In: Other Topics

Submitted By Youssje
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2.1 Theoretisch kader

2.2 Merit vs. Representativiteit
Een van beschrijvende punten uit het model van Weber over de bureaucratie is dat ambtenaren op basis van hun prestaties geselecteerd moeten worden in plaats van hun sociale klasse, etnische herkomst of taal. Dit wordt ook wel neutrale competentie genoemd. Deze vorm van rekruteren is het meest efficiëntie gericht en wordt ook wel het merit systeem genoemd (Peters, 2010: 86). De criteria die gebruikt wordt om om personeel te selecteren is op basis van training, expertise voor bepaalde positities in de bureaucratie, hun algemene competentie en hun intellectuele bekwaamheden. Zo is de bureaucratie in staat om een zo goed mogelijke personeelsbestand te verkijgen om daarmee de beschikbare plaatsen te vullen met het best gekwalificeerd personeel (Peters, 2010: 87). Wel moet er rekening worden gehouden met het feit dat in sommige gevallen het rekrutren op basis van de ascriptieve criteria belangrijker kan zijn om de doelen van een publieke organisatie behalen. Door te rekruteren op basis van het merit systeem wordt vooral de dominante groep vertegenwoordigt. Dit is anders dan bij een representatief systeem waarbij er beter en gerichter werk kan worden verricht, omdat een groot aantal werknemers uit de minderheden in de samenleving, in contact zijn met de gemeenschap. Ras, geloofsovertuiging en de geslacht van ambtenaren kunnen erg belangrijk zijn in het bepalen van hoe goed de overheid haar diensten verricht (Peters, 2010: 87). Een groot voordeel van het merit systeem is dat er geen sprake zal zijn van vriendjespolitiek of corruptie, omdat er gekwalificeerd personeel nodig is. Deze manier van rekruteren doet dus afstand van de inefficienties en voorkeuren van politieke aanstelling (Peters, 2010: 87). Bovendien verzekert het de kwalitieit van de dienstverlening en professionaliteit.

2.3 Patronage vs. Merit…...

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