Enabling Middle Managers as Change Agents: Why Organisational Support Needs to Change

Change efforts frequently fail to achieve their desired outcome with failure often attributed to employee resistance to change. Literature on resistance indicates it can emerge from ineffective change management. This article argues that change management could be improved through middle managers actively undertaking a change intermediary role, thereby enabling employees to make sense of, and reframe, the change. Qualitative data is used to explore the extent to which middle managers had the capacity and support necessary to effectively implement change. The article concludes by proposing that managers who are actively engaged change agents, who frame and make sense of the change with employees, can reduce resistance. However, for this to be realised, organisations need to actively support the systematic development of middle management change management capabilities.     

‘New politics’ in German labour market policy? The implications of the recent Hartz reforms for the German welfare state

The twin predicaments of German labour market performance and welfare state performance triggered an ongoing debate on reforming the German model. Recently, this debate has yielded an outcome in the form of the so-called Hartz laws, a bundle of labour market policies aimed at the reduction of unemployment and the decrease of non-wage labour costs. The Hartz reforms have played a prominent role in the public discussion, but are they really a watershed as both optimists and pessimists claim? In this article we investigate in what sense the Hartz reforms mark a substantive political change and how they are related to similar processes in other countries. To characterise the policy output we discuss three views of policy reform: reform as a process of policy-learning, reform as a process of competitive realignment and reform as a process of reinforcing path dependence. We show which of the three paradigms accounts for which part of the political result. We find evidence for both policy diffusion and retrenchment, but it is too early to speak of a change of regime. Rather, both the changes thus far and the blocked proposals follow a traditional German logic of strong institutional resistance.     

Cutback Management in the Netherlands

In this article cutback management is defined as the effort of cabinet ministers to facilitate budgetary cutback decisions through institutional change. Institutions are conceived as formal and informal rules for budgetary decision making. The article presents a sketch of the ways in which successive Dutch cabinets over the 1975–98 period attempted to cut back the expenditures of central government by institutional change and outlines the results that were achieved. The article focuses on three institutions: (1) macrobudgetary norms, (2) rules of budgetary discipline, and (3) procedures for the preparation of cutback decisions. The article identifies two kinds of effective resistance against cutbacks: (1) political resistance emanating from cabinet ministers and (2) bureaucratic resistance emanating from the administrators of executive agencies. It analyzes how the various forms of institutional change affect these forms of resistance and evaluates the results of the cutback effort.     

Friction and Party Manifesto Change in 25 Countries, 1945–98

Political processes are affected by "friction." Due to cognitive limitations and institutional delays, political agendas do not adapt smoothly to real-world impulses; political agendas either ignore them or overreact. The first question this article tackles is whether the same punctuated change process can be observed in party manifestos. Secondly, it examines whether there are differences across political systems and across party lines. Thirdly, the study tries to account for differences in the degree of "punctuatedness" of party manifestos. Drawing on the vast dataset of the Manifesto Research Group, the article shows that party manifestos are indeed characterized by friction and resistance to change; it also establishes that there are considerable differences in frictional patterns between parties and political systems; and it finds that electoral fragmentation, government participation, and electoral volatility are key to understanding these differences.     

"NOT A DEPARTMENTAL STATEMENT": A CASE STUDY OF EQUAL OPPORTUNITY IN THE SOUTH AUSTRALIAN DEPARTMENT OF TAFE 1978–84

Abstract: This paper traces the background to the 1979 and 1984 equal opportunity policy statements in the South Australian Department of TAFE. It documents the process of policy development and planning for implementation and, through an examination of the content of each statement, evaluates the intentions of the authors. It concludes that there is little evidence of commitment at political and bureaucratic levels to deal with the issues the policies sought to address. By use of documents produced within the department at the time, the paper traces resistance to external pressures for change and failure to establish a firm and realistic program for policy implementation.     

A Dynamic Model of Political Change Among Party Activists

In this article, we develop a dynamic model of aggregate attitudinal change among party activists in order to better understand the process by which new issues/cleavages divide major political parties. We build on existing research by developing a model of change that incorporates both conversion among continuing activists and the replacement of previous activists with newcomers who hold different views. We first explore such change among activists of the two major parties in the United States on the abortion issue. We then consider a number of alternative specifications of the model in order to generalize our findings. We conclude that conversion among continuing activists contributes in a substantial way to aggregate change among party activists by influencing the level of change, accelerating the change process, and sustaining change over time.     

