Merit System
The principle underlying the merit system is that recruitment and promotion should be based on ability rather than an affiliation. However, in both public and private organizations this has not always been the case. Instead, nepotism to obtain good jobs for members of one's family and rewards for friendship and political loyalty have been common. But, as political pressures and human resources have come to influence decision making in organizations, the merit system has become the norm rather than the exception in recent years.
Most of the 19th century federal government roles were filled by what was referred to as the spoils system (Pfiffner). Staffing by presidential administrations rewarded political loyalty. At that time, government work was less complex than today and there was great concern that laws would be faithfully executed. Later, as political reform movements took hold, the Pendleton Act was passed in 1883 to replace the spoils system...
Change was slow and sporadic. Even as late as the 1970s, critics would charge that the spoils system was still alive and well. In his bid for the president, Jimmy Carter railed against the corruption of Richard Nixon and the inefficiencies of the federal government. He referred to the government in Washington as a bureaucratic mess. With regards to government employees, Carter stated, "There is no merit in the merit system," meaning that employees were incompetent and ineffectual political appointees. During his presidency, Carter moved the government back to a merit system, most notably in the systematic selection of judges to try to improve the criminal justice system.
The merit system is intended to enforce the public's expectations of a system that is efficient, effective, fair, open to all, free from political interference, and staffed by honest, competent, and dedicated employees. One of the major roles of the human resources function…
