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Motivating Public Sector Employees, 2003.
A review of the challenges facing managers to motivate their employees in the public sector.
2,098 words (approx. 8.4 pages), 8 sources, APA, $ 65.95
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Abstract
An essay reviewing theories concerning what factors affect the motivation and effort of government employees. The author also gives an opinion on what factors currently affect this issue and what should be done to increase this motivation. Employee motivation is a major challenge in the public administration, a topic that has received relatively little attention in this sector. Several factors past theorists have investigated include working conditions, leadership styles, and human needs. However, the public sector needs to look towards other factors and solutions in order to increase their employee motivation and production.
From the Paper
"Keeping the job has been the primary goal of industrial workers ever since they abandoned their farms to find work in the factories of the city. Today, the recurring problem for managers is to motivate the workers to do more than is minimally necessary to keep that job. Employee motivation is a major challenge in the public administration, a topic that has received relatively little attention in this sector. This lack of attention is surprising since public sector organizations are under constant pressure to improve their productivity and reduce their costs. The public sector position has been portrayed as a calling, a sense of duty, rather than a job, but currently public sector employees frequently are stereotyped as lazy, self-serving, and misguided. A better understanding of work motivation is essential to any efforts to describe, defend, or improve the efficiency and effectiveness of public organizations to commit to the public interest."
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Employee Motivation in the Public Sector, 2007.
An examination of motivation in the public sector and how leadership affects it.
2,312 words (approx. 9.2 pages), 10 sources, APA, $ 71.95
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Abstract
This paper discusses motivation and motivational factors within the context of the public sector from the 1990s onwards. It examines motivation as a new primary function of management and analyzes team and interpersonal communication factors that can affect motivation. The paper then reviews motivation itself and what determines it and examines the impact of leadership on motivation.
Table of Contents:
Abstract
Overview
The Managerial Role
Teamwork and Communication
Rewards and Recognition
Role of Leadership in Motivation
Conclusion
From the Paper
"Leadership differs from motivation in that leadership is a quality or a characteristic while motivation is a device that organizations and leaders utilize to achieve performance results from employees and staff members. Some researchers argue that because of the drastic changes to the economic and commercial environment in the 21st century it is more incumbent on management to acquire leadership skills and qualities than that of simple motivational qualities (Bass, 2000, para.3). Leadership qualities answer the needs of the 21st century business environment by endowing the practitioner of managerial leadership the ability to make adjustments to decisions, processes, and objectives in real time without constant referral to higher authority. Additionally, a true manager who is a leader is able to not only select individuals as being capable of performing independently but to inspire greater performance in the execution of their tasks."
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Australian Public Sector, 2006.
This document highlights various concepts related to management in Australian public sector reform.
1,400 words (approx. 5.6 pages), 10 sources, MLA, $ 46.95
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Abstract
This article discusses the Australian public sector, in particular with regard to management and leadership issues. The writer looks at management theories and the role of the management within the public sector. The writer claims that as the business world changes, so do theories and concepts related to management. More linear than vertical relationships have been built between managers and employees, and the concept of managing out has become increasingly important. The writer notes that for the Australian public sector, this is a particularly challenging, but also necessary process. The article discusses the relationship between the management and the public sector and the relevant management style.
Internal Report: Managing Out
Executive Summary
Introduction
Management Roles within the Public Sector
Management Challenges and Stakeholders
Conclusions
Recommendations
Bibliography
From the Paper
"Management theories have faced a variety of changes throughout the twentieth century. As the business world is facing the dawn of a new century, it is inevitable that new ways of managing business transactions will also see the light. Managers are thus faced with several challenges related to the new world of business. As a business entity, the Australian public sector is no exception to the managing challenges of the twenty-first century. Indeed, the public sector with its many stakeholders and interested parties, needs to pay particular attention to business and managing practices. These need to be updated to a standard at which the public sector provides the greatest value of service at the lowest cost possible. The purpose of this internal report is therefore to explicate the various ways in which the concept of "managing out" is used in the Australian public sector in order to create optimal value in its services to the public."
