Empowerment,Deliberative Development,and Local-Level Politics in Indonesia: Participatory Projects as a Source of Countervailing Power

The salience of the concept of “empowerment” has been deductively claimed more often than carefully defined or inductively assessed by development scholars and practitioners alike. We use evidence from a mixed methods examination of the Kecamatan (subdistrict) Development Project (KDP) in rural Indonesia, which we define here as development interventions that build marginalized groups’ capacity to engage local-level governing elites using routines of deliberative contestation. “Deliberative contestation” refers to marginalized groups’ practice of exercising associational autonomy in public forums using fairness-based arguments that challenge governing elites’ monopoly over public resource allocation decisions. Deliberative development interventions such as KDP possess a comparative advantage in building the capacity to engage because they actively provide open decision-making spaces, resources for argumentation (such as facilitators), and incentives to participate. They also promote peaceful resolutions to the conflicts they inevitably spark. In the KDP conflicts we analyze, marginalized groups used deliberative contestation to moderately but consistently shift local-level power relations in contexts with both low and high preexisting capacities for managing conflict. By contrast, marginalized groups in non-KDP development conflicts from comparable villages used “mobilizational contestation” to generate comparatively erratic shifts in power relations, shifts that depended greatly on the preexisting capacity for managing conflict.

Political Capital,Everyday Politics and Moral Obligations: Understanding the Political Strategies of Various Elites and the Poor in Kyrgyzstan

Using the Bourdieusian framework to analyse the nature of social stratification in rural Kyrgyzstan, this article examines how local politics is strategised by different groups in the social field. The article suggests two modifications to the Bourdieusian framework to reflect better the nature of local politics. First, despite lacking significant capital holdings, poor groups undertake everyday resistance and mediated politics. Second, intellectual and traditional elites engage in the politics of ‘doing the right thing’, motivated by a sense of moral obligation. The article provides a critical challenge to the concept of clan and elite-led politics which is often used to explain events in Central Asia.     

Exchange Rate Regime,Central Bank Independence,and Political Business Cycles in Brazil

This article examines policy consequences of electoral cycles and exchange rate regime choices in Brazil. The literature on opportunistic political business cycles maintains that governments adopt expansionary economic policies before elections to mobilize voters’ support. However, research findings in Latin America based on the theory has been inconclusive. I argue that the lack of conclusive evidence in Latin America stems from measurement errors common in the use of cross-national aggregate data. Using Brazil’s monthly data from 1985 to 2006, this article shows that there are electorally induced fiscal cycles under fixed and crawling peg exchange rate regimes and electorally induced monetary cycles under floating exchange rates only when the nation’s central bank is not independent. Indeed, accounting for Brazil’s unique economic contingencies and longitudinal variations in the de facto central bank independence, its public policy behavior remarkably resembles that of the more affluent, economically stable OECD countries.

NGOs as Incubator of Participative Democracy in South Korea: Political,Voluntary, and Policy Participation

Abstract

This article is designed to examine the roles of Non‐governmental organizations (NGOs) in South Korea as an incubator of participative democracy and to review the evolution of their relationship with governments. The study is comprised of four parts. First, related literature on NGOs will be examined from three different perspectives: state‐civil society perspective, voluntary social service perspective, and policy perspective. Second, this essay will survey emerging roles of NGOs in promoting organized citizen participation in the three areas: political participation, voluntary social service participation, and policy participation. Third, recent governments' institutional efforts to support NGOs will be reviewed briefly. Finally, this paper will conclude with the implications for the future of government‐NGOs relationship in policy‐making processes.     

Party identity change in post-communist politics: the cases of the successor parties in Hungary, Poland and Russia

In recent years much has been written on the communist successor parties. Although much of the existent work focuses on the electoral performance of these parties or has described, in great detail, the development of single parties, this paper evaluates the utility of theories of party identity change in application to the successor parties. As an initial exploration we investigate the successor parties' programs before and after the initial competitive parliamentary elections in Hungary (in 1990), Poland (in 1991) and Russia (in 1993) to determine the extent to which poor electoral performance in initial competitive elections compelled the successor parties to alter their political identities.     

