A relational perspective on public sector leadership and management

2014 ◽  
Vol 10 (1) ◽  
pp. 4-16 ◽  
Author(s):  
Michael Clark ◽  
Sally Denham-Vaughan ◽  
Marie-Anne Chidiac
Keyword(s):  
Public Sector ◽  
Leadership And Management ◽  
Content Type ◽  
Public Sector Management ◽  
The Public ◽  
Relational Perspective ◽  
Explicit Consideration ◽  
Public Sector Leadership ◽  
First Time ◽  
Management And Leadership

Purpose – The purpose of this paper is to discuss critical perspectives on what has become a dominant approach to public sector management and leadership in England and sets out a new conceptual perspective on leadership to improve this situation, namely a relational one. Design/methodology/approach – A review of key literature on the topics discussed. Findings – A new relational perspective on leadership and management is proposed, along with epistemological, ethical and practical considerations. Research limitations/implications – The paper proposes this new approach to leadership and management in the public sector, but no empirical findings are discussed. Practical implications – The perspective proposes that an explicit consideration of relationships and contextual factors should lie at the heart of leadership and management and all its practice. Originality/value – This is the first time that a relational perspective on public sector management and leadership has been explicated.

“Representative bureaucracy as a leadership issue: the Canadian case”

2020 ◽  
Vol 16 (4) ◽  
pp. 393-410
Author(s):  
Tim A. Mau
Keyword(s):  
Public Sector ◽  
Public Administration ◽  
Public Service ◽  
Representative Bureaucracy ◽  
Gender Representation ◽  
Administrative Leadership ◽  
Content Type ◽  
The Public ◽  
Public Sector Leadership ◽  
Federal Public Service

PurposeThe public administration literature on representative bureaucracy identifies several advantages from having a diverse public service workforce, but it has not explicitly focused on leadership. For its part, the public sector leadership literature has largely ignored the issue of gender. The purpose of this paper is to rectify these limitations by advancing the argument that having a representative bureaucracy is fundamentally a leadership issue. Moreover, it assesses the extent to which representativeness has been achieved in the Canadian federal public service.Design/methodology/approachThe paper begins with a discussion of the importance of a representative bureaucracy for democratic governance. In the next section, the case is made that representativeness is fundamentally intertwined with the concept of administrative leadership. Then, the article provides an interpretive case study analysis of the federal public service in Canada, which is the global leader in terms of women's representation in public service leadership positions.FindingsThe initial breakthrough for gender representation in the Canadian federal public service was 1995. From that point onward, the proportion of women in the core public administration exceeded workforce availability. However, women continued to be modestly under-represented among the senior leadership cadre throughout the early 2000s. The watershed moment for gender representation in the federal public service was 2011 when the number of women in the executive group exceeded workforce availability for the first time. Significant progress toward greater representativeness in the other target groups has also been made but ongoing vigilance is required.Research limitations/implicationsThe study only determines the passive representation of women in the Public Service of Canada and is not able to comment on the extent to which women are substantively represented in federal policy outcomes.Originality/valueThe paper traces the Canadian federal government's progress toward achieving gender representation over time, while commenting on the extent to which the public service reflects broader diversity. In doing so, it explicitly links representation to leadership, which the existing literature fails to do, by arguing that effective administrative leadership is contingent upon having a diverse public service. Moreover, it highlights the importance of gender for public sector leadership, which hitherto has been neglected.

Evaluating public sector management approaches towards undeclared work in the European Union

2008 ◽  
Vol 21 (3) ◽  
pp. 285-294 ◽  
Author(s):  
Colin C. Williams
Keyword(s):  
European Union ◽  
Public Sector ◽  
Positive Reinforcement ◽  
The European Union ◽  
Member States ◽  
Content Type ◽  
Public Sector Management ◽  
The Public ◽  
Undeclared Work ◽  
Good Behaviour

