Chapter 6

Question 1

What is civil service?

Answer 1

Civil service refers to the administrative governmental body that is staffed by salaried officials, who are employed in civil occupations that are neither military, nor political nor judicial.

Question 2

What are the systems of civil service?

Answer 2

Civil service systems are constituted of sub-systems and processes
that include:
* Classification systems.
* Recruitment process.
* Pay systems.
* Appraisal systems.
* Incentive system

Ideally, civil service systems should be designed to attract and retain
‘competent’ and professional employees.

Question 3

What are the main systems of public employment?

Answer 3

The development of the American civil service system since 1800th till now symbolizes to great extent the development of civil service systems and their principles.

Question 4

What are the major systems of civil service?

Answer 4

Spoils vs. Merit
system

Question 5

What is the term for the allocation of government jobs to supporters of the winning political party?

Answer 5

Spoils system

Question 6

What is the term for the selection and treatment of government employees based mainly on merit or competence rather than on personal or political favoritism

Answer 6

Merit system

Question 7

What are some examples of the many developments passed by the Merit system

Answer 7

• George Washington’s principle “fitness of character”
• The Pendleton Act of 1883.
• The Civil Service Reform Act of 1978 and its aftermath.
• Reinvention and the National Performance Review (NPR)

These developments were embodied by the American civil service system and its evolved civil service legislations

Question 7

What is George Washington’s principle of “fitness of character”?

Answer 7

George Washington’s principle of “fitness of character” means seeking people of high competence and integrity to hold governmental positions.

Question 7

What were some of the problems that arose from George Washington’s principle of “fitness of character”?

Answer 7

The problems that arose from George Washington’s principle of “fitness of character” included an elitist civil service, considerable partisan influences, and the question of tenure.

Question 8

Which US president expanded the spoils system?

Answer 8

Andrew jackson

Question 9

What was Andrew Jackson’s justification for expanding the spoils system?

Answer 9

Andrew Jackson argued that the common people had as much right to governmental jobs as the wealthy and that most government jobs could be done without special training, making the government more inclusive and accessible to previously excluded individuals.

Question 10

What were some of the issues with the spoils system?

Answer 10

The issues with the spoils system included a decline in the efficiency and quality of civil service, patronage positions, employee dissatisfaction due to financial contributions, and corruption.

Question 11

What led to the emergence of the Progressive Reform Movement?

Answer 11

The emergence of the Progressive Reform Movement was influenced by the shortcomings of the spoils system, along with other economic and political reasons. Woodrow Wilson and the National Civil Service Reform League played a significant role in this movement.

Question 12

What was the significance of the Pendleton Act of 1883?

Answer 12

The Pendleton Act of 1883 established and implemented personnel rules and procedures through a bipartisan commission. It introduced open and competitive examinations, provided protection against political pressure, allowed for lateral entry, and ensured geographical representation in the civil service.

Question 13

What are the principles of the civil service?

Answer 13

The principles of the civil service include merit-based selection and employment rather than political favoritism, the right of tenure regardless of political changes, and responsiveness to the political leader of the day.

Question 14

What were some of the problems of traditional merit-based civil service systems?

Answer 14

The problems of traditional merit-based civil service systems included technical overkill, excessive protection of employees, lack of management flexibility, inadequate incentives to eliminate inefficiencies, and discrimination.

Question 15

What does Technical overkill refer to

Answer 15

In the context of civil service systems, technical overkill can refer to the over-reliance on formal rules, procedures, and tests to select and evaluate public employees

Question 16

What are the principles of civil service mentioned in the context of human resources management?

Answer 16

The principles of civil service mentioned in the context of human resources management include merit-based selection and employment, the right of tenure regardless of political changes, and responsiveness to the political leader of the day.

Question 17

What was the aim of the Civil Service Reform Act of 1978?

Answer 17

The aim of the Civil Service Reform Act of 1978 was to restore the merit principle to a system that had grown into a bureaucratic maze.

Question 18

What were the key changes introduced by the Civil Service Reform Act of 1978?

Answer 18

The key changes introduced by the Civil Service Reform Act of 1978 include the creation of the Office of Personnel Management (OPM) and the Merit Systems Protection Board, the establishment of the Senior Executive Service (SES), greater agency flexibility in personnel administration, a new performance appraisal system, a merit pay system for managers, protection for whistle-blowers, and the assurance of equal employment opportunity.

Question 19

How did reinventing government and the National Performance Review (NPR) impact personnel management in the USA?

Answer 19

Reinventing government and the National Performance Review (NPR) brought about significant changes in personnel management in the USA. The emphasis on decentralization and results-oriented performance led to a fundamental shift in the way government agencies and personnel systems operate. There was an increased focus on human capital development, strategic planning and goal setting, leadership and knowledge management, results-oriented performance culture, and talent management.

Question 20

What were some of the components of the human capital management approach influenced by reinvention and the National Performance Review (NPR)?

Answer 20

Some components of the human capital management approach influenced by reinvention and the National Performance Review (NPR) include strategic planning and goal setting, leadership and knowledge management, results-oriented performance culture, and talent management.

Question 21

What are some elements of performance and results-oriented management mentioned in the context of human resources?

Answer 21

Some elements of performance and results-oriented management in the context of human resources include organization goals and objectives, performance plans and measures, appraisal systems, and incentive and reward programs.

Question 22

What are some of the main conditions of employment and work, and issues of human resources management mentioned?

Answer 22

Some of the main conditions of employment and work, and issues of human resources management mentioned include testing for drugs and alcohol, sexual harassment, AIDS policy, workplace violence, removing employees, and relations between political appointees and career executives.

Question 23

What are the key aspects related to testing for drugs mentioned in the context of human resources?

