The Role of an Administrative Director: A Case Study

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Since the case study does not state the A.D.'s values, we have to derive them from this scanty evidence, but possible values emerge by considering plausible alternatives. If the A.D. had been acting out of a desire to increase efficiency, this would be prioritizing a value of performance, perhaps in a diffuse sense if the administrator wanted his units to outperform others on general principle. Or, such performance value could derive from an abstract concern for the taxpayer, where keeping procedure the same in the face of declining demand would constitute dishonesty, or from the very concrete need to survive under centralized budget pressures where devil take the hindmost, someone will be cut this year. Given the action was a response to global, long-term change far beyond the agency's control, prioritizing jobs over performance may have shown loyalty to these particular workers, but if that reduced overall agency performance and thus threatened other existing jobs or reduced job growth, the administrator would have to balance loyalty to a particular unit against loyalty to all the rest. That the A.D. retained them at all could indicate a loyalty value if he could have just replaced them with contract labor or automation, but if their experience and prior professional development made them more productive than contract labor, this would support an efficiency or performance value complementary to loyalty as non-exclusive priorities. The file clerks probably did not see
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