Management of Public Administration - Assignment Example

Management of Public Administration Contact: Email id: Table of content: Question ………………………………………………. 2 pages Central Idea of Muddling through: Constraints: Salient feature of the Conventional method: Final Verdict: Question 2………………………………………………………………………. 3 pages Outline: Focus of Study: Practical examples: Political Factors: Natural Factors: Question 3………………………………………………………………………. 2 pages Abstract: Blend of Many: P.S.M as an another alternate: Domains of Public Administration: Question 4………………………………………………………………………. 3 pages R.I.F: Research findings: Reasons of Success: References: Abbreviations: R.I.F: P.S.M: Question # 1: Explain the concept of decision making by “Muddling through” .How does it differ from rational comprehensive model which is so prominent in the minds of scholars and administrators? (Lindblom, 2005) in his work presents an alternative method of going about tedious tasks in the social and public domain. The author advocates the usage through various circumstances and variables comparison. These policies may pertain to drafting of a plan for small term to long term objectives. The former method is termed as the branch method which is compared against a root method that is devised to find a better way out towards the overall task execution. Central Idea of Muddling through: The core idea addressed in the concept of muddling through is focusing on the present variables and restricting the past lag and values that only add to computational burden and record keeping. Muddling through approach is based on a more comprehensive, holistic and sounder approach that entails comparing the variables instead of calculating each that is more cumbersome as well as less productive. In contrast to the branch method as highlighted by the author, the muddling through procedure makes use of the past events in form of the theories postulated and referenced. Constraint: However, the factor of simplicity makes the muddling through model limited in its outfit and existence. Conventional rational model can be given preference over the root method due to the fact that it is more comprehensive, and accurate to a large degree. It can be relied upon for extensive values estimation and with demand for higher precision. Numbers of short comings are highlighted in case of the muddling through method. One of the foremost amongst these is the means-end analysis. Rational comprehensive model in contrast applies the means-end analysis more aptly with a clear filtering of the given variables (means and ends). This distinction is slightly blurred in the case of muddling through method. The lack of support for the means and ends correlation in the muddling through method make it less effective with regard to the usage by the experts and analysts who may seek a more comprehensive tool for policy formulation. Salient feature of the Conventional method: In the case of conventional rational model clear line of distinction is marked out with regard to the empirical analysis and value goals. Muddling through again suffers from short coming in this domain. The difference between the conventional rational comprehensive model and muddling through approach is visible through the variables comparison. Chalking out the elements that may not be as effective towards the solution determination highlights the difference between the two methods. Reliance on theories as a substitution to all the manual modes of calculation and estimation separates out the two methods of policy making. The use of present values and references analysis in case of Muddling through method makes it simpler. The conventional method may stand out in case of the subjectivity of the variables from the social factors. Final verdict: Although rational comprehensive model is more complete in its nature, yet the fact that it takes into account almost every given variable and value, backfires in its domain of advantages. The substitute method in parallel may be a less comprehensive one, yet it would find its place based on the simplicity and reduction of values accounting and overall numerical burden. Question # 2: What are the Factors involved in agenda setting? Outline: Agenda formulation is a net result of number of steps and actions undertaken towards final output. Since agenda requires a comprehensive understanding and consideration of the variables associated therefore a more complete approach and factors evaluation is needed. Focus of study: J.W Kingdon (Kingdon, 2002) in his study and research tries to address the reasons behind considering one factor and neglecting others. Broadly two factors are streamlined by the author as most pressing ones with regard to the agenda setting. One of these declared is the stakeholders and decision makers who make agendas in the given domain, the second one is that of prioritization, feasibility and demand at a given time period. In general, the agenda establishment may be done so on account of the need, realization, value proportion, feasibility and public demand. All these variables are studied and evaluated in the pre launch and pre recommendation phase. For each of these factors extensive research is being carried out. One of the major factors that must be determined while formulating an agenda is that of the alternatives and substitutes study. It is only the other options availability that allows understanding the scenario in a better manner. Study of alternatives enables knowing the pros and cons of each option. Alternatives in other words are a litmus test that enables picking the best from the list and available items of schemes. Practical examples: J.W. Kingdon in his research gives examples of two public domains and public sectors that may be point of interest for the legislators pertinent