Relevant bibliographies by topics / Civil service reform – Botswana / Dissertations / Theses
To see the other types of publications on this topic, follow the link: Civil service reform – Botswana.

Dissertations / Theses on the topic 'Civil service reform – Botswana'

Author: Grafiati
Published: 4 June 2021
Last updated: 16 February 2022

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the top 50 dissertations / theses for your research on the topic 'Civil service reform – Botswana.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.

1

Monnaesi, Timothy Tiro. "A description of whether the objectives of the performance management system of the Botswana Department of Tribal Administration are being realised." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6761.

Full text
Abstract:
Thesis (MPA)--University of Stellenbosch, 2011.
ENGLISH ABSTRACT: Public sector organisations have to deliver quality services to the people amid budgetary cuts and public disenchantment with the public sector. Delivering these services in the face of dwindling resources has led public sector organisations to introduce performance improvement initiatives in an endeavour to do more with less. The government of Botswana introduced a raft of performance improvement initiatives such as WITS, O & M and Job Evaluation in the public sector with the sole objective of improving performance and driving public service delivery. However, despite the implementation of these initiatives, there was increasing concern that the quality of the delivery of public services was declining. These performance improvement initiatives were criticised for failing to make any meaningful impact on organisational performance, as the problems of poor service delivery remained unchanged. The failure of these earlier public sector reforms to improve organisational performance led the government to introduce a more comprehensive and holistic reform programme, PMS, guided by the national vision – Vision 2016 – in 1999. PMS was seen as the overall framework within which all previous reform initiatives could be integrated. This research sought to determine whether the objectives of PMS of DTA were being realised, given that previous public sector reforms had been deemed to have failed to actually raise organisational performance. A case study of DTA was therefore undertaken to describe the extent to which PMS had delivered on its objectives. Data collection was through structured self-administered questionnaires, comprising 14 closed-ended questions, one ranked question and one open-ended question. This was also augmented by documentary analysis of official reports such as the Annual Statements of Accounts (ASA). The research found that PMS had succeeded only in so far as communicating DTA’s vision, mission and values across the department. There was awareness of PMS within DTA. However, the system had not succeeded in improving DTA’s organisational performance, as it was hampered by various challenges such as lack of leadership commitment, the difficulty in implementing the system and lack of feedback on organisational performance. Recommendations are also made for enhancing DTA’s PMS to actually realise its objectives of improving organisational performance.
AFRIKAANSE OPSOMMING: Daar word van openbare sektor organisasies verwag om kwaliteit dienste aan die publiek te lewer te midde van ingekorte begrotings en openbare ontnugtering rakende die openbaresektor. In ‘n poging om hierdie dienste te lewer ten spyte van beperkte hulpbronne stel openbaresektor organisasies inisiatiewe in om werkverrigting te verbeter en sodoende meer koste-doeltreffend te werk. Die regering van Botswana het ‘n aantal inisiatiewe, byvoorbeeld Werk Verbetering Spanne (WITS), Organisering en Metodes (O&M) en Posevaluering, in die openbaresektor geïmplementeer met die uitsluitlike doel om werkverrigting te verbeter en openbare dienslewering te dryf. Ten spyte hiervan was daar egter toenemende kommer dat die kwaliteit van dienslewering toenemend verswak. Bogenoemde inisiatiewe is gekritiseer dat hulle gefaal het om enige noemenswaardige impak op organisatoriese prestasie te toon, aangesien probleme rakende swak dienslewering onveranderd was. Die versuim van hierdie aanvanklike hervormings in die openbaresektor om organisatoriese prestasie te verbeter, het daartoe aanleiding gegee dat die regering in 1999 ‘n meer omvattende en holistiese hervormingsprogram, die Prestasie Bestuur Stelsel (PMS), ingestel het, gelei deur die nasionale visie – ‘Vision 2016’. Die PMS is gesien as die omvattende raamwerk waarbinne al die vorige hervormingsinisiatiewe geïntegreer kon word. Hierdie navorsing het gepoog om vas te stel of die doelstellings van die PMS in die Departement van Stam Administrasie realiseer, siende vorige openbaresektor hervormings nie geslaag het om organisatoriese prestasie te verbeter nie. ‘n Gevallestudie van die departement is onderneem om die mate waarin die PMS se doelstellings bereik is te beskryf. Dataversameling is gedoen deur gestruktureerde, selfgeadministreerde vraelyste, bestaande uit 14 geslote vrae, een ranglysvraag en een oopvraag. Dit is aangevul deur dokumentêre analise van amptelike verslae soos Jaarlikse Rekeningstate. Die navorsing het gevind dat die PMS slegs in dié mate geslaag het dat mense dwarsdeur die departement bewusgemaak is van die departement se visie, missie en waardes. Hoewel mense bewus was van die prestasiebestuurstelsel, bevind die navorsing geen daadwerklike verbetering in organisatoriese prestasie nie, aangesien dit belemmer word deur verskeie uitdagings, soos gebrekkige toewyding deur leiers, probleme met die implementering van die sisteem en die tekort aan terugvoer rakende organisatoriese prestasie. Die navorsing stel sekere aanbevelings voor om die departement se prestasiebestuursisteem te verbeter om die doelstelling om organisatoriese prestasie te verwesenlik.
APA, Harvard, Vancouver, ISO, and other styles
2

