Source: Elizabeth Linos, Nefara Riesch, Public Administration Review, Volume 80 Issue 1, January/February 2020
From the abstract:
Police departments struggle to recruit officers, and voluntary drop‐off of candidates exacerbates this challenge. Using four years of administrative data and a field experiment conducted in the Los Angeles Police Department, the authors analyze the impact of administrative burden on the likelihood that a candidate will remain in the recruitment process. Findings show that reducing friction costs to participation and simplifying processes improve compliance, as behavioral public administration would predict. Applicants who were offered simpler, standardized processes completed more tests and were more likely to be hired. Later reductions to perceived burden led to an 8 percent increase in compliance, with a 60 percent increase in compliance within two weeks. However, removing steps that would have allowed for better understanding of eligibility kept unqualified candidates in the process for longer, reducing organizational efficiency. These results extend the field’s understanding of how administrative burden can impact the selection of talent into government.
Evidence for Practice
– Simplifying recruitment processes is associated with a reduction in voluntary drop‐offs in police recruitment.
– Removing stages in the process that allow for better self‐evaluation may increase learning costs, shifting unqualified candidates to later stages in the selection process.
– Participation in expedited testing, in which applicants can complete more than one assessment per day, is correlated with higher persistence through the recruitment process and higher applicant quality.
Source: Gary E. Hollibaugh Jr., Matthew R. Miles, Chad B. Newswander, Public Administration Review, Volume 80 Issue 1, January/February 2020
From the abstract:
Employee recalcitrance and employer reprisal are ever‐present conditions in public service. Yet we have limited knowledge of the forces that move administrators away from acquiescence and toward antagonism. The authors follow the theoretical thrust of behavioral public administration to better understand administrative behavior by targeting the determinants of guerrilla government actions. They do so by presenting the results of a conjoint experiment embedded in a survey of federal bureaucrats. Findings show that decisions to pursue guerrilla activities are conditional on a multitude of factors—namely, the bureaucrat’s personal views of the directive as a policy solution, the compatibility of the directive with the bureaucrat’s ethical framework, the status of the person issuing the directive, and the probability that the directive might cause harm to others. Notably, these decisions generally are not affected by the probability of retribution or the expected type thereof. However, they are affected by the magnitude of harm that may ensue if orders are obeyed and not resisted.
Evidence for Practice
– Ethics matter. When employees see that a policy might contribute to considerable human suffering, the likelihood of guerrilla government activities (“the actions taken by career public servants who work against the wishes—either implicitly or explicitly communicated—of their superiors”) increases.
– Managers should seek to persuade employees of the moral fabric of their decisions, which is one option that may curtail guerrilla government behaviors.
– Managers should be aware that the probability of punishing employees does not significantly deter their acts of guerrilla government.
– Managers should also be aware that the type of retribution employees may suffer does not significantly deter their decision to engage in guerrilla activities.
Source: Min Su, Public Administration Review, Volume 80 Issue 1, January/February 2020
From the abstract:
Anecdotal evidence suggests that local governments may have a revenue motive for traffic fines, beyond public safety concerns. Using California’s county‐level data over a 12‐year period, this article shows that counties increased per capita traffic fines by 40 to 42 cents immediately after a 10 percentage point tax revenue loss in the previous year; however, these counties did not reduce traffic fines if they experienced a tax revenue increase in the previous year. This finding indicates that county governments probably view traffic fines as a revenue source to offset tax revenue loss, but not as a revenue stabilizer to manage revenue fluctuation. This article also finds that low‐income and Hispanic‐majority counties raised more traffic fines. Counties that generated more revenue from the hotel tax—a tax typically paid by travelers and visitors—raised more traffic fines, indicating a possible tax‐exporting behavior by shifting the traffic fine burden to nonlocal drivers.
Source: Sharon Block and Benjamin Sachs, Labor and Worklife Program, Harvard Law School, January 2020
From the summary:
Since the founding of the country, concentration of power in the hands of a small minority has been recognized as a threat to the viability of American democracy. Today, the struggle to preserve democracy in the face of extreme wealth concentration is acute because we live in a historical moment when vast disparities of economic power have been translated into equally shocking disparities in political power.
