SCALE AND POLICY IMPACT IN PARTICIPATORY‐DELIBERATIVE DEMOCRACY: LESSONS FROM A MULTI‐LEVEL PROCESS

This article addresses two interrelated critiques of participatory‐deliberative democratic institutions: that they are beset by problems of scale and that they achieve weak policy impact. This article tests these criticisms through the case of the UK Sustainable Communities Act (SCA), a multi‐level process that is relatively strongly institutionalized. The evidence lends qualified support to these critiques. The article differentiates between contextual factors, related to the attempt to institutionalize participatory‐deliberative processes within existing socioeconomic and political structures, and design factors to do with institutional and process design. The case of the SCA calls for caution about the claim that multi‐level participatory‐deliberative processes can overcome problems of scale and policy impact, but the question remains open. The article ends by suggesting that expectations of direct policy impact might be too high. Rather than determinants of policy, multi‐level participatory‐deliberative processes might function best as agenda‐setters.     

A THEORY OF CULTURE‐SWITCHING: LEADERSHIP AND RED‐TAPE DURING HURRICANE KATRINA

This article draws upon studies of organizational culture and sense‐making to develop a theory of culture‐switching. Culture‐switching occurs when organizational actors shift emphasis from one existing organizational cultural assumption to another to reshape organizational action. The concept is demonstrated in a case study of the Hurricane Katrina response by the US Department of Defense (DOD). A slow initial DOD response arose because of self‐imposed red‐tape designed to limit engagement in crisis response, reflecting a cultural assumption of the need to maintain autonomy. DOD leaders altered the nature of the response by committing to another widely‐shared cultural assumption: a ‘can‐do’ approach to achieving difficult goals regardless of obstacles. The case illustrates how different organizational cultural assumptions interact with red tape to foster either inertia or a proactive response.     

MANAGERIAL GOALS IN A PERFORMANCE‐DRIVEN SYSTEM: THEORY AND EMPIRICAL TESTS IN HIGHER EDUCATION

Factors influencing managerial goals and decision‐making processes have been debated for decades among public administration scholars. Previous literature has explained goal setting through theories of performance gaps, bureaucratic control, and isomorphic rationality. However, there exists no direct empirical test of these theories to determine which theoretical expectation may have more or less weight with managers when setting organizational goals. Using an original survey of university presidents, this study tests how public managers prioritize competing performance goals. Findings suggest that the goal setting decisions of these public managers is primarily driven by political control mechanisms.