tag:blogger.com,1999:blog-67381374308250167622024-03-18T08:47:52.622+05:45Management StudiesManagement Studies, Project Management, project team, total planning process, linear responsibility chart, matrix responsibility chart, feasibility analysis, analysis project, project management information system, pure organization function, research, sources of data, project proposal, monitoring and controlling, project implementation, management research, project environment, roles of project managers, marketing, public administrationJibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.comBlogger587125tag:blogger.com,1999:blog-6738137430825016762.post-73726515380946935272023-09-03T20:52:00.003+05:452023-09-17T17:39:29.290+05:45Term Life Insurance: Considerations of Term Life Insurance | Terms & Conditions for Term Life Insurance<h2 style="text-align: justify;">Introduction to Term Life Insurance</h2><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Term life insurance is a type of life insurance that provides coverage for a specified period, known as the term. If the policyholder passes away during the term, the insurance company pays a death benefit to the designated beneficiaries. Here are some key features of term life insurance:</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">1. Coverage Duration</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Term life insurance policies typically offer coverage for terms of 10, 20, or 30 years. You can choose the term based on your specific needs and financial obligations. For example, if you have young children and want coverage until they are financially independent, a 20-year term might be suitable.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">2. Death Benefit</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The death benefit is the amount of money that the insurance company pays to the beneficiaries upon the policyholder's death. It is typically a tax-free lump sum payment and can be used by the beneficiaries to cover various expenses, such as funeral costs, mortgage payments, education expenses, and daily living expenses.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">3. Premiums</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Term life insurance premiums are generally lower compared to permanent life insurance policies. The premium amount is based on factors such as your age, health, gender, and the length of the term. Premiums remain level for the duration of the term, so they do not increase during that time.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">4. Convertibility</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Some term life insurance policies offer a convertibility feature, allowing you to convert the policy to a permanent life insurance policy without undergoing a medical examination. This can be beneficial if your circumstances change, and you decide you need coverage beyond the initial term.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">5. No Cash Value</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Unlike permanent life insurance policies, term life insurance does not accumulate cash value over time. If you outlive the term of the policy, there is no payout or return of premiums. Term life insurance is designed to provide pure death benefit protection during the specified term.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Term life insurance is often suitable for individuals who have temporary financial obligations or those who need coverage for a specific period. It can be a cost-effective option to provide financial protection for your loved ones during critical years. However, it's important to assess your needs and consider factors such as your age, health, financial goals, and budget before deciding on the appropriate term and coverage amount. You can also consult with a licensed insurance professional to determine the best term life insurance policy for your specific situation.</div><div style="text-align: justify;"><br /></div><h2 style="text-align: justify;">Consideration for Term Life Insurance</h2><div style="text-align: justify;"><br /></div><div style="text-align: justify;">When considering term life insurance, there are several important factors to take into account to ensure you choose the right policy for your needs. Here are some key considerations:</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">1. Coverage Amount</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Determine the amount of coverage you need to adequately protect your loved ones. Consider factors such as outstanding debts (e.g., mortgage, loans), future financial obligations (e.g., education expenses), and ongoing living expenses for your family. The coverage amount should be sufficient to provide financial security for your beneficiaries in the event of your death.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">2. Term Length</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Choose a term length that aligns with your specific financial goals and obligations. Consider how long you anticipate needing coverage. For example, if you have young children, you might want coverage until they are adults and financially independent. Select a term that adequately covers this period.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">3. Premiums</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Understand the premium structure and ensure it fits within your budget. Term life insurance premiums are typically level for the duration of the term. Obtain quotes from different insurance providers to compare premiums and choose a policy that offers a balance between affordability and coverage.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">4. Financial Stability of the Insurance Company</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Research the financial stability and reputation of the insurance company offering the policy. Look for ratings and reviews from independent rating agencies such as A.M. Best, Standard & Poor's, or Moody's to assess the company's ability to meet its financial obligations.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">5. Convertibility Options</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Consider whether the term life insurance policy provides the option to convert to a permanent life insurance policy without the need for a medical examination. This can be beneficial if your circumstances change, and you want to extend your coverage beyond the initial term.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">6. Additional Riders</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Evaluate any available riders or additional features that can enhance your policy. Common riders include accelerated death benefit, which allows you to access a portion of the death benefit if diagnosed with a terminal illness, and waiver of premium, which waives your premium payments if you become disabled.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">7. Personal Health and Lifestyle</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Be prepared to undergo a medical examination as part of the underwriting process for term life insurance. Your health, medical history, and lifestyle choices (e.g., smoking, risky activities) can impact the cost of premiums and eligibility for coverage. It's important to be honest and provide accurate information during the application process.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">8. Compare Policies from Multiple Insurance Providers</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Obtain quotes and compare policies from multiple insurance providers. This will help you find the best coverage at the most competitive rates. Consider working with a licensed insurance professional who can assist you in navigating the options and finding the most suitable policy for your needs.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Remember, choosing the right term life insurance policy requires careful consideration of your individual circumstances and financial goals. Take the time to assess your needs, evaluate different policies, and seek guidance from an insurance professional to make an informed decision.</div><div style="text-align: justify;"><br /></div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><h2 style="text-align: justify;">Terms and Conditions for Term Life Insurance</h2><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The specific terms and conditions of a term life insurance policy may vary depending on the insurance company and the policy itself. However, here are some common elements you can expect to find in the terms and conditions of a term life insurance policy:</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">1. Policy Term</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The policy term specifies the duration of coverage provided by the policy. It is typically a fixed number of years, such as 10, 20, or 30 years.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">2. Premium Payments</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The terms and conditions outline the premium amount, frequency (monthly, annually, etc.), and payment methods. It's important to understand your premium obligations and ensure timely payments to keep the policy in force.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">3. Death Benefit</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The policy details the amount that will be paid out as the death benefit in the event of the policyholder's death during the term. This amount is typically tax-free and goes to the designated beneficiaries.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">4. Beneficiaries</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The policyholder can designate one or more beneficiaries who will receive the death benefit. The terms and conditions specify the process for updating or changing beneficiaries.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">5. Exclusions</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The policy may outline certain exclusions or circumstances under which the insurance company will not pay the death benefit. Common exclusions include death resulting from suicide within a specific period after policy issuance or death caused by engaging in hazardous activities.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">6. Grace Period</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The terms and conditions should specify a grace period, which is a specific time frame (usually 30 days) during which you can make premium payments after the due date without the policy lapsing.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">7. Policy Lapse and Reinstatement</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">If premium payments are not made within the grace period, the policy may lapse, resulting in a loss of coverage. The terms and conditions will outline the process and requirements for reinstating a lapsed policy, if applicable.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">8. Convertibility</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Some term life insurance policies offer a convertibility option, allowing the policyholder to convert the policy to a permanent life insurance policy without undergoing a medical examination. The terms and conditions will specify the conditions and limitations for exercising this option.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">9. Contestability Period</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The policy will have a contestability period (typically the first two years), during which the insurance company can investigate and contest the validity of the information provided in the application. If any misrepresentations are found, it may affect the payment of the death benefit.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">10. Policy Renewal and Conversion</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">At the end of the initial term, the policy may offer options for renewal or conversion to a different type of policy. The terms and conditions will outline the renewal premiums or conversion options available.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">It's important to carefully review and understand the terms and conditions of a term life insurance policy before purchasing it. If you have any questions or concerns, it's advisable to consult with a licensed insurance professional who can provide guidance and clarify any uncertainties regarding the specific policy you are considering.</div><div style="text-align: justify;"><br /></div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><h1 style="text-align: justify;"><span style="background-color: #3d85c6;"><span style="color: white;"> RELATED TOPICS: </span></span></h1><div style="text-align: justify;"><ul><li><h3 class="post-title entry-title" itemprop="name" style="background-color: white; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal; margin: 0.75em 0px 0px; position: relative; text-align: start;"><a href="https://analysisproject.blogspot.com/2023/06/insurance-and-its-types-financial.html" target="_blank"><span style="font-family: verdana; font-size: medium;">Life Insurance and Its Types: A Financial Protection to Your Loved One</span></a></h3></li><li><div><h3 class="post-title entry-title" itemprop="name" style="background-color: white; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal; margin: 0.75em 0px 0px; position: relative; text-align: start;"><a href="https://analysisproject.blogspot.com/2023/06/the-importance-of-insurance.html" target="_blank"><span style="font-family: verdana; font-size: medium;">The Importance of Insurance: Safeguarding and Protecting Individuals and Businesses</span></a></h3></div></li></ul></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-11983045757005005412023-07-15T10:23:00.003+05:452023-07-15T10:30:25.617+05:453 Things to Include in Your Content Marketing StrategyContent marketing is effective, but it’s nothing new. Loads of people have been doing it, are doing it, and will probably do it in the future. <br /><br />The way you make yourself and your brand shine with content <a href="https://analysisproject.blogspot.com/2013/10/meaning-and-features-of-marketing.html" target="_blank">marketing</a> is by doing it differently.<div><br /><div style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEg2UmbSTncRlbkwlloKYFdaMTo0n3pENOzXGVT5FKrw5wqL4a57rT0DYtHn3LM_DxHARTiyK0OWBh1FXlgBFub26NVe9vdW30NOhAroFSFaVAPacH2b_OkD0Gv4I-0G0Jp0RefFTmqQPjuXMEL2sMM8v1UjxisHEcqr46LKTz-0-rZAWRHp0HndQhJXTpc"><img height="324" src="https://blogger.googleusercontent.com/img/a/AVvXsEg2UmbSTncRlbkwlloKYFdaMTo0n3pENOzXGVT5FKrw5wqL4a57rT0DYtHn3LM_DxHARTiyK0OWBh1FXlgBFub26NVe9vdW30NOhAroFSFaVAPacH2b_OkD0Gv4I-0G0Jp0RefFTmqQPjuXMEL2sMM8v1UjxisHEcqr46LKTz-0-rZAWRHp0HndQhJXTpc=w422-h324" width="422" /></a></div><br /><h2 style="text-align: left;">You have to make a plan for it…</h2>…and include the necessary stuff in that plan to make it all work.<br /><br /><div><h2 style="text-align: left;"><span style="color: red;">And what is that necessary stuff?</span></h2><br />Let’s take a look at it in this post.<br /><br /></div><div><h2 style="text-align: left;"><span style="color: #3d85c6;">What is a Content Marketing Strategy…Exactly?</span></h2>We should clear this one up before we move on.<br /><br />Content marketing, as you probably are very well aware, is the name of the marketing technique that involves the creation, curation, and sharing of different types of content for the purpose of promoting something. <a href="https://backlinko.com/hub/content/types">There are different methods and techniques included in this type of marketing.</a><br /><br />Going along that same track, a content marketing strategy is defined as a plan that outlines the various activities you do during the course of your campaign.<br /><br />For example, a content marketing strategy can outline how often you have to share/publish content and what sort of effort you have to make when creating it.<br /><br />Of course, we won’t go into too many details here since discussing what you should include in your content marketing strategy is pretty much the crux of this post.<br /><br />And that’s the cue for us to move back into the actual discussion…</div><div><br /><h2 style="text-align: left;"><span style="color: #6fa8dc;">What Things Should You Include in Your Content Marketing Strategy?</span></h2>Here are some of the main ones that we could think of.<br /><br /></div><div><h3 style="text-align: left;">1. The “When” of the Whole Affair</h3>Content marketing, like all other types of marketing, has to be executed at the right time(s) to get positive outputs. Publish a blog in the middle of the day, and you’ll get a lot of likes and shares. Publish it in the middle of the night, and perhaps you’ll be graced with a few Aussie visitors.</div><div><br /></div><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEhuxdYkYZl3h1cvCrN-vUyqXubQVkW-rZtANk2J_PdqCeT4reZ6vwIER6WrbZTDzEZBElDnKmYujp5YHlxHebvGu5pz-dH6023QySQaHYMAj4nqessNjrhTI-X7SVq4mo5k1dBNBCv2M2iGdQar7omWwB3nVollqk2Uk4rhbh7vmATQ-djQSISrQ6YAyGM" style="margin-left: 1em; margin-right: 1em;"><img src="https://blogger.googleusercontent.com/img/a/AVvXsEhuxdYkYZl3h1cvCrN-vUyqXubQVkW-rZtANk2J_PdqCeT4reZ6vwIER6WrbZTDzEZBElDnKmYujp5YHlxHebvGu5pz-dH6023QySQaHYMAj4nqessNjrhTI-X7SVq4mo5k1dBNBCv2M2iGdQar7omWwB3nVollqk2Uk4rhbh7vmATQ-djQSISrQ6YAyGM" /></a></div><div><h2 style="text-align: left;"><span style="color: red;"><br /></span></h2><h2 style="text-align: left;"><span style="color: red;">Get the idea?</span></h2>A CM (we’re just going to call it that for now. Typing out “content marketing” every time is tiring) strategy is a standard set of steps/rules that apply to pretty much every CM activity you do. Be it blogging, emailing, creating infographics, etc., a strategy governs all of them.<br /><br />Keeping that in mind, you have to include a schedule or a specific time table in your strategy. In other words, you have to chalk out the times that you have to carry out the different marketing activities.<br /><br />There are a lot of different types of said activities, which is why we can’t provide you with a generalized set of guidelines for creating a time table, etc. But you should typically aim to carry out your marketing gimmicks at a time when they’d get maximum exposure.<br /><br /></div><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEhaYRiJOzGjEaDTgPlbb7moYiIn1YHcI8TwseHmWxpCHLvKLWH3wgLRYgxZ60XocVdNcaV-ouV0IXngqH0vzlLNGx_NgHZDEREtGOzgIO1hvt7nSQTmrYFmC2DR6EbMnpfAUiGb55zQzRj-9dFCt-M8jRakPLsg3xnPWIHjXANCgL6eet4aJ1QrqT--Lxo" style="margin-left: 1em; margin-right: 1em; text-align: center;"><img src="https://blogger.googleusercontent.com/img/a/AVvXsEhaYRiJOzGjEaDTgPlbb7moYiIn1YHcI8TwseHmWxpCHLvKLWH3wgLRYgxZ60XocVdNcaV-ouV0IXngqH0vzlLNGx_NgHZDEREtGOzgIO1hvt7nSQTmrYFmC2DR6EbMnpfAUiGb55zQzRj-9dFCt-M8jRakPLsg3xnPWIHjXANCgL6eet4aJ1QrqT--Lxo" /></a></div><div class="separator" style="clear: both; text-align: center;"><br /></div><div><h3 style="text-align: left;">2. Research</h3>Research is an important part of CM that you can’t leave out, regardless of whichever technique/ method you choose.<br /><br />For example…<br /><br />If you’re writing blogs, you’ll need to research your topic.<br /><br />If you’re writing emails, you’ll need to research your audience.<br /><br />Well, technically, you need to do both in both, but we’re making a point.<br /><br /><div style="text-align: center;"><span style="text-align: left;">You should make research a vital part of your CM strategy. Whenever you embark on any activity, you should do so only after extensive prior research.</span></div><br />There are quite a few rules that govern the way research is done itself. You should also include those in your strategy to ensure that you do it all properly every time around. Some of those rules include:<br /><ol style="text-align: left;"><li>Conducting research from reliable sources</li><li>Using the researched material ethically</li><li>Properly timing the researching phases to avoid getting influenced by the tone and tenor of the sources (overly specific, I know, but this is a useful one)</li><li>Utilization of Online Tools</li></ol><br /><h3 style="text-align: left;">This is also a major element that you should incorporate into your strategy.</h3>Content marketing is largely centered on creating quality content and the subsequent sharing of the same. For both of these processes, there are a lot of online tools and software available online that you can use to get help.<br /><br /><div style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/a/AVvXsEjf13bthMOnEeTRQMuHDRwqftgseqL1wtaTwe81X_sdtoCVz8BCAA4vwM_3l3JLTMjUUY3HjM1a7Ac6Pojv2fPCVfQgFxFN4XGHK5i7qUWK0rXkxDStrBQLoprNh2f-R80iKcqledUcAuB9zDj8Yb_Pf4f5uOu0ktbJnZrZIZJTtnqRWHzo3EJTiiSQPFY" style="margin-left: 1em; margin-right: 1em;"><img height="145" src="https://blogger.googleusercontent.com/img/a/AVvXsEjf13bthMOnEeTRQMuHDRwqftgseqL1wtaTwe81X_sdtoCVz8BCAA4vwM_3l3JLTMjUUY3HjM1a7Ac6Pojv2fPCVfQgFxFN4XGHK5i7qUWK0rXkxDStrBQLoprNh2f-R80iKcqledUcAuB9zDj8Yb_Pf4f5uOu0ktbJnZrZIZJTtnqRWHzo3EJTiiSQPFY=w174-h145" width="174" /></a></div><br />Utilizing these types of online tools for the various tasks involved in the content creation and sharing process can help you save a lot of time, effort and valuable resources.<br /><br />Here are some of the tools that we recommend using:<br /><ol style="text-align: left;"><li><a href="https://docs.google.com/">Google Docs</a>: In the context of CM, “content” involves a lot of written stuff. Google Docs (and other similar word processors like it) are one of the staple tools that every content marketer needs to be familiar with.