Contradictions and Constraints in Chile's Health Care and Education Decentralization

Proponents of social service decentralization often claim that transferring service administration to lower levels of government facilitates increases citizen participation and governmental accountability while improving allocative efficiency and equity in service distribution. Using the cases of health and education decentralization in Chile, this article evaluates whether and under what conditions social service decentralization programs are likely to deliver on these promises. It discusses the tensions between equity and efficiency goals and how these may play out given different accountability mechanisms in local public choice, principal-agent, and real-world "hybrid" decentralization models. The case studies illustrate the difficulty of balancing the need for central standards and funding with local autonomy, but suggest that accountability mechanisms that emerged following Chile's transition to democracy in 1990 led to improvements in both equity and efficiency in decentralized service administration.     

An Evolutionary Approach to Political Leadership

We combine evolutionary and neurobiological models to provide a theoretically rigorous framework for understanding the origin of political leadership in democratic structures and how such qualities interact with institutional incentives and constraints. Evolutionary, behavioral-genetic, neuropsychological, and physiological studies have identified biological systems related to particular types of leadership behaviors as well as the emergence of leadership itself. These biological systems emerge during specific life stages and interact with a person's life history, influencing the environments one selects into and the perception of those experiences and subsequent reactions to them; these circumstances reinforce, suppress, and inspire various leadership characteristics. Our framework provides insight into the foundational basis of leadership qualities and explains why and how we observe variation in such traits. The evolutionary functions of leadership, including approaches to collective action problems, leader–follower dynamics, institutional and organizational environments, and leader attributes are discussed, and in so doing, we propose several novel questions that can be addressed from this perspective, which suggest new and fruitful lines of research in leadership studies.     

Employee representation and board size in the Nordic countries

Several European countries have mandatory employee representation on company boards, but the consequences for corporate governance are debated. We use employee representation rules in the otherwise quite similar Nordic countries (Denmark, Finland, Norway, and Sweden) to elicit information on shareholder preferences for employee representation and board size. We find that shareholders tend to choose board structures that minimize the proportion of employee representatives. In Denmark and Norway employee representation depends on board size, and shareholders choose board sizes that minimize the number of employee representatives. However, many companies have more employee representatives than is mandatory. In Sweden, where the law mandates a fixed number of employee representatives (two or three depending on firm size), shareholders choose to have larger boards. In Finland, where employee representation is not mandatory, <1 % of companies choose to have it. Whatever, the merits of employee representation, shareholders appear to be mildly averse to it.