scholarly journals EMPIRICAL ASSESSMENT OF PUBLIC SECTOR REFORM IN NIGERIA: A TREND ANALYSIS BETWEEN 2000 AND 2015

2021 ◽  
pp. 1-13
Author(s):  
Vincent ONODUGO ◽  
Ifeoma NWAKOBY ◽  
Grace OFOEGBU ◽  
Obiamaka EGBO ◽  
Chinwe OKOYEUZU
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Human Resources Management ◽  
Secondary Data ◽  
Civil Servants ◽  
Primary Data ◽  
Public And Private ◽  
Retirement Benefits ◽  
The Public ◽  
The Impact

This study assessed the impact of public sector reforms programmes on the human resources management and civil service of the Nigerian public service. Data for the study were mainly secondary data complemented with primary data collected from stakeholders in the public service that have experienced various reforms in their career. Findings suggest that the impact of reforms on HRM and CSR were largely marginal. The positives of the reforms are mainly in the areas of improvement in salaries and functionality of pension and retirement benefits by making it contributory. These improvements in emoluments narrowed the incentives between public and private sectors and tend to attract skilled hands to the public sector that otherwise would not have been the case. However, all other policy initiatives that were aimed at ensuring effective and efficient use of scarce resources, transparency and accountability by civil servants, incentives and promotion by merit and value for money were at various stages of policy reversal, delayed implementation, and outright abandonment by compromising civil servants that selectively implement only those reforms that suits and benefits their interests. Further, successive regimes after that of former President Olusegun Obasanjo (1999-2007) who initiated most of the reforms, did not have or could not provide enough political will to sustain the benefits and the tempo of these reforms.

scholarly journals Empirical Assessment of Public Sector Reform in Nigeria: A Trend Analysis between 2000 and 2015

2020 ◽  
pp. 205-210
Author(s):  
Onodugo Vincent Aghaegbunam ◽  
Nwakoby Ifeoma ◽  
Ofoegbu Grace N. ◽  
Egbo Obiamaka P. ◽  
Okoyeuzu Chinwe
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Human Resources Management ◽  
Secondary Data ◽  
Civil Servants ◽  
Primary Data ◽  
Public And Private ◽  
Retirement Benefits ◽  
The Public ◽  
The Impact

This study assessed the impact of public sector reforms programmes on the human resources management and civil service of the Nigerian public service. Data for the study were mainly secondary data complemented with primary data collected from stakeholders in the public service that have experienced various reforms in their career. Findings suggest that the impact of reforms on HRM and CSR were largely marginal. The positives of the reforms are mainly in the areas of improvement in salaries and functionality of pension and retirement benefits by making it contributory. These improvements in emoluments narrowed the incentives between public and private sectors and tend to attract skilled hands to the public sector that otherwise would not have been the case. However, all other policy initiatives that were aimed at ensuring effective and efficient use of scarce resources, transparency and accountability by civil servants, incentives and promotion by merit and value for money were at various stages of policy reversal, delayed implementation, and outright abandonment by compromising civil servants that selectively implement only those reforms that suits and benefits their interests. Further, successive regimes after that of former President Olusegun Obasanjo (1999-2007) who initiated most of the reforms, did not have or could not provide enough political will to sustain the benefits and the tempo of these reforms.

scholarly journals Long-term effectiveness of elderly health care voucher scheme strategies: a system dynamics simulation analysis

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Ka Chun Chong ◽  
Hong Fung ◽  
Carrie Ho Kwan Yam ◽  
Patsy Yuen Kwan Chau ◽  
Tsz Yu Chow ◽  
...  
Keyword(s):  
Primary Care ◽  
Chronic Disease ◽  
Public Sector ◽  
System Dynamics ◽  
The Elderly ◽  
Healthcare Services ◽  
Dynamics Simulation ◽  
Public And Private ◽  
The Public ◽  
The Impact

Abstract Background The elderly healthcare voucher (EHCV) scheme is expected to lead to an increase in the number of elderly people selecting private primary healthcare services and reduce reliance on the public sector in Hong Kong. However, studies thus far have reported that this scheme has not received satisfactory responses. In this study, we examined changes in the ratio of visits between public and private doctors in primary care (to measure reliance on the public sector) for different strategic scenarios in the EHCV scheme. Methods Based on comments from an expert panel, a system dynamics model was formulated to simulate the impact of various enhanced strategies in the scheme: increasing voucher amounts, lowering the age eligibility, and designating vouchers for chronic conditions follow-up. Data and statistics for the model calibration were collected from various sources. Results The simulation results show that the current EHCV scheme is unable to reduce the utilization of public healthcare services, as well as the ratio of visits between public and private primary care among the local aging population. When comparing three different tested scenarios, even if the increase in the annual voucher amount could be maintained at the current pace or the age eligibility can be lowered to include those aged 60 years, the impact on shifts from public-to-private utilization were insignificant. The public-to-private ratio could only be marginally reduced from 0.74 to 0.64 in the first several years. Nevertheless, introducing a chronic disease-oriented voucher could result in a significant drop of 0.50 in the public-to-private ratio during the early implementation phase. However, the effect could not be maintained for an extended period. Conclusions Our findings will assist officials in improving the design of the EHCV scheme, within the wider context of promoting primary care among the elderly. We suggest that an additional chronic disease-oriented voucher can serve as an alternative strategy. The scheme must be redesigned to address more specific objectives or provide a separate voucher that promotes under-utilized healthcare services (e.g., preventive care), instead of services designed for unspecified reasons, which may lead to concerns regarding exploitation.