Tsang, Lo-ming, and 曾路明. "The impact of civil service reform on civil service entry and exit." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46777878.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Poon, Sau-yu Kerry. "Human resource management in Hong Kong Civil Service : a case study of the development of a multi-skilled general support service /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21036998.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Davis, Jon Malcolm. "Prime ministers & civil service reform 1960-74." Thesis, Queen Mary, University of London, 2009. http://qmro.qmul.ac.uk/xmlui/handle/123456789/1656.

Full text
Abstract:
This thesis anatomises the high watermark of belief in administrative and institutional remedies to the deeply-felt relative economic and absolute military decline of Britain in the years after the Second. World War. It analyses the second half of the Macmillan years, the administration of Sir Alec Douglas-Home, the first two premierships of Harold Wilson (but not the period from 1974-76 which saw little reformist activity) and the three-and-a-half years that Edward Heath occupied No. 10 Downing Street. The approach has been to look at the prime ministers' plans, examine how these were embraced by the Civil Service and analyse the results. The period 1960-74 saw a great many major reforms to the machinery of government, all of which are analysed. Significant new findings include the struggle over the demarcation `concordat' between the Treasury and the Department of Economic Affairs in 1964; the way that the Prime Minister's Principal Private Secretary acted against the senior civil servant handling the reception of the Fulton Report; the fact that Harold Wilson developed a keen interest in the `hiving off' of parts of the public sector in 1969; how, after the Heath Government was elected in 1970, the Civil Service took the massive political planning undertaken prior to government and effectively cherry-picked what it wanted, turning the dynamism for reform to its own advantage; the remarkable lack of interest in Programme Analysis and Review; and the way that the Central Policy Review Staff was sidelined in Heath's last weeks.
APA, Harvard, Vancouver, ISO, and other styles
5

O'Toole, John. "Civil Service reform in Ireland 1922 to 2012." Thesis, University of Liverpool, 2015. http://livrepository.liverpool.ac.uk/2013806/.

