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Prijono Tjiptoherijanto

An important agency of the government is its civil service or bureaucracy. The civil service has the potential to empower a government to achieve a country's goals, that…

Abstract

An important agency of the government is its civil service or bureaucracy. The civil service has the potential to empower a government to achieve a country's goals, that is, to improve its citizens’ standard of living. The ability of a civil service to successfully support the government depends heavily on the characteristics of the civil service. In the case of Indonesia, the civil service is slow; lacks transparency, accountability, initiative; and is sometimes corrupt. Therefore Indonesia's civil service is badly in need of reform, both in relation to its institutional aspects as well as in relation to moral issues.

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Comparative Governance Reform in Asia: Democracy, Corruption, and Government Trust
Type: Book
ISBN: 978-1-84663-996-8

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Article

Ahmed Shafiqul Huque and Patamawadee Jongruck

The purpose of this paper is to examine the strategies of civil service reforms in Hong Kong and Thailand. It seeks to identify the drivers of reforms in the two cases and…

Abstract

Purpose

The purpose of this paper is to examine the strategies of civil service reforms in Hong Kong and Thailand. It seeks to identify the drivers of reforms in the two cases and explain the divergence in processes that were intended to achieve similar ends.

Design/methodology/approach

This paper adopts a case study approach along with a thorough review of the literature. It is based on secondary materials, including academic studies, government publications and websites, and media reports. It compares approaches, strategies and outcomes of civil service reforms in Hong Kong and Thailand.

Findings

Civil service reforms in Hong Kong focused on improving management through the implementation of New Public Management (NPM) principles, while governance values were prominent in civil service reforms in Thailand.

Originality/value

This paper compares civil service reforms in two dissimilar Asian cases. It highlights the impact of global trends on traditional bureaucratic organizations and reform strategies, and recognizes the impacts of traditions, culture and capacity on civil service reforms.

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Public Administration and Policy, vol. 23 no. 2
Type: Research Article
ISSN: 1727-2645

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Article

Christopher J. Davies

Ways in which work in the civil serviceis controlled are examined. A matrix ofstaff control procedures is outlined onthe basis of their function: direct, detect,correct…

Abstract

Ways in which work in the civil service is controlled are examined. A matrix of staff control procedures is outlined on the basis of their function: direct, detect, correct and motivate; and their impact: impersonal or personal. The role of the line manager as controller is then considered.

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International Journal of Public Sector Management, vol. 2 no. 2
Type: Research Article
ISSN: 0951-3558

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Article

Ladipo Adamolekun

Reviews the crisis of the inherited career Civil Service system inSub‐Saharan African countries and argues for a small career service thatwould be adjusted to the…

Abstract

Reviews the crisis of the inherited career Civil Service system in Sub‐Saharan African countries and argues for a small career service that would be adjusted to the imperatives of a market economy and political pluralism. Concludes with suggestions on the rationalization of employment and pay, the enhancement of efficiency and productivity and capacity building.

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International Journal of Public Sector Management, vol. 6 no. 3
Type: Research Article
ISSN: 0951-3558

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Article

Anthony B. L. Cheung

Hong Kong’s public sector reform since the 1990s is not just a continuation of an administrative reform trajectory started in colonial years to modernize the civil service

Abstract

Hong Kong’s public sector reform since the 1990s is not just a continuation of an administrative reform trajectory started in colonial years to modernize the civil service. Although concerns for efficiency, productivity and value for money have always formed part of the reform agenda at different times, an efficiency discourse of reform is insufficient for capturing the full dynamics of institutional change whether in the pre-1997 or post-1997 period. During Hong Kong's political transition towards becoming an SAR of China in 1997, public sector reform helped to shore up the legitimacy of the bureaucracy. After 1997, new political crises and the changing relations between the Chief Executive and senior civil servants have induced the advent of a new “public service bargain” which gives different meaning to the same NPM-like measures

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International Journal of Organization Theory & Behavior, vol. 9 no. 2
Type: Research Article
ISSN: 1093-4537

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Expert briefing

UK civil service.

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DOI: 10.1108/OXAN-DB241529

ISSN: 2633-304X

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Geographic
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Article

Andy Hodder

The purpose of this paper is to bring together two separate strands of the literature (politics and industrial relations) on civil service management and reform to enable…

Abstract

Purpose

The purpose of this paper is to bring together two separate strands of the literature (politics and industrial relations) on civil service management and reform to enable consideration of the industrial relations implications of these changes.

