Strategy and Accountability: Structural Reform Litigation and Public Management

Structural reform litigation involves legal action against public bureaucracies alleging that an official has violated the legal rights of an agency's client. A pattern of rights infringements raises the specter of systemic dysfunction. If the court finds for the plaintiffs, or if the defendant agency agrees to settle, the remedy reconstitutes agency operations. What are the incentives faced by public managers whose agencies are involved in structural reform litigation? How might public managers retain public accountability while strategically using the institutional arrangements present in such cases? This article examines these questions through a spatial bargaining model and discusses its analytical implications in the context of a comprehensive suit against the child welfare agency in Kansas City, Missouri.     

Performance Management and Public Sector Reform: The Norwegian Hospital Reform

This article addresses the development of new performance management systems related to public sector reforms. One such system is Management by Objectives and Results (MBOR), based on an official OECD model. Such a system tries to establish unambiguous goals, objectivity, and incentive elements into often traditionally trust-based systems embedded in a complex political-administrative context. To analyze such performance management systems and how they work in practice, we focus on a recent reform of the hospital structure in Norway. Using a broad institutional perspective, we argue that the MBOR-system in Norway is a mixed and complex system encompassing different kinds of logic. These include instrumental elements from the new performance management systems combined with ad hoc preventive efforts by the political leadership, the influence of cultural constraints, elements of rather inappropriate self-interested action, and pressure from the environment. The study reveals that the hospital reform in Norway in practice can be seen as an integrated model, combining informal trust-based approaches and formal performance management measures. It also shows that negative side effects and dysfunctions might occur.     

The Politics of Growth Management Reform in the States: A Comparative Analysis

This article seeks to advance our understanding of the politics of growth management reform in the American states. First, it builds on prior research on agenda processes in other policy arenas to identify four "ideal" types of growth management reforms with empirical referents in the states: quantum, emergent, convergent and gradualist. Next, the political dynamics associated with each type are culled from the experiences of eight states pursuing such reforms over the past three decades. The article concludes by reviewing the implications of these findings for future research and for those pursuing growth management reforms in the future.     

The Philippines: In search of identity

The Philippines: A Singular and a Plural Place, (second edition) by David Joel Steinberg. Westview Press, Oxford and Boulder Co. 1990, xiv + 224 pp. £11.95 paperback. ISBN 0–8133–0766‐X;

Rebellion and Repression in the Philippines, by Richard J. Kessler. Yale University Press, New Haven and London, 1989. xii+227 pp. £22.50 ($30.00). ISBN 0–300–04406–2;

Red Revolution: Inside the Philippine Guerrilla Movement, by Gregg R. Jones. Westview Press, Boulder Co. and London, 1990. xxii+360 pp. £10.50 paperback. ISBN 0–8733–0877–1;

The Philippine Revolution: The Leader's View, by Jose Maria Sison with Rainer Werning. Taylor and Francis, New York and London, 1989. xxix + 241 pp. £25 cloth, £11 paperback. ISBN 0–8448–1580–2 and 0–8448–1581–0.     

浅谈人事档案社会化管理模式

目的阐述人事档案社会化管理模式在当今社会中的适用性及现实意义。方法从人事档案社会化管理的发展趋势,通过新旧管理模式的对比。结果人事档案社会化管理是市场经济条件下的新模式,由于人才的吸纳与流动,人事管理变成了一种社会化的活动,作为人事管理重要组成部分的人事档案工作必然具有社会化的性质。结论传统人事档案管理存在着制约性,新的管理模式不仅是可行的,而且更有利于人才流动、人尽其才,发展人事档案社会化势在必行。     

基于知识管理的高校图书馆人力资源管理策略

知识管理对高校图书馆至关重要,而人力资源管理是高校图书馆知识管理的核心.高校图书馆知识管理应以人力资源管理为核心,从创新人力资源管理理念、再造人力资源组织模式、建立合理的人才结构与配置、进一步完善人性化的激励机制及营造宽松和谐的人际环境等方面实施一系列具体的人力资源管理策略.     

Constraining Executive Action: The Role of Legislator Professionalization in Latin America

What explains the failure of legislatures with strong constitutionally endowed powers to exert themselves over the executive in practice? We examine the role of legislator professionalization in strengthening the legislature's ability to constrain executive action, conceptualizing legislator professionalization as prior legislative experience and prior professional work experience. We argue that more professionalized legislators, through the skill and knowledge they bring to the policymaking process from prior experience, will be better equipped to challenge executive authority. In a sample of four Latin American countries from 1990 through 2010, we find that legislatures are more likely to curb executive decree issuance when individual legislators are strongly professionalized, controlling for constitutional powers and several other partisan and political factors. Our findings suggest that legislatures composed of more professionalized legislators can constrain executive action, especially in the context of a unified political opposition in the legislature.     

