Group_5_US-China Trade War to understand the trade
At will employment in government
1. At-will in the Public Sector:Integrating Classified
SHANTANU BASU
INSTRUCTOR: DR. J. STROBERG-WALKER
EAC 785
NORTH CAROLINA STATE UNIVERSITY
NOVEMBER 20, 2008
2. W is At-will?
hat
Employee serves an employer so
long as the employer permits or
likes to maintain the employee-
employer relationship
“With us, the rule is inflexible………a general or
indefinite hiring is…….a hiring at will.” (1877, 136) –
Horace Wood
“Men must be left, without interference to buy and
sell where they please, and to discharge or retain
employees at will for good cause or for no cause or
even for bad cause, without thereby being guilty of an
unlawful act per se” (Payne v. Western Atlantic
Railroad, Tennessee, 1884) – Tennessee Supreme Court
4. Central Problems
Does at-will employment lead to
managerial flexibility?
What are the main effects of the at-will
system, employees and managers
perceive?
5. Sources
RC Kearney G. Wilson
Paul Battaglio Stephen Condrey LD Terry
JS Bowman JS Gertz DB Stephens
RL Williams JP West JP Kohl
Richard Elling TL Thompson GC Sinnott
S. Cohen W. Eimicke PJ Taylor
R.Maranto CW Gossett JL Pierce
Lee Haksoo JN Cayer PEW Trust
J Walters SW Hays SC Selden
Jessica Sowa JE Kellough L Hunter
LC Nigro SC Coleman A Sproull
Approx. 35 empirical articles related to at-will employment
and civil service reform – qualitative and quantitative and
multiple Internet based government and private databases
6. The Reality Of At-Will
Vanishing Dollar
Federal public debt
$5.035 bn
Federal deficit $7.2 tr
51.8% of feds retire by
2012
Similar for 4.2 m state
employees
Graying Baby Boomers
7. Potential Significance
Mixed work forces do not necessarily have low
governance ratings (Pew)
Recent economic developments drive down wages –
opportune moment for govts. to recruit qualified staff at
lower cost
Intrinsic and professional motivation of personnel
New Model of Government for the 21st century?
8. The Framework
CONTIN- ADAPTIVE AT-WILL
HYBRID
GENCY STRUCTURE SERVICE
CLASSIFED
FIT CIVIL
STRUCTURE SERVICE
Post-positivist structural contingency theory
Fit structure Contingency Adapt contingency
9. Limitations
Surveys key relationships in
specific areas – current research
is apprehension-centric – not
based upon age, sex, ethnicity, etc.
10. The Critics Argue……….
Job Security
Motivation
Innovation
Accountability
Political Interference
Unfettered managerial
discretion
Organizational Effectiveness
11. Managerial Flexibility
No administrative devolution
No pay hikes
No due process
No collective bargaining
Studies voice apprehensions
If no empowerment of managers then
why speculate?
Limited empirical evidence, other than
perceptions
12. Job Security
Perception related to grievable issue
expansion
No real managerial flexibility
High involuntary turnover
Discharge for good cause not considered
Judicial intervention not considered
At-will manager to fire at-will employees?
Locus standi of at-will established?
13. Motivation
No talent attracted
No dissenting opinion
No innovation
Unfair evaluations
Unfair incentives
No concrete evidence
Only conjecture
Is position far different from civil service
system?
14. W is established….
hat
At-will a reality
Political nature of at-will
Employee perceptions of loss of job security
unfairness
Managerial perception of easy-to-fire
15. …….and what is not
Evidence contradictory
No major increase in firings
Judicial protections and damages
Unionization of at-will employees
Professional intrinsic motivation
No comparison of performance with
classified civil service
Good civil service or poor at-will?
16. Defining the Phenomenon
Lived by several thousand people across vast geographical regions
Not necessarily homogenous in functions or any ethnic
considerations across states and federal governments
As the structure attempts to adapt to the at-will contingency, its
incomplete transition causes the at-will personnel involved in it to
develop complexes of fear, distrust and unfairness that affects
motivation, job satisfaction, and security
External factors now may force the final adaptation of the at-will
contingency as an economic necessity as also the means to achieving a
fit performance level
17. W Phenomenology?
hy
Describes universal essence
Job insecurity and lack of motivation by
at-will common concern
Experiences not identical in all agencies
and areas
Perceptions based on age, sex, ethnicity,
etc.
18. Research Design
*RQ: Research Question
Macro Level
Phenomenology
*RQ 1
*RQ 2
Identify themes
at macro level
Age, sex, ethnicity,
skills and
Micro Level geographical area
Lack of managerial Phenomenology
flexibility, unfairness in
promotions,
rewards/incentives,
*RQ 1
arbitrary firings, legal
*RQ 2
protections, low
motivation
Phenomenological
Case Studies
19. Unit Levels of Analyses
Transportation Security Administration (TSA)
Airport Managers
At-will Transportation Security Officers (TSOs)
25% at-will employees
Lowest ratings for governance
Diversity of employees
Unionized at-will employees
High rate of attrition
Low pay benefits
20. Subject Selection
Selection Criteria List for Managers
Name Dept. Classified/ Sex Age (years) Edu Qual. Prof Qual Ethnicity Service
Unclassified M= 1 25-50 =1 HS = 0 Tech = 1 Majority = 1 (years)
HR = 1 C=1 F=2 50 = 2 HS = 1 Non-tech =2 Minority = 2 20≤ = 1
Non HR = 2 UC =2 ≥ UG = 2 21 = 2
(Wt*: 0.10) (Wt. 0.20) (Wt. 0.10) (Wt. 0.10) (Wt. 0.10) (Wt. 0.10) (Wt. 0.20) (Wt. 0.10)
Selection Criteria List for TSOs
Name Dept. Age (years) Sex Edu Qual. Ethnicity Service (years) Centrality of position
HR = 1 20-40 = 1 M=1 HS = 1 Majority = 1 5-15 = 1 Specialist= 1
Non-HR = 2 40 = 2 F=2 HS = 2 Minority = 2 15 =2 Generalist = 2
UG = 2
(Wt*: 0.05) (Wt. 0.20) (Wt. 0.20) (Wt. 0.15) (Wt. 0.20) (Wt. 0.10) (Wt. 0.10)
*Wt. = Weight
21. Interviewing
Phenomeno-
Logical Study
Job
Motivation
Security
Managerial
Flexibility
Level – I Level – II
(Macro) (Micro)
At-will At-will
Managers Managers
employees Employees
Supple-
Division Division Age
mentary
Supple- Supple-
First First Ethnicity Age
mentary mentary
Service
Sex
Length
Sex Ethnicity
Centrality
of Position
Qualifi-
cations
Service
Length