Actions by Political Officials Have Weakened the Federal Government Workplace: Downsizing Has Cut Lower Level Workers the Most and Replacing Federal Employees with Private Corporations Costs Much More,Creating the Need for Immediate Reform

Abstract

The authors of this paper are four practitioners each of whom has many years of experience working in the Federal government and also has pursued doctoral studies in public or business administration. Three ideas developed in this paper are that: (1) the Federal civil service has been changed from being a model workplace to a much less desirable one; (2) although downsizing has been touted as an efficiency and economy measure, lower level employees experienced the most cuts and (3) the current practice of replacing Federal employees with private corporations costs much more. Over the past two decades private sector workplaces in the United States, and now the Federal government workplace, have experienced so much change that previous theories, concepts, models, and expectations no longer hold. Just as private industry workplaces have been changed by downsizing, reorganizations, mergers, elimination of middle management, and outsourcing, so, too, has the Federal government workplace been fundamentally altered. Reducing the number of government workers, replacing Federal employees with private firms, increasing the number of officials with political agendas, and using harsh personnel management practices have transfigured the Federal workplace. Examples of factors that have contributed to a changed workplace include: the Civil Service Reform Act which replaced the Civil Service Commission with the Office of Personnel Management; importing private sector approaches into the government, e.g., the Grace Commission; replacing the Civil Service Retirement System with the Federal Employees Retirement System; pressure to downsize and privatize; and many elements of the National Performance Review and Government Performance and Results Act. Now that the metamorphosis away from the traditional Civil Service borne of the Pendleton Act is nearly complete (although the new paradigm is not entirely clear), questions about the effects of a changed government workplace are being raised. Some people believe the metamorphosis is from a caterpillar to a butterfly, while others think the opposite. Whether the changed Federal government is a thing of beauty or a distasteful organism will be determined over time by observations and assessments of the effects of the change. These effects will be both internal to the government workplace, itself, and external to it, involving the products, services, outputs, and outcomes it produces. This paper begins by describing some of the politically mandated changes that have altered the very foundation of the Federal government workplace over the past 20 years and made it a much less desirable place to work. Next, some of the effects of two politically mandated changes are examined: (1) downsizing or reducing the number of Americans who can work for their government and (2) contracting out or replacing government workers with private corporations. Political officials have told the media and the American public that these changes were needed to improve the government's efficiency, effectiveness, and economy. It has been suggested that these initiatives will reduce costs. However, an examination of downsizing and contracting out shows the opposite effect. While overall the Federal government has fewer employees now than in 1961, the statistics indicate that lower level employees have been cut the most:

• The number of secretaries decreased by 39% between 1992 and 1998.

• The blue collar workforce is down 40% since 1982, e.g., Supply Clerical and Technician (?35%), Accounting Technician (?24%), and Electronics Mechanic (?41%).

• Between 1993 and 1998 the number of GS‐1 to GS‐10 employees fell from 767,000 to 594,000.

• In 1983 the number of GS‐1 to GS‐10 workers exceeded GS‐11 to GS‐15 by nearly 300,000, while in 1997 GS‐11 to GS‐15 outnumbered the lower level workers by 44,000.

Although authoritative cost comparison studies are difficult to conduct because top officials have made little provision to collect information on the cost of contracting with private firms or the number of contract employees, available information indicates that it is much more expensive than using government employees. The contracting out we are talking about is not the usual kind—building ships or planes, or acquiring computer systems or special expertise not available in the government. Rather, it is contracting with private firms to do jobs that are currently being performed by Federal employees. Not satisfied with the level at which firms are being substituted for Federal employees, actions by political officials have created an environment which now favors private corporations and where they can be given work at top management's discretion, often regardless of cost. In fact, today most contracting out is done without the use of Circular A‐76 Cost Comparison Studies. There is empirical and logical evidence that shows that replacing government employees with private corporations is more expensive. For example, a study by the Department of the Army documents what people close to contracting have always known—that it is far more expensive to contract with a private firm for work than to have Federal employees do it. Logically, the government incurs additional items of cost when replacing Federal employees with private corporations. First, there is the profit that goes to the firm. Second, there is the firm's overhead which pays for corporate offices, staffs, and CEOs. Third, there are the costs of the contracting and award process and of contract administration and management. Although the worker on a government contract may be paid a little less than a government worker, the cost of the worker is only a third to a half of what the government pays the firm. Thus, replacing government workers with private firms usually costs far more and it is not unusual for it to cost two to three times as much. This paper partly is based on the authors' long experience in the Federal government. It is not based on the organizations in which they are currently employed.