高校人事档案管理数据化刍议

随着高校人才战略的发展和人事改革的深入,以及计算机网络技术的发展,人事档案作为人才开发的重要依据,在社会中的价值也日益被发现和重视,在信息化背景下,改变高校传统的人事档案管理已经势在必行,实现人事档案管理的数据化是必然要求。     

论县级政府行政改革的战略选择

改革战略的正确选择是县级政府行政改革实现历史性突破的前提。未来的县级政府行政改革必须走出纯粹的组织变革层面,进入组织变革、职能变革与政治变革三重良性互动的全面变革时代。在中央与地方、政府与党委的纵横关系中,增加县级政府在行政改革中的自主性和县域公共利益的代表性,依据县域特殊性寻求政府职能与机构的合理性,变革权力结构,形成政府与社会良好合作的善治格局,是新时期县级政府改革与发展的战略选择。     

我国企业跨国经营战略体系的构建

面对经济全球化和加入世界贸易组织的新形势 ,我国企业要想在全球性的竞争中生存和发展 ,必须积极参与国际竞争 ,走跨国经营的道路。尽管目前我国企业在跨国经营过程中存在着许多问题 ,但只要勇于找出不足 ,从战略调整和战略选择入手 ,构建我国企业跨国经营的战略体系 ,就一定能够成功实施跨国经营战略 ,实现企业的跨越式发展。     

对公安机关干部人事制度改革的探索和思考

本文对上海铁路公安局在推进干部人事制度改革方面的做法进行了总结和探讨.通过建立未尾淘汰,干部双向选聘,干部交流,干部离任审计等制度,有效地完善了用人机制,促进了党风廉政建设.同时也对影响干部人事制度改革进一步深化的制约因素进行了深入反思,提出了解决问题的办法和措施.     

整体型政府:西方公共管理改革的新目标

为改变新公共管理运动带来的愈来愈严重的政府管理碎片化状态,英国等新公共管理改革先锋国家采取了协作和整合的战略,提出建设整体型政府.整体型政府是超越政府层级、部门功能分工的鸿沟,以解决人民的问题、为人民提供整合性服务为核心的政府,是关照全体、预防性、整合性、改变文化、结果取向的政府.     

社会主义文化管理人才素质论要

社会主义文化管理人才是复合型人才,必须具备政治素质、道德素质、文化素质、市场素质、教育素质、心理素质和创新素质等,并能将这些素质有机结合起来形成实际管理能力。其中,社会主义文化高级管理人才还应具备正确处理文化价值观的一元性与多元性、文化表现形式的高雅性与通俗性、文化产品的社会效益与经济效益等矛盾关系的高水平素质。     

New Public Management and Management Education: Foundations of Successful Management Reform

International experience shows that the main objective of New Public Management (NPM) reform has predominantly been to overcome the current crisis in funding and public service delivery. The achieving this objective has involved adopting a philosophy of 'more for less' or, in other words, by enhancing 'value for money' in public service delivery. To this end,NPM reforms have generally aimed at replacing the inherited or traditional bureaucratic structure of management with a market – or at least a competition-based – contract arrangement. As is the case in any contested market setting, the main concern of state and public administration is no longer merely to ensure a legally correct application of laws, but also to use scarce resources as 'efficiently' as possible in the pursuit of the desired ends of increased productivity and 'more for less'.     

县域监察体制改革的策略及其效能提升

县域监察体制改革通过优化政治生态、提升腐败治理水平、推动公共权力规范运行等举措提升县域治理水平,进而成为整个国家政治发展战略的重要支撑。服从中央主导的政治策略、解决现实问题的切入策略和刚柔并济的行动策略,是县域监察体制改革的三大实践策略。这三大策略的主要目标导向在于引导权力规范运行、提升腐败治理效能、促进县域良善治理。从其整体性的目标期待看,当前县域监察体制改革仍需从提升改革的适应性、协同性和持久性等方面着手,以拓展发展空间。     

论“大部制改革”的纵深策略——决策、执行与监督制约与协调的视角

大部制改革是我国目前行政体制改革中的制度亮点,同时也是国外市场化程度较高的国家普遍实行的政府管理模式,但是结合国情,大部制改革在我国向纵深进行也存在着诸多难点.针对现存的难点,有必要在宏观和微观的层面上从决策、执行与监督相互制约与协调的框架内提出相应对策,以保证大部制改革向纵深进行的力度和持续度.     

西方国家行政改革的策略及其启示

自20世纪70年代末80年代初以来,西方国家掀起了声势浩大的行政改革运动,目的是要引进新公共管理来否定传统的官僚制.改革无疑会遇到巨大的阻力.西方国家的行政改革之所以能顺利推行,是与改革者运用正确的改革策略分不开的.本文首先从西方国家行政政革的背景分析入手,论述了西方国家在改革中采取的具体改革策略:强化政府权威、获取政治支持、化解政策阻力、渐进推进,最后简要指出了西方国家改革策略对我国行政改革实践的重要启示.     

大学英语教学改革与人文素质培养策略

大学英语在人文素质教育中起着举足轻重的作用。将大学英语教育改革与人文素质教育相结合是高质量人才培养的重要组成部分。从人文素质教育情况切入,探析了大学英语教学过程中融入人文素质培养的策略。