PurposeThis paper seeks to analyse the various approaches being used by the public sector across the European Union to tackle undeclared work and to evaluate the direction of change.Design/methodology/approachTo do this, the National Action Plans for Employment 2001 and 2003 (NAPs) and the National Reform Programmes 2005‐2008 (NRPs) are analysed, along with the data collected in international reviews conducted by the European Employment Observatory in Autumn 2004 and the European Industrial Relations Observatory (EIRO) in 2005 on undeclared work.FindingsIn parallel with public sector management in other realms, where it is accepted that positive reinforcement of “good” behaviour is more effective at eliciting change than negative reinforcement of “bad” behaviour, the finding is that the public sector in EU member states is moving away from solely a repressive approach that seeks to detect and penalise offenders and towards an approach that also seeks to stimulate good behaviour by rewarding compliance. Until now, however, these positive reinforcement measures appear to remain firmly entrenched in a bureaucratic management approach that uses externally imposed direct control systems to generate reactive behaviours, rather than an internalised post‐bureaucratic approach that seeks to generate constructive pro‐activity and commitment to tax morality on the part of populations.Originality/valueThis is one of the first attempts to evaluate how public sector management is tackling undeclared work in European member states.

Leadership and management development post-war: exploring future trends

2018 ◽  
Vol 26 (1) ◽  
pp. 107-128 ◽  
Author(s):  
Majd Megheirkouni
Keyword(s):  
Public Sector ◽  
Social Services ◽  
Management Development ◽  
Future Trends ◽  
Learning And Development ◽  
Conflict Zones ◽  
Leadership And Management ◽  
Content Type ◽  
The Public ◽  
Post War

Purpose The purpose of this paper is to explore and understand current challenges and future trends in leadership and management development that can help practitioners in post-wars periods, using evidence from Syrian public sector. Design/methodology/approach Qualitative method design is used for data collection: semi-structured interviews with 24 senior managers in the public sector. Findings The findings revealed that the current challenges includes egos, technological hurdles, financial constraints, instability and the different expectations of new and old staff; future trends include developing collective leadership, technology literacy applications for effective leadership development, focusing on self-learning and development, focusing on creativity and innovation for transferring learning and development and targeting both vertical and horizontal learning and development. Research limitations/implications Research data have been collected with managers working in an unstable environment. Only the public sector has been involved in the study. There were a number of limitations, e.g. selection of participant sample size and exploratory methodology, which affect generalizing the findings. Practical implications The implication of the current study is practical in nature. Essentially, post-war governments can use the results of the current study to help leaders and managers develop and implement effective strategies to meet their enormous and urgent needs. Originality/value Leadership/management development has become a strategic issue in post-war countries, acting as the key element in the stage of extensive reconstruction of damaged infrastructure, and the restoration and restructuring of social services in former conflict zones, and the restoration and restructuring of economy and many other roles.

Public sector leadership development in Bangladesh: present state and future prospect

2014 ◽  
Vol 10 (1) ◽  
pp. 17-30 ◽  
Author(s):  
Mohammad Mohabbat Khan ◽  
Md. Shahriar Islam
Keyword(s):  
Leadership Development ◽  
Public Sector ◽  
International Organizations ◽  
Future Prospect ◽  
Critical Role ◽  
Present Condition ◽  
Content Type ◽  
The Public ◽  
The Government ◽  
Public Sector Leadership

Purpose – The story of the Bangladesh public sector is not a happy one as it has often failed to uphold efficiency and equality in delivering services to the people. Hence leadership has a critical role to play to ensure equality, effectiveness and efficiency. The purpose of this paper is to evaluate the present condition and future prospect of leadership development in the Bangladesh public sector by focusing on the efforts initiated both by the government of Bangladesh and international organizations during the last ten years. Design/methodology/approach – This paper has reviewed available literatures on theories of public sector leadership development and its application in Bangladesh to identify the state and future prospect of public sector leadership development utilizing available theories. Findings – The analysis shows that partisan politics, dominance of generalists, absence of long-range feedback and monitoring systems and lack of efficient and knowledgeable trainers are the major impediments to public sector leadership development. International organizations provide proposals, frameworks, technical assistance along with funds to develop the public sector leaders but in implementing the schemes they have a very limited role in the implementation process. Research limitations/implications – This paper does not offer much empirical evidence on public sector leadership development in Bangladesh, but creates the platform for further research on public sector training and leadership development with empirical data. Significant variables can be drawn out of this piece of work to design future research on this very important issue. Originality/value – This paper will help the interested individuals involved in the public sector leadership development in Bangladesh to understand the divergence between the efforts put in by the government and international agencies in developing public sector leadership.

