administration.
Leadership Analysis Introduction One of the popular definitions of a leader is, "The only definition of a leader is someone who has followers." ( ) A more comprehensive definition that highlights striking features of a leader is, "A simple definition of leadership is that leadership is the art of motivating a group of people to act towards achieving a common goal.” ( ) A closer scrutiny of the characteristics of an influential leader would many ways assist one, in recognizing those attributes in an attempt to assimilate the best in others.
Introduction To be a good leader in a way, you need to know how to influence, motivate and let others to contribute towards the road of success which they are the members in the organisations. There are a lot of elements of leadership which lead the leader to be a good leader. The most common element is motivating others and keep on stimulating the desire and energy into people to continually interest and committed to attain a goal. Different element created different types of leadership which is useful on different environment. One of the leadership style that is very common in Asian country, the “power distance”.
The people that work for bureaucracies have to follow many rules and follow the systems and the people above
Assignment 1. What are the standard assumptions you have about leadership/management The goal of any organization is not only to survive, but also to sustain its existence by improving performance. In order to meet the needs of the highly competitive markets, organizations must continually increase performance, as a result role of leadership is critically important for achieving the performance of organizations. The word “leadership” has been used in various meaning of human.
and therefore it is believed that generalisations relating to administrative structures and behaviour emerging out of comparative studies in different nations and cultures can help in formulating theoretical constructs which can provide a scientific basis to the study of Public administration. Furthermore. Varna and Sharma (1983) also argue that Comparative Public Administration contributes to better understanding of the specific characteristics of administrative systems working in different nations and cultures. Therefore, comparative studies aids in enlightening issues that are liable for national and cross-cultural evaluations and changes in the administrative
‘New Public Management is an alternative to the traditional public administration’. Discuss. ---------------------------------------------------------------------------------------------------- ABSTRACT