A Multidimensional Reputation Barometer for Public Agencies: A Validated Instrument

Reputation is of growing interest for the study of public bureaucracies, but a measurement that can discern between the subdimensions of reputation and is validated on real-life audiences has remained elusive. The authors deductively build, test, and cross-validate a survey instrument through two surveys of 2,100 key stakeholders of the European Chemicals Agency, the European Union chemicals regulator. This empirical tool measures an agency's reputation and its building blocks. This scale represents an important contribution to reputation literature, as it allows scholars to distinguish and measure which aspects of reputation public organizations are “known for” and build their claim to authority on, as well as how the profiles of public organizations differ. The authors find that direct stakeholder contact with the agency is necessary for stakeholders to be able to evaluate the separate dimensions of reputation independently. Evidence for Practice

• This study equips practitioners with a reputation barometer tailored to the public sector. It allows them to measure the reputation of their organization, in a differentiated fashion, among different stakeholder groups.
• While public organizations increasingly engage in reputation management activities, a potential caveat that emerges from our exercise is that managers might be steering in non-astute directions. While our study shows that, as for private actors, “performance matters,” procedural and moral aspects also weigh heavily in the eyes of stakeholders when it comes to public regulators.
• To secure a positive organizational image and the authority crucial for public agencies to operate, the performance management turn in the public sector may need to be supplemented by an enhanced organizational attention to procedural and moral aspects.

     

Intersectional citizenship,violence, and lesbian resistance in South Africa

Abstract

There is a growing body of literature on intersectionality and citizenship, with scholars positing a need to analyze multiple identities simultaneously in order to understand both the legal incorporation and embodied experience of citizenship for marginalized groups. Building upon this central insight, I contribute to this literature by articulating the components of an intersectional citizenship framework to better understand the way multiple identities mediate citizenship, with particular reference to black lesbians in South Africa. Based on in-depth interviews with eighteen members of the black lesbian organization Free Gender, in Khayelitsha, Cape Town, I argue that Free Gender’s organizational goals can usefully be understood as asserting the commensurability of the identity “black lesbian” with “community member,” “African,” and “woman.” In applying a theoretical framework of intersectional citizenship to South Africa, it becomes clear that Free Gender’s activism reveals differential access to identities necessary to be seen as citizens entitled to rights. More than just extending juridical citizenship, black lesbians must have socially and politically legitimate access to multiple identity categories simultaneously in order to live free of violence.     

Does Organizational Image Matter? Image,Identification, and Employee Behaviors in Public and Nonprofit Organizations

Organizational image, identity, and identification are powerful concepts in terms of understanding members’ behaviors and beliefs. In particular, the term “image” has frequently been used to describe the overall impression of the organization, but most scholars have only focused on organizational image as it is perceived by external audiences. However, organizational image as perceived by members within an organization is critical for determining its impact on individual employees’ motivation, work behaviors, and further performance at work. This article explores the roles of organizational image and identification in explaining organizational behaviors—extra‐role behavior and absenteeism—in public and nonprofit organizations. A series of seemingly unrelated regressions were used to analyze survey data from 1,220 respondents. Results show that organizational image is positively related to employee identification, and identification has a significant influence on promoting extra‐role behavior and lowering employee absenteeism.

Practitioner Points

• Organizational image as perceived by members of an organization is an aggregate of individual employees’ perceptions of the organization based on their own experiences and judgments (perceived organizational identity) and outsiders’ judgments about the organization (construed external image).
• Both perceived organizational identity and construed external image influence the extent to which employees are likely to identify themselves as part of their organization.
• The higher an employee's level of identification, the more he or she is likely to engage in extra‐role behavior.
• Managing organizational image and identification in a positive way can significantly reduce costly voluntary employee absences, which are reasonably avoidable absences.

     

Beyond Enforcement: Welcomeness,Local Law Enforcement,and Immigrants

Studies of local law enforcement actions toward immigrants show that while some cities engage in enforcement, many others do not. The extent and determinants of enforcement have been assessed, but these studies have not evaluated the full range of practices, including welcoming practices, toward immigrants. This article introduces the concept of “welcomeness,” develops a framework for measuring it, and, using a nationwide survey of local police departments, examines how widely departments are welcoming (or unwelcoming) to immigrants. The data show that many police departments have consciously and deliberately developed practices intended to foster positive relationships between the police and immigrants and to encourage immigrants to call the police for assistance.

