Suchergebnisse

This study employed a national data set obtained from the U. S. Equal Employment Opportunity Commission (EEOC) to answer two questions. Are women adequately represented in the top-level positions in state bureaucracies and are impediments that women might encounter in reaching the highest level administrative posts related to the policy missions and/or organizational characteristics of these agencies? The authors found that (a) women are underrepresented in top-level administrative and professional positions in distributive and regulatory agencies, suggesting the continued presence of glass ceilings in such agencies; (b) women are better represented among administrative and especially professional cadres in redistributive agencies, however their full representation at the uppermost administrative levels remains an unrealized goal; and (c) women are less well represented in higher paying positions (in proportion to their numbers in the agency) in agencies with higher salaries.

This article proposes a new model for understanding leadership in the public sector. The integrative approach to leadership focuses on how leaders choose, promote, institutionalize, and use public management systems, and reform those in time. Using data from a 50-state survey, this article explores the role of integrative leadership in one of the most popular reforms of government in recent years, managing for results. The findings suggest that leadership does indeed matter to the use of performance information in decision making and offer insights into how and when leadership matters.

The 1978 independent counsel law was designed to create an impartial prosecutor to increase public confidence that high-ranking government officials accused of misconduct would be fairly investigated. Many independent counsels have come under bipartisan criticism for being overzealous. Such overzealousness and excessive persistence may not be the random result of isolated personalities but may instead be the predictable outcome of escalation determinants embedded in the position of independent counsel. The author outlines these escalation determinants, shows how they may have influenced independent counsels, demonstrates how they may be counteracted, and discusses the general implications for the design of administrative positions.