Leadership in Public Sector There Has Been

Leadership in Public Sector

There has been a declining public sector performance and a constant stream of complains from the general public. Over the years, there have been attempts to restructure the public sector in a bid to improve the performance and the satisfaction among the public. The main concern is whether the focus on leadership in the public sector, and the HRM in particular can bring noticeable changes to the public sector and improve the outcome and the results that are manifest.

The public sector in America has various challenges that bundled together leads to the general failure of the entire sector. However, these problems all point towards a crippled leadership, however there are remedies to it as shown in the selected annotated bibiographie below.

Government Fleet, (2011). Solutions to the Top Challenges Facing Public Sector Fleets.

Retrieved May 5, 2011 from http://www.government-fleet.com/Article/Print/Story/2011/03/Solutions-to-the-Top-Challenges-Facing-Public-Sector-Fleets.aspx

Outlines the various challenges that are experienced in the public sector as well as the possible solutions; it focuses on the public sector fleet in particular. It shows how the government has contributed to the lack of efficient service in the public sector and how the reluctance by the government has trickled down to the local levels. It stipulates step-by-step the myriad of challenges that are seen in the fleet departments across the state of Florida. Among the prominent issues it discusses that affect organizations are Zero-Growth Fleet Budgets, Relentless Mandates for Cost-Cutting Initiatives, Difficulty Maintaining Aging Assets, Increased Concern for Staff Burnout, and Unpredictability of Future Fuel Prices & Political Pressure to Expand Green Fleet Initiatives.

GovLeaders, (2008). Management Challenges: Government vs. Private Sector. Retrieved May 5,

2011 from http://govleaders.org/matrix.htm

The website puts a binary between the challenges that are faced by the private sector and the public sector managers side by side. It however highlights the areas where the private sector had performed exemplarily and needs to be emulated by the public sector in give a good and efficient leadership and results in the public sector. Among the discussed issues in comparison are budgetary constraints, hiring, firing, bureaucracies and procurement.

Khi V.T., (2011). Challenges in Public Procurement. Retrieved May 5, 2011 from http://www.unpcdc.org/media/4899/challenges%20in%20public%20procurement.pdf

Focused solely on the procurement process in the public sector and the challenges that leaders in such departments are facing. Khi discusses the internal and the external factors that act as fundamental challenges to the public sectors, as well as the environmental forces that affect the procurement procedures in the public sector hence slowing down the process.

HRM Advice (2008). Internal or External Recruitment. Retrieved May 5, 2011 from http://hrmadvice.com/hrmadvice/hr-processes/recruitment-and-selection/internal-or-external-recruitment.html

Focuses on the recruitment sources that the HRM department can use to ensure that the company has the prerequisite skills and talent as well as retains the best brains in the company. It mainly concentrates on the internal and external recruitment sources, and discusses the advantages that each source has as well as the disadvantages that they both have. The writer then insinuates that both the sources are worth using and must be used in accordance to the needs of the company by the HRM team leader so as to retain the right talent in the company.

Sunil Ramlall, (2004). A Review of Employees Motivation Theories and their Implications for Employees Retention within Organizations. Journal of American Academy of Business, Cambridge; Sep 2004; 5, 1/2; ABI/INFORM Global Retrieved May 8, 2011 from ftp://ftp.cba.uri.edu/Classes/Beauvais/HPR412/Ramlall_2004.pdf

Sunil focuses on the aspect of employee motivation and how it is significant in the retention of employees. It highlights the various theories of employee motivation in any organization that can help the HRM leader to effectively motivate their teams to better performance. The theories touched on here are the motivator-hygiene theory, Vroom's original theory, expectancy theory, equity theory, McClelland's Need theory, Maslow Need theory as well as the various job designs.

HR Cap, Inc., (2008). Advantages and Disadvantages of Internal vs. External Recruiting

Sources. Retrieved May 5, 2011 from http://www.hrcap.com/Images/v2/HRCap_Articles/appendix_secured/Appendix%205.pdf

Discusses solely the advantages and the disadvantages of the external and internal recruiting sources. It points out the two sides in a binary table and puts them in short point forms for the easy understanding of these two.

Allan Chapman (2010). Training and learning development: training, coaching, mentoring, training and learning design - developing people. Retrieved May 5, 2011 from http://www.businessballs.com/traindev.htm

Shows the various training, coaching and mentoring needs that organizations do have and the varying designs that can used to achieve the following. Allan also gives the training ideas and outlines that every organization and in particular the HRM leader who wants to see a healthy employee base can use to train and teach the staff as he develops their skills. Further, Allan shows the attributes the various HRM leaders who are effective in an organization and how they use training and learning to enhance the employee capability. He further explains and gives examples of how HRM leaders can design by themselves effective training programs. There is an extensive discussion of the mentoring services and how an effective mentoring service can be established by the leaders in any organization.

Susan M. Heathfield, (2011). Performance Management Process Checklist: Step-by-step to a Performance Management System. Retrieved May 5, 2011 from http://humanresources.about.com/od/performancemanagement/a/perfmgmt.htm

Susan gives the various ways through which performance can be graded or assessed in an organization. She discusses the significance of the performance management system and look into particular ways in which the various originations have used and benefited from the performance management processes. She also discusses the methods and the procedures that can be followed in an attempt to have a proper appraisals and development of appropriate and workable work systems.

Phil Kenmore, (2010). Communication Between Public Sector Staff And Managers is a Must in the Face of Cuts. Retrieved May 5, 2011 from http://www.guardian.co.uk/society/2010/jun/23/public-sector-cuts-communication-essential

Here, Phil gives and exposition of the communication process and procedures in a public sector. He shows the significance of the effective communication between the staff and the management in the public sector. In this section, Phil juxtaposes what is happening in the private sector with the trend in the public sector and points out the various areas where the public sector can borrow from the private sector. The research that Phil discusses here was based in the UK and covered comprehensively the communication trend in the public sector vis-a-vis the private sector and what he found out to be outstanding was the fact that the private sector apparently kept their focus on the customers in the face of recession unlike the public sector who never had this as an outstanding feature.