Lois Recascino Wise

Examining Empirical Evidence on Diversity Effects: How Useful Is Diversity Research for Public-Sector Managers?

This article reviews the body of empirical research on work-related consequences of human diversity and presents an agenda for future investigations. Ideally, a synthesis of research findings to inform managing-for-diversity efforts should enable managers to interpret events in their own administrative contexts. Our assessment of the diversity literature suggests that managers are using largely untested assumptions as a basis for diversity policies, strategies, and actions. We call for greater contribution from public administration scholars to the body of research focusing on how human diversity can best be managed to produce positive results for individuals and their work organizations.

Public Management Reform: Competing Drivers of Change

Public management reforms often are portrayed as part of a global wave of change, and all organizational change is interpreted within a single reform paradigm that is rooted in economics and market–based principles. Reforms outside this paradigm go unnoticed. This article examines the assertion that different drivers of change competing with the dominant focus of management discourse remain present and influence the direction of reform. It presents three alternative drivers of change rooted in normative values and provides evidence of their relevance from three national cases. Normative influences are reflected in a stream of activities occurring within the same time period in different civil service systems. The direction of public management practice cannot be seen as fully determined by any one approach to government reform or as traveling in only one direction. Understanding the balance among competing drivers of change is a key to interpreting both contemporary and future administrative reform.

Transforming Administrative Policy

Administrative policies and practices may evolve and change slowly and incrementally or they may be transformed intentionally. Intentional efforts to change administrative policy by transforming the structure, processes, or personnel of public sector organizations define an active administrative policy. Ideally, an active administrative policy takes as given that the organizational form to be used is open to choice, that administrative goals are clear, that a tight coupling exists between ends and means, that different organizational forms have different effects, and that there are criteria that may be used to assess those effects. This article focuses on the fulfilment of these preconditions in the three national contexts - Norway, Sweden and the United States of America - in order to determine the relevance of a transformative perspective for understanding the process of administrative change. We examine what impact constraints like polity features, historical-institutional traditions and external pressure, particularly through popular international administrative doctrines like New Public Management ideas and financial crises, have on the possibilities to enhance an active national administrative policy.

Workforce Diversity in the New Millennium: Prospects for Research

Public organizations in the new millennium are tasked with a myriad of human resource management challenges that stem from workforce diversity, but the field of public administration has not produced a body of research that adequately assists them with these struggles. In 2000, Wise and Tschirhart called for “greater contribution from public administration scholars to the body of research focusing on how human diversity can best be managed to produce positive results.” They found that existing research contributed little usable knowledge for diversity management policies and programs. The authors examine whether their call for more rigorous and more practice-oriented research has been heeded by identifying articles on workforce diversity published in a core set of public administration journals since 2000. A broad overview of the literature on diversity is provided, followed by a more focused discussion of empirical research on employment diversity, diversity management, and organizational outputs and outcomes. It is found that although diversity issues remain salient to public administration scholarship, usable knowledge is in short supply. A substantial share of this research can be categorized as focusing on representative bureaucracy issues. Few empirical studies test diversity effects or hypotheses. Some empirical work explains factors beyond the control of human resource policies or practicing managers, which makes findings less useful to practitioners. The research suffers from inadequate data, little innovation in methodology, and insufficient attention to empirical connections between diversity and organizational results.

Diversity in Professional Schools: A Case Study of Public Affairs and Law

Abstract Although the issue of diversity continues to grow in salience in the field of public affairs education, evidence about the way academic programs respond to diversity is still sparse. Studies of public organizations suggest that, despite support for egalitarian policies, many may fail to make the critical link between diversity and other organizational policies and practices.This article compares organizational responses to diversity in two professional schools: a school of public affairs and a school of law. Using the school of law as a benchmark, we find that neither case can be characterized as exemplary in integrating diversity into organizational policies and practices, but public affairs clearly lags law on many important diversity indicators.

Responding to a Diverse Class: Insights from Seeing a Course as an Organization

Abstract This article provides a new perspective to help public affairs faculty with diversity management. In the context of the need for faculty to consciously address diversity issues and develop methods for managing diversity, we consider courses as organizations that have social structures, technologies, goals, participants, and environmental contexts, and examine each organizational element in order to develop insights and diagnostic questions. The model of the course as an organization, insights for managing diversity, and questions for course design and delivery offer tools for faculty to deal with diversity while teaching a variety of public affairs courses.

The Case of Indianapolis

at: can be found Review of Public Personnel Administration Additional services and information for http://rop.sagepub.com/cgi/alerts Email Alerts: http://rop.sagepub.com/subscriptions Subscriptions: http://www.sagepub.com/journalsReprints.nav Reprints: http://www.sagepub.com/journalsPermissions.nav Permissions: http://rop.sagepub.com/cgi/content/refs/14/2/40 SAGE Journals Online and HighWire Press platforms): (this article cites 3 articles hosted on the Citations

Dimensions of Public Sector Pay Policies in the United States and Sweden

Three dimensions for analyzing public sector pay administration are used to examine central government pay administration in Sweden and the United States of America. On the first dimension, market posture, both countries are found to fall short of their espoused policy, comparability. Greater consistency is found on the second dimension, social orientation, where both countries have pursued the goal of social equality. The equilization of salary levels across society is far greater in Sweden in keeping with the socialist objectives of wage solidarity. The third dimension, reward structure, shows the greatest distance between the two countries with the struggle to implement performance-contingent pay underway in the U.S. while Swedes continue to rely on longevity for pay increases.Three dimensions for analyzing public sector pay administration are used to examine central government pay administration in Sweden and the United States of America. On the first dimension, market posture, both countries are found to fall short of their espoused policy, comparability. Greater consistency is found on the second dimension, social orientation, where both countries have pursued the goal of social equality. The equilization of salary levels across society is far greater in Sweden in keeping with the socialist objectives of wage solidarity. The third dimension, reward structure, shows the greatest distance between the two countries with the struggle to implement performance-contingent pay underway in the U.S. while Swedes continue to rely on longevity for pay increases.

Implementing pay reform in the public sector: Different approaches to flexible pay in sweden and the united states

A set of implementation criteria drawn from the United States experience provide a framework for examining pay reform in the Swedish public sector. The study finds that the Swedish approach is quite distinct and this may be attributable to unique features in the Swedish labor market. The reform toward flexible or individualized pay in government agencies appears to be based on an assumption of greater cost efficiency in human resource management and a broad unwillingness to employ objective measures of individual or organizational productivity. Consequently the study calls into question the utility of an analytical framework based on the Anglo-American experience for examining the Swedish case.

Academics and entrepreneurs: Factors affecting the quality and utility of government-sponsored research

Evaluations of the factors contributing to the quality and utility of sponsored research have indicated that characteristics of the researchers and funding arrangements tend to explain differences among projects. This article examines the validity of assumptions about the effects of organizational environment, funding level, and project duration on the outcome of funded research. The results of this study suggest a need to reexamine ideas about the determinants of research quality and utility, and implications for managers of research studies are drawn from the findings.