Empowering employees through the performance appraisal process

Increasing demands are being placed on many public servants as civil service organizations seek to increase productivity and operate with fewer levels of management. Moves away from traditional bureaucratic organization structures are often accompanied by attempts to develop a more empowering culture. These typically involve leadership initiatives adapted from the private sector in areas such as vision, values, participation and trust. In order to be successful, however, such initiatives need to be supported by corresponding changes in the systems which underpin human resource management. One of the most important of these is the performance appraisal system. This article describes how performance appraisal can be used to assist in empowering employees, using as an example the Corporate Finance Office of the New Zealand Department of Social Welfare.     

Aesop With Variations: Civil Service Competency as A Case of German Tortoise and British Hare?

Among the most widely used stereotypes in the contemporary literature on public management reform is to portray German administrative policy as that of a slow-moving 'tortoise' in contrast to the fast-moving reform 'hare'. Taking civil service competency as a point of analysis, this article questions the validity of these widely held assumptions. It does so in three steps. Following a brief comparative narrative of competency initiatives in the German and British higher civil services, the article explores to what extent the observed 'Aesop with variation' pattern can be explained. It suggests that the variations can only to a limited extent be explained by 'civil service competency exceptionalism' and that there therefore seems to be something wrong with the way that Germany and the UK are conventionally categorized in the international public management reform literature.     

Motivations behind citizen aid: Norwegian initiatives in The Gambia

Abstract

Little is known about citizen aid initiatives originating in Norway, and they are not recognised as part of the official Norwegian development aid. Citizen aid initiatives are personal and small, and by themselves they do not raise large sums of money, nor do they individually have a large-scale development impact. But collectively, their influence on sponsors in Norway and on aid beneficiaries in the Global South might be substantial. Through qualitative interviews, this study explores the motivations of Norwegian founders of citizen aid initiatives, who run small development projects in The Gambia. The study finds that they are motivated by the very characteristics of these citizen aid initiatives which set them apart from formal development organisations. These include the initiatives’ small size, which allows for a personal closeness to and control over the projects. These features are often interconnected with motivations stemming from the founders’ personal experiences. The study finds that, inasmuch as the founders see the need for beneficiaries to be supported, they also experience a need to help themselves. The founders’ identities, as helpers and givers, are both formed and continually reinforced by their personal involvement in this specific type of aid work.     

Multicultural public administration: Effects of language diversity and dissimilarity on public employees' attachment to employment

A major part of research in public administration focuses on the impact of ethnic diversity on outcomes such as performance and turnover, and on the management of diversity with regard to different employee groups. Recent research, however, shows the relevance of relational demography in the context of employee inclusion in public organizations. So far, most studies have been based on ethnic differences in countries that can be described as mononational and monolinguistic. The current study advances this stream of research by investigating how diversity and dissimilarity measures affect public employees' attachment to employment in a multicultural public administration in Switzerland. Evidence from a hierarchical multilevel analysis revealed that language diversity and the support for diversity from supervisors affected individuals' attachment. However, our findings on individuals' language dissimilarity related to the inclusion of minorities did not support the assumed crowding‐out effect between diversity and dissimilarity. Implications and avenues for future research are discussed.     

How Does Sustainability-Oriented Human Resource Management Work?: Examining Mediators on Organizational Performance

This study proposes a path model with a set of intermediary outcomes, namely, teamwork, employee satisfaction, and work motivation, to explain how the practices of sustainability-oriented HRM affect organizational performance. The analysis of 2015 Federal Employee Viewpoint Survey reveals that the three practices of sustainable management identified from the literature had indirect effects on organizational performance through a complex interaction among the three intermediate outcomes. In addition, it is found that diversity program has a negative total effect on performance. These findings imply that organizational justice and work/life balance program will lead to an increase in performance by strengthening the backbone of organization. Additionally, conducting the diversity programs for achieving democratic values may entail the cost of diminishing organizational performance probably in the short run.     

Increasing Access to Services for Limited English Proficient Persons

Abstract

Recent federal policy initiatives highlight requirements for all United States federal agencies and all recipients of federal funding to proactively accommodate the LEP populations they serve. However, many of the agencies and organizations that receive federal funds are unaware of this obligation or have not taken action to comply with it. Implementing these initiatives, especially in an era of fiscal constraints, poses significant management challenges for public agencies. Local government entities, advocates and community organizations share an obligation to ensure effective access to LEP populations, and can reap mutual benefits through coordinated efforts to do so.     