Full text
Abstract:
This thesis examines civil service reform in Ireland from independence to 2012. Following independence, inexperienced and over-burdened Ministers gave the civil service, which was dominated by the Department of Finance, considerable autonomy. This creation of an impartial civil service remains one of the great achievements of the Irish State. The thesis finds that progress on administrative reform has been uneven and limited due to a combination of lack of political will and obstacles within the administration. Efforts to reform the civil service began with the 1935 Brennan Commission, and continued with the Devlin Report, 1969. This work examines the challenges faced by Taoiseach Garret FitzGerald and by John Boland, first Minister for the Public Service, in reforming the civil service. Later initiatives to reform the civil service are also analysed. The thesis finds that both political will and administrative support are required for administrative reform. Ireland’s economic collapse in 2008 transformed the approach to administrative reform through the Troika of the European Commission, International Monetary Fund and European Central Bank. Administrative reform was a key element of the strategic response to economic crisis for the government which came to office in 2011. Reforms were therefore driven by external financiers who required that Ireland modernise its public administration. The establishment of the Department of Public Expenditure and Reform in 2011 highlighted this. Uniquely, this new department combined both expenditure and reform elements. Earlier lessons in relation to poor implementation of reform were learned, with a strong focus on implementation and delivery. The Public Service Reform Plan of November 2011 set out 70 recommendations and 200 actions across five areas. This plan emphasised ownership within departments, with dedicated reform teams working under a Cabinet committee. The plan also highlighted the importance of implementation with deadlines, dates and ownership. The Irish civil service made good progress in recent years in reducing costs, improving productivity, the online delivery of services, developing shared services and putting in place administrative reforms. By drawing on the lessons learned since independence, particularly from the most recent economic crisis, governments and policy-makers may be better prepared to implement future administrative reforms.
APA, Harvard, Vancouver, ISO, and other styles
6

Kue, Mei-wah Karen. "Civil service reform in Hong Kong : new appointment policy /." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk:8888/cgi-bin/hkuto%5Ftoc%5Fpdf?B23295387.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Kwok, Kai-chiu Jim. "The performance management system of the Customs & Excise Department." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18596137.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Tshukudu, Theophilus Tebetso. "A model for evaluating training and development initiatives in the Botswana public service." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/879.

Full text
Abstract:
The purpose of this study was to develop an integrated model for evaluating training and development initiatives used by the Botswana public service. To achieve this goal, the following actions were taken: A literature study was conducted to identify the scope and impact of an effective training and development initiative and its evaluation; A literature study was conducted to identify strategies for evaluating training and development initiatives. The theoretical study focused on effective training and development strategies and their evaluation and critical organisational factors that contribute to successful training evaluation; The findings from the literature study were integrated into a model for evaluating training and development initiatives to be used by the Botswana public service; and  This model was used as the basis for the development of a survey questionnaire to determine whether trainers, training managers and supervisors who were responsible for training and development in the public service agreed with the effective strategies for evaluating training and development developed in the study. The survey was conducted in ministries and departments in the south east district of Botswana, mainly in Gaborone, where ministries and government departments are located. The empirical results from the study showed that the majority of respondents’ training and development activities were not evaluated and that there is no link between training and development and performance management. In particular, disagreements were shown with regard to ten strategies and critical organisational factors. Evaluation of training and development in general, is an issue that organisations are challenged with on a daily basis. Lack of skills by trainers on how to evaluate training and development is one major contributing factor to this problem. An integrated and strategic approach towards the evaluation of training and development is required to effectively and constructively train and development employees according to strategic organisational goals, rather than according to individual trainee’s goals.
APA, Harvard, Vancouver, ISO, and other styles
9

So, Mei-yee Nancy. "Civil service reform in Hong Kong pay determination system /." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967310.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

So, Mei-yee Nancy, and 蘇美儀. "Civil service reform in Hong Kong: pay determination system." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31967310.

Full text
APA, Harvard, Vancouver, ISO, and other styles
11

Kue, Mei-wah Karen, and 葛美華. "Civil service reform in Hong Kong: new appointment policy." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B30257062.

Full text
APA, Harvard, Vancouver, ISO, and other styles
12

Kyarimpa, Genevieve Enid. "Comparative Administrative Reform: The Rhetoric and Reality of the Civil Service Reform Programs in Uganda and Tanzania." FIU Digital Commons, 2009. http://digitalcommons.fiu.edu/etd/196.

