Institutional Transference and Changing Workplace Relations in Post Unification East Germany: A Case Study of Secondary Education Teachers

German Unification in 1990 was processed by the imposition of the `western' institutional framework on the former east. Legal, administrative and fiscal systems were transferred as part of the Unification Treaty together with the West German industrial relations machinery of co-determination in collective bargaining and participation at the level of the workplace. However the fact that the two Germanies had grown in different economic, social and ideological environments over the previous 40 years raises questions about the viability of such institutional transference. Feelings of `colonisation' and frustrated expectations have been identified as western dominance of officialdom and disappointment at the product of Unification has emerged in the east. Within the public sector these problems have been accompanied with ideological purges of public servants in social policy and education after investigation of past involvement with the former GDR secret police network. This article examines institutional transference with reference to the case of secondary education teachers. Disputes over wage equalisation, job cuts and non-recognition of former GDR teaching qualifications are examined together with attitudes of classroom teachers to the changing nature of their work, their status as teachers and their involvement as trade union participants in the German participatory system of industrial relations.

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Institutional Transference and Changing Workplace Relations in Post Unification East Germany: A Case Study of Secondary Education Teachers

CrossRef Listing of Deleted DOIs ◽

10.1177/0950017098012002001 ◽

1998 ◽

Vol 12 (2) ◽

pp. 195-218

Author(s):

Martin Upchurch

Keyword(s):

Secondary Education ◽

East Germany ◽

Workplace Relations ◽

Secondary Education Teachers

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Secondary Education Teachers’ Approach to Evaluation. Case Study

10.15405/epsbs.2017.05.02.133 ◽

2017 ◽

Author(s):

Gabriel Albu

Keyword(s):

Secondary Education ◽

Secondary Education Teachers

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The Impact of Cutbacks From a Major State Financial Crisis on Organizational Trust

The American Review of Public Administration ◽

10.1177/02750740211053004 ◽

2021 ◽

pp. 027507402110530

Author(s):

Marco Tulio Zanini ◽

Carmen Migueles ◽

Juliana Carvalho

Keyword(s):

Financial Crisis ◽

Organizational Trust ◽

Longitudinal Case Study ◽

Public Servants ◽

Negative Behaviors ◽

The Public ◽

Negative Effect ◽

The Impact

Previous research has shown that cutbacks in public spending often impact the range and quality of the public services delivered, leading to negative behaviors on the part of public servants. This article examines how sudden cutbacks caused by a major state financial crisis have an impact on interpersonal trust within a special police unit. We present the results of a longitudinal case study using a combination of qualitative methods. The lack of foreseeability and reliability caused by drastic changes resulting from cutbacks has a negative effect on members’ trust in their capacity to perform.

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A Case Study of Public Servants Engaged in E-Consultation in Australia

Electronic Government ◽

10.4018/978-1-59904-947-2.ch063 ◽

2011 ◽

pp. 759-772

Author(s):

Lucas Walsh

Keyword(s):

The Internet ◽

Local Form ◽

Political Democracy ◽

Information And Communications Technologies ◽

Public Servants ◽

The Public ◽

Communications Technologies ◽

Elected Representatives

This article examines some of the challenges faced by local government during the development and implementation of a relatively new area of e-democratic innovation in Australia: e-consultation. E-consultation is seen as a valuable way through which a two-way relationship can be developed and enhanced between citizens and elected representatives. It involves the use of information and communications technologies (ICTs), such as the Internet, to extend and/or enhance political democracy through access to information, and to facilitate participation in democratic communities, processes, and institutions. Drawing on a case study of the Darebin eForum in Victoria, Australia, this article focuses on the role of public servants as moderators of this local form of e-consultation. The discussion has three parts: online policy consultation is defined within the context of e-democracy; some of the ways that e-consultation challenges the roles of the public service, elected representatives, and citizens are outlined; and the author then argues for an e-consultation strategy that is situated within a continuum of citizen engagement that is ongoing, deliberative, educative, and inclusive.

