scholarly journals The problem of forming the image of a public servant

2020 ◽  
pp. 33-36
Author(s):  
Mariia HORDIICHUK ◽  
Nadiia KOTENKO
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Civil Servant ◽  
The State ◽  
Civil Servants ◽  
Public Confidence ◽  
Scientific Article ◽  
The Public ◽  
Positive Image ◽  
Ethical Education

Introduction. With the implementation of public sector reforms in Ukraine, issues of increasing public confidence in the civil service as a whole and its representatives - civil servants - in particular, are updated. Ethical education measures for both existing and future civil servants (which over time must be filled by the ranks of state bodies - students and cadets of specialized universities) are highlighted. From the very beginning, future civil servants have the need to form and maintain a positive image of the representatives of the state apparatus, using the best examples of service to the people and the state, patriotic, highly professional and conscientious civil service. In Ukraine, as in all EU countries, the assessment of the effectiveness of public authorities is directly linked to the level of trust in relations between society and government, in the formation of which the image of public servants formed in the public consciousness is of paramount importance. In turn, personal experience of interacting with specific officials is often equated with the image of the public service as a whole. Thus, the image of a particular civil servant depends largely on the image of the entire public service. Purpose. This scientific article focuses on the problem of forming the image of the modern Ukrainian civil servant as one of the indicators of the effectiveness of the civil service as a whole. Results. It is established that the positive image of a civil servant in Ukraine is not so much in an unstable position as it is in general unformed. Even the creation of new government bodies and the practice of recruiting individuals after numerous competitions and inspections have failed to create a positive image of these bodies and their employees in the population. Conclusion. To create and maintain a positive image of a civil servant, it is advisable to use the following measures: setting up public relations, increasing the openness of civil servants; cooperation with non-governmental organizations, public institutions; control over the performance of their duties by the state enhancement of ethical education of civil servants, starting with high school; rigorous selection for the civil service, taking into account the competence, communication skills and external qualities of the future civil servant; providing services to coaches specializing in management, etc.

scholarly journals legal basis of formation of piblic service institution in Ukraine

2021 ◽  
Vol 2021 (2) ◽  
pp. 79-88
Author(s):  
S. О. Nishchymna ◽  
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Legal Regulation ◽  
The State ◽  
Civil Servants ◽  
Professional Activity ◽  
Legal Basis ◽  
The Public ◽  
Service Institution ◽  
The Law

The article analyzes the approaches to the civil service organization in Ukraine and examines the regulations of the civil service establishment since independence time. The attention is payed to the regulatory uncertainty of the separation of civil and public service in Ukraine. It is emphasized that the legal basis of the civil service in Ukraine is determined by the Law of Ukraine “On Civil Service”, which was adopted in 2015. The first such laws were adopted in 1993 and 2011. The Law of Ukraine “On Civil Service” of 1993 for the first time established a special legal status of civil servants – persons authorized to perform state functions. The Civil Service recognized the professional activity of persons holding positions in state bodies and their staff for the practical performance of tasks and functions of the state, receiving salaries at the expense of state funds. The Main Department of the Civil Service under the Cabinet of Ministers of Ukraine was designated as the civil service government body in the state bodies. At that time, the procedure for serving in local self-government bodies was not legally regulated in Ukraine, which hampered the establishment of the public service institution in Ukraine. With the adoption of the Constitution of Ukraine, there was a division of public service into civil service and service in local self-governments. The Laws of Ukraine “On Local Self-Government in Ukraine” and “On Service in Local Self-Government Bodies” became an additional basis for distinguishing types of public service. In 2011, a new Law of Ukraine “On Civil Service” was adopted, which provided for changes in the legal regulation of the civil service in Ukraine. Civil service was recognized as a professional activity of civil servants in preparing proposals for the civil policy formation, ensuring its implementation and provision of administrative services, ie the categories of political positions and positions of civil servants were distinguished. The current legislation defines the role of the civil service and its features, as well as the conditions of service in local governments, which is actually the basis for the public service system formation in Ukraine. Key words: civil service, public service, service in local self-government bodies.

scholarly journals Assessment of competencies of public servants and analysis of the current practice of methods for assessing the consistency of competencies and labor functions of civil servants of Armenia

Upravlenie ◽  
2019 ◽  
Vol 7 (2) ◽  
pp. 11-23 ◽  
Author(s):  
M. V. Mirzoyan ◽  
E. V. Vasileva
Keyword(s):  
Public Service ◽  
Service Sector ◽  
Civil Service ◽  
Professional Staff ◽  
The State ◽  
Civil Servants ◽  
Successful Implementation ◽  
Public Servants ◽  
The Public ◽  
Ontological Approach

