Munich Personal RePEc Archive

Meritocratic Aspects Concerning Civil Servant Career. Comparative Study In Central and Eastern European Countries

Matei, Ani and Popa, Florin (2010): Meritocratic Aspects Concerning Civil Servant Career. Comparative Study In Central and Eastern European Countries.

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Abstract

Central and Eastern Europe has known in the last 20 years profound changes. The shift from a dictatorial system to a democratic system forced the states from this area to adopt structural measures for all public institutions. In this context, the institution of “civil servant” could not remain unaffected. In the period of communist regimes, the institution of “civil servant” did not exist, the civil servant being just a simple employee of the state. Work relations were the same as for any employee. The shift to another political system, the democratic one, determined the reconsideration the role and the place of public administration, and implicit of civil servant in the framework of the state system. In this context, it has been a shift from the statute of simple employee to that of civil servant, representing the power of the state. In the process of accession to the European Union, the states from Central and Eastern Europe have been permanently pressured to clearly define a strategy concerning the competitiveness of public administration, concerning the statute and the career of civil servant. In the context of democratisation, we can notice that the principle of meritocracy has become a key principle in the civil servant’s career. The term “meritocracy” is often used in order to describe a type of society in which wealth and social position are obtained mainly through competition or through ability or proved competences. A position invested with responsibilities and social prestige has to be acquired and not inherited or obtained by arbitrary criteria. Meritocracy represents also the term used to describe or to criticise a society in competition that accepts inequitable disparities of income, wealth and social position. Taking into account the above considerations, the present paper aims to achieve an analysis of meritocratic aspects in the systems of planning and promotion of civil servant’s career in Central and Eastern Europe

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