Full text
Abstract:
Administrative reform is a challenging endeavor for both developed and developing countries alike. For developing countries, the challenge is greater because numerous reforms are implemented concurrently sometimes under conditions of resource scarcity and political instability. So far there is no consensus as to what makes some reforms succeed and others fail. The current study seeks to fill that gap by offering an empirical comparative analysis of the administrative reforms initiated in Uganda and Tanzania since the early 1990s. The purpose of the study is to explain the similarities and differences, and give reasons for the successes and failures of the reform programs in the two countries. It focuses on four major areas; the size of the civil service, pay reform, capacity building, and ethics and accountability. Data were collected via in-depth face to face interviews with 35 key government officials and the content analysis of various documents. The results indicate that the reforms generated initial substantial reduction in the size of the public services in both countries. In Uganda, the traditional civil service was reduced from 140,500 in 1990 to 41,730 in 2004; while in Tanzania Ministries, Departments, and Agencies were reduced by 25%. Pay reform has generated substantial increases in civil servants’ salaries in both countries but in Uganda, the government has not been able to abide by the pay strategy while in Tanzania the strategy guides the increments. Civil Service capacity building efforts have focused on enhancing the skills of the personnel. Training needs assessments were undertaken in all ministries in Uganda and a training policy was formulated. In Tanzania, the training needs assessments are still under way and a training policy has not yet been developed. Ethics and accountability are great challenges in both countries, but in Tanzania, there is more political will and commitment to improve the integrity of the civil service. The findings reveal that although Uganda started the reform with much more rigor and initial success, Tanzania has surpassed it and has a more stable, consistent, and promising reform record. This is because Uganda’s leadership lacks political legitimacy. The country has since the late 1990s experienced a civil war in the northern and western parts of the country while Tanzania has benefitted from relative peace and high level political legitimacy.
APA, Harvard, Vancouver, ISO, and other styles
13

Milne, Terry (Terrence Arthur) Carleton University Dissertation Public Administration. "Bureaucratic reform and state intervention; from Glassco to Public Service 2000." Ottawa, 1992.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
14

Guebuza, Anchia Nhaca. "Civil service reform and human resources management priorities in Mozambique." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6831_1264385573.

Full text
Abstract:

This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.

APA, Harvard, Vancouver, ISO, and other styles
15

Meyer-Sahling, Jan-Hinrik. "Governance by discretion : civil service reform in post-communist Hungary." Thesis, London School of Economics and Political Science (University of London), 2003. http://etheses.lse.ac.uk/2116/.

Full text
Abstract:
This thesis analyses civil service reform and policy developments in Hungary since 1990 as an extreme case of the discrepancy between attempts to establish professional, de-politicised civil services and the persisting politicisation of personnel policy in post-communist central executives. At the theoretical level, it applies the insights of new institutionalist approaches to executive politics, in particular the body of so-called 'delegation studies' rooted in the new economics of organisations. The thesis develops four ideal types of personnel policy regimes that are distinguished on the basis of the concept of formal political discretion, which is defined as the extent to which the government of the day, or its ministers, has the possibility to exercise personnel policy authority and the extent to which the exercise of this authority is subject to specific procedural constraints. The thesis argues that a low degree of formal political discretion built into civil service legislation can enhance the informational role of ministerial bureaucracies in policy-making. However, governments do only have an incentive to establish or maintain a low degree of formal political discretion built into civil service legislation, if they have no problems of political trust towards the bureaucracy. The empirical analysis of civil service reform outcomes in Hungary reveals that three reforms since 1990 have led to the emergence of a personnel policy regime that allows governments to exercise a considerable degree of political discretion over personnel policy, in particular, the allocation of civil servants in managerial ranks. The analysis of civil service reform processes shows that the communist legacy of over-politicised personnel policy, the radical anti-communism of centre-right parties and four wholesale changes of government since 1990 have tended to reproduce severe problems of political trust in the relation between governments and the ministerial bureaucracy. The thesis shows that incoming governments have therefore continuously exercised political discretion over personnel policy, in particular, by recruiting (often politically affiliated) senior personnel from outside public administration. At the same time, successive governments have been unwilling to make a commitment to a de-politicised civil service system because of their distrust in the loyalty of bureaucrats associated with previous governments. Moreover, as the group of senior bureaucrats who seek a career in public administration has shrunk, the de-politicisation of the civil service has increasingly come to contradict the career interest of senior bureaucrats whose tenure is bound to that of the government and who commute between public administration, politics and the private sector. Setting Hungarian civil service reform and policy developments into a comparative post-communist perspective, the thesis concludes that the context of post-communist transformation tends to lock in a pattern of civil service governance characterised by high levels of political discretion.
APA, Harvard, Vancouver, ISO, and other styles
16

Malee, Surapong. "Managing civil service reform in Thailand, 1980-1999 : analytic narratives." Thesis, London School of Economics and Political Science (University of London), 2004. http://etheses.lse.ac.uk/1865/.