</li><li><a href="https://www.canva.com/">Canva</a>: Other than written texts, visuals and graphics are also liberally used in content marketing. Just as Google Docs is used for the written stuff, Canva can be used for making graphics, etc.</li><li><a href="https://grammarly.com/">Grammarly</a>: For making sure that your written content is free from grammar and spelling errors as well as plagiarism.</li><li><a href="https://www.paraphraser.io/">Paraphraser</a>:To ensure that your written content flows nicely and does not have clarity issues. It can also be used as a remedial measure for accidental plagiarism.</li></ol>In the same tenor, you can find and use other online tools to make the content creation process easier and quicker.<br /><br />You should include some of the general and basic tools in your CM strategy and use them whenever the need arises. That way, there will be standardization and uniformity in the processes.<br /><br /></div><div><h2 style="text-align: left;"><span style="color: red;">Conclusion</span></h2><div><br /></div>There is a lot of other stuff that we could have gone on about, but we’re going to pull a stop here. Take the above stuff as expert tips for the next time you’re coming up with a content marketing strategy.</div><div><br /></div><script async="" src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 24px; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal; margin: 0.75em 0px 0px; position: relative;"><a href="https://analysisproject.blogspot.com/2014/12/marketing-concept-is-new-way-of.html" style="color: red; text-decoration-line: none;"><span style="color: #2b00fe; font-size: medium;">Marketing concept is a new way of thinking about the organization's entire activities.</span></a></h3></li></ul></div></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-53589949023758099722023-06-06T08:08:00.006+05:452023-06-06T20:18:48.918+05:45Life Insurance and Its Types: A Financial Protection to Your Loved One<h2 style="text-align: justify;">Introduction</h2><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Life insurance is a contract between an individual, known as the policyholder (insuree), and an insurance company (insurer). In exchange for regular premium payments, the insurance company agrees to provide a financial benefit to the policyholder's beneficiaries upon the policyholder's death.</div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;">Individual may die because of different reasons like sickness, accident, advanced age or others. Sometimes, they might experience the ill effects of old age or advanced age and will be unable to manage the cost of medical treatment. Because of early death of parent or earner, his/her dependent will be seriously affected. They can't survive easily in the society. Thus in order to get the financial security on such circumstance, insurance can be done for his/her life which is known as life insurance. It is one of the well known of insurance in which the insurer promises to compensate a certain sum amount of money to the insuree or his/her dependent in the event of untimely death, sickness or old age and so forth. Under life insurance, the insurance company agrees to compensate a fixed amount of money to the insured or his/her nominees in case of the event i.e. early death or expiry of fixed period. It may be considered as contingent agreement on the grounds that the life cannot be compensated but just a predetermined sum is paid on if the policy holder dies or policy expired whichever is earlier.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Life insurance involves both elements i.e. investment and protection. It is considered as investment because insured gets the policy amount with bonus on the expiry of policy period. It is considered as protection because the nominee will get financial compensation in case of early death of the insured person. It is estimated that life insurance comprises eight percent of the total insurance business in the world. It was commenced from England and other European countries in the sixteenth century. The life insurance in modern kind was developed in the eighteenth century.</div><br /><div style="text-align: justify;">The main purpose of life insurance is to provide financial protection to the loved ones or dependents of the policyholder in the event of their untimely demise. The lump sum payment is made to the beneficiaries named in the policy after the death of policyholder which is also known as the death benefit. Such types of payment amount may help to cover various expenses such as funeral costs, mortgage payments, daily living expenses, education expenses, and other financial obligations.</div><div style="text-align: justify;"><br /></div> <div> <div style="text-align: justify;">Different types of life insurance policies are available in the market, including term life insurance and permanent life insurance. Term life insurance provides coverage for a specific period, such as 10, 20, or 30 years. If the policyholder dies within the term, the death benefit is paid out to the beneficiaries. If the policy expires without a claim, there is no payout, and the coverage ends.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">On the other hand, permanent life insurance is such type of life insurance that provides coverage for the entire lifetime of the policyholder, as long as the premiums are paid. Permanent life insurance policies, such as whole life or universal life insurance, also include a savings or investment component that accumulates cash value over time. This cash value can be used by the policyholder during their lifetime for various purposes, such as borrowing against it or surrendering the policy for a cash payout.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The main purpose of life insurance is commonly to provide financial security for dependents, cover outstanding debts or loans, maintain a certain standard of living, fund educational expenses, or leave a legacy for future generations. In my opinion, it is essential to assess your financial needs and consult with a qualified insurance professional to determine the appropriate type and amount of life insurance coverage for your specific situation.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">Types of Life Insurance Policies</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;">There are different types of life insurance policies that you can adopt. Choosing a good life insurance policy depends on your individual needs, financial goals, and personal circumstances. It's important to carefully consider your options and consult with a licensed insurance professional who can provide personalized advice. However, here are a few types of life insurance policies that are commonly considered:</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><u>1. Term Life Insurance</u></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">As the name is term life insurance, it offers coverage for a specified period of time or term, such as 10, 20, or 30 years. It provides a death benefit to beneficiaries if the policyholder passes away during the term. Term life insurance is generally more affordable compared to permanent life insurance options, making it suitable for individuals with temporary financial obligations or those seeking basic coverage.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><u>2. Whole Life Insurance</u></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Whole life insurance is a type of permanent life insurance that provides coverage for your entire lifetime. It offers a death benefit to beneficiaries and includes a cash value component that accumulates over time. Generally, premiums on whole life insurance are higher than term life insurance, but the policy builds cash value that can be accessed during your lifetime.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><u>3. Universal Life Insurance</u></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Another form of permanent life insurance that offers greater flexibility is universal life insurance. It provides a death benefit and allows you to adjust your premium payments and death benefit amount as your financial needs change. Universal life insurance also builds cash value, which can be used to cover premiums, withdrawn, or left to accumulate over time.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><u>4. Variable Life Insurance</u></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Variable life insurance combines a death benefit with an investment component. It allows policyholders to allocate a portion of their premiums into various investment options, such as stocks and bonds. The cash value and death benefit can fluctuate based on the performance of the investments. Variable life insurance offers potential for higher returns but also involves investment risks.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Remember that the suitability of a life insurance policy depends on your specific circumstances, including your age, health, financial goals, and budget. It's crucial to assess your needs and work with a reputable insurance professional who can guide you through the selection process and help you choose a policy that aligns with your goals.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><u>5. Endowment Life Insurance</u></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Endowment life insurance is a type of insurance policy which is issued for a fixed period of time. It is generally issued for 15 years, 20 years, 25 years etc. Under this policy, the insured or policy holder has to pay the insurance premium till the endowment period only. Then, the sum assured is payable to the policy holder on the expiry of period along with bonus. But in case of death of the insured or policy holder before expiry of the maturity period, the sum assured is payable to his/her nominee or dependent. Endowment life insurance is done with a view to provide financial security to the family as well as to accumulate funds in old age or disability.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><u>6. Anticipated Endowment Life Insurance</u></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Anticipated endowment life insurance is a policy which is issued for a fixed period providing a withdrawal facility of certain amount at certain intervals during endowment period. Under this policy, a part of sum assured is paid at intervals during endowment period and balance of the assured amount is paid at the maturity. If the policy holder dies before maturity of policy period, the whole assured amount is payable to the nominee with bonus at once.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">This policy is also issued for certain duration like in endowment life insurance. For payment of partial amount at certain intervals, it makes the certain provision. For example, if policy is taken for 15 years, 25% is paid after 5 years, next 25% is paid after 10 years and the balance is paid with bonus after 15 years or expiry of the policy period.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><u>7. Endowment Life Insurance with Double Accident Benefit</u></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">This insurance policy is similar to an endowment life insurance. It is different in the case that some additional premium is received by the insurer form the insured to provide accident insurance facility. Under this policy, if the insured dies before maturity of the period due to accident, his/her nominee will get the double of assured amount. However in case of survival of the insured till the policy period, the insured will be paid only the sum assured amount with bonus. It is beneficial when one desired to transfer the risk that may happen due to accident.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><u>8. Children's Education and Marriage Endowment Life Insurance</u></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Under this type of life insurance, the concerned parents have to take a policy for a certain period like in endowment life insurance. The parents should pay the amount of premium regularly for the fixed period of time. A child becomes the nominee or representative of the policyholder. After the maturity of the policy, the insurer pays the sum assured to the policyholder that facilitates to manage for higher education and perform marriage function of the nominee. In case of death of the policyholder before maturity of the policy period, the sum assured will be paid to the nominee.</div><div style="text-align: justify;"><p class="MsoListParagraphCxSpFirst" style="line-height: normal; margin-bottom: 0.0001pt;"><span style="background-color: #3d85c6; color: white; font-family: helvetica; font-size: x-large;"><b>You May also Like to Read:</b></span></p></div><div style="text-align: justify;"><h3 class="post-title entry-title" itemprop="name" style="background-color: white; font-family: Georgia, Utopia, "Palatino Linotype", Palatino, serif; font-feature-settings: normal; font-kerning: auto; font-optical-sizing: auto; font-size: 18px; font-stretch: normal; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; font-variation-settings: normal; line-height: normal; margin: 0.75em 0px 0px; position: relative; text-align: start;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2023/06/the-importance-of-insurance.html" style="color: red; text-decoration-line: none;">The Importance of Insurance: Safeguarding and Protecting Individuals and Businesses</a></li></ul></h3></div></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-4568785010125191992023-06-05T19:01:00.004+05:452023-06-05T20:49:22.344+05:45The Importance of Insurance: Safeguarding and Protecting Individuals and Businesses<h2 style="text-align: justify;">Introduction</h2><div style="text-align: justify;">Insurance plays a crucial role in modern society, providing individuals, businesses, and communities with financial protection and peace of mind. This piece of writing explores the significance of insurance and its various types, highlighting the benefits it offers to policyholders and the broader economy. From mitigating risks to promoting stability and resilience, insurance is an essential tool that enables individuals and businesses to navigate uncertainties and protect their assets.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Human beings have to face different kinds of risks and uncertainties in life or they are exposed to different kinds of risks, such as loss of property by fire, theft, accident, untimely death of persons etc. The risk refers to the state of uncertainty like loss of life or damage and loss of other physical properties causing huge financial loss in future. Such types of loss may blocks or halt the progress of a firm or company. It may happen due to unexpected and uncertain events such as setting of fire, theft, accident, earthquake, robbery etc. All these unexpected events cannot be controlled and eliminated. However, a person can reduce such kind of financial loss resulting from such uncertainties and risks with the help of a kind of cooperative scheme, which is termed as insurance. Insurance is such a cooperative which protects the persons and firms from such a great financial loss.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance is the way of reducing the financial losses arising from a number of unexpected risks and uncertainties. It is the way that provides security to the human and his/ her property against the risks. It only provides the financial compensation against the death of a person or loss and damage of the physical properties. Thus, insurance is a cooperative means of transferring risk to the insurer in consideration of payment of certain periodical amount called premium.</div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;">Insurance can be studied from two perspectives i.e. functional view point and legal view point. According to the functional view point, insurance is a cooperative tool to spread the risks over a number of people who are exposed to them and who agree to insure themselves against that risk. However, from a legal perspective, insurance is a contract between two parties where one party promises to pay a certain amount as a premium in exchange for the right to receive financial protection in the event that a person's life is lost or their property is lost or damaged. In conclusion, insurance is a cooperative plan or contract that transfers risks from the insured to the insurer and guarantees the insured's financial security in the event of a covered event, such as a covered person's death or a covered property's loss or damage.</div><div style="text-align: justify;"><br /></div> <h3 style="text-align: justify;"><b>I. The Concept and Purpose of Insurance:</b></h3><div style="text-align: justify;"><b>Definition of Insurance</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance is a contract between an individual or an entity (the policyholder) and an insurance company, where the insurer agrees to compensate the policyholder for specified risks or losses in exchange for premium payments.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>Risk Management</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance serves as a fundamental tool for managing risks by transferring the potential financial burdens associated with unforeseen events to the insurance provider.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>Peace of Mind</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance provides individuals and businesses with a sense of security, knowing that they are financially protected against a wide range of risks and liabilities.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Some of the popular definitions of insurance are given below:</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><blockquote><b><i>"Insurance is a contract by which a party for a compensation called the premium assumes particular risks of the other party and promises to pay to him or nominee a certain or ascertainable sum of money on a specified contingency." </i>– Edwin W. Peterson</b></blockquote></div><div style="text-align: justify;"><blockquote><i style="font-weight: bold;">"Insurance is a cooperative device to spend loss caused by a particular risk over a number person who are exposed to it and agree to insure themselves against that risk." </i><b>– Prof. R. S. Sharma</b></blockquote></div><div style="text-align: justify;"><blockquote><b><i>"Insurance business means life insurance business and non-life insurance business which also refers to the reinsurance."</i></b> <b>– Insurance Act 2049</b></blockquote></div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;">Insurance is a contract between two parties in which insurer promises to pay financial compensation to the insured in case of loss of human life or physical properties and insured agrees to pay the premium to the insurer.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">II. Types of Insurance</h3><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>A. Life Insurance</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Life insurance policies offer financial protection to the policyholder's beneficiaries in the event of their death, ensuring their loved ones are supported and their outstanding obligations are met.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>B. Health Insurance</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Health insurance provides coverage for medical expenses, ensuring that individuals can access quality healthcare without significant financial strain.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>C. Property Insurance</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Property insurance policies protect individuals and businesses against losses or damages to their physical assets, such as homes, buildings, or inventory, due to perils like fire, theft, or natural disasters.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>D. Auto Insurance</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Auto insurance offers protection against losses and liabilities arising from accidents involving vehicles, providing coverage for damage repairs, medical expenses, and legal costs.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>E. Liability Insurance</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Liability insurance safeguards individuals and businesses against legal claims and financial obligations resulting from third-party injuries, property damage, or negligence.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>F. Business Insurance</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Business insurance policies cater to the unique risks faced by businesses, including property damage, liability claims, business interruption, and professional errors or omissions.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">III. Functions of Insurance</h3><div style="text-align: justify;">Insurance performs functions of insurance related to the act of evaluating the risk, minimizing financial risk and using remedial measures to protect from possible losses. Some of the primary functions of insurance are described as follows:</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>a) Providing certainty</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">There are a large number of risks and uncertainties. The date of occurring risk and its exact amount of loss be predicted. Insurance provides certainty against such uncertainties that may cause huge loss of the property and even life. It promises to compensate the loss of insured property against the amount paid in the form of premium. Thus, to provide certainty against risk and uncertainty is one of the primary functions of insurance.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>b) Distributing risk</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance is a cooperative device of distributing risk among a large number of persons who are exposed to it. It works under the cooperative concept and collects the small amount of premium for distribution of such risk.