Research from China finds no significant difference in impact of public service motivation (PSM) in public and private sectors

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Employee Performance ◽  
Intention To Leave ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Significant Difference ◽  
Set Up ◽  
The Impact

Purpose The authors assumed PSM would be higher in the public sector, but they set up a trial to find out if this was the case. Design/methodology/approach To test their theories, the authors conducted two independent surveys. The first consisted of 220 usable responses from public sector employees in Changsha, China. The second survey involved 260 usable responses from private sector employees taking an MBA course at a university in the Changsha district. A questionnaire was used to assess attitudes. Findings The results found no significant difference between the impact of public sector motivation (PSM) on employee performance across the public and private sectors. The data showed that PSM had a significant impact on self-reported employee performance, but the relationship did not differ much between sectors. Meanwhile, it was in the private sector that PSM had the greatest impact on intention to leave. Originality/value The authors said the research project was one of the first to test if the concept of PSM operated in the same way across sectors. It also contributed, they said, to the ongoing debate about PSM in China.

scholarly journals The Giving Of Disciplinary Penalty of Civil Servants Based On Government Regulation Number 53 of 2010 in Governments of Demak Regency

2020 ◽  
Vol 2 (4) ◽  
pp. 443
Author(s):  
Muhammad Adib ◽  
Sri Kusriyah Kusriyah ◽  
Siti Rodhiyah Dwi Istinah
Keyword(s):  
Government Regulation ◽  
Positive Impact ◽  
Secondary Data ◽  
Civil Servant ◽  
Civil Servants ◽  
Disciplinary Action ◽  
Primary Data ◽  
Immediate Supervisor ◽  
The Government ◽  
The Impact

Government Regulation No. 53 of 2010 regarding the discipline of the Civil Servant loading obligations, prohibitions, and disciplinary action which could be taken to the Civil Servant who has been convicted of the offense, is intended to foster a Civil Servant who has committed an offense, the form of disciplinary punishment is mild, moderate, and weight. Disciplinary punishment for the Civil Servant under Government Regulation No. 53 of 2010 Concerning the Discipline of Civil Servants. The formulation of this journal issue contains about how the process of disciplinary punishment, and constraints and efforts to overcome the impact of the Civil Servant disciplinary punishment in Government of Demak regency. The approach used in this study is a sociological juridical approach or juridical empirical, that is an approach that examines secondary data first and then proceed to conduct research in the field of primary data normative. The process of giving disciplinary sanctions for State Civil Apparatus in Government of Demak regency begins with the examination conducted by the immediate supervisor referred to in the legislation governing the authority of appointment, transfer and dismissal of civil servants. The results showed that in general the process of sanctioning / disciplinary punishment of civil servants in the Government of Demak be said to be good and there have been compliance with the existing regulations / applied in Government Regulation No. 53 of 2010, although it encountered the competent authorities judge still apply tolerance against the employee, but also a positive impact among their deterrent good not to repeat the same offense or one level higher than before either the Civil Servant concerned or the other. Obstacles in carrying out disciplinary punishment in Government of Demak regency environment is still low awareness of employees to do and be disciplined in performing the tasks for instance delays incoming work, lack of regulatory discipline, lack of supervision system and any violations of employee discipline. There must be constraints to overcome need for cooperation with other stakeholders comprising Inspectorate, BKPP, and the immediate superior civil servants in this way can be mutually reinforcing mutual communication, consultation, coordination so that if later there is a problem in the future could be accounted for.Keywords: Delivery of Disciplinary Sanctions; Civil Servant; Government Regulation No. 53 of 2010.

scholarly journals The impact of globalization on Workers: an Analysis of Nigerian Public Service

2018 ◽  
Vol 7 (3.30) ◽  
pp. 480
Author(s):  
Aminu Mohammed Lawan ◽  
Razlini Mohd Ramli
Keyword(s):  
Information And Communication Technology ◽  
Communication Technology ◽  
Public Service ◽  
Secondary Data ◽  
The Public ◽  
Public Corporations ◽  
Public Servant ◽  
Information And Communication ◽  
The Right ◽  
The Impact

