What Does Your Group Feel Are The Top Three Cultural Factors That Constrain Change In Governmental Organizations In The Inland Empire? Why
Privatization and outsourcing of public functions and utilities is the topmost cultural factor that hinders change. Many governments in the recent past have shifted towards offering of public services via the private sector. They do this by outsourcing services and selling out of public corporations.
With private companies having their major focus on profit maximization, they still lack proper incentives to serve the public more efficiently. This generates conflict because community service is not their main priority and the public does not receive adequate service, thus creating a society that is frustrated (McNabb, 2009, p. 53).
There is also a decline in commitment of public workers to quality in service delivery and performance. This is mainly caused by low wages compared to private sector where the pay is high. Government workers as such, lack motivation to serve the community efficiently as they are often on an exit plan or looking for ways of making extra cash (McNabb, 2009, p. 53).
Procedures and functions in modern day are also changing because of technological advancements and globalization. Change in state organizations also get constrained by rigid performance standard that does not offer room for flexibility. In decision making processes for instance, trivial matters are often subject to scrutiny causing delays. Such events cripple performance of government corporations and they end up lagging behind in regards to efficiency (McNabb, 2009, p. 53).
Top Two Beliefs That The Public Would Argue As Being Weak In Performance Of Public Service Employees? Why?
The fact that public servants should employ public virtues hard work, wisdom, honesty and wisdom does not define public service staff. Employees lack accountability for their actions and they are not destined to employ any virtues in their operations. When a member of the public for instance needs processing of a specific document, public employees can cause delays and the documents take longer than required.
Such delays may also be caused by laxity to deliver the right documents on time or even making enquiries regarding to the proceedings (McNabb, 2009, p. 56). Additionally, public administrators do not carry out their duties economically and officially, for the greater good of the public in mind. This is based on the fact that they do not observe deadlines and lack responsibility.
Workers in private organizations have targets to meet and they are answerable for their actions. This is something that lacks in public corporations. The worker as a result, performs duties at leisure and at own pleasure, leading to wastage of time and other resources (McNabb, 2009, p. 56).
What would your group recommend to the governor as the three best strategies to prepare for change most effectively and why?
Education and Communication
Learning and communication would be the most ideal strategy for the governor to employ because it creates exposure and awareness to employees and citizens of a country regarding proposed changes. It would also sensitize them on intricacies of needed change, a factor that would enable them to prepare efficiently to embrace expected transformations and to utilize them for their growth and development.
Additionally, communication allows parties to pass information to each other. They can communicate their ideas to the government while the government at the same time, informs them of decisions made by top leadership (McNabb, 2009, p. 63).
Participation and Involvement
Participation and citizens as well as employee involvement in change process is imperative because it makes them feel part of the change. It enables them to gain ownership of activities and ideas that the leadership and government undertake. This is carried out by inviting public ideas and opinions, creating room for discussions before implementations.
The step also creates confidence in top management and allows for ease of implementation of proposed changes (McNabb, 2009, p. 63).
Employee empowerment involves giving employees more power to work on projects past their current job descriptions. By doing so, the governor shows the employees that he has confidence in them and is impressed by their work, thus willing to entrust them with even bigger and challenging responsibilities because he trusts in them.
This not only builds confidence in employees but also creates high loyalty level making it easier to introduce and employ any changes (McNabb¸2009, p. 63).
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McNabb, D.E. (2009). The New Face of Government: How Public Managers are Forging a New Approach to Governance. (pp.47-68). New York, NY. Auerbach Publications, Taylor & Francis Group, LLC.