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>c) Providing protection</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Individuals and their properties are surrounded by greater risk and uncertainties. They may be suffered from losses due to such risks and uncertainties. Insurance cannot eliminate the risk but can reduce by way of cooperative device. It only provides protection against such risk and uncertainties. It promises to pay a certain amount in case of happening of event i.e. death of a person or loss of property. Thus, it takes the responsibility of providing protection against the death of insured or loss of properties.</div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><b>Secondary Functions</b></div><div style="text-align: justify;">Insurance performs the following secondary functions:</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>a) Formation of capital</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance company collects the huge amount as premium from the large number of insured persons and forms huge capital. The whole amount collected as premium may not be compensated at a time. The remaining amount in fund can be mobilized in the productive and profitable sectors. Thus, the insurance company invests the unused capital as short-term, mid-term and long-term investment in various industrial and commercial sectors. As a result, it supports for the economic development of the country.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>b) Promoting trade</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance plays an important role in promotion of internal and external trade. While carrying goods from one place to another, there are a large number of risks like accident, theft, robbery etc. If the trader has to bear huge loss due to such unexpected events, he/she will be discouraged to carry out the trading activities. The insurance helps to minimize all risks of financial losses assuring the trader to provide financial compensation in consideration of insurance premium. Thus, the insurance facilitates the trader to perform the trading activities conveniently.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>c) Maintaining financial stability</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance helps to create favorable environment in financial and business world ensuring to compensate the financial losses that may arise due to unexpected events. It avails capital, provides assurance and financial protection to the entrepreneurs. It also provides financial compensation to the insured person or enterprise in case of financial loss due to any unexpected event. All these things help to maintain financial stability in the country.</div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><b>d) Increasing business efficiency</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance provides security against the financial losses due to risks and uncertainties. The people who have insured their life and properties feel secured, active and become free from mental tension. The feeling of security and activeness makes the people more devoted towards their job, profession and business. As a result, they can freely work and get an achievement from the job. Thus, the insurance increases the business efficiency and makes them more enthusiastic.</div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><b>e) Creating awareness to prevent losses</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The insurance cannot avoid whole losses. But, it helps to minimize such losses. It makes the people involved in various research and investigation program. It helps to forecast the future and find out the scientific method for maintaining the risk. Thus, due to insurance, people learn to be secured and protect their physical properties.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>f) Providing employment opportunities</b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance is a kind of business. It requires the different types of human resources to conduct business activities. It provides various employment opportunities to the educated people. Furthermore, it provides a certain amount as financial compensation in case of the event. It helps to perform some productive works in the society. Thus, the insurance helps to create employment opportunities directly and indirectly.</div><div style="text-align: justify;"><br /></div><h3 style="text-align: justify;">IV. Benefits of Insurance</h3><div style="text-align: justify;"><ul><li><b><u>Financial Protection:</u> </b>Insurance safeguards individuals and businesses from catastrophic financial losses, ensuring that they can recover and rebuild in the face of adversity.</li><li><b><u>Risk Mitigation:</u></b> Insurance enables individuals and businesses to transfer risks to insurance providers, reducing the impact of unforeseen events on their financial stability.</li><li><b><u>Economic Stability:</u></b> Insurance fosters economic stability by enabling businesses to take calculated risks, secure loans, and attract investments, knowing they have protection against potential losses.</li><li><b><u>Promoting Resilience:</u></b> Insurance plays a crucial role in helping individuals and communities bounce back from disasters, such as natural calamities or accidents, by providing the necessary financial resources for recovery and reconstruction.</li><li><b><u>Peace of Mind and Well-being:</u></b> Insurance alleviates anxiety and stress by offering individuals and businesses the confidence to pursue their goals and aspirations without the fear of devastating financial setbacks.</li></ul><div><br /></div></div><div style="text-align: justify;"><b><u>Conclusion:</u></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Insurance serves as a critical component of a well-functioning society, offering financial protection, stability, and resilience to individuals, businesses, and communities. Whether it is safeguarding lives, assets, or livelihoods, insurance plays a vital role in mitigating risks, promoting peace of mind, and ensuring economic well-being. Recognizing the significance of insurance and making informed decisions about coverage can empower individuals and businesses to navigate uncertainties and build a secure future.</div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-80872501939793759762021-01-29T19:12:00.003+05:452021-05-15T17:10:53.299+05:45Ethics in Public Administration | Code of Conduct in Public Administration<div style="text-align: justify;">Ethics is the set of criteria that distinguishes a human being from right or wrong. It is also a narrow sense of code of conduct. This is a guideline (list of rules and principles) for employees working in the public sector to tell them whether their behavior is right or wrong, which will tell them whether to take something or not. In the same way, ethics is a principle of personal conduct. The rule or principle that distinguishes our conduct from right or wrong is the ethics that apply from the code of conduct. In particular, the required conduct is implemented by including it in the law.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">This principle can be applied worldwide. Therefore, ethics is an absolute criterion of such qualities as honesty, unwavering value, and reliability. It can be implemented by following the code of conduct. Therefore, a code of conduct or morality provides guidance to employees and public officials in case of conflict between personal desires or interests and public responsibility. This is a standard that must be observed in relation to the employee's work behavior.</div><br /><span style="font-family: georgia; font-size: large;"><b>Why do we need Ethics / Code of Conduct? </b></span><br /><ul style="text-align: left;"><li>To maintain a good image</li><li>To be exemplary in society</li><li>To prevent abuse of power and authority</li><li>To maintain political neutrality</li><li>To ensure administrative efficiency</li><li>To preserve high standards of conduct</li><li>For the purpose of fairness in practice</li><li>For professional excellence.</li></ul><br /><span style="font-family: georgia; font-size: large;"><b>Norms of Ethical Standards in the Context of Nepal </b></span><br /><ul style="text-align: left;"><li>Public officials should not use public office for their own benefit or the personal benefit of others.</li><li>Employees should not do their personal work during office hours.</li><li>You or your family should not take any donations, gifts, donations related to the organization for personal benefit.</li><li>Do not do any business without the prior approval of the government and do not accept jobs elsewhere.</li><li>Do not sell even if your subordinate wants to buy in any of your business.</li><li>Do not involve in the process of giving permission for contracting and buying and selling and fixing the price in an organization controlled by oneself and one's close family members.</li><li>Government offices should not be harmed.</li><li>Confidential information of your organization for yourself or other person should not be used while in office or even when out of office.</li><li>Regularly attend the office.</li><li>Should not have political or unwanted influence, should not participate in politics.</li><li>When you present yourself as a customer in the organization involved now or in the past, you have to take the order of your organization.</li><li>Respect for your superiors and treat your subordinates appropriately.</li><li>No one should be pressured to strike or close the pen and cause physical or mental harassment.</li><li>You should follow the conduct of your service and position.</li></ul><br />If we have a Code of Ethics / Conduct, trust in the government will increase from customers, people, voters, etc. It also reflects what quality we can get from the government.<script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><hr /><span style="color: #bf9000; font-family: georgia; font-size: large;"><b><u>You may also like to read:</u></b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank">Concept and Meaning of New Public Administration (NPM)</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/12/understanding-individual-behavior-in.html" target="_blank">Understanding Individual Behavior in an Organization</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank">Participative Management in Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/09/comparative-public-administration-cpa.html" target="_blank">Comparative Public Administration (CPA)</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2021/01/problems-and-prospects-for-management.html" target="_blank">Problems and Prospects for Management of Public Services</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2021/01/public-accountability-in-public.html" target="_blank">Public Accountability in Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/05/future-trends-and-implications-of.html" target="_blank">Future Trends and Implications of Public Administration</a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-55697978924445554452021-01-23T21:42:00.006+05:452021-05-15T17:15:30.380+05:45Problems and Prospects for Management of Public Services<div style="text-align: justify;">Public service is an essential service or commodity linked to the livelihood or existence of the society or the general people. Public service is a means of connecting the government and the general public. Such services are provided by the government through its administrative channels. In order to meet the needs of the people as a whole, the work performed by the state and the goods and services provided are public services.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The flow of public services is the process by which the government or the state provides services to the citizens in a fast, economical and effective manner, which can be guaranteed by the general public. It is the responsibility of the state to provide public services.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">In Nepal, all the essential, basic, infrastructure-based, commercial and other services are provided from the public (government) level. Various policies, legal, institutional and procedural arrangements have also been put in place to make the basic service delivery systematic and effective. However, the service delivery does not seem to be as systematic and effective.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The public sector, civil society and the private sector are involved in running the state or providing services to the people. Through the collaboration of these three sectors, people get services and facilities. The public sector includes the following two sub-sectors:</div><div style="text-align: justify;"><ol><li>Political Subsector</li><li>Public Administration Subsector</li></ol></div><br /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><span style="font-family: georgia; font-size: medium;"><b><u>1. Problems of Political Subsector</u></b></span> <br /><br /><b>(A) Rise of unconstitutional power</b><div><br /></div><div>If a leader or a person becomes a minister or a leader of higher level, all his relatives will be powerful, which will greatly affect to the transfer, promotion, appointment and so on.<br /><br /><b>(B) Emergence of Vicious Politicians to Enhance the Financial Status of the Party</b></div><div><br /></div><div>There is a situation where a certain ministry i.e. a powerful ministry is needed and the party has a habit of supporting such.<br /><br /><b>(C) Critical situation of party operation</b></div><div><br /></div><div><div style="text-align: justify;">There is a crisis of confidence between the government and the party. Even if one's own party joins the government, there will be disputes. There was a lot of undisciplined work even within the party. All the parties started splitting. Leaders had zero vision. The tendency to try to join the government by removing one's own party government is emerging. The political sector is not right and other sectors cannot be right, so this is a very important sector. Such defects need to be rectified.</div><br /><span style="font-family: georgia; font-size: medium;"><b>Problems of Civil Society</b></span><br /><ul style="text-align: left;"><li>Civil society should be fair and non-profitable, not as sister organizations of political parties.</li><li>They are morally corrupt and unaccountable to the people.</li><li>They have not been able to represent the voice of the people.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b>Problems of Private Sector</b></span><br /><ul style="text-align: left;"><li>Less responsible towards the society due to profit motives.</li><li>The latent syndicate system is still prevalent.</li><li>Trade unions have made the private sector unhealthy.</li><li>Salary facility is very low.</li><li>There is a situation of extreme labor exploitation.</li><li>The private sector is becoming more cities centered.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>2. Problems of Public Administration</u></b></span><br /><ul style="text-align: left;"><li>Extremely politicized and non-professional.</li><li>Lack of work culture in the public sector and insensitivity to the problems, demands and needs of the people.</li><li>Basic public service delivery to the general public has not been guaranteed.</li><li>Extreme abundance of nepotism, favoritism and violation of merit system.</li><li>The performance of public services is not satisfactory.</li><li>The voice of the people is least reflected in public administration. People are given what we think is right. The public administration has ignored the demands of the people.</li><li>Salary facility is very low and overall people with sharp intellect have not entered the administration. Average people run administration.</li><li>Not enough attention has been paid to transparency and accountability regarding the availability of public services. Also, corruption in service delivery could not be controlled.</li><li>Lack of clear demarcation between politics and administration.</li><li>Representation of some castes is still low i.e. public administration is not inclusive and representative.</li></ul><br /><b>Some more problems:</b> <br /><ul style="text-align: left;"><li>There is a situation where the right person in the civil service is not in the right place at the right time. When a person is not in the right place, then the overall capacity of the nation is weakened. Proper planning has never been done.</li><li>The approach of conducting public service management activities in a systematic manner has not been followed.</li><li>The role of fair and neutral civil society in the management of public services has not been enhanced.</li><li>Lack of sustainable system. There is no sustainable system in transfers, promotions, postings, scholarships, foreign trips, etc.</li><li>Our governance reform is fragmented, ad-hoc and without overall reform; Only focus on structural change.</li><li>The qualitative and regulatory role of the government is weak. There is lack of monitoring in areas like education, transport, health etc.</li><li>There is a complete lack of concept and use of human resource development. There is nothing greater than wisdom and knowledge, but wisdom is despised.</li><li>Local bodies could not function properly.</li><li>Economic and social development works have not been able to move forward in the required proportion, which has created obstacles in expanding the flow of public services.</li><li>It seems that attention has not been paid to those who perform less work.</li><li>Low status and situation of public institutions and authorities.</li></ul><div><br /></div><span style="font-family: georgia; font-size: medium;"><b><u>Prospect to solve the aforementioned problems</u></b></span><br /><br /><b>Measures to solve the problems of the political sector</b><br /><ul style="text-align: left;"><li>There should be timely improvement in politics.</li><li>There should be development of good political culture.</li><li>There should be political will and commitment.</li><li>The best brain should go in the political sector.</li><li>Minimum educational qualification should be determined in the political sector as well.</li><li>Politicians should be sent on study visits time and again.</li></ul> <br /><b>Measures to Solve the Problems of Civil Society</b><br /><ul style="text-align: left;"><li>There should be a fair civil society.</li><li>The registration of the backward civil society should be revoked.</li></ul><br /><b>Measures to Solve the Problems of Private Sector</b> <br /><ul style="text-align: left;"><li>There should be effective monitoring. The consumer committee should be more active. Consumers should be aware. The private sector must be punished for wrong doings. The bureaucracy should be stronger. </li></ul><br /><b><span style="font-family: georgia; font-size: medium;">Measures to Solve the Problems of Public Administration</span></b><br /><ul style="text-align: left;"><li>Government should be responsive, sensitive.</li><li>The government should take the lead in meeting the demands of the people.</li><li>The immediate problems of the citizens should be solved.</li><li>Every organization should monitor time and again by forming a team.</li><li>Quality should be regulated.</li><li>To resolve the situation of impunity.</li><li>The government should be strong in anyway.</li><li>Measures should be taken to increase the morale of the employees who are doing a good job.</li><li>Steps against corruption should be made stronger.</li><li>There should be dynamic pay policy.</li><li>Bodies such as the CIAA and the Vigilance Center need to be strengthened.</li><li>Multi-staffed staff should be arranged.</li><li>There should be a result oriented public sector rather than a procedural one.</li><li>A predictable promotion system should be developed.</li></ul><b>Finally,</b> <br /><ul style="text-align: left;"><li>Political will and commitment;</li><li>Professional will and</li><li>Public wills lead to the development of the country.</li></ul><div><br /></div><div style="text-align: justify;">These three wills are collectively called national wills. In order to make the availability of public services effective, the management of the public sector must be strengthened as a whole. For the management of Nepal 's public sector which is surrounded by problems and challenges, there is a lot to be done. In the view of the various efforts being made by other nations of the world to achieve the new Millennium Development Goals, Nepal's public administration also needs to move forward with a concrete vision for the future. There is a need to give special emphasis on other aspects such as good governance and transparency, demarcation between politics and administration, innovative public management, public accountability, favorable public service policy, strong and effective staff, simplification of procedures, public grievance management, information management, increasing participation of local bodies, economic discipline, effective monitoring and evaluation.