Globalization is the increasing interaction of peoples, states or countries through the growth of the global trade, international flow of capital, ideas and culture. The paper discusses how privatization of public corporations and invention of information and communication technology (ICT) lead to the retrenchment and casualization of public servant. The aim of this study is to examines the impact of globalization on the public servant in Nigeria. The methodology involves the use of secondary data, through a systematic literature review which entails the document analysis of related matters. The findings reveal that globalization infringes on the right of a public servant by making them vulnerable without job security. The paper concludes that government must stop unfair labor practice such as retrenchment and casualization of workers, and improve good working conditions to make public servant more productive. 

scholarly journals Public service motivation in the Chinese public and private sectors

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dermot McCarthy ◽  
Ping Wei ◽  
Fabian Homberg ◽  
Vurain Tabvuma
Keyword(s):  
Public Service ◽  
Public Service Motivation ◽  
Economic Sectors ◽  
Public And Private ◽  
Content Type ◽  
Mean Values ◽  
The Public ◽  
Municipal District ◽  
Significant Difference ◽  
The Impact

Purpose The purpose of this paper is to statistically test if the public service motivation (PSM) measure operates in the same way across the public and private sectors of a municipal district in China. It also contrasts the relationship between PSM and workplace outcomes across sectors and employee age groups. Design/methodology/approach Survey data from independent samples of public (n=220) and private (n=230) sector employees in the Changsha Municipal District of China is used. The analysis tests for invariance across groups, before comparing mean values and regression weights. Findings Only in respect of one PSM dimension do findings show a significant higher mean in the public sector. No significant difference is found on the impact of PSM on employee performance across sectors, while it is in the private sector that PSM has the greater impact on intention to leave. Findings also show no marked impact of age upon outcomes. Research limitations/implications This study provides an initial set of results and further research will need to be undertaken to verify them. The limited sample size and narrow geographical focus, although in line with similar studies on China, means the ability to draw generalisations is limited. The reliance on self-reported measures means issues with common method bias cannot be ignored. Measures were taken during data collection to minimise issues of bias and a set of post-hoc test results are provided. Practical implications The recruitment of employees with higher levels of PSM can be expected to play a role in achieving better outcomes, regardless of sector and age profile. Originality/value The PSM measure has been applied by researchers across various economic sectors. This paper is one of the first to statistically test if the concept and its measure operates in the same way across sectors. The paper contributes to the on-going debate on PSM in the context of China and its relationship with a number of key output variables. Finally, the paper contributes to the emerging debate on changing workforce demographics and their role in shaping outcomes.

HRD: Better Service through Credentialling?

1986 ◽  
Vol 15 (4) ◽  
pp. 451-458
Author(s):  
John B. Kenny
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Employee Performance ◽  
Human Resources Management ◽  
Professional Associations ◽  
Personal View ◽  
Traditional Role ◽  
Public And Private ◽  
The Public ◽  
The Government

More is and will be expected of public service employees. Human resource developers, trainers and educators can do much to help the public service move more assuredly into meeting the changing demands of the public in what is becoming an information oriented society. One of the ways in which the government of Ontario, Canada has determined it can better serve its public, was in the restructuring of the human resources management of the Public Service. A letter from the Premier of the province to the 80,000-member civil service, outlining some of the objectives of the government, and a summary of the March 1986 Report “Managing Human Resources in the Ontario Public Service” are cited. The call was for more clearly communicated goals and policy priorities, training and workplace enhancement, and regular feedback on employee performance. The author's personal view is that the time is ripe, in both the public and private sectors, for the traditional role of staff developer to likewise be strengthened through an enhanced form of personal professional development, professionalization, and the promotion of a new image of the profession by their professional associations. A key link in the process is found in the credentialling question. A model and a personal appeal to “trainers” is put forward to address this question.

scholarly journals IMPLEMENTASI GOOD GOVERNANCE SEBAGAI UPAYA PENCEGAHAN PENYAKIT BIROKRASI DALAM PELAYANAN PUBLIK (STUDI KASUS KASUS PELAYANAN ADMINISTRASI KEPENDUDUKAN DI KANTOR KECAMATAN MEDAN HELVETIA

2021 ◽  
Vol 29 (2) ◽  
pp. 24
Author(s):  
Pangeran Teguh Anugrah ◽  
Abdul Kadir ◽  
Pin Pin
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Public Services ◽  
Good Governance ◽  
Secondary Data ◽  
Primary Data ◽  
Organizational Relationships ◽  
Public Servants ◽  
The Public ◽  
The Government