Practitioner Points

• Welcomeness encompasses a range of practices toward immigrants that are often intentionally created, thoughtfully implemented, and found in a variety of communities.
• The dimensions of welcomeness provide a framework for police departments to assess their practices and provide a model for police departments that want to engage positively with immigrants.
• Welcoming practices may improve interactions between police officers and immigrants and may improve immigrants’ perceptions of local law enforcement.
• Welcoming police departments often have a deeper commitment to community policing.

     

Promoting eco manufacturing: an Australian case

• This paper analyses the communication campaign of a small industry plant, the Fuji Xerox Eco Manufacturing Center in Sydney, Australia. Disproportionably to its size, it has become a national and world leader in the push for waste free, sustainable manufacturing. The rarity of the case—a resource‐poor for‐profit organization taking the role of an influential advocate—helps to highlight the centrality of public relations in the promotional mix. I examine ‘remanufacturing’ not as a one‐off technical innovation, but as prolonged internal and external communication campaign. I also stress on the public character of internal communication, where public relations is instrumental from the start. I draft and discuss an alternative model of integrated marketing communications for small businesses and nonprofits. Integration happens here on personnel rather than organizational (interdepartmental) level. The more such organizations turn towards external causes and multiple publics—as in this case of industrial advocacy and public affairs—the more likely public relations transforms from a component into the organizing principle of the communication strategy.

Copyright © 2008 John Wiley & Sons, Ltd.     

Using organization theory to understand international organizations: Four models of multilateral decision making

This article addresses an enduring public management question: “Is organizational functioning a product of politics, management, or both?” It speaks to this issue by analyzing the decisional dynamics of the world's most inclusive, and prominent international organization: the United Nations. To assess the ability of international organizations to develop and implement international public policy, this study draws upon an extensive literature in organization theory to develop four models of multilateral decision making:

• •⊎ A Cognitive Ambiguity Model;
• •⊎ A Bounded Pragmatism Model;
• •⊎ An Organizational Expansion Model; and
• •⊎ A Political Interests Model.

In considering the obstacles to effective policy, this study asks whether policy is porduced by intellectual confusion, routine-based decision making, bureaucratic ego, or base political motives. This project closes by arguing for broad approaches to the politics/management continuum, and an integration of the four models. Only by weaving and practitioners distinct strands of organization theory, can scholars and practitioners fully appreciate the intellectual and political dynamics of publicly managed organizations, and thus, the aids and onstacles to their functioning.     

Communicative Diplomacy for the 3rd Millennium

Abstract

In today's world of revolution in communications and information as well as of global interdependency, a medialised politics became a general reality. One can observe such a trend specifically in the field of international and foreign affairs where state and other actors use communication channels and public relations to a large extent to improve on the content and in particular, on the image of their policies. Here one can also argue that a major share of bilateral and multilateral relations among states is shaped by the international media, or vice versa, that all major “wars” are “fought” through the media.

This article explores the increasing inter-relation between state foreign affairs on one side, and media and public relations, on the other. The article starts off with basic concepts of a “new/democratic diplomacy” (Nicholson, 1988) and a “public diplomacy” (Signitzer in Combs, 1992), and compares them with definitions of “international public relations” (Kunczik, 1997). It attempts to build the general analytical framework on the basis of comparative case studies of developed countries with an established diplomatic tradition and of new democracies still proving themselves on the international fora. In this context, particular attention is given to communication in relation to international organisations like NATO and the EU.     

Developments in public affairs in Australia

• This paper discusses the integrated public affairs model most common in Australian companies, and its rationale. It describes some key characteristics of the function, drawing on a comprehensive survey of public affairs departments in late 2003. The function has become more senior and strategic, more closely aligned to business imperatives and with stable or growing budgets. It identifies areas of increased attention for practitioners, including support for organization transformation and culture change, stakeholder relations as a line, as well as staff function, reputation management and sustainability reporting.

Copyright © 2005 John Wiley & Sons, Ltd.     

