Motivation and Performance among Civil Service Managers

1981 ◽  
Vol 59 (2) ◽  
pp. 151-172 ◽  
Author(s):  
HUGH LIVINGSTONE ◽  
ROY WILKIE
Keyword(s):  
Civil Service ◽  
And Performance ◽  
Service Managers

Overcoming the tensions between values: a challenge for French public service managers and their training schools

2015 ◽  
Vol 83 (3) ◽  
pp. 463-480 ◽  
Author(s):  
Fabrice Larat ◽  
Christian Chauvigné
Keyword(s):  
Public Service ◽  
Public Management ◽  
Civil Service ◽  
Critical Distance ◽  
Public Officials ◽  
The Public ◽  
Training Schools ◽  
Supervisory Staff ◽  
Service Managers

While there is universal recognition of their important role in the functioning of administrations and for the motivation of public officials, the values that serve as a reference for the public service are witnessing a change in the way they are understood and implemented in practice, particularly with regard to the new requirements of public management. The analysis developed in this article centres on the interplay between various dimensions relating to the perception and use of the key values of the French civil service and highlights the tensions that prevail despite the apparent preservation of the axiological reference universe of those concerned. It raises the question of the role of schools in the training of values management. It draws on the results of a survey conducted in France by the network of civil service schools (Réseau des écoles de service public; RESP) among managers undergoing training and their teachers and supervisory staff. Points for practitioners The study shows that organizations that are responsible for the initial or continuing training of civil servants offer a breeding ground for the (re)production of public service values. However, for civil service managers to be able to deal with the potential tensions between values (no clear hierarchy, apparent contradictions) it is necessary to develop their capacities for reflective analysis and practical application that will allow a critical distance and promote a contextualized ethical approach.

scholarly journals Review and analysis of patrimonial and meritocratic governance concepts

2021 ◽  
Author(s):  
Tamar Charkviani
Keyword(s):  
Social Network ◽  
Public Sector ◽  
Civil Service ◽  
Methodological Approach ◽  
Career Ladder ◽  
Informal Networks ◽  
The Public ◽  
Empirical Assessment ◽  
And Performance

A theoretical and methodological approach of the paper is the analysis of general neopatrimonial and social network theories – to understand both the dominant trend and variations in reform trajectories in Georgian civil service. This work introduces the concepts of neopatrimonialism, bureaucracy, meritocracy and informal networks examining their origins and defining characteristics. This is followed by consideration of the nature of the public sector in Georgia, exploring the implications of neopatrimonialism for public sector capacity and performance. In setting up the contrast between neopatrimonial and meritocratic bureaucracies, we have chosen to emphasize two points that lend themselves to relatively objective empirical assessment. The first is the importance of meritocratic recruitment, ideally based on some combination of education and examination, second is a predictable career ladder, which provides long term tangible and intangible rewards for those who have been recruited into the bureaucracy.

scholarly journals Pengaruh Faktor Motivasi Kerja Ditinjau dari Aspek Finansial, Lingkungan Kerja dan Penghargaan terhadap Kinerja Pegawai Biro Kepegawaian Sekretariat Daerah Provinsi Kalimantan Selatan

2017 ◽  
Vol 1 (1) ◽  
Author(s):  
Mahfuzil Anwar
Keyword(s):  
Work Environment ◽  
Empirical Evidence ◽  
Civil Service ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Working Environment ◽  
Service Bureau ◽  
And Performance ◽  
Dominant Influence ◽  
Financial Aspect

This study aims to obtain empirical evidence about the influence of motivational factors through the financial aspects, Work Environment and employee performance appraisals, the Civil Service Bureau of the Regional Secretariat of South Kalimantan Province. The hypothesis put forward is a hypothesis I, Simultaneously Finance, Working Environment Award and affect the performance of employees in the Civil Service Bureau of the Regional Secretariat of South Kalimantan Province. Hypothesis II partial financial aspect is more dominant influence on the performance of employees in the Civil Service Bureau of the Regional Secretariat of South Kalimantan Province. Through a questionnaire submitted to the respondent on the financial aspects with 20 items of questions, aspects of the work environment with 11 items of questions, and aspects of the awards with 9 items of questions, with three alternative answers a, b and c with a score of 3.2, and 1. The questionnaire performance with 16 items of questions and respondents as many as 102 people. The results showed that the hypothesis I stating together the financial aspects, work environment and rewards affect the performance of employees at the Civil Service Bureau of the Regional Secretariat of South Kalimantan Province, is acceptable. Hypothesis II stating financial has more dominant influence on the performance of employees in the Civil Service Bureau of the Regional Secretariat of South Kalimantan Provinceconvicted.Keywords: Finance, working environment, and Performance Award

Pressure on officials will hinder policy in China

2018 ◽  
Keyword(s):  
High Pressure ◽  
Performance Management ◽  
Civil Service ◽  
Government Employees ◽  
National Policies ◽  
Content Type ◽  
Evaluation Instruments ◽  
Psychological Pressure ◽  
Local Officials ◽  
And Performance

Subject Targets and performance management in China's civil service. Significance In China's system of government, many if not most national policies are implemented by local officials. These officials are subject to four different evaluation instruments, including a wide array of quantitative targets. This puts enormous pressure on them and, by extension, all other government employees. Impacts High pressure and lack of rewards will make officials indifferent to non-target areas. Psychological pressure and high workloads will lead to burn-outs. Loyalty to and identification with one-party rule might decrease. Recruitment of capable personnel will become harder for the civil service and easier for firms as officials resign.

The New Environment for Compensation and Performance Evaluation in the Public Sector

1988 ◽  
Vol 17 (4) ◽  
pp. 351-358 ◽  
Author(s):  
Albert C. Hyde
Keyword(s):  
Performance Evaluation ◽  
Public Sector ◽  
Public Service ◽  
Civil Service ◽  
High Grade ◽  
Administrative Structure ◽  
The Public ◽  
And Performance ◽  
Personnel Administration ◽  
Service Agencies

“The question comes to mind as to whether or not many civil service agencies have been facing the facts of life. The place of the agency in the administrative structure of government tends to insulate it against many types of problems, but any deficiencies in pay policy may not be so explained. The current difficulties resulting from such deficiencies may be attributed in part to a situation which the agency itself probably helped create—the mores of public personnel administration. One of these mores is that various classes of employees should work for less money in the public service than they might be able to command elsewhere… The actual amount of compensation paid is generally a major determinent of whether or not a governmental unit attracts high-grade applicants and retains them in service after employment. Therefore, it is time that greater attention be given to rates of pay prevailing in the sources of recruitment for the public service. It is time that more consideration be given to the salaries paid by competitors for the services of trained employees. It is time that programs be inaugurated which translate such facts into action, that removes inequities from public pay schedules”

Sign in / Sign up

Export Citation Format

Share Document