</div></div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><hr /><span style="color: #741b47; font-family: georgia; font-size: large;"><b><u>You may also like to read:</u></b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/public-service-delivery-system.html" target="_blank">Public service delivery system and ways to make delivery system effective</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2021/01/public-accountability-in-public.html" target="_blank">Public Accountability in Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/new-public-service-nps-innovative.html" target="_blank">New Public Service (NPS): An innovative concept of Public Management</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/result-oriented-administration-result.html" target="_blank">Result Oriented Administration or Management</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank">Participative Management in Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/05/future-trends-and-implications-of.html" target="_blank">Future Trends and Implications of Public Administration</a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-12289767035662725482021-01-18T21:56:00.006+05:452021-05-15T17:16:00.924+05:45Public Accountability in Public Administration<div style="text-align: justify;">Public accountability means that a person or official holding a public office in the field of public administration is accountable to his / her clients and the general public. This includes the notion that the officials involved in the system of governance cannot act arbitrarily or have an authoritarian tendency. </div><br /><div style="text-align: justify;">Public accountability is the individual or collective duty to inform the stakeholders or service recipients or the general public in a factual and credible manner about the decisions and actions taken by the persons holding public office while performing their duties and responsibilities. Public sector and public accountability is a basic requirement in a democratic system of governance. </div><br /><div style="text-align: justify;">Public accountability is needed to run the government with the trust of the people, to make the system of governance democratic and people-friendly, to prevent the system from being autocratic and corrupt, to increase citizen participation and contribution to the system of governance and to improve relations between citizens and administration. </div><br /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><span style="font-family: georgia; font-size: medium;"><b><u>Significance of Public Accountability</u></b></span><br /><ul style="text-align: left;"><li>Accountability is the foundation of democracy, the people have the absolute right to ask or investigate or test or question the civil service or government system.</li><li>Where accountability increases, transparency increases and when transparency increases, corruption decreases.</li><li>Responsibility for legitimizing government activities. Actions without accountability do not get legitimacy.</li><li>It increases the credibility of the government as well as the credibility of the government.</li><li>Accountability enhances the quality of services, tools and goods provided to the people.</li><li>Corruption can be controlled by maintaining economic discipline.</li><li>Honesty towards the state and those who are dishonest will be punished.</li><li>Equality, service-oriented and result-oriented working system is developed.</li><li>Ensures regularity of public service.</li><li>Contributes to maintaining the rule of law.</li><li>Good governance is guaranteed in the nation due to accountability. </li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Barriers / Problems to Accountability</u></b></span><br /><ol style="text-align: left;"><li><b>Corruption:</b> Abuse of one's position, undue influence and protection, taking advantage of one's own work, corruption in policy, taking money by threatening, taking bribe, laundering black money etc.</li><li><b>Decline in the moral values ​​and beliefs of the society or system:</b> Under this, there are no honest and efficient officials in the system and to do any work for the sake of material happiness.</li><li>Lack of accountability due to poverty, deprivation, low salary allowance, lack of job security.</li><li>Due to illiteracy, low educated rate, lack of consciousness, it has become difficult to fulfill the responsibilities.</li><li>Government monopoly in the mobilization of resources.</li><li>The people-elected government is indifferent to the people.</li><li>Confidentiality in the bureaucracy is also a factor. There is also a conflict over the data and information to be given to the people.</li><li>Ancient Technology and Procedures: - Technology, technical staff, resources, performance criteria or procedures are outdated or not time-relevant.</li><li>Lack of fairness, efficiency and accountability in the bureaucracy.</li><li>Employees are politically divided and lack professionalism.</li><li><b>Problems of coordination and duplication:</b> Due to lack of inter-agency coordination, the same work is done up to 4-5 times; it has played a big role in doing unaccountable work, which makes the work slow.</li><li>Lack of adequate and quality information required to make prudent decisions.</li><li>The role of the Parliamentary Committees including the Auditor General is not professional (responsible). </li></ol><br /><span style="font-family: georgia; font-size: medium;"><b>How to increase accountability?</b></span><br /><ul style="text-align: left;"><li>The administration mechanism should be made people-oriented, transparent and credible. </li><li>While working, work should be done according to the criteria that can be observed, measured and tested.</li><li>Open information and the right to information also help to promote accountability.</li><li>Public officials should be given clear and defined responsibilities including functions, duties and rights.</li><li><b>Decentralization: </b>If the power is centralized, public official will not be abide by their responsibilities, they can do unwanted work, they think themselves as powerful.</li><li>Public procurement processes should be efficient and effective in which measures like e-bidding can be adopted.</li><li>Must be an independent and powerful ombudsman.</li><li>Political commitment and willpower is very important.</li><li>The morale and motivation of the employees and public officials should be made high.</li><li>Necessary resources should be managed and used properly.</li><li>There should be simplification in working style and working method.</li><li>There should be good relations between politics and administration.</li><li>There should be fairness and transparency in the policy decision and planning process.</li><li>Complaints should be heard; public hearings and disputes should be settled.</li><li>There should be public participation and adequate participation of service recipients.</li><li>There should be service recipient or citizen participation in the work evaluation system.</li><li>The proceedings of the Parliament and the Parliamentary Committees should be broadcast live and investigative.</li><li>The moral character and actions of the leaders should be exemplary.</li><li>To empower the people as much as possible so that the government has no choice but to pay attention to the affairs of the people and be accountable.</li></ul><hr /><span style="font-family: georgia; font-size: large;"><b><u>You may also like to read:</u></b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/public-service-delivery-system.html" target="_blank">Public Service Delivery System and ways to make delivery system effective</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/new-public-service-nps-innovative.html" target="_blank">New Public Service (NPS): An innovative concept of public management</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2014/04/public-relation.html" target="_blank">Public relation in marketing for maintaining image or reputation of the company</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/result-oriented-administration-result.html" target="_blank">Result Oriented Administration or Result Oriented Management</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank">Participative Management in Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/09/comparative-public-administration-cpa.html" target="_blank">Comparative Public Administration (CPA)</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank">Meaning and Concept of New Public Management (NPM)</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/05/future-trends-and-implications-of.html" target="_blank">Future Trends and Implication of Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2021/01/corruption-in-public-sector-public.html" target="_blank">Corruption in Public Sector or Public Service</a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-13418929276894953532021-01-06T08:47:00.006+05:452021-07-18T19:46:09.828+05:45Corruption in the Public Sector / Public Service (a Social Crime) | Suggestions for Corruption Control<div style="text-align: justify;">As corruption is a hot topic in public administration and politics, it is difficult to find an exact definition. Corruption can be experienced directly but it is not so simple to explain. In developed and developing countries, it is everywhere in terms of numbers. In this concept, a seven member Corruption Control Suggestion Committee formed under the coordination of Mahadev Yadav, it has been suggested that corruption should be defined in terms of various activities, trends and actions. In this regard, the following points contain the concepts used in the world and in Nepal: </div><ul style="text-align: left;"><li>Corrupt conduct or bad character of religion, policy, act, law, culture, tradition and authority forbidden by the society.</li><li>Abuse of public office for personal or private gain according to the World Bank and other bodies.</li><li>Abuse of rights not only for the benefit of money but also for any other personal gain.</li><li>All sins committed for personal gain from misuse of public office or property.</li><li>Corruption is the symbol of failed governance.</li><li>Negligence in the performance of duty.</li></ul><br />According to these defined bases, the following activities can be termed as corruption: <br /><br /><div style="text-align: justify;">Bribery, embezzlement, fraud, nepotism, undue influence, use of force to obtain money and information, money laundering, bias in resource distribution, black money collection, kick back, abuse of office, policy Corruption etc.</div><br /><span style="font-family: georgia; font-size: medium;"><b><u>Reasons / Causes / Factors of Corruption</u></b></span><br /><br />Numerous reasons for corruption or non-eradication of corruption have been discovered through research. The following are the main reasons: <br /><br /><span style="font-family: georgia;"><b>1) Broad Environment</b></span><div><br /></div><div>As public administration is a sub-system of macro socio-economic system, corruption is not considered bad by the society and corrupt culture has flourished and due to not being untouched, the public administration become culture bound. Corruption has also spread due to the changing beliefs of the society towards acquisition of wealth and power.<br /><br /><span style="font-family: georgia;"><b>2) Remains of a Corrupt History</b></span></div><div><br /></div><div>During the Rana period, clerical service was the only qualification and such behavior and culture still exists.<br /><br /><span style="font-family: georgia;"><b>3) Lack of Salary Facility</b></span></div><div><br /></div><div>Salary facility which is not even sustainable; Salary allowance not tied to work and results; The pay scale is not dynamic but stable; Nepal's employees are receiving the lowest salary facility in the South Asian region.<br /><br /><span style="font-family: georgia;"><b>4) Administrative Delays</b></span></div><div><ul style="text-align: left;"><li>Weber's model-based staffing process has been lengthy.</li><li>Allow corruption to flourish in terms of reducing the process or speeding up the work.</li><li>Action against corruption has been very long. </li></ul><br /><span style="font-family: georgia;"><b>5) Action Against Corruption Cases have gone Lightly</b></span> <br /><ul style="text-align: left;"><li>Tendency of not being rude</li><li>Lack of research capacity</li><li>Political interference and protection</li><li>Corruption cases are not handled in a professional manner</li><li>Due to unnecessary pressure groups</li><li>Weak Statutory provisions</li><li>Anti-corruption cases are weakened and such people are either released or released with a small fine.</li></ul><br /><span style="font-family: georgia;"><b>6) Inadequate Judicial System</b></span></div><div><ul style="text-align: left;"><li>Long process costly, corruption in the judicial system itself</li><li>Inadequate law. </li></ul><br /><span style="font-family: georgia;"><b>7) Political governance is not good</b></span></div><div><ul style="text-align: left;"><li>Use of unconstitutional power</li><li>Rise of professional politicians</li></ul><br /><span style="font-family: georgia;"><b>8) Civil society with weak and vested interests</b></span></div><div><br /></div><div>Lack of caution in three aspects of good governance such as political governance, bureaucratic governance, civics governance. <br /><br /><div style="text-align: justify;"><b style="font-family: georgia;">9) Corrupted system cannot be reformed or inevitable, that is, always accepted in any form. </b></div><span style="font-family: georgia;"><div style="text-align: justify;"><span style="font-weight: 700;"><br /></span></div><div style="font-weight: bold; text-align: justify;"><b>10) Corruption is taken only as financial currency. In fact, corruption involves a large system and behavior. </b></div><div style="text-align: justify;"><span style="font-weight: 700;"><br /></span></div><span style="font-weight: bold;"><div style="text-align: justify;">11) Lack of commitment and exemplary character from politicians. King of Thailand, Lal Bahadur Shastri of Nepal, etc. are exemplary character. </div></span><div style="text-align: justify;"><br /></div><span style="font-weight: bold;"><div style="text-align: justify;">12) Loss of professionalism in the journalist community. </div></span><div style="text-align: justify;"><br /></div><span style="font-weight: bold;"><div style="text-align: justify;">13. Both the bribe-giver and the bribe-taker should be punished. </div></span><div style="text-align: justify;"><br /></div><span style="font-weight: bold;"><div style="text-align: justify;">14) Policy and institutional corruption is on the rise. </div></span><div style="text-align: justify;"><br /></div><span style="font-weight: bold;"><div style="text-align: justify;">15. To see dismissal as a punishment for corruption.</div></span></span><br /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><span style="font-family: georgia; font-size: medium;"><b><u>Consequences / Effects of Corruption</u></b></span><br /><br />Corruption has many direct and indirect effects on today's civilized society of the 21st century. Some of the effects are as follows:<br /><ul style="text-align: left;"><li>Corruption kills the very essence of democracy and good governance. People become disgusted with the system of governance and criminalization begins in the society.</li><li>According to a World Bank report, where corruption is rampant, the nation's annual economic growth declines from 0.55 to 15 percent.</li><li>According to the IMF, the amount of black money in the world is 25 to 55 percent of the gross domestic product. Black money encourages crime, derails the market, and destroys the nation's financial system.</li><li>Corruption is growing as a crime of white poverty in an organizational manner.</li><li>Corruption in elections reduces representation in policy making and reduces accountability.</li><li>The pervasiveness of corruption in the judicial system spoils the concept of the rule of law.</li><li>The economic development of the nation has to bear huge losses.</li><li>The cost of development activities increases drastically because there is a higher price to be paid for commodities.</li><li>It destroys the market structure, because it eliminates healthy competition and encourages incompetent firms.</li><li>Brings social deviation, because investment is taken from the social sector to the capital sector in the greed of commission and bribe.</li><li>Due to corruption, the government is under constant pressure as it does not pay attention to the construction standards.</li><li>There will be an increase in fake journalism. Fake will create confusion in the society.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Suggestions for Corruption Control</u></b></span><br /><br /><div style="text-align: justify;">As there is no specific blue print or check list, multi-pronged political approach or method should be adopted to solve the problem of corruption. Overall, multidimensional and sustainable measures can be a solid approach to its prevention. Some great tips are: </div><ul style="text-align: left;"><li>Qualification based recruitment and selection and promotion process / system.</li><li>The better the salary, the less corruption there is.</li><li>Corruption will be reduced if there is a projected judicial system.</li><li><b>Corruption = Monopoly + Discretionary Right - Accountability</b>. Accordingly, reduce monopolies and discretionary rights and increase competition and accountability. Doing so reduces corruption.</li><li>To strengthen the organizations fighting against corruption.</li><li>Allowed general public to have a strong voice through civil society and decentralization.</li><li>Emphasis on moral education.</li><li>To give autonomy to the investigation officer and witness security and investigation officers.</li><li>The posting / transfer of the employee should be done in a systemically correct manner so that the right man is in the right place.</li><li>There should be simplicity in administrative procedures.</li><li>To be limited to the jurisdiction of the government.</li><li>To make necessary arrangements for hearing the grievances.</li><li>Management and implementation of Citizens' charter with compensation.</li><li>There should be independent but competitive and professional journalism.</li><li>To make public procurement process competitive and transparent.</li><li>Enhance creative partnership between government sector and civil society.</li></ul><br /><div style="text-align: justify;">Corruption is the black mark of a civilized society. It is a symbol of failed rule. Civil society, non-governmental organizations, government, concerned organizations and the general public should all work hard for its proper solution. For this, political commitment is also very much needed. Even if there is only a commitment, corruption can be controlled to a large extent by amending the existing laws and regulations if necessary. Some recent examples also confirm this element. However, in addition to the above-mentioned points, it seems to be more appropriate for the government to adopt strategic measures such as preventive, remedial, institutional building / development and public awareness strategies for the eradication of corruption. </div><br /><span style="font-family: georgia; font-size: medium;"><b><u>Role of Commission for Investigation of Abuse of Authority (CIAA) for Controlling Corruption</u></b></span><br /><br /><div style="text-align: justify;">The Commission for Investigation of Abuse of Authority (CIAA) in Nepal is an independent and powerful constitutional body. The Commission has been established and developed with the main objective of controlling improper acts and corrupt practices in public bodies including the state administration of the country. In the current situation where corruption is increasing day by day in the country, it is the only independent and powerful official body to control it. The need for and the role accordingly is increasing. The role of Commission for Investigation of Abuse of Authority (CIAA) is discussed as follows: </div><br /><span style="font-family: georgia;"><b>1) Punitive Role</b></span><br /><ul style="text-align: left;"><li>Listening to Complaints</li><li>To do research</li><li>To prosecute</li><li>Sending a letter to the authority for departmental action</li><li>To draw attention</li><li>To warn</li><li>To recover the loss</li><li>To give orders to correct wrong decisions and to suggest improvements</li><li>To bring it under investigation if the undisciplined work has been done, etc.</li></ul><br /><span style="font-family: georgia;"><b>2) Preventive Role</b></span><br /><ul style="text-align: left;"><li>Formulating and implementing guidelines and code of conduct</li><li>Conducting inspections and monitoring</li><li>Making policy recommendations and suggestions</li><li>To make the government bodies with controlling role aware against corruption etc. </li></ul><br /><span style="font-family: georgia;"><b>3) Promotional Role</b></span><br /><ul style="text-align: left;"><li>To spread information against corruption</li><li>Conducting various trainings</li><li>Organizing interactions, seminars, etc.</li><li>To play the role of coordination between various bodies against corruption</li><li>Expanding international contacts and relations</li><li>To conduct anti-corruption public awareness programs such as article writing, posting, radio program, street drama, etc. through various media.