First published in 1980. This is Volume II of Mannheim's collected works, translated by Edward Shils and includes recent developments in the author's thinking since 1935 when it was originally written.

With its creation of the U.S. Bureau of Efficiency in 1916, Congress sought to bring the principles of “scientific management” to the federal government. Although this first staff agency in the executive branch lasted only a relatively short time, it was the first central agency in the federal government dedicated to improving the management of the executive branch. Mordecai Lee offers both a chronological history of the agency and a thematic treatment of the structure, staffing, and work processes of the bureau; its substantive activities; and its effects on the development of both the executive and the legislative branches. Charged with conducting management and policy analyses at the direction of the president, this bureau presaged the emergence of the activist and modern executive branch. The Bureau of Efficiency was also the first legislative branch agency, ushering in the large administrative infrastructure that now supports the policy-making and program oversight roles of Congress. The Bureau of Efficiency’s assistance to presidents foreshadowed the eventual change in the role of the president vis-a-vis Congress; it helped upend the separation of powers doctrine by giving the modern executive the management tools for preeminence over the legislative branch.

A description of the jobs in a labor force, an "occupational" description of it, is an abstraction for describing the flow of concrete work that goes through one or more employing organizations; the flow of work proba bly changes at a higher speed than the system for abstracting a descrip tion of its occupations and jobs. A career system is an abstraction for describing the flow of workers through a system of occupations or jobs, and thus is doubly removed from the flow of work. The federal civil service, however, ties many of the incentives and much of the authority to the flow of work through the abstractions of its career system, and still more of them through its system of job descriptions. The same dependence of the connection between reward and performance on abstractions about jobs and careers characterizes most white-collar work in large organizations. The system of abstractions from the flow of work of the federal civil service, described here by Thomas A. DiPrete, is an institution, a set of valued social practices created in a long and complex historical process. The system is widely imitated, especially in American state and local governments, but also in the white-collar parts of many large private corporations and nonprofit organizations and to some degree by gov ernments abroad. DiPrete has done us a great service in studying the historical origins of this system of abstractions, especially of the career abstractions.