Building a Business Program in Romania: Creating and Sustaining Change

Abstract

This article deals with initiating and implementing change in a Romanian university and the problems with attempting to sustain and maintain the change initiatives. An American university received funding by the US government to assist with developing an industrial business management program at a Romanian university during the 1990s. Nine important program initiatives were proposed and attempted, resulting in changes to the established way of doing things in the Romanian university. Five of the nine initiatives were not sustained. The explanation presented in this article emphasizes that the change leadership must be sensitive and aware of the cultural and psychological factors. The explanation for the success and failures of the change initiatives is developed by examining the American partner understanding of leadership to promote participation and involvement with the Romanian partner. Many of the change initiatives were pushed on the Romanian partner, thus failing to gain commitment and acceptance of the change initiatives. When the American support ceased to support the change efforts, the Romanian partner continued the change efforts, but within the old cultural values system that they understood and could operate with. The conclusion explains the failures in that the Americans pushed too fast without the participation and involvement of the Romanians, thus not gaining any commitment and acceptance for the new change initiatives.     

THE LIMITATIONS OF PUBLIC MANAGEMENT NETWORKS

With regard to public management network theory development, among the most important issues that remain is a recognition of the limitations of networks. Networks often find reasonable solution approaches, but then run into operational, performance, or legal barriers that prevent the next action step. Networks face challenges in converting solutions into policy energy, assessing internal effectiveness, surmounting the inevitable process blockages, mission drift, and so on. While research on network management continues unabated, it is necessary to consider how networks are limited and challenged, and how/when these limitations can be overcome.     

Records Management: A Key Element for Effectiveness,Accountability and Development in the Greek Public Administration

Records management is a fundamental activity of public administration. Public records are a crucial component of the most human actions. They form the basis of any political and legal system and secure human rights. Records Management Systems provide information for planning and decision making, promote the government accountability, improve servicing citizens and ensure the organizations' enactments legitimacy. This article presents and evaluates the records management practices of the core Greek Public Administration by conducting a survey concerning the Greek Ministries and trying to find out in what level the records management initiatives are embedded in the business culture and applied by the Greek Public Agencies.     

Ensuring Employment Equity: Are Federal Diversity Programs Making a Difference?

Abstract

In the last two decades, many public sector agencies have instituted a wide array of “managing diversity” programs designed to remove barriers to the full participation of women and people of color. Meanwhile, agencies are also increasingly responding to pressure to develop measures to monitor performance of all of their programs. Yet there have been few efforts in place to measure the effectiveness of diversity management programs. This article argues that such an evaluation is essential, and offers a preliminary governmentwide estimation of the success federal agencies have had in breaking down these barriers. We found, for the most part, that there is little evidence that broad‐based diversity programs, nor any of their programmatic components, have created a more equitable work environment for women or people of color. We then examine the programs at two federal agencies with significant diversity efforts, in depth, and find again that the results have been mixed. While not meant to be the final word, we suggest that these findings can serve as the basis for generating greater discussion and analysis of these important, but under‐evaluated, programs.     

Moral integrity,organizational management,and public education

Today, three independently originated interests are led by their implications to converge upon needed reform of public education. One of these interests arises from the shift by employers from the “command and control” model of management to a model of managers as facilitators. Another arises from the demand for “more integrity” in business, public administration, and the professions, in response to repeated exposures of corruption over the past decade. The third is the autonomous interest of education in preserving and supporting, rather than extinguishing, the innate motivation to learn that is evident in infants and young children.

At a time when proposals for educational reform are coming from many quarters but differ widely on principles and aims, my argument is that the three national interests that are identified above can be shown to converge upon the direction educational reform should take. That direction is away from education as “jug to mug” knowledge transference (the educational equivalent of “command and control” management), and into participatory education in which the spontaneous interests of students have an important role in shaping the curriculum, and the initiatives of students are utilized in the conduct of their classrooms and their schools. Only in this way can schooling serve to develop the autonomous initiatives of individuals that are required alike by facilitative management, by the educational goal of lifelong learning, and for the acquisition by persons of the cardinal moral virtues whose backbone we term integrity.     

Citizens’ Initiatives: How Local Governments Fill their Facilitative Role

In the context of drastic cutbacks many Dutch municipalities consider citizens’ initiatives (CIs) as an attractive alternative for municipal policies aimed at improving the livability and safety in neighbourhoods, simultaneously building responsible citizenship. In this paper we combine different theoretical perspectives to analyse the institutional settings in which CIs are being realised, and how municipalities try to facilitate such initiatives. Municipalities can do this by either trying to structure the relevant networks or by various forms of process management. This analysis sheds light on how municipalities use a variety of instruments to mobilise citizens to participate in CIs. In using such instruments they can influence various factors (like motivations, personal resources, social capital and expected responsiveness; cf. Lowndes et al.’s CLEAR model) that increase the likelihood of civic engagement.     

Transparency for Results: Testing a Model of Performance Management in Open Government Initiatives

Government transparency continues to challenge existing frameworks for understanding organizational performance. Transparency has proven difficult to measure and results assessing its impacts are mixed. This article sets forward a model of performance-based accountability in open government initiatives. Data come from the Open Government Partnership’s (OGP) database of over 1,000 transparency initiatives across 50 countries in 2013. Ordered logistic regression estimates the effect of management practices on three different measures of transparency performance, and the results broadly support the model. Expert interviews from two country cases offer insight into how performance management is used in the context of transparency reforms.     

