Likerts Management System
Rensis Likert and his associates studied the patterns and styles of managers for three decades at the University of Michigan, USA, and identified a four-fold model of management systems. The model was developed on the basis of a questionnaire administered to managers in over 200 organizations and research into the performance characteristics of different types […]
Different Folks, Different Strokes! The Many Leadership Styles in the Real World
Leadership in the real world is quite different from what is taught in business schools and colleges. For instance, many leaders often confront the problems of scarcities and other constraints which are situational and unique to the geographical location in which they operate. The example of the multinational CEOs (Chief Executive Officers) who have contend […]
What is Market Risk? – How its Measured and its Sources
The global financial system is connected to markets. Markets are where companies go to if they want to raise funds. They are also the place where current investors go when they want to liquidate their existing investments. Hence, it would be fair to say that the financial system of the entire world is closely intertwined […]
Is the Nation State in Decline Because of Globalization ?
Global Crises Need Global Solutions Global crises require global solutions, so goes the new motto of policymakers around the world. As the world confronts economic crises that are systemic, climate change that cannot be solved by individual nations acting independently and security and other risks that need global responses, it is time to ask the […]
Oral Communication – Meaning, Advantages and Limitations
Oral communication implies communication through mouth. It includes individuals conversing with each other, be it direct conversation or telephonic conversation. Speeches, presentations, discussions are all forms of oral communication. Oral communication is generally recommended when the communication matter is of temporary kind or where a direct interaction is required. Face to face communication (meetings, lectures, […]
Employees form the core and the backbone of any organization and public organizations are no different. According to authors William Mosher and J. Donald Kingsley, the key to better governance lies in effective personnel management.
For effective personnel administration there are certain criteria that need to be fulfilled like:
Classification is the first step in personnel management wherein similar kinds of posts are grouped together based on their duties and responsibilities. A formal classification plan shows all the classes with each existing job and position suitably placed with respect to each other in an orderly manner. This in turn is supplemented by rules, regulations for their administration, interpretation and amendment.
The second step becomes position classification which explains the individual position of that role within the public administration machinery. It also defines the duties and responsibilities for which the individual holding the position shall be accountable for.
The third step is the process of recruitment. Recruitment in government organization is all about finding the right people for the right job. It involves having good public relations, employment campaigns and effective systems of selection of the people.
The next step is the training. Training develops skills and habits and also develops the requisite mental attitude and morale of the civil servants. Training helps the civil servants to carry out their day to day job related transactions with precision, adapt to the changing socio-economic needs, and understand the larger and broader picture of administration and also to make their job interesting and be able to take newer responsibilities.
Next comes, the promotion or the increase in rank or status. It is essential that the employees are provided with timely promotion to develop their talent and increase their morale and motivation levels. While the process means increase in pay grade and responsibilities for the employees, the same process allows the management to select and pick the best suitable person from an available pool to fulfill higher responsibilities.
The last step is the pay and service of the civil servants. The salary scales of civil servants are based on several factors like:
The service conditions include leave, holidays, hours of work, accommodation, healthcare, working conditions and other miscellaneous aspects.
One of the oldest problems that plague the personnel administration in all countries is the liberal seepage of politics in all its aspects. Despite of the attempts of the scholars to separate politics and administration, the divorce exists only in textbooks and on paper. The personnel administration of the public organization has emerged as a triumph of technique over purpose. While the civil servants are selected through rigorous methods of written examination, personal interviews, scores, the rule of three, split-digit ranking etc, but the question remains whether they actually serve the objectives of the organization.
The system which cites itself as based on merit degenerates into a protectionist system. The entrance exams are designed to test competence for jobs at junior levels only and later there is no system of objective evaluation of desired competence level for senior and complex roles. For most parts, these exams rarely test the attitude and seem outdated and redundant to meet the challenges of the current needs. The career growth as well, within the system is based on patronage and politics rather than qualification and merit. The disqualification based on incompetence is rarely ever heard in public organizations and even when it happens, the government bears heavy expenditure for the same. The presence of an unnecessarily large workforce also is a problem with the government organizations. A lean structure in these organizations would mean efficient and timely performance.
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