Local Government Size and Political Efficacy: Do Citizen Panels Make a Difference?

Democratic theorists typically suggest that citizens served by small local governments have high levels of political efficacy. However, it is conceivable that large governments can overcome the burden of bigness by introducing structures that involve citizens more closely in decision-making. This paper analyses whether jurisdiction size influences political efficacy in Welsh local government, and whether the presence of a citizen panel makes a difference to the size-efficacy relationship. Multi-level analyses suggest that size is negatively associated with internal and external political efficacy, but that the use of citizen panels bolsters the external efficacy of citizens served by larger local government.     

Big change,little change? Punctuation,increments and multi-layer institutional change for English local authorities under austerity

This paper draws on new institutionalist theories to consider how we might characterise the process and outcomes of change occurring in English local government as a result of the UK’s austerity policies. It uses national and local empirical data to argue that changes are best understood as multi-layer processes, whereby radical ‘punctuated’ shifts in national funding can be mitigated to incremental adjustments in service delivery at a local level. However, the paper also suggests that the incremental appearance of change may be temporary, and that diminishing institutional resilience and emergent discursive shifts potentially prefigure a paradigm change in local governance.     

How learning aggregates: a social network analysis of learning between Swedish municipalities

Using a unique data set of learning among all 290 Swedish municipalities, we use social network analysis to analyse how learning networks aggregate nationally. To facilitate this analysis, we describe five ideal-typical patterns of aggregation: core-periphery, small world, top-down regionalism, bottom-up regionalism and urban hierarchy. Each of these ideal-types has important implications for how ideas, information and innovation will circulate among municipalities. Social network analysis allows us to both isolate these patterns and to appreciate composite patterns. The analysis indicates that Swedish municipalities are a small-world network with regional and hierarchical elements. County seats serve an important role as network hubs.     

Exploiting the common pool or looking to the future? A study of free-riding leading up to the 2007 municipal amalgamations in Denmark

ABSTRACT

Municipal amalgamations can create incentives for opportunistic behaviour. Several fairly recent studies have examined this on amalgamations in Denmark and Sweden using the so-called law of 1 over n. However, they have yielded inconclusive results and I argue that one plausible explanation is a theoretical deficiency in the law, as it does not account for how future political representation can mitigate the incentive to free-ride. I examine this using large-scale amalgamations in Denmark in 2007. This case is quite unique as the amalgamations were implemented in such a manner that they constitute a quasi-experiment, and because an extra fiscal year was added to the election period where the composition of the new councils was known with certainty, while the municipalities retained some decision-making power. The study’s findings are consistent with the argument that the incentive to free-ride depends on the decision makers’ future political stake in the new, amalgamated municipality.     

The Role of Organisational Culture in the Merger of English Local Authorities into a Single Unitary Authority

Cornwall Council is a new ‘unitary’ local authority which was created following the merger of six district councils and one county council on 1 April 2009. A questionnaire survey based on specific ‘dimensions’ of organisational culture was circulated to staff prior to the merger date. Overall, the results indicated a generally congruent culture characterised by a strong team spirit and commitment to the workplace. A number of differences were observed between the cultural orientations of the seven councils, but there was only weak evidence of differences between tiers of management or professional groupings. The study suggests that the new organisation will have to find ways of ‘unfreezing’ staff from their established ways of thinking and working before changes can be properly embedded. It is recommended that the organisational change process shifts from a top-down ‘planned’ approach to a more ‘emergent’ approach to facilitate learning and organisational development.