Public Administration Dilemmas: An Analysis of Teachers’ Perceptions of the Effects of Performance Evaluation in Post-Colonial South Africa

The adoption of the principles of New Public Management by many governments across the world was invariably accompanied by the implementation of performance evaluation. It is generally accepted that performance evaluation optimizes the performance of workers. As part of a broader investigation which employed a mixed methods approach, the study used data from six interviews with high school principals and 100 survey questionnaires with purposively selected high school teachers in uMgungundlovu District of KwaZulu-Natal, South Africa. In the analysis of this data, the paper demonstrates that beyond the obvious benefits of performance evaluation such as improvement in performance, there are also unintended consequences such as a narrow focus on measured output, teacher burnout, and falsification of information in order to maximize credit or to avoid punishment. This study illustrates the understandings of high school educators in uMgungundlovu District of the effects of performance evaluation. The findings have important implications for public administration and scholars alike.     

Mobilizing Change in Public Services: Insights from a Systems Leadership Development Intervention

ABSTRACT

This paper explores the mobilization of systems change through analysis of a place-based ‘systems leadership’ development intervention aimed to develop the capacity of cross-sector partnerships to tackle ‘wicked’ health and social care challenges. Particular attention is given to the role of independent ‘enablers’ in opening up ‘adaptive spaces’ where partners can navigate competing priorities and develop new ways of working. This paper contributes to existing literature by providing an overview of recent developments in the field of public leadership, applying these to the challenge of developing systems leadership capacity and considering implications for future research, development and practice.     

Strategizing Public Sector Human Resource Management: The Implications of Working in Networks

Networks have come to the fore as a means by which government can achieve its strategic objectives, particularly when addressing complex or “wicked” issues. Such joined-up arrangements differ in their operations from other forms of organizing as they require collaborative effort to deliver the collaborative advantage. Strategic Human Resource Management is concerned with the matching of human resource practices to the strategic direction of organizations. It is argued that the strategic direction of government has been towards network involvement and that, as a result, a reconfiguration of Human Resource Management practices is needed to support this new direction. Drawing on eight network case studies findings are presented in relation to the roles government is expected to play in networks and conclusions are drawn about what types of human resource management practices would best support those roles. Implications for Strategic Human Resource Management are posited.     

A Two-Pronged Approach? Combined Leadership Styles and Innovative Behavior

This article examines the relationship between transformational, transactional, and empowering leadership and the innovative behavior of public sector employees. Instead of investigating their association individually, this article focuses on the interaction between different types of leadership. The analysis is based on a survey from one of Denmark’s largest hospitals (n = 1,647). The main result is that empowering leadership, which focuses on employee capacity, moderates the association between transformational leadership, which is directed at motivation, and innovative behavior. The findings emphasize the importance of not only focusing on a single leadership style but also understanding how they work in combination.     

Localism and Accountability in a Post-Collaborative Era: Where Does It Leave the Community Right to Challenge?

Since the establishment of subsidiarity in the early 1990s, the European-wide move to devolve governance has been interpreted by previous and present UK governments adopting differing ideological positions within a ‘localism agenda’. Interpretations have changed the dynamics of the community right to challenge, as well as the structure and mechanisms for community accountability. This article adopts the typology of forms of local governance developed by Lowndes and Sullivan (2008, How low can you go? Rationales and challenges for neighbourhood governance. Public Administration, 86 (1), 1–22) to explore the hypothesis that the localism agenda realigns the synergy between neighbourhood rationales; citizen engagement in service delivery and the opportunity for public scrutiny and accountability. It concludes that opportunities for communities to challenge service delivery and ensure increased accountability to the local level will be tempered by increased complexity and demands on local authorities to develop new relationships with both service users and providers.     

Two Faces of Transparency: The Regulations of People’s Republic of China on Open Government Information

The People’s Republic of China enacted the first nationwide open government information regulations (OGIRs) in 2007. The regulations safeguard Chinese citizens’ right to know and provide public oversight. This analysis aims to explain how and why the Chinese government incorporates the universal values of transparency and accountability into the complex Chinese political systems. The article first provides a theoretical framework of government transparency and a quick road map of OGIRs for international audiences by tracing its regulatory details. It then analyzes OGIRs’ external mechanisms of transparency on how information flows to the citizenry through public supervision and judicial review. Fourthly, the article explains OGIRs’ internal mechanisms of transparency and accountability through the hierarchical control of the party-state agencies and officials. The article emphasizes that transparency and accountability are as important to today’s Chinese government and civil society as they are in democratic regimes generally. OGIR shares the values of external transparency and legislative missions of the U.S. Freedom of Information Act (FOIA). However, the Chinese government tailors information disclosure to meet the institutional requirement of strengthening internal accountability mechanisms, maintaining the party-state’s authority and legitimacy, and representing the collective welfare and public interest.     

Can Changes in Transformational-Oriented and Transactional-Oriented Leadership Impact Turnover over Time?

This article empirically examines the impact that leadership styles have on turnover. The results reveal that transformational-oriented leadership was found to lower voluntary turnover—that is, the aggregate of quits and transfers. Transactional-oriented leadership, on the other hand, was found to increase quits in agencies. The theoretical and practical implications of these findings are discussed in the article.