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Public Sector Human Resources, 2002.
A discussion of the changing role of human resource management in the public sector.
3,326 words (approx. 13.3 pages), 7 sources, APA, $ 95.95
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Abstract
This paper outlines the issues relating to human resource management in the public sector, evaluates probable trends in the field's future and analyzes the efficacy of recent reform efforts. It examines how, in contrast to the private sector marketplace which leads the world in productivity, innovation, and wealth creation because it allows the market influences of free enterprise, competition, risk and reward to find their own equilibrium, the public sector has regulated these factors out of much of its daily business activity. It explores how the public sector health and human resources marketplace must find pathways to embrace these free market principles if it genuinely desires to also be known as a world class provider of goods and services.
Outline:
Introduction: The Public Sector in a Changing Social Environment
The Setting: Competing Views of the Workforce
Political Considerations
Patronage, Civil Service, and Privatization
Techniques for Defining Change
Compensation
Recruitment
Reinventing
The Issues in the Public Sector
Problems for Unions and Management
Equal Employment Opportunity and Affirmative Action
Conclusion
From the Paper
"HR managers have been forced to adjust their thinking as well. The tasks which they perform have not changed, but the manner in which they perform their tasks has been revolutionized by computers, the internet, a workforce with a greater average educational level, and a greater level of customers? expectations, and a greater level of government involvement. These forces have also forced a change in the workforce. Many employees, whether in the private or public sector, are no longer content to find a 40 to 45 hour per week job."
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Private vs. Public Sectors in the United States, 2002.
An informal survey of diversity in the workforce of the private and public sectors of America.
2,325 words (approx. 9.3 pages), 5 sources, MLA, $ 71.95
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Abstract
The following paper focuses on the way in which the public and private sectors differ as well as what their similarities are. In addition the writer provides examples, applications and implications of each sector and the diversity question. The writer concludes from the research that the public sector leads by example and the private sector often follows the public sectors lead. Thus, it is the writer?s opinion that the public sector has long since mandated the employment and the development of a diverse workforce.
From the Paper
?America is known throughout the world for its open arms regarding diversity. Each year countless immigrants flock to the shores of the nation to begin life anew in a place where they have heard they will receive unconditional acceptance. While it is true in many ways that America has one of the most diverse populations on earth it doesn?t mean there are never any issues when it comes to that diversity. Diversity in the private and public sector of America have different challenges presented as well as challenges that are decidedly similar. The private and public sector have been working on the diversity question for many years and while they run parallel in many ways, they are also walking their own lone path.?
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Reforms in the Australian Public Sector, 2006.
An examination of current reforms in the Australian public sector.
1,537 words (approx. 6.1 pages), 10 sources, APA, $ 50.95
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Abstract
This paper examines reforms recently made in the Australian public sector. The basis of the changes was modeled after the private sector, and building customer satisfaction. This model is analyzed and the various parties identified and discussed. The public sector in Australia and its reform is seen as in process and by no means complete. However, the awareness of paradigm shifts, management perceptions, and the recognition of public needs form a large part of the achievement of the necessary reforms. The Australian public sector, like many other places of business, is changing according to the needs of its times and its public. This is achieved through all levels of management with the collaboration of all stakeholders as one team.
From the Paper
"The managing out imperative, as seen above, has changed according to the changing needs of society and the public. Changing technological paradigms, as well as the increasing integration of the public sector with other service providers, has increased the complexity of public service provision (Mulgan 2004). This is why all managing roles have become vitally important to the success of the entire public sector. Middle managers play an especially important role, as they form the connection between top managers and the lower levels of the public sector on one level, and also between the public sector and its stakeholders and clients.
This is only one of the changes occurring during the last decades of the last century, and the first decade of this one. The very concept of leadership, as seen above, has changed from authoritarian to democratic and collaborative. The gab between public sector culture and public interest is a need that can be addressed by means of middle management."