DELEGATION: A CASE STUDY

• 1 Whether to delegate or not to delegate has been an active issue in the New South Wales Public Service since 1960.
• 2 There has been considerable delegation of personnel authority to department heads during the period 1960–68, and the benefits of this programme have been significant.
• 3 The following rules seem to govern the selection of areas ripe for further delegation:

The “monopoly” rule: Where a department has a virtual monopoly over a particular occupational group in the Service, it should have authority to employ members of that group. The “rubber-stamp” rule: Where the rate of approval to departmental submissions approaches 100 per cent in any area, delegation of authority should be considered. The “guide-line” rule: Where the Board finds it possible to formulate guide-lines for the making of decisions within its own office, these guide-lines should be communicated to the departments, together with authority to make the appropriate decisions. The “no-harm” rule: Whenever authority can be exercised in a department without breaching any general or departmental limitation, delegation should be considered.

• 4 The following limitations to delegation of further personnel authority are seen to exist:

The “size” limitation: The small size of many departments limits the scope for further delegations of authority. The “geographical” limitation: The geographical dispersion of departmental staff is a factor that limits the scope for further delegations of authority. Regional decentralization, paradoxically, often leads to centralization of personnel authority. The “uniformity” limitation: The need to achieve uniformity in the Service, from one department to another, limits the scope for further delegations of authority. The ideal of uniformity, however, has probably been over-emphasized in the past because of the early history of the Public Service Board, and the centralized system of arbitration within which it operates. Other limitations: Factors unique to individual departments, such as historical influences and lack of competence in personnel administration, impose specific barriers to further delegations of authority.     

Spin: from tactic to tabloid

• Over the last fifteen years, the word Spin has come to define both the process of political communication, and the practice of public relations itself. The history of the term requires some examination. Arguably, until around 1992, Spin did not have such a widespread meaning—it was simply one tactic in an election campaigner's armoury.
• Now it seems to embrace the whole process of communication, not only between election campaigners and the media, but also between a Government and its people, or between a public relations professional in any field, and his or her target publics.
• The development of Spin as a word has gone through a number of stages which will be addressed in the course of this paper. It now has widespread popular usage, which has arisen through two principal processes: The increasing celebrity status of the spin‐doctor role: and the usefulness of the word to tabloid sub‐editors.
• By 1997, when New Labour came into Government, the discourse of spin was firmly established.

Copyright © 2006 John Wiley & Sons, Ltd.     

Gender targets and trickle-down effects: Avoiding the ‘decoupling dynamics’ that limit female representation in senior roles

Women constitute the majority of the Australian public sector workforce, but their representation in senior roles is not proportional. Australian public services have gender targets to improve the representation of women in senior roles. Based on previous research, targets are expected to first increase female representation at the target's focal level, such as executive level. Then they should initiate a trickle-down effect (TDE), increasing female representation at the level immediately below the target's focal level, such as the executive feeder level. However, the TDE observed in a state public service decelerated after a gender target was imposed. We identified whether individual departments had a consistent or inconsistent TDE and conducted 13 semi-structured interviews with key stakeholders. Too many service-wide targets with low prioritisation of a gender target, as well as missing and ineffective practices, generated decoupling dynamics. Only departments with gender champions who had visible backing from the Chief Executive were able to keep the gender target coupled with practice to achieve its intended outcomes.

Points for practitioners

• Gender targets in Australian public services may not be achieving intended outcomes due to decoupling—a response to policies in which the policies are ignored and/or ineffective practices are implemented.
• Too many competing targets and limited accountability for achieving a gender target create a potential for decoupling by allowing individuals and groups to ignore or weakly adopt the policy.
• Integrated bundles of top-down (e.g. requiring at least two women on shortlists) and bottom-up practices (e.g. mentoring) can help avoid decoupling by ensuring women are appointed to senior roles and supported to progress through an organisation.
• Chief Executives are key to ensuring a gender target remains coupled with its implementation; Chief Executives must provide visible support to internal champions to make gender targets effective.