Inter-sector senior leader transitions: experience and outcomes

2014 ◽  
Vol 27 (1) ◽  
pp. 85-93
Author(s):  
Robert McLeay Thompson ◽  
Christine Flynn
Keyword(s):  
Public Sector ◽  
Small Sample ◽  
Senior Leaders ◽  
Senior Managers ◽  
Organizational Relationships ◽  
Content Type ◽  
The Public ◽  
Senior Leader ◽  
Public Sector Leadership ◽  
The Cost

Purpose – The purpose of this paper is to explore the experience of senior leaders who move into the public sector from other sectors of the economy, a process referred to in this paper as inter-sector senior leader transitions. This is a little researched area of public sector leadership yet has significant implications for fundamental public sector reform. Design/methodology/approach – The paper employs an interview design to elicit senior leaders' stories of their transition into the public sector. Findings – The data suggest that successful senior leader transitions are more likely when a set of conditions is met; the leader transitions into CEO role, rather than levels below CEO, ministers provide inter-sector transition support, senior leaders develop responses to stress, senior leaders reject high formalization, their change processes focus on building capacity, and senior leaders confront dysfunctional organizational relationships directly. Research limitations/implications – The research relies on a relatively small sample. However, access to senior managers at this level can be difficult. Nevertheless, those senior managers who participated were very willing to share their stories. Practical implications – If public sector organizations are to realize the value of successful leaders from other sectors, they need to invest in structured processes that facilitate the transition. A laissez-faire approach is not viable given the cost of such transitions. Originality/value – The paper focuses on a little researched area of leadership experience which has significant implications for the development and change of the public sector.

The spirited leader: the potential of spiritual intelligence to improve leadership

2013 ◽  
Vol 9 (3/4) ◽  
pp. 109-115 ◽  
Author(s):  
Peter Hyson
Keyword(s):  
Public Sector ◽  
Design Methodology ◽  
Leadership Skills ◽  
Spiritual Intelligence ◽  
Leadership Roles ◽  
Practical Application ◽  
Content Type ◽  
The Public ◽  
Staff Performance ◽  
Public Sector Leadership

Purpose – Spiritual intelligence (SQi) plays a vital part in deepening leadership effectiveness and staff performance in the public sector. Spiritually intelligent leaders (SQLs) use SQi to develop leadership skills beyond just emotional intelligence. Design/methodology/approach – Studies of the characteristics of those commonly recognised as outstanding leaders consistently identify skills and qualities relating to the spirit or soul. The SQi metric identifies 21 such attributes and the ways in which they can be developed at five levels of competence. Their conscious deployment of four cornerstone skills keeps them focused and effective, motivates their staff and produces more effective results. Findings – This paper provides concrete explanations of the attributes of the SQL and expands on how these are key antidotes to dealing with the most frequently reported common leadership dilemma: demoralisation and loss of meaning. Originality/value – This paper will be of immediate value and practical application to those in public sector leadership roles who wish to develop their own leadership skills and the commitment of their staff.

scholarly journals What is in it for me: firms strategizing for public-private innovation

IMP Journal ◽  
2017 ◽  
Vol 11 (1) ◽  
pp. 72-90 ◽  
Author(s):  
Kristin B. Munksgaard ◽  
Majbritt Rostgaard Evald ◽  
Ann Højbjerg Clarke ◽  
Torben Munk Damgaard
Keyword(s):  
Public Sector ◽  
Private Firms ◽  
Content Type ◽  
Public Network ◽  
The Public ◽  
Positive Effects ◽  
Societal Welfare ◽  
Cross Case Analysis ◽  
First Time