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The Australian Public Sector, 2005.
This paper discusses the concept of managing out the public sector in the Australian community.
1,190 words (approx. 4.8 pages), 10 sources, APA, $ 40.95
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Abstract
This paper explains that the community influences the public sector, re-emphasizing the importance of the collaboration between community, citizens and government agencies toward creating a solid, driven and contemporary organizational system. The author points out that contemporary agencies now understand that government agencies have a responsibility to be focused on citizens and customer service oriented instead of being process and procedure driven. The paper stresses that the role and responsibilities of middle managers have changed and will likely continue to change as organizational structures within public service organizations become less bureaucratic and monopolistic in upcoming years.
Table of Contents
Key Factors That Have Produced Greater Emphasis on Relationships
Key Differences in Analysts Views of Public Sector Agencies
Managing Out Imperative and Changing Managers Roles
From the Paper
"Multiple agencies have also expressed an interest in delivering processes which uphold more ethical standards, ones that can be easily identified and institutionalized; for this reason many agencies are working together to be more informed than they would be without communicating, and to improve not only the construction of but also the implementation of such regimes or policies. There has been great interest of late within the public sector for improving among other things ethics education, a sentiment expressed at the 5th International Ethics in Public Sector Conference held in Brisbane."
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Interdependence in the Public Sector Budget, 2002.
Presents a detailed examination of public sector budgets and how certain factors are interrelated.
1,200 words (approx. 4.8 pages), 7 sources, MLA, $ 41.95
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Abstract
There are many items that make up the spending of a public sector budget, including the decision making process, the planning, and the release and flow of the budget funds. The system works because of the interdependence each phase has on the other phases of the process. This paper presents a detailed examination of public sector budgets, using the example of city and state governments to provide the reader with an understanding of the budget process. The writer displays the way the decision making process, the planning process, and the budget are all interrelated.
From the Paper
"Making the decision is something that is done by appointment or by vote and it often includes an opportunity for public comments. These comments can be about the decision itself, the budgetary considerations or other aspects of the process. The decision is made and if it is in favor of the project or service the next step is the planning. The planning has been interconnected to the decision making process because the planning had to be looked at during the decision to accept and perform the project or service for public value."
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Public Sector Accountability, 2005.
This paper discusses that the public sector in Australia is accountable to society for meeting its chartered goals.
1,410 words (approx. 5.6 pages), 9 sources, APA, $ 46.95
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Abstract
This paper explains that the top management of public sector organizations is accountable to the community and this accountability must be exercised in a manner which supports rather than stalls the efficient management of the agency. The author points out that the urgency for greater public sector accountability arises from the actuality that most agencies have a defined mission and objectives and exist and are given resources to provide value to the community in particular ways. This paper explains that, through legislation, standards of accountability are established and accountability is determined.
Table of Contents
Introduction
Increased Demand for PSA
Accountability Excesses
Conclusion
From the Paper
"The enactment of the Whistleblower Protection Act was done in the year 1889 in part as the Office of the Special Counsel or OSC was considered to be incompetent. During that period OSC had not brought to the notice of the Merit Systems Protection Board since 1979 on behalf of a whistleblower. Whistleblowers complained the Governmental Affairs Committee that they considered the OSC as an antagonist, instead of being an ally, and recommended the Committee for closure of the office for good. However, the Committee preferred to strengthen the office, thereby giving a further chance to act insistently on behalf of the whistleblowers. The Whistleblower Protection Act provided the OSC a new charter to "protect employees, especially whistleblowers, from prohibited personnel practices" and to "act in the interest of employees" who look forward for its assistance."
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Private vs Public Sector of the Canadian Economy, 2006.
A review of the private sector versus public sector argument with respect to labour relations and collective bargaining.