Beyond silence and voice: gender,sexuality and antimilitarism in Turkey and Israel

Turkey and Israel project two distinct military regimes which construct gender and sexuality in specific ways as part of their respective security agendas. Despite the differences, however, both entitle women and LGBTQs to certain exemptions from the military service, and in doing so silence their antimilitarist activism. Women and LGBTQs counter this process through their acts of conscientious objection, through which they claim a voice in matters of militarism, security and war. While doing so, however, they reproduce a dichotomous conceptualisation of silence and voice, which falls short of explaining their agency as well as its outcomes. Drawing on a comparative analysis, I argue that a more nuanced understanding of agency necessitates deconstructing the dichotomy between silence and voice, each of which may have multiple meanings, connotations and consequences. Whereas silent acts of grey objection do not always point to a lack of agency and resistance, or domination, and may indeed create change; voice and visibility that follow their declared acts of objection may entail costs and loss of agency, in that not only does it come at the expense of the masculinisation/militarisation of their acts but may also result in the immediate deterioration of their rights to refuse.     

Reclaiming Politics: Popular Democracy in Britain after the Scottish Referendum

Referendums are often criticised for being elite‐controlled and undeliberative. This article argues that the detailed, multiactor regulation of the Scottish referendum resulted in an elaborate legal regime which helped to overcome these potential pathologies, diluting executive control and facilitating an exercise in national public engagement. It addresses the troubled history of referendum use in the UK and contends that the Scottish process may well transform how referendums are now viewed. Indeed, one outcome of the Scottish process is likely to be a greater demand at UK level for the use of direct democracy in processes of significant constitutional change. It is by no means certain, however, that these demands for greater popular engagement in the process of constitutional change will be met, particularly when we consider the Smith Commission process, which marks a return to elite interparty bargaining.     

On the Dynamics of Reform Resistance: Why and How Bureaucratic Organizations Resist Shared Service Center Reforms

Across the globe, governments are engaging in Shared Service Center (SSC) models to rationalize their internal overhead processes. Scholarship is increasingly recognizing the challenges that governments face when embarking on an SSC reform. This study examines one of the most prevalent, yet undertheorized, risks: the role of resisting organizations that are pressured to engage in an SSC model. A context-sensitive and narrative approach is used to describe and explain the origins, nature, and consequences of organizational resistance against SSC reform proposals. Our findings demonstrate the interplay between organizational resistance, institutional features and contextual opportunities and constraints for resistance, the interaction of which produced a dynamic that dramatically affected the process and content of the reform under study.     

词汇化与新义的产生及句法环境的关系——以“自在”的成词过程为例

重新分析在"自在"词汇化过程中首先发生在语义层面。词汇化的动因是人们对一句法成分赋予新的意义并凝结成一个固定结构的过程,在这一过程中伴随着其句法环境的变化。     

国有企业改制中的工人集体行动的解释框架--以西北某省X市H纺织公司的一场抗争为例

20世纪90年代后期以产权为导向的国有企业改制从根本上改变了中国工人的命运.集体无行动和集体行动理论为分析当代中国工人抗争提供了两种十分鲜明的视角.集体无行动理论认为传统意识形态的灌输、工人阶级分裂性特点和政府制度性补救等措施消解了工人的有组织行动.结合发生于西北某省的一个大型纺织公司工人的一次集体抗争来观察中国国企改革困境及中国工人的抗争策略.急剧恶化的生存现实、相对剥夺感的不断强化以及改制中的种种不公正导致工人的抗争运动越来越激烈,用集体无行动理论已经无法解释现实.我们认为尽管这些抗争在手段和策略上还很不成熟,尽管它离西方意义上的社会运动还有距离,但它已经具备了集体行动的特点,符合西方集体行动理论的解释框架.这些抗争行动要求我们必须更理性探索劳动关系新模式,在政府、资本和劳工三方之间达成新的共识.     

Europeanization and Institutional Change in Vocational Education and Training in Austria and Germany

This article analyzes how the EU's vocational education and training (VET) policy is reflected in domestic reforms in Germany and Austria. It perceives Europeanization as a heuristic concept to disentangle a twofold process of institutional change: The first process, the "Europeanized" arena of change, concerns change initiated by the reactions of domestic actors to EU initiatives; the second process of change—the "domestic" arena of change—concerns the ongoing incremental endogenous change in domestic institutions beneath and independent from the Europeanized arena of institutional change. This procedure allows us to differentiate between two modes of Europeanization: In Germany, Europeanization occurs as reform policies and politics; in Austria, Europeanization occurs more as institutional change by default, hence without strategically enacted reform initiatives shaped by the EU and as domestic institutional change that occurs anyway. The article combines the case-oriented method of difference with process tracing.     

Evolving or conforming? Assessing organisational reform within European green parties

This article provides a comparative analysis of organisational change within three European Green parties. By utilising an adaptation of Harmel and Janda's party change model, the author identifies the key factors impacting upon processes of organisational change within the Greens. It is argued that these changes reflect a process of evolution within the Green parties during which they have attempted to maintain a commitment to key ‘green ‘ goals and objectives whilst also seeking to become effective competitors within European party systems.     

