Statesmanship in the US Equal Employment Opportunity Commission

Topic: Public Administration
Words: 1307 Pages: 4

Introduction

Statesmanship is essential for successfully implementing human resource policies, strategies, and procedures in government. Leaders that demonstrate statesmanship achieve the long- and short-term objectives of the companies they lead with minimal disruption (Boon et al., 2020). Covenants, ethics, Statecraft, performance evaluation, and “hesed” are frequently used by statesmen to attain their objectives. The Hebrew word “hesed” means righteousness, love, and friendliness (Kim, 2021). Moral doctrines describe what is good or evil or control an individual’s action. A covenant is legal or contractual accordance between two or more parties or between leaders and their subordinates (Tkachenko & Ardichvili, 2017). This study looks at statesmanship in the United States Equal Employment Opportunity Commission (EEOC), an administrative agency that deals with human resource policies, strategies, and processes (Tkachenko & Ardichvili, 2017). The EEOC focused on age, sex, color, race, gender, and national origin prejudice in the workplace (Tkachenko & Ardichvili, 2017). Moreover, it established how ethical practices are administered in the organization.

Case Study

To better comprehend the notion of statesmanship and its components, namely morals, covenant, statecraft assessment, hesed, and performance, a review is carried out on victoria Lipnic, the acting chair of the United States equal employment opportunity commission (EEOC). Lipnic is a statesman who has served the EEOC commission since two thousand and ten year (Choi et al., 2017). In her acceptance speech, she insinuates that employment should be an equal opportunity for every citizen in the state, and it should be based on ability, not on age. Lipnic leadership is based on fundamental and unwavering faith (Kim, 2021). Lipnic, as a statesman, makes decisions based on a moral compass rather than public opinions, polls, emotions, and feelings, which are the core concepts in the case study.

Moreover, Lipnic has assisted in transforming EEOC operations and governing that factors influencing employees are discussed promptly (Tkachenko & Ardichvili, 2017). As a lawyer, Lipnic idealized that human resource problems should be handled to endorse the workers’ rights. Furthermore, under Lipnic leadership, the commission has implemented new human resource plans, strategies, and processes to protect employees’ rights. According to Lipnic, employees’ rights are crucial to their professional development and growth. In relation to Lipnic, an employer should not be discriminated against or harassed since it infringements the individual’s rights. Women and men have equal rights in job opportunities, and no one should be denied a job or lose work based on assumptions or stereotypes (Kim, 2021). Her core role in the administration is to establish that ethics and discrimination are not practiced in her governance.

The Case of Lipnic as an Example of Statesmanship

Lipnic is a perfect example of a statesman, as outlined in the case review. She has a solid moral compass, vision, values, and strategies. Moreover, she has a clear picture of where she aspires to go and what it will take to get there. Lipnic, as a statesman, has a clear vision of the accomplishments she wants to fulfill in the future (Choi et al., 2017). As in her acceptance speech, she reinstated that she is willing to promote the rights of the employees, whereby she will ensure that their rights are respected. The statesman has been able to spot difficulties and devise effective remedies, methods, or solutions to deal with them (Boyer, 2018). Furthermore, Lipnic also can reach out to other employees and gain their support

Covenant and “Hesed”

A Covenant is critical in an organization because it draws employees together to achieve common goals and objectives. Covenants are binding agreements that assist two or more parties in building a good or ethical relationship (Leitch, 2017). Covenants are often put in place as protection from individuals who may default agreements that may be aligned in an organization (Choi et al., 2017). Employees are encouraged to follow the organization’s concepts or principles through covenant. Under Lipnic’s guidance, the idea of the covenant has shown to be beneficial to her success (Leitch, 2017). Lipnic and his staff agreed to always serve with dignity and be morally acceptable. Another notion that has aided Lipnic’s success is “hesed.” The Hebrew word “hesed” stimulates love, goodness, and kindness (Prier et al., 2020). It is significant because it makes employees feel respected or valued for their considerable contribution to the organization. This concept motivates workers to carry out their roles diligently to succeed. Lipnic has used this methodology to entice people to work for her. This methodology has enhanced high performance in the company.