With this report, we offer an intervention that promises to help stop the self-reinforcing cycle of economic and political inequality. By proposing a fundamental redesign of labor law, our aspiration is to enable all working people – including those who have been excluded by systemic racism and sexism – to create the collective economic and political power necessary to build an equitable economy and politics.
Labor law reform should expand protections of the law to address systemic racial and gender oppression.
Pathways to worker power should track corporate power and be universal, providing multiple forms of voice for all workers without employer interference.
We recommend creating a system of sectoral bargaining in which agreements are binding on all firms in the sector.
Source: Evan K. Perrault, Grace M. Hildenbrand, Rachel HeeJoon Rnoh, OnlineFirst Published January 7, 2020
From the abstract:
While worksite wellness programs are generally designed to help employees realize better overall health, some employees may not see them in that light. The current study sought to better understand why employees refuse to participate in a new employer-sponsored wellness program. This study also investigated how participation in the program is related to employees’ self-perceived health, efficacy to be healthier and their perceptions toward their organization providing useful resources to engage in a healthy lifestyle. A survey of more than 1,500 employees at a large Midwest organization was conducted after their annual open-enrollment period. Open-ended responses from participants refusing to participate in the wellness program (n = 297) indicated privacy considerations as their primary concern. They also thought participation would take too much time, conceptually thought the program was unfair or not useful and felt they were already healthy and not in need of the program. Both participants and nonparticipants had no differences in self-perceived overall health. However, participants had greater self-efficacy, and perceptions that their employer offered useful resources to engage in a healthy lifestyle, than nonparticipants. Recommendations for communicating new wellness programs to employees are discussed.
Source: Adia Harvey Wingfield, Koji Chavez, OnlineFirst, Published January 2, 2020
From the abstract:
This article argues that black workers’ perceptions of racial discrimination derive not just from being in the minority, but also from their position in the organizational structure. Researchers have shown that black individuals encounter an enormous amount of racial discrimination in the workplace, including but not limited to exclusion from critical social networks, wage disparities, and hiring disadvantages. But fewer studies examine the extent to which black workers believe racial discrimination is a salient factor in their occupational mobility or the factors that might explain their divergent perceptions of racial discrimination. Based on 60 in-depth interviews with black medical doctors, nurses, and technicians in the healthcare industry, we show that black workers’ status within an organizational hierarchy fundamentally informs perceptions of the nature and type of workplace racial discrimination. These findings have implications for understanding how racial dynamics at work are linked to mental health, occupational satisfaction, and organizational change.
Source: Regina S Baker, Social Forces, Advance Access, December 12 2019
From the abstract:
While American poverty research has devoted greater attention to poverty in the Northeast and Midwest, poverty has been persistently higher in the U.S. South than in the other regions. Thus, this study investigates the enduring question of why poverty is higher in the South. Specifically, it demonstrates the role of power resources as an explanation for this regional disparity, yet also considers family demography, economic structure, and racial/ethnic heterogeneity. Using six waves (2000–2016) of U.S. Census Current Population Survey data from the Luxembourg Income Study (N = 1,157,914), this study employs a triangulation of analytic techniques: (1) tests of means and proportion differences, (2) multilevel linear probability models of poverty, and (3) binary decomposition of the South/non-South poverty gap. The comparison of means associated with the power resource hypothesis yields the largest substantive differences between the South and the non-South. In the multilevel models, adjusting for power resources yields the largest declines in the South coefficient. Binary decomposition results indicate power resources are the second most influential factor explaining the South/non-South poverty gap. Overall, power resources are an important source of the South/non-South poverty gap, though economic structure and other factors certainly also play a role. Results also suggest an important interplay between power resources and race. Altogether, these results underscore the importance of macrolevel characteristics of places, including political and economic contexts, in shaping individual poverty and overall patterns of inequality.