Answer 23

The key aspects related to testing for drugs mentioned in the context of human resources include concerns about human dignity, random mandatory testing and employee rights, protection from testing and collective bargaining agreements, and testing as part of the hiring process and for ‘sensitive positions.’

Question 24

How is sexual harassment defined in the workplace?

Answer 24

Sexual harassment is defined as any unwelcome and nonreciprocal verbal or physical sexual advances or derogatory remarks that the recipient finds offensive. It involves a power imbalance, especially when someone in a position of power uses their authority to encourage or coerce subordinates into undesired sexual activity.

Question 25

What are some actions organizations can take to address sexual harassment in the workplace?

Answer 25

To address sexual harassment in the workplace, organizations can implement clear policies, enforce strict disciplinary measures, eliminate offensive behavior and instances of harassment, and create a less hostile work environment. They should also address situations of repetitive and offensive harassment that create an abusive or uncomfortable work environment for employees.

Question 26

What are some key considerations related to AIDS policy in the workplace?

Answer 26

Some key considerations related to AIDS policy in the workplace include recognizing the rights of individuals with HIV/AIDS, allowing them to continue working as long as they maintain acceptable performance and don’t pose a safety or health threat, setting policies to prohibit discrimination against employees with AIDS, taking disciplinary action against those who refuse to work with an employee who has AIDS, and considering individuals infected with HIV/AIDS as disabled individuals.

Question 27

What are some strategies for reducing workplace violence mentioned in the context of human resources?

Answer 27

Some strategies for reducing workplace violence mentioned in the context of human resources include implementing preventive measures such as strict enforcement of laws, improving the physical environment, adding security and related staff, and reducing hours of operation during high-risk periods. Additionally, addressing violence against women in the workplace is also important.

Question 28

What are some steps organizations can take to address unproductivity and potentially remove employees?

Answer 28

Some steps organizations can take to address unproductivity and potentially remove employees include trying to improve the individual’s work environment, providing counseling or support through employee assistance programs, restructuring the job to motivate the employee, and if all efforts fail, implementing disciplinary measures with adequate cause rather than arbitrariness.

Question 29

What are some approaches to easing the tension between political appointees and career executives?

Answer 29

To ease the tension between political appointees and career executives, organizations can provide training for political appointees, facilitate exchanges of views, and involve career executives in the development of policy making. These approaches aim to balance political responsiveness with managerial efficiency and effectiveness in public administration.

Question 30

What are some key areas related to correcting patterns of discrimination in public employment?

Answer 30

Some key areas related to correcting patterns of discrimination in public employment include equal employment opportunity, disabilities policies, unequal treatment and adverse or disparate impact, the glass ceiling, affirmative action, and reverse discrimination.

Question 31

What does the term “glass ceiling” refer to in the context of public employment?

Answer 31

The term “glass ceiling” refers to invisible barriers or discriminatory practices that limit the advancement of certain groups, typically women or minorities, to higher-level positions in organizations or public employment. It represents a barrier to career progression and can hinder equal opportunities for upward mobility.

Question 32

What is affirmative action, and how does it relate to public employment?

Answer 32

Affirmative action refers to proactive measures taken by organizations or government entities to promote equal opportunity and increase representation of historically underrepresented groups in employment or education. In the context of public employment, affirmative action policies aim to address past discrimination and promote diversity.

Question 33

What is meant by reverse discrimination in the context of public employment?

Answer 33

Reverse discrimination refers to situations where individuals who historically did not face systemic discrimination, such as majority group members, claim to be disadvantaged or treated unfairly as a result of affirmative action or diversity initiatives. It is a controversial concept that challenges the perceived fairness of affirmative action policies.

Question 34

What is the concept of equal employment opportunity?

Answer 34

Equal employment opportunity refers to efforts made to eliminate employment discrimination based on factors such as race, ethnicity, religion, gender, age, and disabilities. It aims to ensure that all individuals have an equal chance to compete for employment and promotion opportunities.

Question 35

What is affirmative action in the context of public employment?

Answer 35

Affirmative action refers to proactive measures taken to promote equal representation and opportunities for historically disadvantaged groups in employment. It involves implementing policies and practices that aim to address past discrimination and ensure equitable representation of women, minorities, people with disabilities, and other protected classes in organizations.

Question 36

What is the concept of reverse discrimination?

Answer 36

Reverse discrimination refers to situations where individuals who historically did not face systemic discrimination claim to be unfairly treated as a result of affirmative action or diversity initiatives. It is a controversial concept that challenges the perceived fairness of affirmative action policies.

Question 37

What does the term “glass ceiling” mean?

Answer 37

The term “glass ceiling” refers to invisible barriers or discriminatory practices that limit the advancement and promotion of certain groups, particularly women and minorities, within an organization or profession. It represents a barrier to career progression and hinders equal opportunities for upward mobility.

Question 38

What is meant by unequal treatment and adverse or disparate impact?

Answer 38

Unequal treatment refers to differential treatment of individuals based on protected characteristics, such as race or gender, resulting in unfair advantages or disadvantages. Adverse or disparate impact refers to employment practices or policies that may appear neutral but have a disproportionate negative impact on certain protected groups, even if unintended.

Question 39

What are disabilities policies in the context of public employment?

Answer 39

Disabilities policies involve enacting laws and regulations that prohibit employers from discriminating against individuals with disabilities. These policies ensure that people with disabilities who can satisfactorily perform job requirements are not unjustly excluded or treated unfairly in employment decisions.

Question 40

What is the issue surrounding the definition of disability?

Answer 40

Defining disability is an important aspect of disabilities policies. It involves determining the criteria and thresholds for identifying individuals who qualify as having a disability and are entitled to protection against discrimination in the workplace. The definition can vary across jurisdictions and may impact the scope of legal protections and accommodations available.