Bangladesh Railway sector requires huge reforms in every knock and corners of the sector. Presently, corruption, nepotism, politicisation, poor client service, mismanagement, lack of efficient and skilled employee are the main scenario of the Bangladesh railway system. To enhance the efficiency of the services huge reform in structure and administration of the service is required. This can be done by horizontal and vertical decentralisation. In addition, outsourcing and merit based recruitment, better incentives and result based budgeting for each sector will promote the efficient service of railways. However, corrupted management, trade and labour union and political parties may create resistance and delay the reform project implementation. The proposed reform may improve the management and structure of railway and ensure efficient service for the country
With increasing pressure from the Breton woods and other international donor organizations for African states to move towards good governance, some of these countries including Cameroon are gradually attempting to institute reforms towards the attainment of these goals. Apart from instituting reforms that will grant free political participation, the government of Cameroon has also come up with the policy of regional balance that is intended to ensure a kind of equality in the distribution of what is commonly referred to as the National Cake. It is important to note that Cameroon is very diverse in terms of Ethnic nationalities and there is a gross disparity amongst these nationalities in terms of the natural distribution of resources. Some of the regions are naturally richer than others in terms of natural potentials and the government in her quest for good governance has come up with the theory of regional balance to guarantee fairness in the distribution of these resources. The paper is aimed at examining the perception of good governance in Cameroon and whether these perceptions actually match the practical implementation of this concept. The study equally looks at the instruments of good governance and the progress that has been attained since the introduction of the concept of good governance. The tenets of good governance, its features and the major obstacles to its application constitute the main trust of this research work. With regards to methodology, this study adopts a kind of inter-disciplinary design given that the study cuts across issues of geography, resource allocation and management, state policy and balanced development put in historical perspective. A qualitative instrument of analysis was adopted to give a critical insight to issues of governance in the society under study. In doing this a serious dichotomy is drawn between the perception of this policy and its practical application on ground.
ORGANIZATIONAL CHANGE FROM MANAGEMENT BODY INTO PUBLIC SERVICE AGENCY: STUDY AT MANAGEMENT CENTER OF BUNG KARNO SPORTS COMPLEX JAKARTA (Published)
The purpose of this study is to obtain factual explanation of the phenomenon that the organizational change causes the goals of the Bung Karno Sports Complex (PPKGBK) Jakarta as a public agency service has not been achieved to support the national sport, and find a new concept for the development of the administration science, particularly in organizational change into Public Service Agency.The study used a qualitative research method with a case study approach through interviews and observation. The object in this study is the management of Bung Karno Sports Complex (PPKGBK) which located on Senayan, Jakarta. To validate analysis data in this study are using triangulation data technique.The results showed that organizational changes in the PPKGBK occur due to government policy. Organizational change was not done with a well planning and not follows the rules of the theory of organizational change that focuses on six aspects: people, culture, tasks, technology, organizational design, and strategy. Change is not only done in some aspects, but should cover all the aspects, due to that all aspect are interrelated and must be done on an ongoing basis. This includes consideration of the resistance. Furthermore, this study getting a new finding that based on the above six aspects studied in the context of organizational change, there is other aspect which also determines the organizational change that: Leadership.
THE IMPACT OF INDIRECT COMPENSATION ON EMPLOYEE PERFORMANCE: AN OVERVIEW (Review Completed - Accepted)
“If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it you almost don’t have to manage them.”(Jack Welch).Compensation management is one of the most important elements of personnel management. It includes economic rewards in shape of wages and salaries as well as in different forms of non-wage economic payment known as fringe benefits, indirect compensation or supplementary pay. The subject of Compensation and for that matter Indirect Compensation is of great importance because it affects the wellbeing of the individuals in the concerned organizations. According (Tsai, Yu, & Shih-Yi, 2005), Indirect compensation helps organizations to attract and retain highly competitive employees which are seen as strategic resources in getting competitive advantage. Therefore, this research work has been done to look at the impact of Indirect Compensation on the performance of employees. Organizations should pay the necessary attention to the Indirect Compensation, as this will help to boost the morale of employees which will in turn result in higher productivity