Public Administration Ethics and Theory

A stage in the diversity management cycle where organizations launch programs to address underrepresentation, often after a crisis.

A stage where organizations assume newly recruited diverse individuals will naturally progress through the system, without considering systemic barriers.

A stage where minorities & women face challenges that hinder their career advancement, often due to systemic barriers.

A stage where organizations become inactive after the frustration stage, failing to address persisting barriers.

A stage where external or internal pressures force organizations to re-engage in addressing diversity issues.

A stage where organizations must define their reasons and goals for managing diversity, setting the foundation for their diversity efforts.

A process where leaders articulate a clear vision for diversity, ensuring it is inclusive and equitable.

Expanding diversity beyond race and gender to include other dimensions such as age, experience, and abilities.

A political theory perspective on public administration emphasizing the responsiveness of the organization to public control.

A legal perspective prioritizing individual rights, ensuring fairness, and emphasizing the protection of individuals from government harm.

A managerial approach focused on the efficient execution of laws and policies by the executive branch.

A policy or strategy aimed at increasing representation of historically marginalized groups to correct historical injustices and systemic inequalities.

A practice embracing and leveraging differences among employees to create an inclusive environment where all feel valued and respected.

The concept that digital technologies and their design can influence and shape human behavior.

The recognition by organizations that certain groups (e.g., minorities, women) are underrepresented in their workforce or leadership roles.

A process of moving beyond affirmative action by building upon its foundation to create a more inclusive and equitable environment.

Public employees who directly interact with citizens, serving as the "frontline" of government.

The application of moral principles to the conduct of officials within an organization.

The principle that public officials should carry out the orders of their superiors and the policies of their agency without their own moral judgment.

The principle that the organization as a whole, rather than individual officials, is the object of moral judgment.

Public administration is a blend of three core approaches: management, politics/policy, and law.

Public administration lacks a solid theoretical foundation, as various scholars have pointed out.

An approach to public administration emphasizing clear roles, merit-based selection, and an impersonal view of individuals to maximize efficiency.

A code of conduct and ethical standards established for public officials and employees in the Philippines.

A government system where the workforce reflects the demographics of the population it serves, promoting fairness and representation.

When government employees mirror the characteristics of the population they serve, such as race, gender, and class.

Government employees actively working for the interests of the groups they represent, going beyond just mirroring demographics.

A policy that treats everyone equally, without special considerations based on needs.

A policy that provides additional support to those who are disadvantaged, aiming to level the playing ground.

A process where less senior employees are replaced by more senior employees from other departments, impacting job security and potentially diversity.

Special treatment or favoritism given to one group can cause resentment and demand for similar treatment from other groups.

The idea that government should represent all, particularly with regard to the rights of minorities.