to agenda setting. The alternatives study entails in house homework and research and this may not constitute the formal outward activity. It may constitute the pre planning and pre execution process. It is more loosely associated with the agenda setters and not the public. It is the step that is undertaken prior to the legislation or bringing in front to the masses attention or for approval from the heads of departments and legislative entities. Further in his research, the author dissects into the stakeholders from the decision makers segment. This segment includes the head of state, the members of the Senate, the think tanks, policy formulators, media personnel, opinion makers, experts from the field of research, experts from the specific field of study that is undertaken and various other members that must be taken into account. In Short, all the members associated in a direct or indirect way make up for the team of agenda setting unit. This is one of the most dominant force and factor that drive the agenda formulation procedure. The outcome of the elections, the slogans raised during the election campaigns, the promises and vows made during the electoral process and the problems put forward by the people make up for the priority of the incumbent government. Research and investigative studies into a specific field and domain may also lead to the agenda setting and attention extraction. A problem may lie unresolved and away from the eye of government, but if it is brought into notice through the media, personnel, common man, or committee developed for same reason may help so developing an agenda that is directed towards welfare of the common citizen. Once the panel of experts and stakeholders is decided, next in line with regard to the agenda setting is the field determination and problem at hand. In this paper, practical examples have been given from two public sectors namely the health care sector and the transportation and communication. For each of these an analysis of the study, interest and attention has been reported from the previous decades notably 1970s where there was little attention given to the problems at hand. Political factor: Political process and motivation of problem resolution also defines the tendency oriented towards the agenda establishment. Congress as a legislative body that sanctions the bills and financial aid schemes also influences the agenda setting process. Natural factors: The occurrence of a tragedy or mishap also directs the attention towards a problem and agenda formulation. One example given by the author is that of Penn Central Road railroad that came across a mishap with accident taking place in the suburbs. This subsequently drew attention of the people and policy makers in the region aimed at avoiding such mishaps in longer run. Similarly in the case of medical field and health care, increase in the rate and appearances of any serious epidemics may result in focus attention towards a specific problem and agenda formulation that would enable resolution determination. Question # 3: Why do pay for performance systems work poorly in most public sectors settings? Abstract: Mankind is a blend of many ingredients with regard to his outward maneuver and activity undertaken. It is not just a mere single factor such as financial remuneration or motivational encouragement that may set him going and bringing about the outcomes that are expected of him. Blend of many: For a man and worker to perform well, deliver goods, and stand up to the expectations, number of factors must be taken into view and different variables must be considered in order to bring out the best and desired out of their abilities and presence. Pay for performance system is one similar concept that is relatively marginalized and for that reason considered and deemed as flawed on many accounts. The initial usage can be traced to 17th century (Green, 2012). The mere fact that no single element of factor can be declared as the sole reason for bringing about maximum output from mankind defines the flaw in this concept. P.S.M as an another alternate: P.S.M (Performance Service Motivation) is another similar effort directed towards bringing out the most utilizable energies and efforts from the personnel. The key element in this concept is that of collective welfare, selfless efforts towards the benefits of organization and others associated. The human effort is driven by multifaceted factors which namely includes the social factors, the motivational factors, psychological factor, economic factor, social security, job security, work place environment, facilities providing, training and skills, education imparting. All these constitute set of items that are needed in order to bring the maximum utility out of individuals and organizations in public sector. Domains of Public Administration: A key element of the public sector handling and operations performance is that of public administration. Public administration itself is a blend of multiple items which include good governance, policies making, remuneration, interaction with the masses and employees, and other variables that stretch far ahead of just the pay scheme. (Ingraham, 1991 p.350) conducted research to study the revised and modified versions of pay for performance that have been implemented time and again in United States yet with little productivity extracted from them. The conclusion is based on the previous records and outputs extracted from this scheme. Other recommendations included making it a subsystem in the entire chain of business success strategies and schemes that are oriented towards success and effective outcomes. The study also established that nature of organizational structure has great impact on the output of this strategy. A more integrated organization