     

The Impact of Performance Management on Performance in Public Organizations: A Meta‐Analysis

Performance‐based management is pervasive in public organizations; countless governments have implemented performance management systems with the hope that they will improve organizational effectiveness. However, there has been little comprehensive review of their impact. This article conducts a meta‐analysis on the impact of performance management on performance in public organizations. It contributes to the current literature in three ways. First, it examines the effect of the “average” performance management system. Second, it examines the influence of management: whether beneficial performance management practices moderate the average effect. Third, it examines the effect of “time” on performance management. Using 2,188 effects from 49 studies, the analysis finds that performance management has a small average effect. However, the effect is substantially larger when indicators of best practices in high‐quality studies are included, indicating that management practices have an important impact on the effectiveness of performance management systems. Evidence for the effect of time is mixed.     

When a Career Public Servant Sues the Agency He Loves: Claude Ferguson, the Forest Service, and Off-Road Vehicles in the Hoosier National Forest

Claude Ferguson, who in his own words “met the test of his lifetime,” deviated from the norms of the U.S. Forest Service articulated by Herbert Kaufman in The Forest Ranger to became a government guerrilla against the organization he loved. This profile highlights several enduring themes: the inherent tensions between democracy and bureaucracy, the many masters of career bureaucrats, how organizational culture can both empower and constrain employees, and what it means to act responsibly, ethically, and with integrity as a public servant. In addition, this case demonstrates how the Forest Service has evolved since Kaufman's classic study. First, Kaufman depicted forest rangers as “valuing the organization more than they value[d] getting their own way,” yet this profile underscores that public servants do not check their worldviews, mores, or ethics at the door. Second, Kaufman described the Forest Service's efforts to routinize the decisions of its employees in an effort to prevent allegiances to, or co‐optation by, local populations. Yet in this Administrative Profile, Ferguson's hidden strategic tactics co‐opted local stakeholders to enlist their support for a cause he deeply felt was right and just.     

The Perils of Hubris? A Tragic Reading of “Thucydides’ Trap” and China-US Relations

In the last few years, Graham Allison’s “Thucydides’ Trap” has stimulated much discussion within International Relations (IR). Most IR scholars understand Thucydides’ Trap as a shorthand for power transition theory, and view it as highly inadequate for analyzing China-US relations. This article seeks to offer an alternative, tragic, understanding of Thucydides’ Trap that may have more purchase on the analysis of the dynamic of China-US relations. It first argues that while Thucydides’ Trap shares power transition theory’s focus on the shifting balance of power, it is also different from the latter in its emphasis on the emotional implications of changes in the balance of power. This article then explores a tragic understanding of Thucydides’ Trap. Economic success often encourages a rising power to display ambition, confidence and enhanced sense of self (what Allison calls “rising power syndrome”), which leads to loosened restraint, overextension, and strategic blunder; meanwhile, its assertive and ambitious moves spark a ruling power’s fear, insecurity and even paranoia (what Allison calls “ruling power syndrome”), which prompts it to take “preventive” actions in response to the rising power’s assertiveness. This article finally looks at China-US relations through this tragic lens. It suggests that this tragic understanding of Thucydides’ Trap can illuminate the emotional aspect of China-US relations, and also argues that the Thucydides Trap Research Project should henceforth develop an emotional line of inquiry into interaction between the great powers.

     

Translation of trustworthiness signals into factors for stakeholder value cocreation

In this empirical paper, we contribute to this special issue on “The Marketing and Public Affairs of Sustainability” by addressing value creation, the raison d'être for the marketing scholarship, from a social sustainability perspective. Our evidence shows that during the interlinked practices of a focal organization and its external stakeholders, the practices from the former emit trustworthiness signals which translate into factors for stakeholder value for the latter, as precursor to stakeholder value cocreation or value destruction. Therefore, utility is not the result of an organization's decision-making and actions but rather, it is shaped by these interlinked practices, moderated by each stakeholder group's dynamic reference state. We believe that our explanatory model, by showing that trustworthiness and stakeholder engagement are endogenous to value creation, is consistent with the view of corporate sustainability as a persuasive and effective organizational management idea.     

