Despite innovation and experimentation, many organizations that tend toward the private on the continuum depicted in Figure I.1 play down the team spirit that characterizes so much of public service. The term team evokes close association, a network of affiliation, kinship of goals, and mutual supports, dependency, and dependability. It is only when a “we-they” line is drawn around the agency and public employees for- get that the we extends to the public that the team ethic undercuts public service ethics.
Public service may be performed by a team, but the team is not an exclusive club. In response to cross-recruiting, managers can smooth the transition and build an effective, ethical team. For starters, managers can preach public service reality. The challenge is to help new members join and then succeed by letting them in on the house rules.
Managers are called upon to proselytize and inspire, advocate and model, hearten and reward; training, supervision, controls, and incentives are marshaled. This is the time for straight talk, repeated talk, backed up by right action. Cross-recruiting is also a prime time for introducing the fusion route described in the Introduction.
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