</li></ul></div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><hr /><span style="font-family: georgia; font-size: large;"><b><u>You may also like to read:</u></b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank">Participative Management in Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/09/comparative-public-administration-cpa.html" target="_blank">Comparative Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank">Meaning and Concept of New Public Management</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/05/future-trends-and-implications-of.html" target="_blank">Future Trends and Implications of Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/result-oriented-administration-result.html" target="_blank">Result Oriented Administration / Result Oriented Management</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/public-service-delivery-system.html" target="_blank">Public Service Delivery System</a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com1tag:blogger.com,1999:blog-6738137430825016762.post-54798297378734050372020-12-30T21:14:00.004+05:452021-05-15T17:37:07.748+05:45Result Oriented Administration / Result Oriented Management<div style="text-align: justify;">Every action has a mission, vision or goal. The mission or goal must be determined before taking action. Then strategies are formulated on how to get there and work is done according to the strategy. </div><br /><div style="text-align: justify;">All the people or organization requires inputs to reach the mission or goal. No output can be obtained without input. Automatic output is expected when input is invested. Result or output is also the objective effect of public action. Result-oriented management is when the input is invested in it, what is the outcome, what is the quality maintained, whether the consumer or service recipient is satisfied with the return received or not. Therefore, managerial activities that are aimed at achieving concrete results with an emphasis on outcome and not on input are called result-oriented management. Effective management also requires competent bureaucracy. </div><br /><div style="text-align: justify;">In the view of the public, the reality of the government is the bureaucracy or administration for the citizens to get services and facilities. Administration is also called permanent government which helps in making the activities of running the state effective and result oriented. In fact, result-oriented management is a new dimension of public management. It emphasizes result-oriented rather than procedural action. The emphasis of result-oriented management is not on how the work was done and who did it or whether the policy rules were not fulfilled, but on what was done, how much was done, who went and what was achieved.</div><br /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><div style="text-align: justify;">Similarly, in result-oriented management, the goals and objectives of each activity are determined and necessary strategies and programs are prepared and implemented towards reaching the goal. In which result oriented efforts / measures are adopted in every action and process from goal setting to accomplishing the set goal.</div><br /><div style="text-align: justify;">Result oriented management is not a separate administration but a means of achieving real results through administrative management. It expects excellent performance and pays special attention to both quantitative and qualitative aspects of managerial activities. In particular, it plays an important role in achieving goals. Effective management also plays a role in materializing abstract managerial activities. </div><br />Some Glaring examples are; <br /><ul style="text-align: left;"><li>If money is given to a training center, it should be given on the basis of how many people have been trained and got job rather than on the basis of number of trainees.</li><li>Educational institutions in Arkansas and Florida in the USA stopped giving training funds because they got less than 70 percent work.</li><li>The funding should be done on the durability of road rather than the length of road to be constructed.</li><li>School funding should be based on pass out rate and high rank percentage.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Indicators to Measure Results</u></b></span><br /><ul style="text-align: left;"><li>Efficiency criteria: - To increase the return by keeping the budget stable.</li><li>Criteria of economy: - Minimizing the input but the output remains the same.</li><li>Criteria of effectiveness: - The difference between what was expected and what was achieved is the criterion of effectiveness.</li><li>Criteria of service: - Criteria of service is the measurement of citizen's satisfaction in the goods and services provided.</li><li>Output measure: - It measures services and facilities made avail from the specified expenditure.</li><li>Impact measure: - Measuring the level of impact, i.e. the final impact on the society from the amount expenditure.</li><li>SMART: - Criteria should be SMART i.e. SMART objective. SMART means specified, measurable, achievable, reliable / reasonable representative, time bound.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Techniques / Process for Result Orientation</u></b></span><br /><ul style="text-align: left;"><li>Clearly defining mission, vision or goal or objective</li><li>Determining strategies / tactics</li><li>Preparation of outline of plans and programs</li><li>Management of necessary resources including budget</li><li>Determining work and working procedures</li><li>Determining the schedule</li><li>Implementation of programs or activities</li><li>Effective monitoring and evaluation</li><li>Analysis of results</li><li>Backing up</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Some tips of Result Orientation</u></b></span><br /><ul style="text-align: left;"><li>Think of what can be measured and what can be done.</li><li>If we can't measure results, failure can't be separated from success.</li><li>If you can't see success, you can't reward it.</li><li>If you can't reward success, have you rewarded failure? Think of it.</li><li>If you don't see success, you can't learn from it.</li><li>If you don't recognize failure, you can't improve.</li><li>If you can demonstrate the results, you will be with the people.</li></ul><div><br /></div><span style="font-family: georgia; font-size: medium;"><b><u>Significance of Result Oriented Management</u></b></span><br /><ul style="text-align: left;"><li>To achieve materialistic achievement</li><li>Benefit to the target group</li><li>Proper use of resources</li><li>Administrative commitment</li><li>Increasing the level of public participation</li><li>Increase in productivity</li><li>Increasing levels of motivation</li><li>Increase the capacity of the working class</li><li>Cost-per-unit return can be measured</li><li>Developing administrative professionalism</li><li>Promoting work culture</li><li>Increase the reputation of the organization</li><li>Increase people's trust in the organization, etc.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Issue / challenges of Result Oriented Management</u></b></span><br /><ul style="text-align: left;"><li>Traditional organizational structure</li><li>Domination of politics in the administration</li><li>Lack of modern management</li><li>Lack of professionalism in administration</li><li>Centralized management system</li><li>Excessive government involvement</li><li>Procedural legal complications</li><li>Lack of capacity to use resources</li><li>Lack of administrative responsibility and accountability</li><li>Uncertain Terms of Service</li><li>Corruption</li><li>Lack of managerial values ​​and recognition</li><li>Unbalanced public participation</li><li>Lack of easy access to public services</li><li>Uncertainty in the availability of public services</li><li>Not paying attention to institutional development and expansion</li><li>Public grievance management is not effective</li><li>Lack of guarantee of good governance etc.</li></ul><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><hr /><span style="font-family: georgia; font-size: large;"><b><u>You may also like to read:</u></b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/new-public-service-nps-innovative.html" target="_blank">New Public Service (NPS): An innovative concept of Public Management</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/strategic-management-meaning-features.html" target="_blank">Strategic Management: Meaning, Features and Significance of Strategic Management</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/lean-management-establishing.html" target="_blank">Lean Management: Establishing a Competitive Management System</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/03/scientific-management-theory.html" target="_blank">Scientific Management Theory (Fedric W. Taylor)</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2012/08/tools-and-techniques-for-tqm.html" target="_blank">Quality and Total Quality Management</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank">Meaning and Concept of New Public Management (NPM)</a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-16164219429822454102020-12-29T20:12:00.005+05:452021-05-15T17:39:47.159+05:45New Public Service (NPS): An innovative concept of public management<div style="text-align: justify;">New Public Service (NPS) is an innovative concept of public management. This concept was developed by Danhardt and Danhardt in 2003 to provide public services to the citizens in a new way. This is a strong critique and alternative to the <a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank">New Public Management (NPM)</a>. The main objective of new public service is to learn from the theory of democratic system rather than from the theory of the private sector. </div><div><br /></div><div><span style="color: red; font-family: georgia; font-size: large;"><b>Related Topic:</b></span></div><h3 style="text-align: left;"><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank">New Public Management: Meaning and Concept</a></h3><br /><div style="text-align: justify;">This concept was originally developed from the Scandinavian countries and is considered a new form of public management (NPM) and improved governance. In the study of public management, the new public service is considered as a concept that sensitively prioritizes not only facts but also values, makes the administration feel responsible and accountable towards the citizens, and characterizes administrative professionalism, creativity, discipline and people-oriented administration. This NPS criticizes the for-profit and city-oriented private sector and deepens the responsibilities and obligations of public management in a democratic manner. The importance of NPS introduced in administration / management with the objective of promoting improved public service flow is increasing day by day. In a state system with unlimited responsibilities, the NPS carries the spirit of service-friendliness, not only by serving the people, but also by making the people feel at ease. NPS makes public management action-oriented, results-oriented, people-oriented, change-oriented, accountable, participatory and exploratory. </div><br /><div style="text-align: justify;">New public service (NPS) has not been effectively implemented in Nepal's public management. Among the policy, structural, procedural and practical dimensions in this regard, the practical dimension is very weak. It has become imperative to make the administration customer-friendly as well as participatory, transparent, accountable, change-oriented and exploratory, while some rules and regulations need to be amended and changed in a timely manner.</div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><hr /><span style="font-family: georgia; font-size: large;"><b>You may also like to read:</b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank">Concept and Meaning of New Public Management (NPM)</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/strategic-management-meaning-features.html" target="_blank">Strategic Management: Meaning, Features and Significance of Strategic Management</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank">Participative Management in Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/06/good-governance.html" target="_blank">Good Governance: Concept and Meaning</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/public-service-delivery-system.html" target="_blank">Public Service Delivery System and ways to make delivery system effective</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/meaning-of-contract-and-contract-out.html" target="_blank">A tool of New Public Management: Contract and Contract Out</a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-91941345512749115082020-12-22T15:36:00.004+05:452021-05-15T17:40:28.092+05:45Public Service Delivery System and ways to make delivery system effective<span style="font-family: georgia; font-size: large;"><b>Meaning of Public Service</b></span><div><br /><div style="text-align: justify;">Public service is an essential service facility or commodity linked to the livelihood or existence of the society or the common man. Public service is a bridge connecting the government and the general public. Such services are provided by the government through its administrative channels. Similarly, a public service is a service provided to the general public or citizen or organizations. Such as security, defense, rule of law, community service, essential services, employment, communication and technology services and other service. As a whole, the work performed by the state and the goods and services provided to fulfill the needs and wants of public are public services. </div><br /><div style="text-align: justify;">It seems appropriate to present Adam Smith's views on public service. According to Smith, "all those public institutions and public works that are characterized by the fact that their profits can never be repaid by investment or it is a public function, which is the kind that cannot be repaid by investment." Therefore, individuals or groups of individuals cannot build or maintain it. ” We can also say that public service is the service provided by the service provider i.e. government or state to the service recipient i.e. public or general people. </div><br /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><span style="font-family: georgia; font-size: large;"><b>Meaning of Public Service Delivery System</b></span><br /><br /><div style="text-align: justify;">The flow of public service is the process by which the government or the state provides services to the citizens in a fast, economical and effective manner, which can be guaranteed by the common man. It is the responsibility of the state to provide public services. In this context, the technology / method / mechanism to provide services, facilities, goods to the general public is called delivery system. The delivery system is the mechanism for distributing the beneficial goods, services and facilities received from any organization.</div><br />In Nepal, all the essential, basic, infrastructure-based, commercial and other services are provided from the public (government) level. There are various policy, legal, institutional and procedural arrangements to make the basic service delivery systematic and effective. However, there is not much effectiveness in service delivery.<br /><br /><div style="text-align: justify;">The government has put great efforts in administrative reform for a long period of time to make the flow of services to the general public effective. Although efforts have been made to simplify and streamline government work, decentralize services, provide adequate and capable manpower in service centers, and streamline service delivery, its implementation has been weak and even the basic foundations for ensuring public services have not been strengthened. Due to traditional thinking and lack of positive perceptions in the administration; limited means and resources; lack of transparency, accountability, responsibility; lack of highest utilization of information technology; lack of awareness of the client; lack of pressure groups; lack of simple and clear procedures etc., public service has not been effective.</div><br /><span style="font-family: georgia; font-size: medium;"><b><u>Features and Characteristics of Public Services</u></b></span><br /><ul style="text-align: left;"><li>Public services are provided by government and governmental body.</li><li>It is the responsibility of government or state to deliver public services.</li><li>The state never aims for profit while providing public services.</li><li>Receiving public services from the state is a civil right. It is also linked to human rights.</li><li>Public services are theoretically fair.</li><li>Public service is related to the life of a citizen.</li><li>Public service flows in accordance with the law and prescribed guidelines.</li><li>The service recipient or the consumer of the service can also participate in the distribution of public service.</li><li>Public service investment cannot be paid as profit.</li><li>Public service is a means of connecting the government and the common man.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Importance of Public Services</u></b></span><br /><ul style="text-align: left;"><li>Related to the existence of community or citizen.</li><li>As the main responsibility of the state.</li><li>The main basis for increasing the trust of the people towards the government.</li><li>Helps to increase the legitimacy of the government in state power.</li><li>Good public service is also a sign of good governance. Accountable and forward-looking government.</li><li>The most important task or objective of any government is to provide necessary services to the people.</li><li>Adequacy, timeliness, equity, equality, quality, economy, efficiency, relevance, etc. are important elements of the flow of growth.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><u><b>Strengths and Weakness of Public Service Delivery System in Nepal</b></u></span><br /><br /><b>Strengths:</b> <br /><ul style="text-align: left;"><li>Citizen centered service delivery system has been adopted.</li><li>Citizens' charter has been provided to make the service effective, fast and economical and charter with compensation has also been introduced in the offices.</li><li>Mobile service has been operated from time to time with the objective of providing door-to-door service to the people.</li><li>An integrated service center has been started to provide various services.</li><li>Complaints of citizens have been heard, public hearing system has been adopted, arrangements have been made for <i>"Hello Government"</i>, etc.</li><li>Double shifts services are delivered.</li><li>Monitoring work related to service delivery has been started expeditiously.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Weakness / Problems in Public Service Delivery</u></b></span><br /><ul style="text-align: left;"><li>The service has become more traditional and more process oriented.</li><li>The service could not be mapped.</li><li>No priority in service.</li><li>Inadequacy and low quality of service</li><li>No attention has been paid to increase the capacity and efficiency of service providers.</li><li>Could not provide appropriate incentive to service provider.</li><li>The service flow could not be linked to the employee merit system.</li><li>Insufficiency of resources and failure to make maximum use of available resources.</li><li>The relationship between the service provider and the client has not been reliable and smooth.</li><li>Lack of social inclusion in service delivery.</li><li>Citizens' charter has not been used properly.</li><li>There have been irregularities in the service flow.</li><li>Lack of client-friendly physical infrastructure.</li><li>Lack of tendency for service providers to hear complaints responsibly.</li><li>Lack of social responsibility in the private sector.</li><li>Improper use of power.</li><li>Lack of transparency, accountability and responsibility.</li><li>Lack of effective monitoring.</li></ul><br /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><span style="font-family: georgia; font-size: medium;"><b>How to make Delivery System Effective?</b></span><br /><ul style="text-align: left;"><li>The focus of the delivery system should be the citizen not the producers or suppliers. The demands of the people must be addressed.</li><li>Citizens' satisfaction should be the focal point while providing goods, services and facilities.</li><li>There should be mass involvement of the people or it is necessary, as far as possible.</li><li>Government officials should pay attention to the results that will serve the people, rather than flirting or reacting to small things.</li><li>The needs of the people should be met rather than providing easy service.</li><li>The needs, demands and concerns of the people should be looked at carefully and such needs and demands should be adjusted in the system.</li><li>Citizens' grievance redressal system should be established and the system should be easy and simplified and when there is no need for results or achievement should be provided instead.</li><li>As much as possible, other potential participants should be involved so that various needs and demands can be met and efficiency can be achieved.</li><li>Public bodies providing services should be made fully accountable with resources and rights.</li><li>Adopt holistic or integrated method to get maximum opportunity.</li><li>There should always be enthusiasm or morale for continuous improvement.</li></ul><br /></div>