Full text
Abstract:
The thesis seeks to explain change and stability in 'civil service policy' in Thailand between 1980 and 1999, by focusing on two issue areas relating to public sector human resource management: civil service downsizing and civil service pension reform. The thesis departs from the institutionalist research tradition, which explains administrative change using the concept of 'administrative reform capacity'. It argues that the static view of reform capacity advocated by institutionalists including Knill's ideal type constellations of administrative reform capacity needs to be re-conceptualised if it is to be analytically useful in accounting for variations in the trajectories and outcomes of civil service policy reform in Thailand across twenty-year period of this study and between case studies. To advance Knill's concept, the thesis take into account the processual view of public management policy change to develop a more flexible institutional processualist theoretical compass. The thesis adopts an 'analytic narrative instrumental case study' research design, which can accommodate inquiries from both institutional and processual research traditions. Drawing on evidence from two narrative case studies, this thesis develops process understanding and explanations for the dynamics of civil service policy making by shedding light on the analytical components of reform process: agenda setting, alternative specification and decision making. It argues that a combination of institutional and processual factors shape these processes, which results in variations in trajectories and outcomes in different episodes within the two case studies. Based on the narrative evidence, the thesis re-interprets the three main elements of Knill's concept of reform capacity - strength of executive leadership, entrenchment of administrative arrangement and political influence of the bureaucracy. It argues that for 'reform capacity' to explain public management policy change, the relationships between the three elements and between them and the dynamics contexts and situations faced by reformers need to be taken into account. The thesis elaborates two general approaches to civil service reform - the techno - bureaucratic and the political - and their dualities, which can be found in the principal reform actors, reform issues, reform process and mechanisms. It is the tensions between these elements and the reform context that affects the trajectories and outcomes of reform in Thailand - limited piecemeal public management policy change.
APA, Harvard, Vancouver, ISO, and other styles
17

Michalak, Katja. "Civil Service Reform and the Quality of Governance in Romania." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1222181181.

Full text
APA, Harvard, Vancouver, ISO, and other styles
18

Mak, Yin-chun. "Improving service delivery in the Urban Services Department." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1859654X.

Full text
APA, Harvard, Vancouver, ISO, and other styles
19

Kwok, Kai-chiu Jim, and 郭啓釗. "The performance management system of the Customs & Excise Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31965258.

Full text
APA, Harvard, Vancouver, ISO, and other styles
20

Wai, In-fun Perseus, and 衛彥勳. "Reforming the civil service: the impact of HKSAR's 'Downsizing' policies to the civil service employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B45012672.

Full text
APA, Harvard, Vancouver, ISO, and other styles
21

Chou, Kwok-ping, and 仇國平. "Conflict and ambiguity in the implementation of civil service reform in China, 1993-2000." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B29822294.

Full text
APA, Harvard, Vancouver, ISO, and other styles
22

So, Kam-tong Bernie. "The Hong Kong police as a new paradigm of policing in a post colonial city : an analysis of reform achievement /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21036408.

Full text
APA, Harvard, Vancouver, ISO, and other styles
23

Dlamini, M. P. "Development, administrative reform and the civil service : the case of Swaziland." Thesis, University of Manchester, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.233428.

Full text
APA, Harvard, Vancouver, ISO, and other styles
24

Yeung, Sau-kuen Sammy, and 楊秀權. "Case study of electrical and mechanical services trading fund." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31966068.

