Leadership and the Transformation of a Major Institution: Charles Rossotti and the Internal Revenue Service

Charles Rossotti took the helm at the Internal Revenue Service in 1997 amid complaints of abuse of both IRS workers and taxpayers. Did he succeed at improving the agency’s image without sacrificing its principal mission to enforce the tax code fairly and effectively? This retrospective on Rossotti’s five‐year tenure suggests that he, his leadership team, and teams of IRS employees managed effective changes that substantially improved services to taxpayers and the administration of a beleaguered revenue‐collection system. His leadership offers valuable lessons and insights for administrators in all settings. Are there invaluable lessons that public administrators might learn from Rossotti’s management strategy?     

美国与东亚经济失衡及东亚区域合作构想

美国与东亚经济失衡与摩擦对东亚区域经济一体化的影响巨大而复杂。一方面,为应对与美国的经济摩擦,东亚先进经济体往往通过对外直接投资将国内失去比较优势的产业转移到区内后进经济体,将其作为自己的出口平台,从而促进东亚地区产业分工与国际生产网络等经济一体化的形成;另一方面,作为东亚区域经济一体化进程中最重要的外部因素,美国对东亚经济一体化的立场、东亚对美国市场和美国货币的非对称依赖都在一定程度上限制了东亚地区一体化的发展。     

Devolution and Local Government: Evidence from Scotland

Devolution in Scotland has had a major impact upon local government. Local government, at both political and managerial levels, perceives central government in the shape of the Scottish Executive to be closer (geographically and politically) and more open to local government in terms of access to ministers and civil servants. However, Scottish central–local relations continues to be characterised by a sense of mistrust of local government, especially among civil servants and a continuing desire for central control of key policy agendas. Equally, the policy process continues to display features of fragmentation across major policy areas. Moreover, Westminster has not yet departed the scene of Scottish politics in both financial and policy terms but also in the enduring presence of a Westminster ‘political culture’     

Quotas: changing the way things look without changing the way things are

This paper argues that while quotas can quite easily be used rapidly to address the problem of insufficient numbers of women in representative political institutions, effective representation requires us to pay attention to far more than merely the numbers of women present. This article suggests that, in particular, we need to look at which kinds of women are made present by quotas, how these women gain office and what they do once they are there. Using the South African example as a case in point, the paper suggests that where women become representatives through mechanisms controlled by party political hierarchies rather than by way of more broad-based political processes reflecting real social change, quotas can act to legitimate and perpetuate women's actual absence of power rather than being an effective remedy.     

Organisational reputation and impact on employee attitude: A case study of MTN Ghana limited and Vodafon Ghana Limited

The impact organisational reputation has on employee attitude is very crucial to the fortunes of any organisation, and employees are the fuel that runs the engine of the organisation, and it is believed that their attitude towards the organisation creates a positive performance for the organisation. This study, therefore, sought to determine organisational reputation and the impact on employee attitude by determining the contribution of employee in achieving the reputation of the organisation. The type of research design was a survey, and it relied on secondary information such as reviewing available literature and primary data through the dissemination of questionnaires. The findings suggests that employees contribute earnestly and effectively to organisations reputation, and this creates an enabling environment for creativity and growth, as employees see themselves as stakeholders who play part in the achievement of organisations reputation to the market. It was also revealed that when employees are taken for granted, they become dissatisfied and apathetic, which is likely to adversely affect organisational performance and goes a long way to drag the image of the organisation into the mud. It is recommended that employees' feelings are sought on matters that affect their lives and work, and they should work under conducive and healthy environments as this would give employees the feeling that their employers are concerned about their wellbeing, and this builds a positive attitude to work within employees who in turn work to achieve the goals of their organisation. Copyright © 2015 John Wiley & Sons, Ltd.     

Actions taken in response to mental health screening at reception into prison

Screening for mental health problems on reception into custody has been criticised. However, there have been few studies on care pathways through custody as a result of screening identification. We aimed to identify what actions were taken as a result of screening positive for suicidal ideation and mental health problems. Case records for 2166 prisoners newly received into five prisons in England and documented contact with health care professionals in the following month were examined by hand over a four-month period. Altogether, 3% of prisoners were screened as having current suicidal ideas, of whom 30% had no contact with mental health services or risk assessment documentation. Another 21% of new receptions received psychotropic medication, for whom over 60% received no primary mental health assessment, and only 36% received psychotropic medication in prison. Care pathways need to be defined, and screening needs to be delivered as originally intended by initial screen for life-threatening matters, followed by a later, comprehensive assessment of health needs.