<hr /><span style="font-family: georgia; font-size: large;"><b><u>You may also like to read:</u></b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/01/public-expenditure.html" target="_blank">Public Expenditure: Nature and Principles of Public Expenditure</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank">Participative Management in Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2013/11/meaning-and-scope-of-marketing.html" target="_blank">Meaning and Scope of Marketing Environment</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank">Meaning and Concept of New Public Management (NPM)</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/09/comparative-public-administration-cpa.html" target="_blank">Comparative Public Administration: Meaning</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/05/future-trends-and-implications-of.html" target="_blank">Future Trends and Implications of Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/strategic-management-meaning-features.html" target="_blank">Strategic Management: Meaning, Features and Significance of Strategic Management</a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-42262917794042903882020-12-16T20:21:00.004+05:452021-05-15T17:41:17.356+05:45Strategic Management: Meaning, Features and Significance of Strategic Management<h2 style="text-align: left;"><span style="font-family: georgia;">Meaning of Strategy and Strategic Management</span></h2><br /><div style="text-align: justify;">The word strategy derives from military administration. The term strategy refers to the tactics and tactics adopted during the war to mobilize the army. Whether they are soldiers or administrators or businessmen, the purpose of all these is to achieve the objectives of the organization. Strategy is the crucial method to prepare the organization to face the growing uncertain future. Strategy is a perfect way to achieve the goals and objectives of the organization. When the <a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank"><b>New Public Management (NPM)</b></a> is introduced in the administration, strategy became associated with long-term. The main objective of New Public Management (NPM) is to achieve result. So, if there is no strategy, the organization is without direction. According to Nutt and Back Off, the strategy focuses on where the emphasis should be given. Similarly, strategic activities also focuses on the objectives by formulating plan, structure, situations, movement and the perspectives.</div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><br />Initially, it was developed as strategic planning and later on strategic planning was replaced by strategic management in the 1980s. <br /><br /><div style="text-align: justify;">Strategic Management refers to managing strategically. That is, the act of strategically identifying a situation and using knowledge strategically is called strategic management. Due to globalization and economic liberalization and open market environment, the use of strategic management has become more widespread to meet the challenges faced by the management of any sector.</div><br /><div style="text-align: justify;">Strategic thinking is assimilated in the method adopted for the effective management of any organization. The tactical approach adopted as a tactic to mobilize the army during the war is widely used in modern times in the management of the private and public sectors. </div><br /><div style="text-align: justify;">According to Michael Armstrong, <b><i>“Strategic management is the visionary management that is concerned with creating ideas and maintaining concepts about where the organization should go. But it is also an experience-based management that will decide how to get the organization to that point in practice. ” </i></b></div><br /><div style="text-align: justify;">Similarly, in the words of V. P. Michael, <b><i>"Strategic management is the systematic and justified management process that is adopted to achieve certain long-term objectives in a way that suits the existing and expected forces and elements."</i></b></div> <br /><div style="text-align: justify;">In strategic management, there is a plan but even if there is a plan, attention should be paid to the implementation because there is a human factor. Human is a factor that influences the culture and management of an organization.</div><br /><div style="text-align: justify;">Strategic Management deals with the following topics like bringing results, new marketing, new products, new technology, etc. In this sense, strategic management is very broad. It integrates the plan with every component of the organization. It expands the future strategic format through each unit of the organization. It is not mechanical, it recognizes the central role of the individuals and groups present in the organization, it influences the culture of the organization. </div><br /><span style="font-family: georgia; font-size: medium;"><b><u>Features of Strategic Management</u></b></span><br /><ul style="text-align: left;"><li>Dealing with basic queries related to the organization</li><li>Situation based</li><li>To root out the main problem</li><li>Predicting the impact</li><li>Utilization of different opportunities</li><li>Determining priorities</li><li>Realistic plans</li><li>Us of the best experience</li><li>Ensuring the availability of resources</li><li>Arrangement of practical management structure</li><li>Flexibility</li><li>Top management activeness</li><li>Collective guidance, etc.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Significance of Strategic Management</u></b></span><br /><ul style="text-align: left;"><li>Long-term vision</li><li>Oriented towards strategic success</li><li>Motivated managers and employees</li><li>Assist towards environmental needs</li><li>Assist in the formulation of objective plan and its implementation</li><li>More effective decision making process</li><li>Arrangements for procedural monitoring and adjustment</li><li>Strategy in Public Sector</li></ul><br />This trend is started in the early 1980s in the public sector. It was introduced in later period in the private sector. The public sector should have the following: <br /><ul style="text-align: left;"><li>There should be a statement of overall mission and objectives.</li><li>There should be environmental analysis or scanning.</li><li>There should be an audit of the internal profile and resources of the organization.</li><li>Strategies should be formulated, evaluated and selected.</li><li>Strategic plan should be implemented and controlled.</li></ul><br />According to the scholars Osborne and Gaebler, strategic planning is the current and future projection of an organization or community, setting and measuring goals. It should include the following: <br /><ul style="text-align: left;"><li>Analysis of external and internal situation</li><li>Identification of important issues faced by the organization</li><li>Basic mission of the organization</li><li>Presentation and adjustment of basic goals of the organization</li><li>Creation of the future form of the organization</li><li>Imagine the success of the organization</li><li>Development of strategies for realizing vision, mission and goals</li><li>Development of time table for measuring strategy and evaluating results</li></ul>
<hr /><span style="font-family: georgia; font-size: large;"><b><u>You may also like to read:</u></b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank">Meaning and Concept of New Public Management (NPM)</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank">Participative Management in Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/meaning-of-contract-and-contract-out.html" target="_blank">Meaning of Contract and Contract Out: A tool of New Public Management (NPM)</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/business-process-re-engineering-bpr.html" target="_blank">Concept of Business Process Re-engineering (BPR)</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/05/future-trends-and-implications-of.html" target="_blank">Future Trends and Implications of Public Administration</a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/12/lean-management-establishing.html" target="_blank">Lean Management: Establishing a Competitive Management System</a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-70328668682607980732020-12-01T21:10:00.007+05:452021-05-15T17:41:44.761+05:45Lean Management: Establishing a Competitive Management System<div style="text-align: justify;">Lean management means establishing a competitive management system by making the organization structurally and procedurally agile. It aims at developing efficiency in production, simplicity and efficiency in service delivery, improvement in quality, adoption of prompt production cycle measures, and development-oriented tendencies. Lean management emphasizes on the structural aspects of management, the systemic aspect of work and the agility of staff management. This lean management can be changed as per the need, acceptable to the client, operated by expert and skilled and technically skilled staff, economical and efficiency based, more productive than procedural, encouraging change oriented creativity, reduced hierarchy and wide scope of control.</div><br /><div style="text-align: justify;">Lean management is a unique and effective tool to ensure continuous improvement of organizational management. It is a process of gradual but continuous improvement. It is also a strategic improvement of the accelerated process. It was first used only in the manufacturing sector, later in the service sector and is now used in the military, police and public sectors. Lean management reduces unnecessary costs and aims to measure the satisfaction of its customers as well as stakeholders. </div><br /><span style="font-family: georgia; font-size: medium;"><b><u>Techniques/ Processes of Lean Management </u></b></span><br /><ul style="text-align: left;"><li>Unnecessary staff cuts</li><li>Development of group work</li><li>Focus on production process</li><li>Participatory management</li><li>Delegation of rights and responsibilities</li><li>Minimization of waste</li><li>Minimization of human resources</li><li>Development of human resources</li><li>Focus on creative discipline</li><li>Cooperation and partnership building</li><li>Use of new technology</li><li>Use of flexible time</li><li>Unproductive costs and system reduction</li><li>Emphasis on quality service delivery</li><li>Expert service contracts</li><li>Appropriate structural framework</li><li>Utilization of external capacity</li><li>Quick fulfillment of customer needs</li><li>Support for good governance</li><li>Focus on continuous improvement</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Steps and Processes of Lean Management </u></b></span><br /><br /><b>1) In terms of policy</b><div><br /></div><div style="text-align: justify;">The organization should clearly identify its scope of work; do not work by government sector in such areas where the private sector and non-governmental organizations work; Emphasizing decentralization and liberalization; Focus all attention towards customer / consumer.</div><div><br /><b>2) As a resource</b></div><div><br /></div><div><div style="text-align: justify;">To motivate, coordinate and arrange contracts for human resources as per the need; Arranging optimal use of financial resources; Achieving results using the full potential of physical resources; To make effective use of sources of data and information.</div><br /><b>3) Organizational view</b></div><div><br /></div><div><div style="text-align: justify;">To establish an organization only for clear objectives and goals; Improving and changing the organizational structure; To carry out local level works from the community or private sector on issues other than the mandatory presence of the government. </div><br /><b>4) Administrative view</b></div><div><br /></div><div><div style="text-align: justify;">To expedite the work through modern information technology; Reducing levels of decision; Competent leadership and delegation of authority; Motivated staff management etc.</div><br /><b>5) Simplified process</b></div><div><br /></div><div>Assign the contact person; effective management of Citizen Charter; Arranging procedures and directives; Implementing e-governance. <br /><br /><b>In the context of Nepal, </b><br /><ul style="text-align: left;"><li>Lean concept is accepted</li><li>Started organizational reform</li><li>Arranged a Citizen Charter with compensation</li><li>Arrangement of helpdesk</li><li>Arrangement of Nodal Officer</li><li>Mobile governance</li><li>Hello Sakar system</li><li>Arrangement of two shift operations in urgent places</li><li>Arrangement of compulsory training for employees</li><li>Employee contract arrangement etc.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Value Production Process</u></b></span><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><br /><br /><div style="text-align: justify;">Value production is the ultimate goods and services. Each layer in the line adds value. Whatever results are obtained at the end point of the organization is the result of a series of long steps. The main basis for the survival of any organization is to produce the right value at the right time and at the right price. </div><br /><div style="text-align: justify;">The structure of our organizations is based on a vertical process, which is the structure of organizations around the world, while the facilities and goods available to the people are horizontal. If there is no one to look horizontally in the organizational structure, then that organization becomes an orphan. As most of the management's assessments are accountable only to their respective departments, the results have been poor. Usually the flow of value is not completely normal, as well as what the needs of the people are, not even looking at the important business needs of the organization, they use what they have learnt or know. </div><br /><span style="font-family: georgia; font-size: medium;"><b><u>Lean Value Principles</u></b></span> <br /><ol style="text-align: left;"><li>Price Specialization:- Ingredient based and satisfaction based.</li><li>Identify the flow of value</li><li>Flow - to make value creating</li><li>Continuous pulling</li><li>To adopt perfection</li><li>Price instead of waste</li></ol></div><br /><hr /><span style="font-family: georgia; font-size: large;"><b><u>You may also like:</u></b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank"><span style="font-family: verdana;">Meaning and Concept of New Public Management (NPM)</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2011/09/project-management-model.html" target="_blank"><span style="font-family: verdana;">Meaning of Project Management Model</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2013/03/objectives-of-human-resource-management.html" target="_blank"><span style="font-family: verdana;">Objectives of Human Resource Management (HRM)</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2011/10/benefits-of-project-management.html" target="_blank"><span style="font-family: verdana;">Benefits of Project Management</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2012/12/importance-of-communication-within.html" target="_blank"><span style="font-family: verdana;">Importance of Communication within the Management Group</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank"><span style="font-family: verdana;">Participative Management in Public Administration</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2011/10/characteristics-of-project-management.html" target="_blank"><span style="font-family: verdana;">Characteristics of Project Management</span></a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-35458385806682841002020-11-26T20:06:00.009+05:452021-05-15T17:42:10.668+05:45Meaning of Contract and Contract Out: A tool of New Public Management (NPM)<div style="text-align: justify;">Contract refers to an agreement between two parties or more persons to create and define liability. If the contract is broken or not done as per the agreement, treatment is provided by law. Similarly, contract is an agreement between two or more parties to do or not to do something that can be implemented according to the law. </div><br /><div style="text-align: justify;">Contract out is a tool of <a href="https://www.blogger.com/#">New Public Management (NPM)</a>. It is an important tool to reduce government expenditure and build a smarter government. Service delivery is on the rise, as the government's financial position is not good, the market is faster and simpler than the bureaucracy and it is the most attractive way to provide services and goods to the people. </div><br /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><div style="text-align: justify;">The main function of the government is to provide services to the people, not to hire unwanted employees and the contract system has become better as the market or private sector is better and faster than the government. Nepal has also been adopting contracting out system under the cost reduction system. The process is simple and easy. It has become very attractive in recent times as it gives priority to the outside rather than within the organization. </div><br /><span style="font-family: georgia; font-size: medium;"><b><u>Scope of Contracting Out</u></b></span> <br /><ul style="text-align: left;"><li>Tax and accounting system</li><li>Supply and purchase</li><li>Computer programming</li><li>Training administration</li><li>Customer service</li><li>Transportation of goods and services</li><li>Salary, facilities and compensation plan</li><li>Salary report</li><li>Internal security, gardener, courier, sanitation, maintenance etc. </li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Benefits of Contract Out</u></b></span><br /><ul style="text-align: left;"><li>Helps to reduce monopolistic power of the government.</li><li>Cost saving and gain working efficiency.</li><li>New technology can be introduced and learnt. The client also introduces new technology.</li><li>It makes easier to sell cheaply due to cash flow.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Challenges of Contracting Out</u></b></span><br /><ul style="text-align: left;"><li>Quality cannot be maintained due to poor quality control. There may be compromise in quality.</li><li>Long process.</li><li>Can remove the strategic direction of the organization.</li><li>Loyalty to the organization decreases.</li><li>There can be two types of problems when making a monopoly contract. For example, service providers tend to reduce cost by reducing quality and become monopolistic because there is not much choice.</li><li>They work together, increase the cost by carteling.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Process of Contracting Out</u></b></span><br /><ul style="text-align: left;"><li>The service is to be done by oneself, whether it is done jointly or from outside.</li><li>Choose the sector to be given.</li><li>Contract can be given on the based of nature and availability of service.</li><li>Needs and demand of services are assessed by users.</li><li>Agree and contract with the service provider.</li><li>Supply quality and quantity of goods and services according to price.</li><li>Government should look after Equity and technical parts.</li><li>There should be virtuous and non-corrupt behavior.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Necessary Content to be included in Contract Document</u></b></span><br /><ul style="text-align: left;"><li>Service should be measured.</li><li>Specify the value of service.</li><li>Change in mechanism for high level needs.</li><li>To see the arrangement of change and mechanism of service.</li><li>State the mechanism in case of terminating the agreement.</li><li>Fix the level of results to be served.</li><li>Must have complete details about the service.</li><li>There should be flexibility according to the change.</li><li>Mention who and when according to contract.</li><li>The amendment aspect of the service standard should also be mentioned.</li><li>There should be a mechanism to monitor the quality of service.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Contract Management</u></b></span><br /><br /><div style="text-align: justify;">The concept of contract management was started since 2001 and is still growing in importance. Contract management have been even made for office cleaning, gardener's work, machine maintenance and maintenance work. There is more emphasis on cost cutting than the means of serving the people.</div><div style="text-align: justify;"><br /></div>
