행정관리론 공무원 동기부여를 위한 효과적 운영 방안 영문 PBL 레포트 (A+학점) Plan for Enhancing the Public Service Motivation Program

소개

Strengthening public service employees’ motivation for devotion has been the most interested issue in government administration. In order to meet these needs, the administration have operated systems and provided incentives. However, employees still struggling to inculcate motivation shows that such systems and incentives are not suitable for meeting employees’ motivational desires. The government offers unconventional incentives to their public service employees, including the pension system, benefit package system, and retirement management. These systems surely are successful in appealing the benefits of their employees. However, their abilities to motivate their employees for devotion still remain to be questioned.
For instance, government offers performance-based pay system to their employees. This is a payment system based on the employees’ individual results. The significance of this system is that employees would see a cause to work harder and bring better results. However, such significance seems to fail approaching the government employees. According to researches, employees’ ranking and payment based on their performance comes last in their motivation lists. This is because of several reasons; limitation in fair performance assessment criteria, lack of scarcity, and its ability as external but not internal motivation. First, government employees did not see the performance assessing standards fair and clear. Similar to how employment recruiting fairness works as an internal motivation, a clear and fair standards for performance assessment would be more effective. Second, lack of scarcity refers to the high percentage of the employees who gain the performance-based payment benefit. Therefore, its attractancy has been weak. Third, public service employees seek for sense of accomplishment based on their performance, rather than monetary incentives. They seek for satisfaction feeling of they have contributed to the society (이희태, 2010).

목차

Chapter I. PBL Table
Chapter II. Actual Case
Chapter III. Elaboration
1. Policy Memorandum
2. Alternatives and Best Solution
Work Cited

본문내용

Work-life balance is a concept that has actively arose in recent years among both public and private sectors. While private sectors’ work-life balance is starting to get guaranteed by a new work week system where the employees should be on 52 hours-week basis. However, this does not apply to the government employees, missing out their work-life balance. Governments’ efforts to construct a system to keep their employees’ life balance would decrease their work stress and reduce individuals’ overwork situations. However, this requires a further and difficult reinforcements of hiring more employees and system that divide the amount of work.
Employment recruiting fairness is a clear system that inculcates self-respect and self-esteem to the hired employees. With an unfair employment standards, the hired employees would not only be confused but even feel sense of shame. Therefore, such system should be revised to be a more transparent and fair process. Unfortunately, the standards of employment is hard to be standardized equally, and it requires a consistent public information act.

참고자료

· 이희태, (2010), 『공무원 성과급제도의 동기부여 효과 분석. 지방정부연구』, 14(1), 159-180.
· 최규현, (2018). 『공무원의 동기부여가 직무 성과와 조직시민행동에 미치는 영향: 업무자율성과 역할 모호성의 조절효과를 중심으로』, 고려대학교 행정대학원.
· Park, Sung Min, and Seona Kim. Public Management A Case Handbook. Kim Jun-Young.