Design/methodology/approach

This paper is conceptual and has no empirical base. The paper is a general review of existing literature on the subject.

Findings

The paper identifies the importance of historical legacy in both management and union behaviour in the civil service. By revisiting earlier civil service reforms, the reader is able to gain an understanding of the rationale for much of the current restructuring of the civil service. Additionally, any discussion of trade union behaviour should be located in the context of union tradition and evolution.

Research limitations/implications

In being a general review, the paper does not report empirical evidence but instead provides the background for future research into civil service industrial relations and management.

Originality/value

This paper is the first to provide a systematic review of management restructuring in the civil service whilst at the same time considering union responses. As such, the paper is of interest to academics and practitioners in the areas of both management and politics.

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Personnel Review, vol. 44 no. 6
Type: Research Article
ISSN: 0048-3486

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Article

M. Jae Moon and Pan Suk Kim

This article examines the rhetoric of recent civil service reform measures in Korea, their initial implementation, and growing concerns about their sustainability. Civil

Abstract

This article examines the rhetoric of recent civil service reform measures in Korea, their initial implementation, and growing concerns about their sustainability. Civil service reform in Korea was initiated by an enthusiasm for New Public Management (NPM) and public calls for reform. The changes initiated by the Korean Civil Service Commission and other government organizations have sought to encourage openness, competition, flexibility, diversity, and performance-based management. Despite the bold rhetoric heralding the reform initiatives, outcomes have fallen short of expectations, and many civil servants are losing their confidence and esprit de corps. Considering both the initial promise and the ultimate reality of Korean civil service reform, this article investigates problems and limitations confronting the sustainability of these reform measures

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International Journal of Organization Theory & Behavior, vol. 9 no. 2
Type: Research Article
ISSN: 1093-4537

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Article

Christopher J. Rees, Jane Järvalt and Beverley Metcalfe

To explore, through a case study, some of the key career‐related HRD issues that senior managers are currently facing in the Estonian civil service.

Abstract

Purpose

To explore, through a case study, some of the key career‐related HRD issues that senior managers are currently facing in the Estonian civil service.

Design/methodology/approach

Presents primary empirical research into career management in the Estonian civil service since 1991, that is, in the post‐Soviet era. The research involved in‐depth interviews with a group of 12 senior staff employed by the Estonian civil service.

Findings

The interview data reveal the ways in which downsizing and de‐layering in the Estonian public sector have led to shortened career paths, increased functional flexibility, increased spans of control and shifts towards open job systems.

Research limitations/implications

The research explored career‐related issues solely within the Estonian civil service. Further research would be needed in a wider range of organisations and countries before the transferability of the findings could be established to transitional economies more generally.

Practical implications

Provides practical insights into the difficulties of career management in transitional economies situations from an HR perspective.

Originality/value

Offers a valuable contribution by demonstrating that, within certain parameters, Western‐based career management strategies and techniques may be adapted to fit transitional public services in Estonia but only as one element of a comprehensive HR modernisation programme.

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Journal of European Industrial Training, vol. 29 no. 7
Type: Research Article
ISSN: 0309-0590

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Article

James Radcliffe

This article aims to provide an initial assessment of the responseof the civil service unions to the government′s most recent initiativeson management and working…

Abstract

This article aims to provide an initial assessment of the response of the civil service unions to the government′s most recent initiatives on management and working practices in ministerial departments. It considers in particular the Ibbs Report on “Improving Management in Government”, the most publicised of recent documents emerging from the Cabinet Office. A fairly wide ranging approach is adopted in order that the historical context of the report, and its consequent importance, may be appreciated. The core of the article is the result of interviews with senior officials from the main civil service unions. An assessment is made of their perceptions of the report and its implications for the civil service. It is argued that the ambivalence towards Ibbs evident in the positions of the various unions is a result of the divisions that exist between them, and of the heterogeneity of the civil service itself. Consequently any opposition from the unions is severely constrained, although obstacles to implementation may arise elsewhere.

Details

Employee Relations, vol. 11 no. 6
Type: Research Article
ISSN: 0142-5455

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