Ethics and Covenant

An influential politician, such as Lipnic, must have solid ethics and covenants. Ethics and ethical acts are regarded as “right” and “good” rather than “wrong” or “bad” by the moral community (Kim, 2021). Ethics assist a leader in promoting a greater level of integrity, which motivates subordinates to follow or accept the leader’s vision (Kim, 2021). According to, ethical acts increase a leader’s feeling of trustworthiness and credibility. Lipnic is a firm believer in this moral quality (Kim, 2021). She upholds ethics to serve as a role model in her endeavors. Lipnic believes that, like ethical behaviors, “covenant” aids workers in adhering to policies and regulations by creating a sense of bond (Boyer, 2018). Hence, through the endorsement of a covenant in an organization, individuals uphold ethics.

Evaluation of Performance

Lipnic’s achievement has been aided by performance evaluation. A vital tool for a leader to evaluate an employee’s performance is performance evaluation. Leaders can comprehend job assignments that fit personnel qualifications by using performance evaluation. Employee training and development needs can be determined through performance review. Training might be provided if underperforming in a particular job area. Performance evaluation helps executives acknowledge employees’ effort, hard work, and commitment (Melton & Meier 2017).

Performance evaluation is utilized instead of intrinsic and extrinsic rewards to identify the most capable employees to whom managers can assign extra tasks and duties or even award job promotions. Lipnic, in collaboration with human resources, has given specific staff career promotions during the last year. These promotions are critical for financial gains and inspiring staff to work (Kim, 2021). It has been crucial for Lipnic to establish short and long-term objectives as performance evaluation is all about determining the weaknesses and strengths of employees concerning how they carry out their roles. By establishing employers’ work, Lipnic can motivate them to improve their weak areas and apprentice those performing well.

Statecraft

Skillful management of state affairs is what Statecraft is defined. It is, in other words, the art of diplomacy and governance. Statecraft is crucial because it encourages people to attain their goals and objectives. It functions as a catalyst for a public administration’s success (Tkachenko & Ardichvili, 2017). Through Statecraft, an organization can advance its objectives and stimulate productive results. In Lipnic’s example, Statecraft assisted her in bringing all of the workers together to achieve specific goals and aspirations. Statecraft also aids a leader in reducing change opposition (Boon et al., 2020). Hence it becomes easy for a leader to eradicate new changes to individuals which they assimilate freely without being forced. When the leader and employers interact, it creates a good working environment as both sides have equal rights to support their opinions and decision hence reducing disparities.

Conclusion

To summarize, statesmanship and its subdivisions such as morals, diplomacy, performance assessment, hesed, and convention are significant for any figurehead. Statesmanship aids in conducting many stakeholders collectively, reducing resistance to change. Change is rarely met with resistance by politicians like Lipnic. Ethics, without a doubt, assist a leader in promoting a greater level of integrity, which motivates subordinates to follow or accept the leader’s vision. A vital tool for a leader to analyze an employee’s strengths and flaws is performance evaluation. Covenant is critical because it draws employees together to achieve common goals and objectives. Hence for effective operation in a company, a leader should employ statesmanship and its subjects.

References

Boon, J., Verhoest, K., & Wynen, J. (2020). What determines the audiences that public service organizations target for reputation management? Policy &Amp; Politics, 48(2), 295-314.

Boyer, S. W. (2018). Biblical leadership development: Principles for developing organizational leaders at every level. Springer Boon.

Choi, H., Han, S., & Yim, H. (2017). How is public health service performance related to institutional arrangements in OECD countries? International Review of Public Administration, 22(2), 93-106.

EEOC. (n.d). Victoria A. Lipnic Acting Chair. Web.

Kim, J. (2021). Ethical leadership and program to reduce unethical behavior among public employees. Public Management Review, 1-15.

Leitch, A. (2017). Indigenous Public Service Leadership and Issues of Cultural Fluency. Australian Journal of Public Administration, 76(4), 403-405.

Melton, E. K., & Meier, K. J. (2017). For want of a nail: The interaction of managerial capacity and human resource management on organizational performance. Public Administration Review, 77(1), 118-130.

Prier, E., McCue, C., & Csáki, C. (2020). Evaluating Decision Speed as a Measure of Public Procurement Performance in the European Single Market. International Journal of Public Administration, 44(13), 1065-1075.

Tkachenko, O., & Ardichvili, A. (2017). Cultural-Historical Activity Theory’s Relevance to HRD: A Review and Application. Human Resource Development Review, 16(2), 135-157.

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