The level of development of the state as a whole depends on the professionalism of public servants, because the public servants participate in all processes of making state decisions and their further implementation. Professional staff can ensure successful implementation of all government development programs, because the personnel potential is thus the driving element affecting all the processes taking place in the state apparatus.The purpose of this paper is to identify the weaknesses of the management of the civil service personnel and to determine the methods for assessing competencies and labor functions of civil servants of Armenia. While carrying out the scientific research, the tasks were set to study the best foreign practices in the management of public servants’ competencies, to conduct a survey among public servants to look at the issues from their perspective, and to determine the most popular competencies in the civil service. Within the scope of the research international practice of personnel management in the public service as well as some related legal acts have been studied, and an internal survey has been conducted among the civil servants of the Republic of Armenia (40 people), including the civil servants from the State Social Security Service and the Ministry of Territorial Administration of Kotayk region.The study has revealed, that in Armenia personnel potential management in the public service sector is carried out at a rather low level, which requires fundamental changes. In that respect, timely and efficient staff training has been offered along with the implementation of competency assessment methods to job requirements. Also features of the ontological approach in solving the problems of personnel formation have been presented in the paper.

scholarly journals Professionalization and Innovations in Nigerian Public Service: How far the Dream of Success?

2015 ◽  
Vol 3 (2) ◽  
pp. 104
Author(s):  
Salami Issa Afegbua
Keyword(s):  
Public Service ◽  
Economic Activity ◽  
Civil Service ◽  
The State ◽  
First Century ◽  
The Public ◽  
Effectiveness And Efficiency ◽  
Twenty First Century ◽  
Made In

Public service accounts for a substantial share of a country’s economic activity. It is designed as an agent of fruitful change and development in the state. The transformation of any society or system depends on the effectiveness and efficiency of its civil service. The article examines the nature of professionalization and innovation in Nigerian public service. It argues that professionalization in the public service is an overarching value that determines how its activities will be carried out. The article note that various attempts have been made in Nigeria to professionalised and encourage innovation in the public service, but these have not bring about the expected changes in the public service. It therefore advocates for professionalization and innovations as panacea to the ills of public service in Nigeria. The article concludes that no public service can meet the challenges of the twenty first century without a stronger commitment to the professionalization of its workforce.

scholarly journals Reducing Corruption through Enhancing Public Service Ethics in Bangladesh

2015 ◽  
Vol 4 (1) ◽  
pp. 1 ◽  
Author(s):  
Fakhrul Islam ◽  
Anindyta Deb Ananya
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Civil Servants ◽  
Ethical Code ◽  
Survey Method ◽  
Government Officials ◽  
Social Survey ◽  
The Public ◽  
Government Organizations ◽  
People’S Perception

Corruption exists within and between government organizations as the form of bribing, swindling, favoritism and many other forms which destroys the public morale. It spreads its greedy clutches all over the country; Government officials are engaged in corruption for greed for power, selfishness, wealth and money. This paper is an attempt to identify the forms of corruption in civil service and how ethical code of behavior to reduce the level of malfunctions. Social survey method has been followed for this study where the factor has been explained to know the perception of general people. The study finds that lack of accountability and transparency, dishonesty, nepotism and favoritism are also responsible for corruption and made suggestions to combat corruption in Bangladesh based on the perception of civil servants and the general people.Keywords: corruption, public service, ethics, people’s perception

scholarly journals The State as Employer and the Civil Service

2014 ◽  
Vol 18 (3) ◽  
pp. 318-333
Author(s):  
S.J. Frankel
Keyword(s):  
Public Service ◽  
Civil Service ◽  
The State ◽  
Employee Relations ◽  
The Public ◽  
The Difference

Summary In this paper, the author deals with the civil service rather than the public service. The two terms are not mutually exclusive, nor is the difference between them always clear. But a distinction can and should be made from the standpoint of employer-employee relations.

Löwentattoos auf Streife?

2019 ◽  
Vol 52 (1) ◽  
pp. 41-64
Author(s):  
Klaus Schönenbroicher
Keyword(s):  
Public Service ◽  
Police Officers ◽  
Constitutional Law ◽  
Civil Service ◽  
The State ◽  
Private Life ◽  
Public Image ◽  
The Public ◽  
Basic Law

Abstract Recently, there have been various conflicts with regard to extravagant or flashy body styling of applicants for police career, like conspicuous tattoos and piercings. The essay discusses the general requirements, which bear uponapplicants in the interest of public image cultivation, separation ofpowers in the light of basic rules. As Article 33 (5) of the Basic Law obligates the state to organize the public service according to traditional principles of German civil service, constitutional law offers a basis to justify interferences in private life, as far as the duties inherent in the servise as police officers require neutrality.