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SECONDARY EDUCATION TEACHERS AND SCHOOL ADMINISTRATORS’ VIEWS ON POSITIVE ORGANIZATIONAL CLIMATE

Near East University Online Journal of Education ◽

10.32955/neuje.v3i1.188 ◽

2020 ◽

Vol 3 (1) ◽

pp. 12-21 ◽

Cited By ~ 1

Author(s):

Burak Demir ◽

Yücehan Yücesoy ◽

Başak Bağlama ◽

Mert Baştaş ◽

Behçet Öznacar

Keyword(s):

Secondary Education ◽

Organizational Climate ◽

School Administrators ◽

Relevant Literature ◽

Structured Interview ◽

Analysis Method ◽

Content Analysis Method ◽

Secondary Education Teachers ◽

Shed Light

This study aims to determine the views of secondary education teachers and school administrators onpositive organizational climate. Case study which is one of the qualitative research methods was usedin the study. A total number of 15 participants (12 secondary education teachers and 3 schooladministrators) constituted the study group of the research. A semi-structured interview formdeveloped by the researchers was used as the data collection tool and the obtained data were analyzedwith content analysis method. Results are presented with themes and frequencies in the tables. Resultsare discussed with relevant literature and recommendations for further research and practices areprovided. It is expected that this study would shed light to further research and practices in terms ofcreating a positive organizational climate in secondary education institutions.Keywords: Organizational climate, secondary education teachers, school administrators, views.

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The Politics of Activism and Biculturalism: the emergence of bicultural consultancies in New Zealand

10.26686/wgtn.17131772.v1 ◽

2021 ◽

Author(s):

◽

Ethan McKenzie

Keyword(s):

New Zealand ◽

Policy Reform ◽

The State ◽

Public Servants ◽

Case Study Methodology ◽

The Public ◽

Policy Paper ◽

State Activism ◽

Study Methodology

<p>In what many commentators have characterised as a contradictory trajectory, a number of people involved in radical anti-state activism, which defined New Zealand from the late 1960s to the 1980s, became consultants on biculturalism for government agencies by the late 1980s. These consultants ran seminars for Pākehā public servants on the history and contemporary impact of Māori oppression under colonialism; Māori language, culture, and protocol; and the proposed future of the Crown-Māori relationship. This thesis uses genealogy and case study methodology to track the emergence of bicultural consultancies, their ideology and techniques, and their role in Māori policy reform beginning in the late 1980s. It aims to reveal the connections and disjunctions between the goals of anti-state activists active from the late 1960s to the 1980s, and the bicultural consultancies which emerged by the late 1980s. Māori anti-racist and anti-state activists and their Pākehā allies skilfully leveraged the state by invoking the 1840 Treaty of Waitangi to call for a new partnership between Māori and the state, a partnership that by the 1980s was officially termed biculturalism. The public sector, which was identified as institutionally racist by activists, was an important focus of this activism. Activists demanded that Pākehā-dominated government departments be reformed to better reflect and serve Māori. The state’s response to these demands, beginning in earnest with the 1988 policy paper Te Urupare Rangapu and additionally sustained by the precepts of so-called ‘bicultural’ or ‘Treaty’ issues, created the demand for consultants to assist with reforming Māori policy making and delivery, and by extension, those public servants that would be responsible for the success of these reforms. While bicultural consultants were still working with anti-racist ideas and frameworks, the ascendancy of bicultural and Treaty discourses by the end of the 1980s somewhat obfuscated the ontologies of race and institutional racism in their work.</p>

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Gestão de risco: estudo de caso sobre os desafios na implantação e implementação

Revista Ibero-Americana de Estratégia ◽

10.5585/riae.v20i1.18818 ◽

2021 ◽

Vol 20 (1) ◽

pp. e18818

Author(s):

Loana De Moura Furlan ◽

Anderson Sasaki Vasques Pacheco

Keyword(s):

