The Shadow of Eroding Fairness: Adverse Effects of the 'Star Public Servant' System (Con-Arguments)
Conversely, there are considerable concerns about the potential side effects and risks of the 'star public servant' system. Critics argue that it could undermine fairness and equity, which are fundamental to public service organizations, and lead to unforeseen negative consequences that demoralize the entire workforce.
Erosion of Fairness and Equity, Leading to Disillusionment
If the criteria for selecting 'stars' are ambiguous or subjective, it could lead to a culture of 'siding with superiors' or 'eyeing preferences' rather than fair competition. Without objective and transparent standards for who qualifies as a 'star,' distrust will inevitably deepen regarding the perception that special favors are granted only to certain individuals. This can inflict deep frustration and a sense of deprivation on many diligent public servants, instilling a feeling of futility—'no matter how hard I work, it's useless'—which can severely demoralize the entire organization. Ultimately, critics argue it would lead to the collapse of fairness, a core value in public service.
Hindrance to Collaboration and Intensification of Internal Competition
A significant portion of public service work relies not just on individual capability but also on close collaboration between departments and colleagues. The 'star public servant' system, by excessively focusing on individual performance, risks hindering this collaborative culture and instead fostering excessive internal competition. Side effects such as employees hoarding information or impeding colleagues' work to highlight their own achievements could arise. This distorts the nature of modern administration, which requires solving complex and multifaceted public problems, and could ultimately dismantle teamwork essential for important public duties.
Risk of Popularity-Driven, Showy Performance
To be selected as a 'star public servant,' there's a high likelihood of needing to demonstrate visible and eye-catching results. This risks leading to a focus on 'showy' administration that can generate short-term publicity, rather than on long-term, complex, yet essential public services. For instance, employees might concentrate solely on short-term projects likely to yield high citizen satisfaction scores, while neglecting crucial policy development or unpopular tasks that require a long-term perspective. This could ultimately undermine the fundamental administrative goals of resolving public inconveniences and promoting social development.
Disregard for Job Specificity and Limitations of Performance Measurement
Public service work varies significantly across different fields, and its performance is often difficult to quantify. For example, it is incredibly challenging to evaluate the performance of a policy planning department with the same metrics used for a public complaint handling department. Debates will endlessly arise over how to objectively 'score' intangible values such as citizen satisfaction, policy impact, or social value creation to justify special privileges. These measurement limitations will ultimately exacerbate controversies over the fairness of 'star' selection.
Pondering a Better Public Service
The system of special personnel privileges and bonus points for 'star public servants' offers advantages such as invigorating the public sector, attracting top talent, and encouraging performance. However, it is also a double-edged sword that could lead to serious adverse effects like the erosion of fairness, hindrance to collaboration, and the intensification of showy administration. For this system to succeed, it will be essential to establish transparent and objective criteria for 'star' selection, consider the unique nature of work that is difficult to quantify, and adopt a delicate approach that boosts the morale of all organizational members. Rather than merely emphasizing performance, it is time to explore diverse strategies that can contribute to building a fair and harmonious organizational culture. GOLA eagerly awaits your profound insights and diverse opinions. What kind of ideal public service society do we envision? Please feel free to share your valuable thoughts on this topic within the GOLA community.