scholarly journals Application of Position Auction-Based Merit System in Bantul Regency in 2018

Author(s):  
Muhammad Eko Atmojo ◽  
Awang Darumurti ◽  
Vindhi Putri Pratiwi
Keyword(s):  
1947 ◽  
Vol 47 (10) ◽  
pp. 679
Author(s):  
Charles B. Frasher
Keyword(s):  

Res Publica ◽  
1970 ◽  
Vol 15 (2) ◽  
pp. 357-369
Author(s):  
Hugo Van Gassel
Keyword(s):  

1975 ◽  
Vol 8 (1) ◽  
pp. 73-85
Author(s):  
Deborah M. Greenberg

The quota controversy is a highly emotional one. Many whites fear that quotas mean the end of the merit system. Minorities previously denied access to mainstream institutions feel that they should be put in the position they would have reached, but for discrimination, as quickly as possible. Men fear that jobs previously reserved for them will be overrun by women, and so on. As I shall illustrate shortly, however, when the issues are viewed in terms of concrete situations, rather than in the abstract, the areas of disagreement narrow, and it usually becomes unnecessary to resolve the broad general issues concerning quotas, goals, or other preferential treatment.


1931 ◽  
Vol 32 (4) ◽  
pp. 294-298
Author(s):  
Carroll Atkinson

1993 ◽  
Vol 22 (2) ◽  
pp. 187-199 ◽  
Author(s):  
Christine M. Reed ◽  
Willa M. Bruce

This article reports the findings of a survey of IPMA agency members regarding their policies and practices to accommodate dual-career couples. Dual-career couples in the same organization are often perceived by the public to reflect nepotism; and 40 percent of survey respondents reported ethical dilemmas arising from these Situations. Nevertheless, a majority relied on merit procedures to assure competence, prohibiting only supervisory relationships between spouses. Moreover, the survey uncovered practices to accommodate dual-career couples in different organizations, suggesting that personnel administrators recognize the importance of a new recruitment and retention strategies. Nevertheless, further reform of merit system rules and regulations may be needed in the future to stay competitive with the private sector in this emerging area of human resources management.


2019 ◽  
Vol 34 (1) ◽  
pp. 47-66
Author(s):  
Guy Lurie

This article unveils a virtually unknown chapter in the history of judicial diversity in Israel. During its first 20 years of existence, between 1948 and 1968, only three Arab judges were appointed. Then, within two years, between 1968 and 1969, Israel appointed three additional Arab judges. Two interconnected changes account for this small increase in judicial diversity. First, in the 1960s, the Arab legal elite began to exert pressure on Israeli officials to appoint Arab judges. Second, perhaps partly due to this pressure, the Judicial Selection Committee made having a diverse judiciary a top priority. This historical example teaches us that without outside pressure, the Judicial Selection Committee does not look on diversity as an important consideration, using the merit system of appointment as an excuse for its failure. Indeed, up to the present day, the Israeli judiciary has relatively few Arab judges.


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