<hr /><span style="color: red; font-family: georgia; font-size: large;"><b><u>You may also like to read:</u></b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2013/05/collective-bargaining.html" target="_blank"><span style="font-family: verdana;">Concept of Collective Bargaining</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/reinventing-government-concept.html" target="_blank"><span style="font-family: verdana;">Reinventing Government: Concept and Its Achievement</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/business-process-re-engineering-bpr.html" target="_blank"><span style="font-family: verdana;">Concept of Business Process Re-engineering (BPR)</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank"><span style="font-family: verdana;">Meaning and Concept of New Public Management</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/09/comparative-public-administration-cpa.html" target="_blank"><span style="font-family: verdana;">Concept of Comparative Public Administration (CPA)</span></a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com1tag:blogger.com,1999:blog-6738137430825016762.post-86241751701286414182020-11-25T19:34:00.010+05:452021-05-15T17:42:38.735+05:45Reinventing Government: Concept, Achievement and Features of Reinventing Government<span style="font-family: georgia; font-size: large;"><b>Concept / Introduction </b></span><br /><br /><div style="text-align: justify;">In the early 1990s, when American governments were plagued by a series of shortcomings, some innovative and exemplary institutions emerged outside the public sector. Those organizations were fast, decentralized, up-to-date and work-oriented. They were also flexible and adaptable (able to adapt to new changes). They also used competitive, customer-oriented and non-staffed mechanisms to get the job done. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Versalia, California, etc. had a clear impact on this entrepreneurship. The product of these things began to be applied in the public sector as a Reinventing Government. As this method and procedure leads to annual budget lapse, it also eliminates the need to spend budget money anyway at the end of the year and encourages managers to save budget. This budget money is ours and the feeling of spending it like this was awakened.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Budget system related to expenditure control was implemented. At the same time, with the change in the environment, the management has started to provide the facility to change. The line item budget system was removed and administrators were given the right to spend where required. The saved budget amount was also given the right to be spent next year, even in new priorities. Many such examples (Versalia, California) began to be found in the USA and ideas regarding Reinventing developed.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Reflecting on such things, after various studies, researches and investigations in 1992, the scholarly authors Osborne and Gaebler published a practical book with the idea that Reinventing should be done. According to these writers, the government can still do better than the market system and the government or the bureaucracy is neither necessary nor efficient, so the government (administration) must be Reinventing.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The book contains time-relevant chapters and introduces it as an American Perestroika. Other chapters include Reinventing Government as Anticipatory Government, Catalytical Government, Community-owned Government, Competitive Government, Customer-driven Government, Enterprising Government, Mission -driven Government, Decentralized Government, Result-oriented Government, Market-oriented Government etc.</div><br /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><span style="font-family: georgia; font-size: medium;"><b><u>10 points of Reinventing Government</u></b></span><br /><ol style="text-align: left;"><li>Entrepreneurial government will also implement and encourage competition among service providers.</li><li>To bring the powers of government to the people or to empower the people. Empower rather than serve.</li><li>Performance should not be input -oriented but result - oriented i.e. result should be good.</li><li>Entrepreneurial government should move from process oriented administration to its mission.</li><li>Entrepreneurial government meets the needs of customers and not bureaucracy. Therefore, with the choice, the public was called customer instead of client.</li><li>Providing service before arising any problems.</li><li>Entrepreneurial government should focus on earning rather than spending.</li><li>They decentralized authority; Embrace simple management and team work system.</li><li>In the process of providing services and facilities to the people, the market mechanism has been promoted rather than the bureaucracy. This is an attempt to bring change in the market.</li><li>The government will play a catalytic role among the private, public and voluntary organizations in the society to solve the problems of the people's community. </li></ol><br />These 10 principles are an inseparable collective concept. The authors seem to have the idea that they do something even if they do not solve many problems. <br /><br /><span style="font-family: georgia; font-size: medium;"><b><u>Achievements / Features of Reinventing Government</u></b></span><br /><ul style="text-align: left;"><li>Expenditure controlled budget system has been implemented.</li><li>The management has provided the facility to change with the change in the environment.</li><li>Line item budget system was removed and administrators were given the right to spend where required.</li><li>The saved budget amount was carried towards next year and given right to be spent on new priorities.</li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Some Examples for Reinventing Government</u></b></span><br /><ul style="text-align: left;"><li>America has the worst public school even the world is so developed.</li><li>Courts and prisons are overcrowded.</li><li>Formerly worth doing or proud states and cities have actually gone bankrupt. In addition, millions of employees were laid off and billions of budget deficits or those states started running deficit budgets.</li><li>Accused persons / criminals started walking openly.</li><li>Very good and enterprising people do not want to come into government service. According to a survey conducted in the late 1980s, only 5% of people want to come into government service.</li><li>Thousands of Americans are homeless.</li><li>Millions of American children do not have health insurance, meaning they are deprived of health care.</li></ul><hr /><h2 style="text-align: left;"><span style="color: red; font-family: georgia;"><u>You may also like to read</u>:</span></h2><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/government-role-and-functions-of.html" target="_blank"><span style="font-family: verdana;">Government: Roles and Functions of Government</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2013/10/how-monetary-policy-helps-to-control.html" target="_blank"><span style="font-family: verdana;">How monetary policy helps to control inflation?</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2013/09/role-of-government-in-different.html" target="_blank"><span style="font-family: verdana;">Role of Government in Different Economic System</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank"><span style="font-family: verdana;">Meaning and Concept of New Public Management (NPM)</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/06/good-governance.html" target="_blank"><span style="font-family: verdana;">Meaning and Concept of Good Governance</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/05/future-trends-and-implications-of.html" target="_blank"><span style="font-family: verdana;">Future Trends and Implications of Public Administration</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank"><span style="font-family: verdana;">Participative Management in Public Administration</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/01/government-budgeting-and-theories-of.html"><span style="font-family: verdana;">Government Budgeting and Theories of Budgeting</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2016/12/government-revenue.html" target="_blank"><span style="font-family: verdana;">Government Revenue and Categories of Government Revenue</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/business-process-re-engineering-bpr.html" target="_blank"><span style="font-family: verdana;">Concept of Business Process Re-engineering (BPR)</span></a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-50494483068563265292020-11-22T19:16:00.003+05:452021-05-15T17:45:06.736+05:45Business Process Re-engineering (BPR): Concept | Business Process Reengineering in Public Sector<h2 style="text-align: left;"><span style="font-family: georgia;">Introduction of Business Process Re-engineering (BPR)</span></h2><br /><div style="text-align: justify;">Business Process Re-engineering (BPR) is the process / method of emphasizing the improvement of the working processes of any organization. This is a revolutionary process. This process forgets the previous process and start from zero. The goal of business process re-engineering (BPR) is to dramatically increase or change efficiency, effectiveness and quality. It seeks holistic change within the organization. Changes are sought in each structure. BPR is not a continuous improvement, it is a revolutionary change. To restructure the organization's processes, activities, related systems and organizational structures through BPR in order to dramatically improve the work process. The BPR method is to forget the whole process of today and start a new process. There are four reasons why BPR is needed:</div><ul style="text-align: left;"><li>Financial performance</li><li>External competition</li><li>Declining market share</li><li>New opportunities created in the market, etc.</li></ul><br /><div style="text-align: justify;">Business process re-engineering (BPR) does not mean down sizing, mechanization, restructuring, new technology, reorganization, etc. BPR is the testing and modification of the five major components of an organization. These include;</div><div style="text-align: justify;"><ul><li>Testing and changing strategies</li><li>Testing and changing processes</li><li>Testing and changing technology</li><li>Testing and changing organizations</li><li>Testing and changing culture, and so on. </li></ul></div><br /><div style="text-align: justify;">This concept of business process re-engineering (BPR) originally came from the private sector. Re-engineering, a 1993 book by Michael Hammer and James Champy, brought this idea to the force. According to the book, BPR is a process of fundamentally redesigning its business processes and revolutionizing its structure in order to dramatically change the way an organization performs. As in TQM, it incorporates customer control systems and culture and information systems strategies into the BPR process. TQM adopts small improvement processes but BPR improves and changes the whole process.</div><br />BPR Process: - BPR goes through the following five specific stages: <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto;"><tbody><tr><td style="text-align: center;"><a href="https://1.bp.blogspot.com/-5GscyJiz3S4/X7pjpM1usDI/AAAAAAAAB2U/hNvgjeOs4CAPMDFknP1SrhHxOWDovHLMACLcBGAsYHQ/s1178/Business%2BProcess%2BReengineering.jpg" style="clear: left; margin-bottom: 1em; margin-left: auto; margin-right: auto; text-align: center;"><img border="0" data-original-height="414" data-original-width="1178" height="173" src="https://1.bp.blogspot.com/-5GscyJiz3S4/X7pjpM1usDI/AAAAAAAAB2U/hNvgjeOs4CAPMDFknP1SrhHxOWDovHLMACLcBGAsYHQ/w493-h173/Business%2BProcess%2BReengineering.jpg" width="493" /></a></td></tr><tr><td class="tr-caption" style="text-align: center;"><b>Business Process Re-engineering</b><br /></td></tr></tbody></table><br /><ul style="text-align: left;"><li>Define the goals and objectives of the BPR Process.</li><li>Start the learning process with customers, employees and non-competitors and with new technologies.</li><li>See the future today, to start the necessary new process.</li><li>Planning will be done on the basis of projections and gaps in the existing process.</li><li>Implementing appropriate solutions. </li></ul><br /><span style="font-family: georgia; font-size: large;"><b>Business Process Re-engineering (BPR) in Public Sector</b></span> <br /><ul style="text-align: left;"><li>BPR is more challenging to implement in the public sector than in the private sector.</li><li>It seeks change and coordination between the lines of every authority of the bureaucracy.</li><li>The more revolutionary change is sought in the government sector, the greater the risk, the more radical change, the more opposition.</li><li>The US General Accounting Office has developed a guideline for the evaluation of BPR, in which nine issues are identified and placed in the following three major areas. </li></ul><b><u>Section 1: </u></b><br /><ol style="text-align: left;"><li>Has the organization really re-evaluated its mission, fundamental and strategic goals? </li><li>Has the organization identified the performance problem and set the criteria for its improvement?</li><li>Has the organization really done re-engineering? </li></ol><br /><b><u>Section 2:</u></b><br /><ol style="text-align: left;"><li>Is this re-engineering process properly organized?</li><li>Has BPR's project team analyzed the intended targeting process and developed possible alternatives based on it?</li><li>Has the team implementing BPR prepared a healthy business case to implement the new process?</li></ol><br /><b><u>Section 3:</u></b><br /><ol style="text-align: left;"><li>Has this organization followed the overall implementation plan?</li><li>Have the organization's chief executives addressed change management issues?</li><li>Did the new process achieve the expected results?</li></ol><br /><div style="text-align: justify;">In the early stages, more than half of the Re-engineering (BPR) projects failed. So, there was a lot of discussion about the key to its success, and after 24 months of research into 150 BPR implemented companies, it was discovered that BPR could be implemented if the following things were done:</div><ul style="text-align: left;"><li>Commitment of top management (strong / strong consistent engagement)</li><li>Strategic affiliation (organization strategy and direction)</li><li>Pressurized business case for change (with measurable purpose)</li><li>With a clearly defined method (including future formatting)</li><li>Effective change management (addresses cultural transformation</li><li>Line ownership</li><li>Re-engineering group structure (all necessary groups including those with knowledge)</li></ul><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><hr /><span style="color: red; font-family: georgia; font-size: large;"><b><u>You may also like to read:</u></b></span><div><h3 style="text-align: left;"><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank"><span style="font-family: verdana;">Participative Management in Public Administration</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/09/comparative-public-administration-cpa.html" target="_blank"><span style="font-family: verdana;">Concept of Comparative Public Administration (CPA)</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank"><span style="font-family: verdana;">Concept and Meaning of New Public Management (NPM)</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/05/future-trends-and-implications-of.html" target="_blank"><span style="font-family: verdana;">Future Trends and Implications of Public Administration</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/06/public-administration-public-policy.html" target="_blank"><span style="font-family: verdana;">Public Administration, Public Policy Making</span></a></li></ul><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/06/good-governance.html" target="_blank"><span style="font-family: verdana;">Concept and Meaning of Good Governance</span></a></li></ul></h3><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-83256898267216397822020-11-09T20:03:00.006+05:452021-05-15T17:46:24.721+05:45Government: Roles and Functions of Government<span style="color: red; font-family: georgia; font-size: large;"><b>Concept of Government </b></span><br /><br /><div style="text-align: justify;">The government is the body that rules independently through the state system to fulfill the wishes of the people within the specified territory. The government is the main mechanism or representative of the sovereign state and is the body that exercises the executive power of the state in accordance with the law. Similarly, the government is the legal entity or body responsible for mobilizing the state, protecting and promoting it, and developing and expanding it in all respects. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">In short, the government is the statutory body established by the people to govern the country. It is guided by the method and system of government. Its main function is to develop the country and provide services to the people. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">According to Prof. Garner's words, "Government is the mechanism by which the general policies of the state are determined, the general affairs are regulated and the general interest is promoted. In the absence of a government, the population will be disorganized, unorganized, anarchic and it will not be possible to take any collective action. ” </div><br /><span style="color: #cc0000; font-family: georgia; font-size: medium;"><b>Functions of Government</b></span> <br /><br />The main task of the government is to ensure the living standards of the people as the government does the following: <br /><ul style="text-align: left;"><li>Maintenance of peace, security and law and order</li><li>Function of health and quality environment</li><li>Community and social security</li><li>Arrangement of quality education and transportation</li><li>Supply of essential goods and services</li><li>Maintenance of national integrity and unity</li><li>Public policy formulation, implementation and evaluation</li><li>Addressing national level planning issue and program formulation, implementation and evaluation</li><li>Development of infrastructure of development</li><li>Development of water resources, tourism and agricultural sectors</li><li>Urban planning and welfare</li><li>Technology and methodological development and research work</li><li>Functions that cannot be operated and handled by non-government and private sector</li><li>Maintenance of minimum quality of goods and services </li></ul><br /><div style="text-align: justify;">Due to the above arrangements, the role of the government became even stronger. In particular, if the private sector is to make good progress in the world market, it should be able to provide the following inputs: - to provide the best knowledge and skilled workers, to do more valuable research, to provide the cheapest capital possible, to form the best foundations and policies. </div><br /><span style="color: #cc0000; font-family: georgia; font-size: medium;"><b>Roles of Government</b></span> <br /><br /><b>1. In the Context of Development: </b><br /><table><tbody><tr><td><ul style="text-align: left;"><li>Strategic role</li><li>Protector</li><li>Facilitator</li><li>Regulatory</li><li>Promoter</li><li>Investigator</li><li>Evaluator and Monitor</li><li>Coordinator</li><li>Negotiator</li><li>Resource mobilize</li><li>Planner</li><li>Partner etc.</li></ul></td><td><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script></td></tr></tbody></table><br /><b>2. According to Anderson,</b> <br /><ul style="text-align: left;"><li>Providing diverse economic infrastructure</li><li>Make avail public goods and services</li><li>Resolve and adjust the differences / conflicts / conflicts in the pluralistic society or between the groups</li><li>Ensuring and maintaining competition</li><li>Protection and Conservation of natural resources</li><li>Ensuring public access to existing public goods and services in the economy</li><li>Stabilization of economy</li></ul><br /><b>3. According to Osborne and Gaebler,</b><br /><ul style="text-align: left;"><li>Anticipatory Government</li><li>Catalytical Government</li><li>Community-owned Government</li><li>Customer-driven Government</li><li>Competitive Government</li><li>Decentralized Government</li><li>Enterprising Government</li><li>Mission-driver Government</li><li>Market-oriented Government</li><li>Result-oriented Government, etc.</li></ul><br /><b>4. Plan Specified</b> <br /><ul style="text-align: left;"><li>Maintenance of peace, security and fair justice in the country</li><li>Improvement of quality of goods and services</li><li>Formulation of plan, policy and programs</li><li>Protection and promotion of human rights</li><li>Social activities such as poverty alleviation, inclusive development, women's development, social empowerment, upliftment of backward castes, etc.</li><li>Creation of competitive environment</li><li>Practice of local autonomy</li><li>Policy and action initiatives to maintain social justice and regional balance</li><li>Expansion of industry and trade, etc.</li></ul><br /><b>5. Unforgotten Roles of Government while Governing</b> <br /><ul style="text-align: left;"><li>Promotion of national interest in which sovereignty, integrity, protection of national identity, national honor and pride are intact</li><li>Guarantee of constitutional essence including democratic and democratic system, constitutional supremacy, civil rights, human rights, etc.</li><li>Peace and stability</li><li>Poverty alleviation </li><li>Ensuring rule of law</li><li>Emphasis on good governance</li><li>Inclusion, social justice and development</li><li>Development of economic, social and physical infrastructure</li><li>Effective delivery of public services</li><li>Rural and urban development</li><li>Strengthening and development of international relations</li><li>Values ​​and principles guided by the constitution</li></ul><div><br /></div><b>6. In the context of changing environment of the world</b> <br /><ul style="text-align: left;"><li>New approach and role</li><li>Globalization, economic liberalization and privatization</li><li>Decentralization and localization</li><li>Use of science and technology and information technology</li><li>Carriers and catalysts of change</li><li>Private sector and civil society etc.</li></ul><br />In conclusion, Government is an alternative to failure in other areas. Government efforts alone may not be enough for economic and social upliftment, but the government must create a strong presence and a conducive environment. For the public, the reality of government is bureaucracy. Administration is also called permanent government. Therefore, even if the market is very powerful, the government has to intervene from time to time because the market can fail at any time. In any case, the government is the government, that is, the last weapon is the government.