Purpose Public-private innovation (PPI) is often claimed to contribute to societal welfare, to bring positive effects to the public sector and to open new markets to private firms. Engaging in public-private relationships for innovation is, however, also recognised as challenging and problematic. The purpose of this paper is to discuss the managerial and strategic challenges faced by private firms when engaging in public-private relationships for innovation. Design/methodology/approach This qualitative study presents ten firms’ engagement in public-private relationships. Half of them are experienced in innovation in public-private relationship, the other half are engaging in public-private relationships for the first time. Cross-case analysis brings insight into how these different types of firms strategize for handling relationships with public partners. Findings Contrary to non-experienced firms, experienced firms deliberately build a long-term strategy for engaging in PPI in expectation of outcome from more than a single project. They not only engage in building an understanding of the public using setting, but also seek to bridge with the public developing and producing setting to a greater extent than less experienced firms. The experienced firms utilise relationships with actors in the wider public network as a device and an asset for overcoming challenges and for reaping benefits from their engagement. Originality/value The study outlines the characteristics of strategizing among the most experienced firms and their special ability to embrace the complexity of the public sector network while working simultaneously on developing innovation for specific public counterparts.

scholarly journals Privatising land in England

2019 ◽  
Vol 11 (2) ◽  
pp. 151-168 ◽  
Author(s):  
Antonia Layard
Keyword(s):  
Public Sector ◽  
Design Methodology ◽  
Public Law ◽  
Housing Quality ◽  
Content Type ◽  
The Public ◽  
Legal Perspective ◽  
Public Body ◽  
Playing Fields ◽  
First Time

Purpose This paper aims to analyse the extent to which privatising – or denationalising land – has legal and policy effects. Design/methodology/approach It applies the law in context scholarship to the question of land privatisation. Findings Of all the recent privatisations in England, the most valuable, and yet least recorded, is of land. According to one estimate, two million hectares or 10 per cent of the Britain landmass, left the public sector for private ownership between 1979 and 2018. Privatisations include land that is sold, leased or where a public body changes its status. This paper aims to explore these privatisations, considering them as denationalisations, concluding that the effects are most significant in housing where the differences between social and private renting in relation to rents, the security of tenure and housing quality are striking. Moreover, although other public law restraints on the state-owned property are often limited, they are also still significant, facilitating scrutiny, particularly in combination with the public sector equality duty or site-specific duties for libraries, allotments or playing fields. All the sites disposed of to private developers, landlords and companies have lost these protections. Originality/value This is the first time this question has been considered in this way from a legal perspective.

The empowering of public sector officers in the Mauritian public sector in the context of reforms

2016 ◽  
Vol 40 (4) ◽  
pp. 262-283 ◽  
Author(s):  
Soolakshna Lukea Bhiwajee ◽  
Thomas N. Garavan
Keyword(s):  
Public Sector ◽  
Management Education ◽  
Public Servants ◽  
Content Type ◽  
Public Sector Management ◽  
The Public ◽  
New Public ◽  
The Republic ◽  
Analyse Data ◽  
Major Factors

Purpose The purpose of this study is to provide insights about the usefulness of management education for the public sector in the Republic of Mauritius, which embarked on reforms initiatives around two decades ago. In this context, public officers were encouraged to follow specialised management courses. However, as at date, there is considerable evidence to say that the Mauritian public sector has not been successful in adopting new public sector management (NPM) doctrines. This study investigates into the effectiveness of the public sector management courses offered to the public servants in Mauritius to cope with NPM. It tries to identify the barriers that they face to implement what they have learnt, back at the workplace. Design/methodology/approach The study makes use of the qualitative method using thematic analysis to analyse data, which was gathered through an unstructured interview carried among principal assistant secretaries and assistant secretaries of the Mauritian public sector. Findings The study showed that while NPM is still making its way in the Mauritian public sector, officers perceived that management education has helped them in gaining the required scientific skills and competencies to cope with their day-to-day work. But applying them to the workplace has not been easy. The major factors put forward by these officers have been mainly the ingrained public sector culture and existing leadership. Originality/value While extant researches focus on the success or failure of the implementation of NPM in various governments around the world, this study investigates how far management education has helped public sector officers adopt NPM doctrines in the Mauritian government. In doing so, it has also identified the barriers to the implementation of NPM in the Mauritian public sector.

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