Risk Management ◽

Participant Observation ◽

Public Servants ◽

The Public ◽

Federal Institute ◽

Management Processes ◽

Implementation Stages ◽

The Difference ◽

Internal And External Factors

Objective: The Public Administration faces the influence of internal and external factors that bring uncertainty regarding the achievement of its objectives. These uncertainties can be called organizational risks, which can be analyzed by the Implementation and its processes. However, these phases have been approached as synonymous, making it difficult to measure the results desired by Risk Management. Thus, this article aims to highlight the difference in implementation and implementation in risk management, as well as to elucidate the challenges faced by the Federal Institute of Santa Catarina in the Risk Management process.Methodology/Approach: This research is classified as a qualitative case study, with information analysis through interviews with the organization's employees and participant observation over three years.Originality/Relevance: The study provides empirical evidence on the distinction between the implementation and implementation stages, as well as their challenges, to improve the studies and execution of Risk Management. Main results: The implementation and its phases were identified, with challenges occurring in both, especially regarding the difficulty of public servants in understanding risk management and its context, the preparation of risk maps, the assignment of roles outside the committee, and the creation of indicators concise.Theoretical-methodological contributions: Institutions need to go beyond standardization and regulation, completing all the steps established in the implementation of Risk Management, subsequently introducing implementation, and institutionalizing their practices in the management processes.

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Discrimination Against Roma Employees in the Public Administration in the Republic of North Macedonia

SEEU Review ◽

10.2478/seeur-2019-0026 ◽

2019 ◽

Vol 14 (2) ◽

pp. 169-184

Author(s):

David Berat ◽

Agush Demirovski

Keyword(s):

Secondary Education ◽

Public Sector ◽

Public Administration ◽

The State ◽

University Education ◽

Public Servants ◽

The Public ◽

Indirect Discrimination ◽

The Republic ◽

Masters Degree

AbstractThis article is about the rights of the Roma in North Macedonia and the level of discrimination that Roma are facing while employed in the public sector in the Republic of North Macedonia. The aims and objectives of the article are theoretical and practical understanding of the situation of Roma and the violation of their rights through direct and indirect discrimination at work. The data was collected during the period from May-July 2019 via 52 collected questionaries from a total of 70 public servants who were asked to be a part of the research.The article shows new data we have collected from employed Roma as public servants in different institutions in the state. The surveyed public servants were 52 in total, from which 34 are employees with secondary education, 17 are with university education and only 1 has a masters degree.The questionnaire is composed out of 17 questions about the forms of discrimination, feeling or witnesing discrimination at their workplace, who caused the discrimination, witnessing the spread of prejudices and stereotypes about the Roma, rejection of colleagues to share an office with Roma, and who caused the discrimination. One of the results shows that 55% of the surveyed Roma did not have a single training from their employer in the last 12 months and that 69% of those surveyed stated that they felt discrimination in the last 12 months on everyday basis.

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Factors That Would Argue in Favour and Against the Introduction of HRM in the Public Sector: A Retrospective Study

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v9i4.15881 ◽

2019 ◽

Vol 9 (4) ◽

pp. 320

Author(s):

HASSAN ELSAN MANSARAY

Keyword(s):

Public Sector ◽

Cultural Change ◽

Public Services ◽

Industrial Relations ◽

Support Functions ◽

Public Servants ◽

User Choice ◽

The Public ◽

Alternative Means ◽

The Uk

This study critically discusses the argument for and against the establishment of HRM in the public sector and the challenges faced in terms of staff motivation, cultural change of tenure of office of public servants and downsizing of staff. The study found that the development was slanted by a variety of reasons, comprising amplified competitive pressures triggered by deregulation and globalization, and the inspiration of distinguished scholars in the US and the UK. The aim is to provide chances for a new type of analysis call the new industrial relations. Which is alternative means of individualizing industrial relations - management will now focus more attention on individual employees than collectively. The introduction of HRM in the public sector was as a desire for governments to provide increase quality public services. In this vein, the need for efficient public sector organizations emerged. Moreover, reactions all over the world have centered on pinpointing the main business of government was to exposed the public sector to rivalry; and subcontracting aspect of service provision and support functions. The failure of old-fashioned controls had created customer/user choice. It was on these communities’ expectations that governments are becoming facilitator instead of straight provider of public services. However, the costs of accepting HRM practices and values were contended to have intended to expurgate employees’ benefits and wages. Also brought changes on the culture and structure in the public service accompanied by cutting back staff.

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