The theory of representative bureaucracy suggests that a demographically diverse public sector workforce (passive representation) will lead to policy outcomes that reflect the interests of all groups represented, including historically disadvantaged communities (active representation). Implicit in the passive-active link is the expectation that minority public administrators, in particular, will have similar attitudes to minority citizens on issues of critical import and relevance to those citizens, and those attitudes, in turn, will influence policy decisions. This research examines the attitudes of citizens and administrators on a series of survey items focused on the responsibilities of local government administrators to advocate for the interests of the African-American community. The survey results confirm the hypothesis that African-American citizens and administrators are more likely than white citizens and administrators to support governmental behaviors that specifically target the interests of the African-American community and that African-American citizens and administrators hold markedly different attitudes from white administrators. Most significantly, attitude congruence with the views of African-American citizens by administrators is shown to be a significant predictor of the adoption of an African-American representative administrative role, overwhelming the influence of other variables including race.

The theory of representative bureaucracy suggests that a public workforce representative of the people in terms of race, ethnicity, and sex will help ensure that the interests of all groups are considered in bureaucratic decision-making processes. The theory posits that the active representation of group interests occurs because individual bureaucrats reflect the views of those who share their demographic backgrounds. Research in the public administration literature, however, includes only a relatively small number of studies providing evidence consistent with active representation. In addition, that literature is, for the most part, composed of studies that are conducted at an organizational level, making it impossible for us to draw inferences about the behavior of individual bureaucrats without committing an ecological fallacy. Researchers in the field of criminal justice studies, on the other hand, have long tested the relationship between workforce demography and government outcomes and have done so at the individual level and in contexts that allow confidence that the outcomes observed are indeed the product of action by minority or female public servants. Those studies are reviewed, and their findings provide the first definitive evidence of a connection between the presence of diversity in the public workforce and the representation of minority interests.

The concept of the 'relief-to-development continuum' has been the subject of renewed interest in recent years. Concerned by the rise in relief budgets over the past decade and the absolute fall in development aid resources, support has been growing for the concept of developmental relief. In the context of complex political emergencies, it has been argued further that as effective development aid can reduce vulnerability to the impact of natural hazards, so it might also be used to contribute to a process of conflict prevention. In this way, the concept of the relief-development continuum has become entwined with broader discussions about the contribution of official development assistance management. Drawing on a Review of Operation Lifeline Sudan (OLS), this paper cautions against uncritical application of the concept of the continuum in complex political emergencies and rehabilitation in particular, in the current Sudanese context. It argues that in order to move legitimately from relief aid programming to development aid programming, three fundamental conditions must be in place: first, a minimum level of security, respect for human rights and humanitarian access. Second, empirical evidence from the field needs to demonstrate that the emergency is over. Finally, moving from relief to development aid programming is contingent on donor governments accepting the legitimacy of national governmental structures and of the rebel movements. In other words, for donor governments, moving along the continuum is in significant part determined by foreign policy considerations, not only technical ones. Consideration needs to be given to the actual and perceived legitimation of the different movements that a move to rehabilitation might be seen to imply. The paper argues that none of these conditions had been satisfied in Sudan by mid-1997. Instead of a process of normalisation paving the way to long-term development, the current situation in Sudan is better described as a chronic political emergency. In such a context, uncritical pursuit of developmental strategies may negatively affect the welfare of conflict-affected populations.

Developmental relief has become the central doctrine of 'good practice' in humanitarian responses to complex political emergencies. This is despite the fact that a proliferation of such emergencies reflects a failure of development for people in those countries in crisis. Drawing on case study material from Sudan, Somalia, Rwanda and Uganda, this paper challenges assumptions made about the efficacy of developmental relief models in complex emergencies. The trend towards developmental relief practices coincides with an increasing acceptance of higher levels of humanitarian distress in Africa. Myths of aid dependency and the pursuit of sustainable programming in the midst of war are linked to a global reduction in aid. The mantra of 'local solutions to local problems' locates the causes of crises firmly within those societies in crisis. It provides a premise for international disengagement, and the denial of international responsibility for the genesis and prolongation of humanitarian crises in Africa. Assigning solutions to the poor, the marginalised and victimised through enhanced 'participation' and local financing of services sustains a myth that development is occurring, when in fact levels of distress are rising.

Organizational conflict is often thought of as a malady to be avoided or quickly resolved. Such views neglect the potential value of conflict—that is, the constructive management of conflict—to organizational outcomes. Managerial practices resulting in too little conflict may shape and reflect an organization hypersensitive to discord, dissent, and innovation. But management practices promoting excessive conflict may overload an organization with information, rendering it incapable of reaching timely decisions, generating animosity, or creating other unproductive outcomes. This paper examines constructive conflict management, which gives employees voice and encourages authentic participation in decision-making. We hypothesize that such an approach is positively related to employee job satisfaction and organizational performance. However, given the potential for “too much of a good thing” when it encouraging conflict, we also test for a curvilinear relationships between conflict management and organizational outcomes. “To work in an organization is to be in conflict. To take advantage of joint work requires conflict management” (Tjosvold, 2008, p. 19).