Implementation of CRM systems in Portuguese Municipalities

Customer relationship management is a business strategy which dynamically integrates a set of services with the purpose of creating value for the organisation and for their customers. In Portugal, the 2009/2010 edition of ‘Simplex for Municipalities’, the action plan carried by the Portuguese government through the Secretary's Office of State for Administrative Modernisation, makes a commitment to promote a set of initiatives in order to help citizens using the public services. This process intends to reduce costs of context which burden the economic activities, making way for the modernisation of administration. Customer relationship management assumes a central role in this context. This paper presents the main results of a survey that was carried out with Portuguese municipalities, aiming a general characterisation of the adoption of customer relationship management systems, covering several aspects, from the motivations for CRM adoption to the obtained results. The improvement of the relationship with citizens and a higher information quality are some of the most important results obtained by municipalities.     

TQM and labor-management cooperation-- a noble experiment for the public sector

Recent initiatives by the Clinton Administration to promote labor-management cooperation and to reinvent government suggest reconsidering the efficacy of total quality management (TQM) and labor-management cooperation initiatives in the public sector. Key elements of both initiatives, for example, process improvement/innovation, focus on the customer, and employee empowerment, are inherent parts of the National Performance Review (NPR) and, as such, are critical to the achievement of NPR outcomes. Achieving these outcomes involves the simultaneous transformation of agencies and unions. This is no small task. The challenges and risks involved in such a large-scale transformation are identified, as well as the factors that make the public sector an appropriate (and safe) place for the American labor movement to experiment with new ways to manage relationships.     

The nature and significance of workforce diversity: Orientations of state and urban administrators

“Workforce Diversity” and “Managing Diversity” are multifaceted constructs. Workforce diversity is the resultant of three component forces of change: demographic projections, active representation, and workplace values. The significance of managing diversity not only rests on the understanding of these forces but also on the strategies designed to affect them.The orientation and preference of practicing administrators are important indicators for the choice of strategies and their institutionalization. Survey data on state and urban administrators reveal that a majority remain unfamiliar with workforce diversity and their support for diversity management strategies also remains weak. Within their pattern of support, empowerment strategies that focus on professional development seem to be the preferred means of diversity management.     

Beyond crisis management? The role of Citizen Initiatives for Global Solidarity in humanitarian aid: the case of Lesvos

Abstract

In recent years, what has been called citizen initiatives for global solidarity (CIGS) have grown considerably in numbers across Europe and beyond. Lately, CIGS have also received attention as they are responding to humanitarian crisis across the world. In Europe during 2015, citizens were heavily involved in catering for incoming refugees, putting up loosely organised voluntary-based initiatives. CIGS popped up in places such as Lesvos, which is the focus of our research. Humanitarian CIGS are quick in their response to needs on the ground, are quickly governed by rules and regulations as well as overall ideas about crisis management, and come to work either with or in opposition to other actors. We examine two examples of CIGS positioned at the margins of the humanitarian aid machinery in Lesvos. Through a lens of power and resistance, we discuss how they resisted paradigmatic ideas of crisis management and instead called for a different interpretation of how to think about and do crisis management.     

Notes on Contributors

In the 1990s, several public corruption scandals were uncovered in Sweden. This article focuses specifically on local corruption, and our purpose is to examine whether a case can be made that problems of public corruption in Swedish municipalities have increased. By applying instruments from the institutional rational choice framework, we reach the conclusion that there are indeed reasons to suspect that retrenchment initiatives and organisational reforms over the last two decades, often labelled ‘new public management’, have increased the risk of corruption. Although hard empirical data do not yet exist, the suspicion that public corruption in Swedish municipalities may have become an increasing problem cannot be disregarded. Hence, we conclude by calling for further empirical research in this field.     

Convergence: The Useful Myth?

Many academics have questioned the thesis (most prominently associated with Osborne and Gaebler's Re-inventing government ) that there is an inevitable and global convergence towards a particular, new style of public management. Yet, despite the ongoing production of scholarly evidence of global diversity, pronouncements of convergence continue to be made by politicians, civil servants and some academics.
In this paper it is suggested that, better to understand this apparent controversy, a more subtle conceptualization of convergence is needed. First, convergence can take place at different stages or levels — for example, there can be convergence in debate, convergence in reform decisions, convergence in actual practices, or, ultimately, convergence in results. There is no automatic succession from one stage to the next: the momentum of convergence can (and frequently does) stall or dwindle at any point. Furthermore, it should be recognized that convergence claims may have a value of their own, whether or not they lead to actual convergence of practice or improvements in outcomes. Convergence, in short, may be a useful myth.