Full text
APA, Harvard, Vancouver, ISO, and other styles
25

Yeung, Sau-kuen Sammy. "Case study of electrical and mechanical services trading fund." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21037127.

Full text
APA, Harvard, Vancouver, ISO, and other styles
26

Chan, Wing-kit Eric. "An analysis of human resource management in correctional homes of the Social Welfare Department : implications for change /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18595753.

Full text
APA, Harvard, Vancouver, ISO, and other styles
27

Park, Soo-Young. "Who Is Our Master? -Debates during Civil Service Reforms-." Diss., Virginia Tech, 2005. http://hdl.handle.net/10919/28804.

Full text
Abstract:
Who is the American bureaucracy's master in national government? At least three different sets of answers have been proposed. The first answer claims a single master of American bureaucracy, be it the president, Congress, or the courts. The second denies that there is any master over the bureaucracy and claims the existence of bureaucratic autonomy. In the middle of the two theories, there lies multiple masters theory. This dissertation attempts to advocate multiple masters theory by answering such questions as "Is the conception of multiple masters only theoretically conceivable, or is it historically supported?" or "Does the historical record suggest that multiple masters scheme was seriously in play in actual American constitutional dialogue?" To be a master, one should have at least one of the following powers - budget, personnel, information, and regulatory review. This dissertation focuses on one of them - the appointing power. To look at it historically, this dissertation chose four distinct periods of American history. They are the founding era, Jacksonian era, Republican era, and the Carter Administration. These eras were related to the four important civil service reform acts: the two Tenure of Office Acts of 1820 and 1867, Pendleton Act of 1883, and the CSRA of 1978. Congressional debates recorded in Congressional Record were analyzed to find evidences supporting multiple masters perspective. There were evidences that support the significant existence and role of the multiple masters perspective in all the four eras analyzed. Although weakened in the 1978 debate, the multiple masters theory was supported in important congressional debates by leading politicians of the day, providing historical foundation for the theory. The multiple masters perspective provides a need to construct a normative foundation for bureaucrats to adopt, because bureaucrats, in many cases, cannot avoid making decisions on which master to choose and which to ignore at a given time on a given issue. Under the multiple masters scheme, bureaucrats may have to play the role of balance wheel in the constitutional order, using their statutory powers and professional expertise to favor whichever constitutional masters need their help to preserve the purpose of the Constitution itself.
Ph. D.
APA, Harvard, Vancouver, ISO, and other styles
28

Sy, Mei-lee Janet. "Prison reform in Hong Kong issues and prospects /." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967322.

Full text
APA, Harvard, Vancouver, ISO, and other styles
29

Maema, Mapule. "Unionism and public service reform in Lesotho: between legislative constraints and apathy." Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1003094.

Full text
Abstract:
The study focuses on Lesotho‟s Public Service. The aims of this study were to examine the factors that led to the repeal of the Public Service Act No.13 of 1995. This study looks at the legislative constraints and attitudes of civil servants towards unionisation in the Public Service. It also outlines the relevant provisions of the Public Service Act No.1 of 2005; the changes that have occurred since its inception. Findings show that the Public Service Act No.13 of 1995 was repealed in order to reform the Public Service. The Ministry of the Public Service implemented five-year strategic plans to reform the public service. Changes have occurred in the public service since the inception of the 2005 Act; however, they differ from ministry to ministry. The respondents included public officers from the Ministry of the Public Service, Ministry of Justice, Law Office, Ministry of Employment and Labour, Ministry of Planning, the Ombudsman Office, Parliament, different ministries, the International Labour Organisation (ILO), the Congress of the Lesotho Trade Unions (COLETU) and the Lesotho Public Service Staff Association (LEPSSA).
APA, Harvard, Vancouver, ISO, and other styles
30

Lap-chung, Chan. "Productivity and efficiency improvement programmes of the Hong Kong Government /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17983046.

Full text
APA, Harvard, Vancouver, ISO, and other styles
31

Cheng, Chit-sum, and 鄭哲琛. "The effectiveness of non-civil service contract staff in replacing civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46772509.