900 words (approx. 3.6 pages), 3 sources, $ 35.95
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Abstract
This paper discusses the common-refrain of the Conference Board of Canada to report that private-sector unions and management are becoming more likely to pull "closer together for the sake of survival" in the newer global economy. The paper points out that in the public sector the Board generally reports that relations are worsening. It continues that despite the fact that strife garners much more in the way of headlines than agreements negotiated good faith, the Board's statement that private-sector unions are making more of an effort to work with employers is ideological in that it creates a spin pressuring unions to reduce demands in the name of tax cuts.
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Globalization and the Public Sector in Canada, 2006.
A discussion on the effects that globalization has had on the public sector in Canada.
2,700 words (approx. 10.8 pages), 5 sources, $ 106.95
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Abstract
In this paper, it is argued that a combination of globalization, privatization and outsourcing has resulted in the shrinkage of Canada's public sector. The paper argues that globalization has not had only an economic impact but has affected other aspects of society as well.
From the Paper
"Globalization is one of the most controversial and confusing terms in the modern lexicon. This is because there are actually a number of globalizations occurring at the same time. For example, in "Globalization and the Decline of Social Reform", Gary Teeple states, "A system of highly integrated world trade was an irreversible fact by the end of the 1970s, confirmed and hastened by the new means of transportation and communications, whose increased productivity were transforming the worldwide distribution of products and hence the global conditions for valorization (Teeple 71). " This statement indicates that globalization is not just an economic phenomenon. Instead it can be argued that what is commonly referred to..."
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Management Theorists and Public Sector Management, 2002.
Discusses the contribution of management theorists to public sector management.
1,900 words (approx. 7.6 pages), 9 sources, $ 71.95
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Abstract
This paper discusses the contribution of management theorists to the public sector management today. That contribution is only partially positive, but is not the fault of the theorists.
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Budget in the Public Sector, 2002.
An analysis of budget allocation of funds in the public sector.
650 words (approx. 2.6 pages), 2 sources, $ 26.95
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Abstract
This paper will discuss the budgetary situations with both presidential ideologies about surplus, and how this pertains to the Clinton Administration, as well as the Bush Administration in their differences of opinion. By analyzing these precepts, we can see both sides of the issue, as well as the reasoning for their deliberation in way that government plays a part in either returning the budget to the people, or the opposing view, which makes it clear that budget is for savings and not for dispensing to the public.
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Public Sector Employee Benefits, 1996.
Retirement program options, health & long-term care provisions, innovations (life-balance benefits, incentives), examples.
1,350 words (approx. 5.4 pages), 3 sources, $ 47.95
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From the Paper
"Compensation and benefits are two of the major considerations that potential employees take into account when they decide whether to accept employment, or how long to stay with a particular employer. Recent years have seen considerable changes in this area, with changes in benefit structures, how benefits are implemented, and areas of concern for employees. This research considers the area of benefits for public sector employees.
Benefit Trends
In today's highly competitive employment environment, there are some trends which are emerging as being critical in the area of employee benefits. The first of these is increasing employee responsibility for their own retirement. As employees change jobs more frequently, they..."
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Motivating Employees, 2004.
A look at how retail employers can motivate their employees.
2,613 words (approx. 10.5 pages), 6 sources, APA, $ 78.95
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Abstract
This paper examines the role of effective, creative decision-making in management situations within a retail business and the way in which these decisions work to motivate employees in terms of leadership, communication, and teamwork.
From the Paper
"In a retail business context, many employees may be tempted to get the feeling of being ?stuck in a rut? of doing what they perceive to be the same thing over and over again, and they need an effective leader to wake them up and get them moving towards accepting the responsibility that they, too, have for making decisions. This motivational aspect of leadership is of key importance. Many people want to make effective decisions, ?but in lack of resolution and courage to use it without wishing to have been told what to do by something or somebody else. Sapere aude! ?Have courage to use your own reason!?? (Arsham, 2002). A true leader understands this slogan intuitively. Reason is certainly important to the decision-making process, but following a predetermined pattern carries its own risks of stultification and increased reliance on what may be an ineffective past standard. This, in turn, will effect the motivational standard of employees negatively."
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