Marcuse: A Critic in Counterrevolutionary Times

Abstract

As a critique of neoliberalism, this article considers Marcuse’s formulations on “paralysis of criticism” presented in his seminal text One-Dimensional Man. This is not a pessimistic perspective. Rather, the author promotes a social diagnosis on political struggles, considering the new challenges of advanced industrial societies to radical subjective experiences of emancipation. The article centers upon, it is important to note, a frequent question in Marcuse’s inquiries: How do we think critically in counterrevolutionary times? This is a question that mobilizes dialectics to revolutionary trends as it expresses an effort to re-think traditional categories of Critical Theory in their “obsolescence.” In a world of “no alternatives,” obsolescent categories are symptom of its diseases. Such obsolescence contrasts immediate relations of status quo with “radical” mediations of social forces. It mobilizes criticism in “catalytic” processes to emancipate “centrifugal social forces” from below, a qualitative leap to social changes able to face counterrevolutionary times.     

International diffusion of regulatory governance: EU actorness in public procurement

This paper attempts to go beyond actor‐centered explanations of the European Union's (EU) presence in regulatory politics by examining the role of the EU in the diffusion of regulatory norms and practices. We explore the international diffusion of public procurement policy, to which multiple organizations and especially the EU and the World Trade Organization have made an active contribution. Using the “opportunity‐presence‐capability” scheme, we argue that the EU is actively co‐shaping the global agenda on public procurement, mainly as a result of the “opportunity” and “presence” dimensions of its global actorness and its role in the horizontal diffusion of public procurement regulations between international organizations. For “EU as a global actor” literature to offer valuable explanations, an in‐depth analysis of its relationship with other international organizations, such as the World Trade Organization, reveals significant interactions and the co‐shaping of policy agendas.     

The negative relationships between employee resilience and ambiguity,complexity, and inter-agency collaboration

Employee resilience (ER) is often needed to face demands inherent in public sector work. Some types of demands, however, may hinder its development, rather than provide the type of challenging adversity from which resilience can develop. Public sector job demands have been a long-standing issue for public workplaces and employees but are also growing in salience as organisations face an increasingly variable, uncertain, complex, and ambiguous environment. Drawing on the Job Demands–Resources model and the challenge/hindrance stress literature, this multi-level study of Aotearoa New Zealand civil servants (n = 11,533) in 65 public sector organisations shows that ER is negatively affected by demands such as job insecurity, unclear job and organisational goals, and inter-agency collaboration. However, organisational resource constraints are positively associated with ER. This study identifies core PA job and organisational demands that hinder ER and offers practical implications and suggestions for further research.

Points for practitioners

• Job role ambiguity, job insecurity, unclear organisational goals, and inter-agency collaboration are common job and organisational demands in public sector workplaces.
• For employees, these demands are stressors that employees do not feel they control, and may therefore hinder employee resilience: the ability to learn, adapt, and leverage networks in the face of challenges.
• Surprisingly, resource constraints, where employees have to ‘do more with less’, might help employees develop ER.
• While inter-agency collaboration has potentially many benefits, it appears to have negative spillover effects on employees unaware of it or not involved in it.
• To encourage ER, agencies should clarify both organisational and job goals, and assure job security, control, competency development, and supervisor support.

     

Leadership skills for regulators

Regulation plays a vital role in reducing harms and promoting public order. However, regulatory reform has been likened to painting the Sydney Harbour Bridge, it never ends. Coupling this reality with the increasing array of areas requiring regulation, there is an acute need for regulators to become more effective in how they work. We discuss the leadership skills needed to ensure regulators consistently contribute to the creation of public value.

Points for practitioners

• Regulators can be more effective when they appreciate their authorising environment and the factors which make that environment dynamic.
• Careful calibration of enforcement practices to the capabilities of those being regulated can reduce conflicts and improve outcomes.
• Regulators with good communication skills can do much to resolve apparently intractable disputes.

     

UN Peace Operations and Conflicting Legitimacies

ABSTRACT

Analyses of United Nations (UN) peacekeeping increasingly consider legitimacy a key factor for success, conceiving of it as a resource that operations should seek and use in the pursuit of their goals. However, these analyses rarely break down legitimacy by source. Because the UN is an organization with multiple identities and duties however, different legitimacy sources – in particular output and procedural legitimacy – and the UN’s corresponding legitimation practices come into conflict in the context of peacekeeping. Drawing on a range of examples and the specific case of the United Nations Organization Mission in the Democratic Republic of the Congo (MONUC), this article argues that looking at different legitimacy sources and linking them to the institutional identity of the UN is thus critical, and it shows how the UN’s contradictory legitimation practices can reduce overall legitimacy perceptions.