Full text
APA, Harvard, Vancouver, ISO, and other styles
32

Wang, Xiaoqi. "China's civil service reform and local government performance : a principal-agent perspective /." View the Table of Contents & Abstract, 2006. http://sunzi.lib.hku.hk/hkuto/record/B36432854.

Full text
APA, Harvard, Vancouver, ISO, and other styles
33

王曉琦 and Xiaoqi Wang. "China's civil service reform and local government performance: a principal-agent perspective." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2006. http://hub.hku.hk/bib/B37327264.

Full text
APA, Harvard, Vancouver, ISO, and other styles
34

Makhova-Gregg, Anna Nikolaevna. "Russian civil service reform : a step toward democratic consolidation or bureaucratic authoritarianism? /." Available to subscribers only, 2008. http://proquest.umi.com/pqdweb?did=1605114471&sid=10&Fmt=2&clientId=1509&RQT=309&VName=PQD.

Full text
APA, Harvard, Vancouver, ISO, and other styles
35

Nam, Ju Hyun. "The patterns and dynamics of the civil service pay reform in Korea." Thesis, London School of Economics and Political Science (University of London), 2016. http://etheses.lse.ac.uk/3377/.

Full text
Abstract:
In the years following the economic crisis of 1997, Korean policymakers have focused on reforming the civil service by introducing New Public Management (NPM) ideas and practices. By the involvement of top decision-makers to individual central government departments, attempts were made to enhance the materialistic incentive, to reinforce performance management, and to improve flexibility and efficiency of government organisations. Despite these endeavours, the public management reforms in Korea seems to have not yet reached the expected goals. In the search of the cause of such discrepancy, this study investigated the developmental process of four representative civil service pay reform cases, namely, (1) public-private pay balance, (2) performance-related pay, (3) total payroll cost management, and (4) senior civil service pay. In order to do this, the data was collected from relevant documents and archives, such as government publications and newspapers, as well as interviews with 39 policymakers and experts. The analyses of the cases show how different motives and behaviours of key actors the president and core departments- led to varying degrees of attainment in terms of the outcomes of the reform. While NPM-inspired institutions were transplanted in appearance with necessary legal regulations and arrangements established by enactment in the initiating phase, the effectiveness and sustainability of the reform was limited due to the shift of ownership of the reform from the president to core departments in the consolidating phase. This created a pattern which included cyclic fluctuations of an ambitious start, speedy introduction of a new system, and apparent or hidden retreat or maintenance. This study argues that insufficient reform outcomes stem from the relationship between the president and core departments, which was transformed from the agency-type (owner-agent) relationship into the trustee-type Public Service Bargains (PSB) (autonomous department). In this context, this study contributes to the existing knowledge by providing insights into the reform process. Firstly, it expands the theory of NPM by presenting the details of convergence and divergence in the case of the Korean civil service. Secondly, this research suggests the Korean civil service reform model that implies the significance of reform ownership and monitoring process. Finally, this study suggests a concept of “dual identity” of bureaucracy as the object and subject of the reform. It is hoped that the implications of reform dynamics will be helpful to policy practitioners in developing countries that aim to initiate a civil service reform with reference to NPM.
APA, Harvard, Vancouver, ISO, and other styles
36

Pang, Ka-fai. "Building an organizational culture under a trading fund operation : a case study of the land registry /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19709419.

Full text
APA, Harvard, Vancouver, ISO, and other styles
37

Chang, Lai-yin. "An analysis of the impact of civil service reform on recruitment and retention in the Hong Kong police force." Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B41014327.

Full text
APA, Harvard, Vancouver, ISO, and other styles
38

Chung, Wing-hong. "An evaluation of the role of highways infrastructural development policy in the 1990's." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18596848.

Full text
APA, Harvard, Vancouver, ISO, and other styles
39

To, Wing-chow Raphael. "Emergency ambulance service in Hong Kong : a study of continuity and change /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21037899.