动态均衡视角下的政策变迁规律研究

公共政策在其动态运行过程中,政策变迁是一个自然的过程环节。所谓政策变迁是指不同政策间的替代与转换过程①。这一过程是否遵循某种一般性规律,理论界对此一直缺乏必要的研究探讨。从动态均衡的视角看来,可以将政策变迁过程分为政策失衡、政策创新、政策均衡3个阶段。其中,政策失衡指的是愿意改变既定政策的政策参与者的集合力量,超过愿意维持既定政策的政策参与者的力量集合时的一种状态;而政策均衡则表示与之相反的一种状态。政策创新是指由旧政策到新政策的实质性转换过程。通过这3个环节,拟揭示出政策变迁过程中政策从原有均衡状态演变为失衡状态,再通过创新变革向新的均衡状态转变这一规律。     

Organizational Resistance to Participatory Approaches in Public Agencies: An Analysis of Forest Department's Resistance to Community-Based Forest Management

The organizational resistance of public agencies to participatory approaches is analyzed by means of a case study involving the implementation of community-based forest management (CBFM) in India. Both exogenous and endogenous causes of resistance are identified, and a theoretical model proposed. The model consists of two dimensions of resistance to change (structural resistance and cultural resistance) and three categories of causal factors (organizational, personal, and environmental factors). The model is empirically tested using the perceptions of senior and middle management level members of the state Forest Departments (FDs) of four states in India, collected through a questionnaire survey. The empirical findings are used to suggest strengthening of public management theories on four aspects: the distinction between structural and cultural resistance; inclusion of extra-organizational processes; the distinction between individual and organizational learning; and the need to differentiate between the impacts of the legislative and executive wings on public agencies' organizational resistance. The results are used to suggest some specific measures to deal with the organizational inertia in public agencies.     

The New Elites in the Baltic States: Recirculation and Change

Regime change is closely connected to elite change. although classical theories of elite rule would predict considerable elite continuity. The basic question is how the downfall of communist regimes and introduction of democracy have affected elite patterns in the three Baltic states. The data indicate a combination of continuity and change: circulation of indigenous elites has taken place, while Russians are excluded from power in important state institutions. Elite continuity is explained by lack of "alternative elites" and a need for competent leaders in the state building process. Elite change is explained by ethnic cleavages which raise the issue of indigenous control over power positions.     

More of the Same? A Dual Case Study Approach to Examining Change Momentum in the Public Sector

Despite the significant amount of change experienced by the public sector, there has been relatively limited empirical examination of how change agendas affect public sector employees in Australia. This article presents a comparative analysis of two Australian public sector organisations that implemented the same positive work change agenda, but experienced very different outcomes. Using a critical realist approach, we draw on a mix of qualitative techniques to suggest that textbook notions of ‘successful change’, which are often derived from large private sector expectations, may fail to capture the complex nature of how public sector change initiatives may unfold. In particular, we demonstrate how political, temporal, contextual, and process factors interact to shift change momentum. Illustrative examples are provided throughout and the findings are discussed in terms of their implications for theory building, for change facilitation, and for future research.     

Politikwandel und seine Messung in der vergleichenden Staatstätigkeitsforschung: Konzeptionelle Probleme und mögliche Alternativen

Policy change is an important concept in comparative policy analysis. Despite its central significance, most empirical studies fail to provide clear-cut definitions and measurement of this concept. Against this background, this article evaluates previous scholarship on policy change in the areas of social and environmental policy. We find that most studies use proxies for measuring policy change even though they contradict the basic idea of policy-making activities. Furthermore, studies usually neither capture the complexity of policy change, nor take into the possibility of policy change through dismantling account. Additionally, the empirical focus of most analyses is too narrow, thereby impeding robust statements about causality. In response to these shortcomings, we propose a new conceptual perspective, which captures policy change as a broader empirical phenomenon. We discuss its advantages as well as its disadvantages and show the implications for the research process.     

Lessons of reform in the Ontario Civil Service

There is a dramatic process of change taking place in the province of Ontario, Canada, which points to and highlights the need for utter political commitment for change. This is taking place in an environment that contains within it many of the structural problems being experienced by member countries. This article reviews the current plans and actions and draws lessons from Ontario's experience in developing a professional competent public service over a period of time, during which the expectations of the service have changed radically. (© 1997 by John Wiley & Sons, Ltd.)     

European Gender Mainstreaming: Promises and Pitfalls of Transformative Policy1

abstract Gender mainstreaming requires a radical redefinition of policy values and practices. This initial discussion explores the way the mainstreaming approach attempts to change the definitions of the situation so that equality in gender relations becomes an element at the point of departure. Factors that may affect whether gender mainstreaming will become an institutional innovation include the extent to which there is a commitment to a gender mission, the level of sophistication in terms of gender and policy issues in the administrative setting, the level of resistance to gender equality, and the extent to which gender experts play a role. This article investigates the role of these contextual factors as related to experiences in the European Union Commission and several states in Northern Europe.