District is part of the government organization that is closest to dealing directly with the community and spearheading the success of regional development, especially in Medan, where the District will be seen directly in planning and controlling development and services, and a reflection of good governance in Medan. The objectives of this study are as follows: (i) to describe the Good Governance implementation in the District, especially in the District of Medan Helvetia, (ii) to analyze the factors that support and inhibit the implementation in the District, especially in the District of Medan Helvetia.The form of descriptive research using a qualitative approach, this research was conducted in the District of Medan Helvetia. The informants consisted of key informants, namely the Head of District and their apparatus as many as 4 people who were determined purposively and the Main informant namely the community who were taken accidentally as many as 20 people at the time of the study. Primary data comes from interviews and secondary data from literature studies and other written documents. After the data and information needed has been collected, the researcher then sifts through the data and information into the research indicators that have been determined. After the data and information are grouped, the researcher then presents the data and analyzes the data qualitatively.Research Results: The good governance implementation in Medan Helvetia District Office refers to the Decree of the District of Medan Helvetia number 138/19-17/SK-MH/IX/2015 on Standard Operating Procedures (SOP) in Medan Helvetia District Environment. In general, the implementation analysis as follows: (i) Standards and Policy Objectives: public servants have attempted to achieve the public service goals they have set, (ii) Resources: human resources and support resources or facilities, researchers see still shortcomings, (iii) Inter-Organizational Relations: inter-organizational relationships implemented in Medan Helvetia  District are good, (iv) Characteristics of the Implementing Agent: the characteristics of the existing implementing agent can already be applied by the implementor of public services in both the public service in Medan Helvetia district, (v) Social, Political, and Economic Conditions: on the variable social, economic and political conditions, the implementors of public services in providing public services do not discriminate between each other, (vi) Implementor Disposition: the attitude given by the implementor of public services is friendly and courteous when providing public services. Supporting factors are cooperation with stakeholders, commitment of the head district (Camat), and the economic potential of the region and opportunities of private CSR, while the Inhibitor Factors are Lack of community participation, lack of human resources apparatus, lack of funds and some damaged road and drainage infrastructure.

Guaranteeing the Programming Mandate of Public Broadcasters and Restraints on Private Broadcasters’ Programmes in Multimedia Conditions

2004 ◽  
Vol 5 (8) ◽  
pp. 907-933 ◽  
Author(s):  
Karl-Heinz Ladeur
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Service Networks ◽  
Public And Private ◽  
The Public ◽  
Public Service Broadcasting ◽  
Regulatory Strategy ◽  
Post War ◽  
Societal Dynamics

The present German media structures are subject to a fundamental process of self-transformation due to technological as well as societal dynamics. This is especially the case for public service broadcasting. In the post-war era, the public service networks were one of the central intermediary institutions of organized pluralism, serving both the state and society at large. It is not only the growing competition between public and private broadcasters that has led to dramatic changes to the role of public sector broadcasters. The public sector is also being challenged by the rise of the entertainment economy and a shift in focus from public to private affairs. This paper describes the hitherto established role of public service broadcasting and its present crisis. The paper then proposes a proactive legal and political regulatory strategy, which might help find a new role for public broadcasters in a much more fragmented society. The proposed strategy follows the paradigm of proceduralization, which is also prevailing in many other parts of the institutional structures of postmodern society.

The impact of service excellence and service innovation on organisational reputation: quantitative evidence from Jordanian public sector

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shaker A. Aladwan ◽  
Sajeda I. Alshami
Keyword(s):  
Public Sector ◽  
Public Administration ◽  
High Rate ◽  
Primary Data ◽  
Arab Region ◽  
Content Type ◽  
Quantitative Evidence ◽  
The Public ◽  
Service Excellence ◽  
The Impact

PurposeThe aim of this paper is the identification of the impacts that innovation and service excellence have upon organisational reputation within public sector organisations in Jordan.Design/methodology/approachAn approach was adopted that was quantitative with a questionnaire designed that was to be self-administrated for the primary data collection. In total, there was distribution of 600 questionnaires from which 556 were retrieved with a high rate of response (92.7%).FindingsThrough analysis of the data, several findings were revealed by the study, including that innovation was the factor with the most influence (beta = 0.81) upon organisational reputation within the public sector in Jordan compared to the factor for service excellence (beta = 0.54).Practical implicationsThe research has several potential implications for theory and management for those making decisions and policies within public administration such as in relation to enhancement of innovation strategy application for improving the reputations of organisations within the public sector. Furthermore, the paper fills a gap within the theory of organisational reputation and within the literature generally, especially in the context of public administration.Originality/valueIn regard to value and originality of this paper, it can be considered the first of its type for the public sector in Jordan, and perhaps the Arab region as a whole, that has examined the impacts that innovation and service excellence have upon organisational reputation within the context of public administration.

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