may not yield desired outcomes with such model. The usage of this model can be traced in the 70s and 80s decade of last century in the private sector. Collaboration between the P.S.M model mechanism and pay performance scheme is advocated and suggested for further work towards improvement. This was stated in research work carried out by (Perry et.al. 2010, p. 684-5). Other contemporary models and methods include Scientific management techniques. (Weibel, et.al. 2009, p.388) in their research have suggested that mere focus on one variable such as financial aspect would lead to negligence in the other domain and this in turn would create an imbalance. Question # 4: What key facts made RIF successful? Organizations regardless of their nature of existence come across phases where they have to marginalize their working staff. Various methods are adopted which may include layoffs and mutually agreed departures. Handling the situation properly with minimum imbalance and insecurity within is demanded for such situations. Achieving that requires set of units and activities to be undertaken. R.I.F: Reduction in forces have multi dimensional impacts. They pertain to the future strategy devising, filling up the gap and vacuum that would be created. The factor of deciding the grounds on which to make the decision of firing and reducing the staff is more critical one. Each decision so made must be done so in accord with the proper procedures. It must be ensured that the agreements and contracts are not violated. The factor of psychological impact on the individuals who are faced with the termination must also be taken into account and should not be avoided by any means. Research findings: Martin Vanacour and Joseph Cayer have performed study and research in the local domain of United States of America in relevance to Daleglen( Banovetz, 2013) and have given account of the overall rate of employment, opportunities available to the people and the rates of unemployment as a whole. These factors have been addressed in the light of R.I.F principles and considerations. The R.I.F is usually undertaken through the process of budget determination. The same principle was followed in Daleglen in the annual budget for the year 2009 and 2010 with focus on cutting on surplus jobs and vacancies that would help controlling the expenses. This budget was an unprecedented one in nearly a century where Daleglen had seen cut in the expenses and the wages being allotted against the services industry. Factors undertaken during this critical and difficult decision included making sure that no injustice takes place and the emotional element of the personnel is properly addressed. Team was established for this purpose that would take into account all the factors and forces necessary for the purpose of ensuring smooth RIF process without hurting the sentiments and without creating any imbalance in the organizations working structures. Council had an important role to play in the entire process, and its expertise as well as approval for various actions was needed before the RIF plan could be practically executed. The RIF process was undertaken with clear mechanism that was far and above from any personal vendetta or random picking. Employees with relatively average performance index in the previous years would taste the bullet ahead of those who may have had some chance and margin of producing the goods and saving the day for themselves. The tasks assigned to the council included creating awareness and for this purpose they conducted surveys and seminars that were aimed at creating familiarity with the mere concept of RIF. The reason behind the success of RIF was multi fold. It was as a result of intensive work being carried out for this purpose, prior awareness of the masses, the factor of ensuring that no new taxes would be imposed upon the people and the factor of accommodating the people of the city in whatever way possible helped in the smooth transition process of introducing a new concept to this particular generation. Providing the people with the faith that the process would be performed with utmost regard of their emotions and sentimental values and no particular department or institution would be targeted in isolation allowed for the actual realization amongst the people that slowly got familiar with it and took the concept more swiftly. Providing the people with insurances and security such as health care and other insurances made the transitional process somewhat easy to handle and maneuver. To ensure that there is no hard feeling, each of the employees who are being set for departure would be sent home in the most cordial manner and would be given a nice send off thanking them for their services. Reasons of success: Informing the employees in advance and prior to the actual decision was taken individually the concerned authorities made it public to the masses about their plan and process which would be taken in the course of six months time. This resulted in avoiding any unexpected surprise of lay off immediately. Rather it provided them with sufficient time of finding themselves new jobs and occupations in different sectors and perhaps in different parts of the countries and towns nearby. Formulation of clear rules also enabled a smooth process performance in this regard. References: Banovetz, J. M. (2013). Managing Reductions in Force. Local Government Washington D.C. Green, P. R. (2012). Pay for Performance in the Public Sector: A Review and Assessment. Department of Political Science University of Utah. Kingdon, J. W. (2002). From Regan to Post Reinvention. How does and Ideas time Come ? Agendas, Alternatives and Public Policy. Lindblom, C. E. (2005). The Science of Muddling through. American Society of Public Administration (APSA). Read More