Full text
APA, Harvard, Vancouver, ISO, and other styles
40

Sebastiao, Mario Manuel. "Quality service within the context of Mozambique’s developmental objectives and public service reform." Thesis, Cape Peninsula University of Technology, 2013. http://hdl.handle.net/20.500.11838/1641.

Full text
Abstract:
Thesis submitted in fulfilment of the requirements for the degree Magister of Technologiae: PUBLIC MANAGEMENT in the Faculty of BUSINESS at the CAPE PENINSULA UNIVERSITY OF TECHNOLOGY 2013
Investment Promotion Agencies act as economic development conduits which seek not only just to undertake promotion, but also to improve the wider environment for investors by liaising and initiating change. As a result, worldwide governments have set up Investment Promotion Agencies (IPAs) to advance investment goals and by extension economic development in the context of a dynamic and competitive environment. Yet, little empirical research is done, especially in the developing world with a view to enhance the working practices of IPAs. This study investigated the effectiveness and quality of services provided by Mozambique’s Centre for the Promotion of Investment (CPI) from the perspective of both local and foreign investors. A quantitative approach by way of an online questionnaire was employed in the study. The data generated was analysed with the assistance of a registered statistician. The study found that most of the participants (local and foreign investors in Mozambique) do not make use of the services which the CPI is mandated to offer such as company registration; registration with the Fiscal Department and the publishing of company constitution in the government gazette, to name but a few. Furthermore, investors who have accessed the above services indicated a lack of service quality by the CPI. In the wider environment, the study found areas of concern such as an inadequate accounting system and a lack of proper coordination among the stakeholders involved in the process of setting up a business in Mozambique.
APA, Harvard, Vancouver, ISO, and other styles
41

Poon, Sau-yu Kerry, and 潘秀瑜. "Human resource management in Hong Kong Civil Service: a case study of the development of a multi-skilledgeneral support service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31965994.

Full text
APA, Harvard, Vancouver, ISO, and other styles
42

al-Muharami, Saad Ali. "The reform and development of the civil service in the Sultanate of Oman." Thesis, University of Exeter, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.332852.

Full text
APA, Harvard, Vancouver, ISO, and other styles
43

Mak, Yin-chun, and 麥燕珍. "Improving service delivery in the Urban Services Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31965660.

Full text
APA, Harvard, Vancouver, ISO, and other styles
44

Chan, Kwok-keung Kelvin. "An assessment of Hong Kong civil service pay system : lessons from reform measures of the OECD countries /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21038247.

Full text
APA, Harvard, Vancouver, ISO, and other styles
45

Chu, Yim-ming. "The influence of trading fund operation mode on the training & development policy of HongKong Post." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38611788.

Full text
APA, Harvard, Vancouver, ISO, and other styles
46

Tsang, Wa-chung. "A review of staff relations in relation to public sector reform in Hong Kong." Click to view the E-thesis via HKUTO, 2007. http://sunzi.lib.hku.hk/hkuto/record/B38701960.

Full text
APA, Harvard, Vancouver, ISO, and other styles
47

Shiu, Kit-chi Kitty. "An analysis of training and development for executive officers in the Hong Kong civil service." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25138613.

Full text
APA, Harvard, Vancouver, ISO, and other styles
48

Lau, Mung-tin Godfrey. "Business process reengineering : an analysis of theory and practice in the Hong Kong Special Administrative Region Government /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25139927.

Full text
APA, Harvard, Vancouver, ISO, and other styles
49

Leung, Kit-mui Gladys. "Restructuring of the Housing Department : the merging of maintenance and management /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22359709.

Full text
APA, Harvard, Vancouver, ISO, and other styles
50

Khac-Anh-Dang. "Personalentwicklung im öffentlichen Dienst durch Aus- und Fortbildung : ein Beitrag zur Reform des öffentlichen Dienstes in Vietnam unter Berücksichtigung der deutschen Erfahrungen /." Frankfurt am Main [u.a.] : Lang, 2007. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=015460156&line_number=0002&func_code=DB_RECORDS&service_type=MEDIA.

Full text
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the bibliographies on the topic 'Civil service reform – Botswana' for other source types:
Journal articles Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography