Current personnel practices are counterproductive insofar as they engender a fear of change and align the self interest of public employees with the status quo. In moving to remedy this problem, however, we must take care not to overcompensate by losing important merit concepts such as career security which may be essential ingredients for a positive, productivity oriented, system of personnel management. Such a system, derived from both American and Japanese theory and prac tice, could involve a new dichotomy of personnel management activities between political and career executives.
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