Improvement of information support of personnel management system on the basis of competence approach and individual career tracking of civil servants

2019 ◽  
Author(s):  
Natal'ya Altuhova ◽  
Aleksandr Belyaev ◽  
Vladimir Bondarenko ◽  
Elena Vasil'eva ◽  
Vitaliy Emel'yanov ◽  
...  
Keyword(s):  
Personnel Management ◽  
Public Service ◽  
Management System ◽  
Civil Service ◽  
The State ◽  
Civil Servants ◽  
Information Support ◽  
Personnel Management System ◽  
Individual Tracking ◽  
The Individual

The monograph presents approaches to improving information support of the personnel management system based on competence approach and the individual tracking of career civil servants in the context of digitalization of public service, as well as the research results of domestic and international experience information and analytical support to the personnel management systems of the public service taking into account characteristics of professional work standards and application of the ontologies. Methodical recommendations on the formation of competence-qualification model of personnel reserve in the system of the state civil service, methodology of modeling of individual career tracking of civil servants, recommendations on the use and improvement of the software of personnel management of the state civil service are offered. It is intended for students of economic areas of training, as well as for professionals involved in improving the system of public administration in the Russian Federation.

scholarly journals MOTIVAÇÃO DOS SERVIDORES DA PREVIDÊNCIA DO ESTADO DE SÃO PAULO

2021 ◽  
Vol 9 (207) ◽  
pp. 1-31
Author(s):  
Bruna Serafim Teixeira
Keyword(s):  
Public Service ◽  
Sao Paulo ◽  
Career Progression ◽  
The State ◽  
Civil Servants ◽  
São Paulo ◽  
Motivating Factors ◽  
Public Servants ◽  
The Public ◽  
Ultimate Objective

The motivation for the public service of civil servants is an essential factor for the pursuit of public ends with a view to guaranteeing social welfare, the ultimate objective of the State. In this context, public servants are inserted as guarantors of this purpose, and the motivating factors and those that generate dissatisfaction must be constantly analyzed by the decisionmaking managers of the Administration bodies. Based on the study by Perry (1996), adapted for the Brazilian scenario in an unprecedented study carried out by Moraes (2017), the Public Service Motivation (PSM) scale was used to measure the motivation for the public service of the civil servants of the social security agency of the State of São Paulo, as well as analyzing, by the quantitative method, motivating factors, as well as causes of dissatisfaction, relevant to the provision of public service. It was found that factors such as salary and difficulty in career progression are causes that, in addition to generating dissatisfaction, are capable of affecting motivation, which prevails among civil servants at the beginning of their careers and in technical positions, with less autonomy, responsibility and education level. In this sense, it is necessary to adopt measures capable of supplying or minimizing such effects in order to increase the levels of motivation and satisfaction for the public service, which are able to increase the effectiveness and productivity in the provision of the public service. Measures such as a fairer and more attractive career progression plan, greater autonomy and power to participate in decision-making can favor this scenario.

Development of personnel capacity of the Moscow Department of the City Development

2021 ◽  
pp. 69-77
Author(s):  
L. N. Konyagina ◽  
O. V. Ilyina
Keyword(s):  
Urban Development ◽  
Public Service ◽  
Civil Service ◽  
The State ◽  
Advanced Training ◽  
City Development ◽  
The Public ◽  
Talent Pool ◽  
The City

The article is devoted to the issues of the development of the personnel capacity of the public service on the example of the Moscow Department of Urban Development. The order of forming of personnel potential in executive bodies at the positions of the public civil service as well as the order of carrying out tender on replacement of the state positions are considered. The authors also pay their attention to the matters of drawing up and stage-by-stage promotion of the talent pool, applying for the replacement of the position of the public civil service of the city. The authors developed the recommendations on the development, advanced training of the personnel at the positions of the public service.

Performance-related pay and work motivation: theoretical and empirical perspectives for the French civil service

2008 ◽  
Vol 74 (2) ◽  
pp. 325-339 ◽  
Author(s):  
Virginie Forest
Keyword(s):  
Intrinsic Motivation ◽  
Public Service ◽  
Civil Service ◽  
Work Motivation ◽  
The United States ◽  
Civil Servants ◽  
Negative Effects ◽  
Public Officials ◽  
Management Tools ◽  
The Public

At a time when the civil services of most OECD countries have embarked on a process of modernization of their practices, we are questioning the relevance of introducing performance-related pay systems, particularly in view of the, more often than not, negative effects on the work motivation of civil servants. The French civil service has recently decided to pay a part of its public officials on the basis of their performance, and we show how these individualized remuneration practices can, in the long term, undermine the public service motivations that drive some civil servants. Our reasoning is supported by the empirical results of studies conducted in the United States, in England and also in France, as well as on the developments of intrinsic motivation theories, combined with the developments of the public service motivation theory. Points for the practitioners Whereas the implementation of performance-related pay as an instrument of motivation has become widespread within the civil service, this article focuses on the difficulties inherent to these compensation practices. We underline in particular the negative effects of performance-related pay on the public service motivations of civil servants. As these specific motivations can be pushed aside, human resource management tools should be adopted that encourage the development of intrinsic motivation, such as task enlargement or enrichment or the implementation of participative management methods.

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