Source: Michael Gentithes, Loyola University Chicago School of Law, January 16, 2020
From the abstract:
Drastic changes in Supreme Court doctrine require citizens to reorder their affairs rapidly and undermine trust in the judiciary. Stare decisis has traditionally limited the pace of such change on the Court, acting as a bulwark to wholesale jurisprudential reversals by the Justices. Yet in recent years, the stare decisis doctrine itself has come under threat.
With little public or scholarly notice, the Supreme Court has radically weakened stare decisis. The Court has long suggested that a precedent, regardless of the quality of its reasoning, should stand unless there is some special, practical justification to overrule it. But in several recent decisions, the Court has suggested that “poor reasoning” in a prior decision both triggers stare decisis analysis and justifies overruling cases. This presents a grave threat to legal stability. Justices can always find reasoning they believe is “poor” in prior decisions. Stare decisis under this formulation provides little restraint against changing course. It also opens the door to “wave theories” of stare decisis, whereby new Justices seeking rapid change can claim fidelity to a weak version of stare decisis early in their careers, only to suggest a stronger version later to protect their own decisions.
This weakened version of stare decisis has deep analytical flaws that would allow perpetual changes to legal doctrine based simply on the current Justices’ policy preferences. The Court must not accept the alarming effects such a weak version of stare decisis would have on legal stability, consistency, and judicial legitimacy.
● Portrait of Rev. Martin Luther King, Jr.
From the National Archives and Records Administration.
● Resources from The King Center, Atlanta, Georgia
● Complete Transcript of the Martin Luther King, Jr. Assassination Conspiracy Trial
● Martin Luther King Encyclopedia (via Stanford University)
● Digitized: Official March on Washington Program (via NARA)
This program listed the events scheduled at the Lincoln Memorial during the August 28, 1963.
● The Martin Luther King, Jr. Papers Project at Stanford University
● MLK Day Resources (via Infoplease.com)
Includes: History of the Holiday, Biography of Martin Luther King, Civil Disobedience, King Assassination Conspiracy Theories, The March on Washington, Excerpt from the “I Have a Dream” Speech, Martin Luther King Speeches, Quotes from Martin Luther King, Timelines: Martin Luther King, Jr. and Civil Rights Movement
● Voices of Civil Rights Online Exhibition (via Library of Congress)
The exhibition Voices of Civil Rights documents events during the Civil Rights Movement in the United States. This exhibition draws from the thousands of personal stories, oral histories, and photographs collected by the “Voices of Civil Rights” project, a collaborative effort of AARP, the Leadership Conference on Civil Rights (LCCR), and the Library of Congress, and marks the arrival of these materials in the Library’s collection.
● Court Documents Related to Martin Luther King, Jr., and Memphis Sanitation Workers (via National Archives and Records Administration)
● We Shall Overcome, Historic Places of the Civil Rights Movement (via National Park Service)
● Nobel Peace Prize Materials (via NobelPrize.org)
● Presentation Speech Gunnar Jahn*, Chairman of the Nobel Committee, 1964
● MLK’s Nobel Prize Acceptance Speech
December 10, 1964
● Transcript of MLK’s Nobel Lecture
December 11, 1964
● Martin Luther King, Jr. and the Civil Rights Movement Resources (The Seattle Times)
● Martin Luther King, Jr. National Historic Site (via National Park Service)
● CNN Student News One-Sheet: Martin Luther King Jr. (via CNN)
Source: Christine Exley, Judd Kessler, Harvard Business Review, December 19, 2019
….Since self-promotion is a pervasive part of work, those of us who do more self-promotion may have better chances of being hired, being promoted, and getting a raise or a bonus. As researchers interested in gender gaps in earnings, negotiations, and firm leadership, we wondered whether gender differences in self-promotion also exist and might contribute to those gaps.
We found a large gender gap in self-promotion — with men rating their performance 33% higher than equally performing women. To understand what’s driving this gap, we looked at two factors that might influence one’s level of self-promotion: confidence (you may be unsure of your actual performance) and strategic incentives (you may talk up your performance to get a raise or promotion)…..