<hr /><span style="font-family: georgia; font-size: large;"><b>You may also like:</b></span><div><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2013/09/public-policy.html" target="_blank"><span style="color: red; font-family: verdana; font-size: medium;"><b>Concept of Public Policy</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2013/09/role-of-government-in-different.html" target="_blank"><span style="color: red; font-family: verdana; font-size: medium;"><b>Role of Government in Different Economic System</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2013/09/operating-controls.html" target="_blank"><span style="color: red; font-family: verdana; font-size: medium;"><b>Forms of Operating Controls</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2013/09/the-theory-of-public-choice.html" target="_blank"><span style="color: red; font-family: verdana; font-size: medium;"><b>The Theory of Public Choice</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2020/11/new-public-management-meaning-and.html" target="_blank"><span style="color: red; font-family: verdana; font-size: medium;"><b>Concept of New Public Management (NPM)</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2016/12/study-of-public-finance.html" target="_blank"><span style="color: red; font-family: verdana; font-size: medium;"><b>Study of Public Finance</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2017/01/public-deb.html" target="_blank"><span style="color: red; font-family: verdana; font-size: medium;"><b>Concept of Public Debt</b></span></a></li><li><span style="color: red; font-family: verdana; font-size: medium;"><b><a href="https://analysisproject.blogspot.com/2013/09/role-of-government-in-market-economy.html" target="_blank">Role of Government in Market Economy</a></b></span></li><li><span style="color: red; font-family: verdana; font-size: medium;"><a href="https://analysisproject.blogspot.com/2017/06/good-governance.html" target="_blank"><b>Concept of Good Governance</b></a></span></li></ul></div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-67705640502865761792020-11-01T09:30:00.004+05:452021-05-15T17:47:51.773+05:45New Public Management : Meaning and concept (NPM)<span style="color: #ff00fe; font-family: georgia; font-size: large;"><b>Meaning and Concept of New Public Management (NPM) </b></span><br /><br /><div style="text-align: justify;">New public management (NPM) is the managerial process in which administrative activities are led to improve the administrative ability to make the function of the government or the state as successful and significant as in the management of the private sector. In this, efforts have been made to increase administrative efficiency, effectiveness and efficiency by introducing good managerial aspects invented and developed in the private sector in public administration and to make managerial transformation. In this sense, NPM is the practice of using management principles, models and tools to make the role of the state effective and meaningful. The NPM focuses more on outcomes than on processes, on accountability rather than on irresponsibility, and on management rather than administration. At the same time, the NPM believes that the traditional shortcomings in the administration should be removed and transformed into a competitive, efficient, effective and result-oriented management. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">In fact, NPM has been conceptually developed to meet and manage the challenges posed by globalization, economic liberalization, privatization, increasing international competition and rapid changes in technology in the late 1980's and early 1990's. It encourages the adoption of the good aspects developed by the private sector in the public sector as well as helps to make public administration / management efficient, productive, effective and accountable. It is also able to achieve qualitative improvement in the flow of public services. NPM also adopts flexible, effective and useful and market-oriented policies.</div><center><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script></center><div style="text-align: justify;"><br /></div><div style="text-align: justify;">NPM concept has led to a wide-ranging change in the role of government as well as following the good aspects of private sector management, emphasizing the relationship between government and civil society. Apart from NPM, it is also known as New Managerialism or Managerialism or New Taylorism, Entrepreneurial government, Market-based Public Administration etc. </div><div style="text-align: justify;"><br /></div> <span style="font-family: georgia; font-size: medium;"><b><u>Reasons for Development of New Public Management (NPM) </u></b></span><br /><br /><span style="font-family: georgia;"><b>1. Aggression and Criticism in the Public Sector </b></span><br /><br /><div style="text-align: justify;">There are too much criticism and aggression on the size, scope and methods of government and bureaucracy in the 1980s and 1990s. At the same time, many hopes and demands were made from this system. In addition, the world's most prominent critics of the government or the public sector were the head of government. For example, Margaret Thatcher ruled the United Kingdom in 1979 and Ronald Reagan ruled the United States in 1980. They were the ones who were the most criticized for their administrative actions. The most frequently criticized topics are: </div><ul style="text-align: left;"><li>The impact on the state along with the large size of the government </li><li>Expansion of scope of government and its impact</li><li>The traditional procedures of the government and the bureaucracy. </li></ul><br /><span style="font-family: georgia;"><b>2. Emerging Economic Theories </b></span><br /><br /><div style="text-align: justify;">Some principles were established financially. The government becomes the ultimate obstacle to national economic growth, prosperity, progress and independence. Only a limited government can work for the welfare of the people and the market system was much better than the bureaucracy. With this belief, the new public management has been directed for governance based on the famous principles related to the economic sector like <a href="https://analysisproject.blogspot.com/2013/09/the-theory-of-public-choice.html" target="_blank">Public Choice Theory</a> and Principle Agent Theory. </div><br /><span style="font-family: georgia;"><b>3. Globalization and Competitiveness</b></span> <br /><br /><div style="text-align: justify;">The rapid development in the private sector through globalization and economic liberalization have made compulsion to transform public administration into a New Public Management in terms of capacity building, making it competitive and people-oriented in the administrative sector. The public sector must be as efficient, competitive and effective as the private sector for the good economy. The efficient operation of the government sector can also make the private sector more effective. These two are interdependent with each other. Similarly, due to expansion of the functional role of the government, the development of new public management concept had taken place. </div><br /><span style="font-family: georgia; font-size: medium;"><b><u>Features of New Public Management (NPM) </u></b></span><br /><ol style="text-align: left;"><li>Fast and Quick Government: NPM replaces the large and multi-purpose bureaucracy with a fast and quick government.</li><li>Achievement and Results Oriented: NPM is a management system that emphasizes achievement and results rather than process.</li><li>Under NPM, a mechanism based on market economy is promoted for the flow of services or availability of goods by the public sector.</li><li>Cooperation between public sector and private sector is an important feature of NPM. Emphasis is placed on the government to play a coordinating and facilitating role by making the private sector more active.</li><li>There is maximum use of information technology to make the public sector management effective.</li><li>The development of NPM has changed the values of public sector. It emphasizes institutional economy, efficiency and effectiveness.</li><li>NPM guarantees the right of consumers to make their own choice while using goods and services.</li><li>NPM ensures personal and institutional accountability.</li><li>NPM provides flexibility as per the needs of public sector management. </li></ol><br /><span style="font-family: georgia; font-size: medium;"><b><u>Limitations of New Public Management (NPM) </u></b></span><br /><ul style="text-align: left;"><li>Repetition of traditional principles</li><li>Limitations of public choice theory</li><li>Problems of ethics and accountability</li><li>The problem of politicization</li><li>Difficulty in applying market principles </li></ul><br /><span style="font-family: georgia; font-size: medium;"><b><u>Uses and Practices of New Public Management (NPM)</u></b></span> <br /><ul style="text-align: left;"><li>Its use varies from country to country.</li><li>The use of NPM is very low in Japan.</li><li>Partial use in China.</li><li>Relations between Japan and China have a hierarchy-based strong culture, whether official or personal.</li><li>Due to differ from policy execution, it is partially used in Australia.</li><li>However, the use of NPM is increasing with the modern global change. </li></ul><br /><span style="color: red; font-family: georgia; font-size: medium;"><b>What should be done to align the administration of Nepal with the concept of NPM?</b></span> <br /><ul style="text-align: left;"><li>Clarify the areas of work to be done by the government.</li><li>Arrangements will be made to receive public services from the lower unit.</li><li>Make the administration small, efficient and empowered.</li><li>Make development programs based on program budget.</li><li>Control unnecessary and distribution oriented expenditure.</li><li>Provide ICT based online services.</li><li>Provide business related training to the service providers.</li><li>Increase the physical, technical and economic capacity institutionally.</li><li>Make employees to study and research new topics.</li><li>Effectiveness in administrative work will be increased by involving the private sector as a partner in good and achievable work.</li><li>Follow the best practices around the world.</li><li>Implement performance based incentive system.</li><li>Increase the participation of citizens in service delivery and development work.</li><li>Commercialize the bureaucracy instead of politicizing it.</li><li>NPM is a powerful means of connecting the government, the private sector and the general public. It is effective in providing services through it. </li></ul><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><hr /><span style="font-family: georgia; font-size: large;"><b>You may also like this topics:</b></span><div><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank"><span style="color: #38761d; font-family: verdana; font-size: medium;"><b>Participative Management in Public Administration</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2020/09/comparative-public-administration-cpa.html" target="_blank"><span style="color: #38761d; font-family: verdana; font-size: medium;"><b>Comparative Public Administration</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2017/05/future-trends-and-implications-of.html" target="_blank"><span style="color: #38761d; font-family: verdana; font-size: medium;"><b>Future Trends and Implications of Public Administration</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2017/06/public-administration-public-policy.html" target="_blank"><span style="color: #38761d; font-family: verdana; font-size: medium;"><b>Public Administration, Public Policy Making and Policy Analysis</b></span></a></li></ul><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-24344342799446428222020-09-14T16:46:00.004+05:452021-05-15T17:48:38.070+05:45Culture and Process of Change (Organizational Change)<span style="color: #800180; font-family: georgia; font-size: large;"><b>Creating Culture for Change</b></span><br /><br /><div style="text-align: justify;">According to some <a href="https://analysisproject.blogspot.com/2012/04/organizational-behavior.html" target="_blank">OB (Organization Behavior)</a> scholars, a culture for the change should be created. Culture for the change can be created with the help of following two approaches:</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">1. Stimulating a Culture of Innovation</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">An innovation is a new idea that applies in initiating or improving a product, process or service. Although there is no guaranteed formula, certain characteristics surface repeat when researchers study innovative organizations. These can be grouped as structural, cultural and human resources categories. Change agents should consider introducing these characteristics into their organization to create an innovative climate. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><div style="background-color: white; color: #666666; font-family: "trebuchet ms", trebuchet, verdana, sans-serif; font-size: 13.2px;"><span style="color: red; font-family: georgia; font-size: large;"><b>Related Topic:</b></span> </div><div style="background-color: white; color: #666666; font-family: "trebuchet ms", trebuchet, verdana, sans-serif; font-size: 13.2px;"><a href="https://analysisproject.blogspot.com/2013/02/organizational-change.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: large;"><b>Concept of Organizational Change</b></span></a></div></div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">2. Creating a Learning Organization</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Creating a learning organization is another approach that is used to facilitate or develop climate for the organizational change. Learning organization is an organization that has developed the continuous capacity to adopt the change. All organizations learn for their sustained existence in a competitive business environment. A learning organization has following characteristics on the basis in which climate for the organizational change can be created: </div><div style="text-align: justify;"><ul><li>People openly communicate with each other (across vertical and horizontal boundaries) without fear of criticism or punishment.</li><li>People sublimate their personal self-interest and fragmented departmental interests to work together to achieve the organization's shared vision.</li><li>People discard their old ways of thinking and the standard routines they use for solving problems or doing their jobs.</li><li>There exists a shared vision that everyone agrees on.</li><li>Members think of all organizational process, activities, functions and interactions with the environment as part of a system of interrelationship.</li></ul></div><div style="text-align: justify;"><br /></div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><div style="text-align: justify;"><span style="color: #800180; font-family: georgia; font-size: large;"><b>Process or Steps of Change</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Organization must maintain a viable relationship with a changing environment. To achieve long term viability, an organization must turn out good performance by managing changes in the environment intelligently. Modern organizations are learning to cope with changes. They are beginning to realize the importance of managing change in a planned way. Generally speaking, management of change involves a series of steps which is shown in the following figure.</div><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-t3P7pssf3W0/X19IXZ0-CiI/AAAAAAAABzQ/vr_Cm4lNzLkOTeJuoDaqdL5T7Lk3CA7KQCLcBGAsYHQ/s626/process%2Bof%2Bchange.jpg" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img alt="process of change" border="0" data-original-height="626" data-original-width="570" height="400" src="https://1.bp.blogspot.com/-t3P7pssf3W0/X19IXZ0-CiI/AAAAAAAABzQ/vr_Cm4lNzLkOTeJuoDaqdL5T7Lk3CA7KQCLcBGAsYHQ/w364-h400/process%2Bof%2Bchange.jpg" title="process of change" width="364" /></a></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>1. Recognition of the Forces Demanding Change</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The first step in the management of change is the recognition of forces necessitating change urgently or over a period of time. Forces may be internal or external. External changes include changing technological levels, changing market situations, changing products, changing consumer tastes and preferences etc. Internal forces comprise launch of a new product mix, erection of a separate departmental unit, etc. All forces certainly do not demand change. At least some require careful attention from management. The concerned manager should find out the discrepancy between what is and what should be. He should also find out the real forces demanding change. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">2. Identifying the Need for Change</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">There are many forces, many demands for change but all changes may not be important and possible. Therefore, management must try to analyze the reasons of demand for change accurately. In this connection, the help of external consultant or unconnected internal staff may be sought for objective analysis of the causes demanding change. In any way, management must come to know the need for change and its true causes. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">3. Diagnosis of the Problem</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Diagnosis leads to locating the specific problem areas and identifying of the source of problem/s. It also enables a manager to know which activities need further improvement and systematization. A manager may use various diagnostic techniques such as interviews, questionnaires, present observations, etc. Diagnosis helps the change agent to see what changes are needed in the structure, system or in people. Actually, the initial diagnostic focus of a manager is on the organizations variables rather than on the psychology of individuals. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">4. Planning the Change</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Change can be made from one of (or all of, or some of) the four ways – change in structure, change in task, change in people, change in technology. A change agent has to consider the following points during the planning phase: </div><div style="text-align: justify;"><ul><li>He should be in a position to convince the members of the benefits of payoffs from change and also alerts them to the negative consequences and adverse effects in the absence of change.</li><li>He should select appropriate strategy - whether to change structure or people or technology or task. Normally all the changes include the change in behavior of people.</li><li>He should try to involve the subordinates in decision-making.</li><li>He should enlighten the need for change to the organizations participants.</li></ul></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">5. Implementation of Change</span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The next step in the process of change is to implement the change plan successfully. While implementing change, the change agent encounters resistance from members of organization. Research supports the view that creating and implementing change is more difficult than planning the change. In addition to the problem of resistance, manager also confronts the problem of control. Change disrupts normal course of events and during change, it is quite likely that organizations lose control and many activities easily. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">6. Feedback</span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">To ensure smooth implementation of change in the given direction, it is necessary to make review and evaluation of progress made regarding implementation of change. Without proper feedback, management of change is rendered incomplete and useless. A manager or change agent must compare the standards present during the pre-change period with actual performance after implementing the change and ensure whether the change has been fruitful or wasteful.</div><hr /><div style="background-color: white; color: #666666; font-family: "Trebuchet MS", Trebuchet, Verdana, sans-serif; text-align: justify;"><u><span style="color: red;"><b><span style="font-family: georgia;"><span style="font-size: large;">You may also like this:</span></span></b></span></u></div><div style="background-color: white;"><h3 style="color: #666666; font-family: "Trebuchet MS", Trebuchet, Verdana, sans-serif; font-size: 13.2px; margin: 0px; position: relative;"></h3><h3 style="margin: 0px; position: relative;"><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/02/organizational-change.html" style="text-decoration-line: none;" target="_blank"><span style="color: #7f6000; font-family: verdana; font-size: medium;">Organizational Change : Concept and Nature of Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/01/models-for-managing-organizational.html" style="text-decoration-line: none;" target="_blank"><span style="color: #7f6000; font-family: verdana; font-size: medium;">Models for Managing Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/02/forces-lead-to-organizational-change.html" style="text-decoration-line: none;" target="_blank"><span style="color: #7f6000; font-family: verdana; font-size: medium;">Forces Lead to Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/02/various-kinds-of-reactions-of-people.html" style="text-decoration-line: none;" target="_blank"><span style="color: #7f6000; font-family: verdana; font-size: medium;">Various Kinds of Reactions of People for the Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2012/04/organizational-behavior.html" style="text-decoration-line: none;" target="_blank"><span style="color: #7f6000; font-family: verdana; font-size: medium;">Organizational Behavior and Its Emerging Trends</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/01/meaning-of-organizational-development.html" style="text-decoration-line: none;" target="_blank"><span style="color: #7f6000; font-family: verdana; font-size: medium;">Meaning of Organizational Development</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><span style="text-decoration-line: none;"><a href="https://analysisproject.blogspot.com/2020/09/reasons-for-resistance-to-change.html" style="text-decoration-line: none;" target="_blank"><span style="color: #7f6000; font-family: verdana; font-size: medium;">Reasons for Resistance to Change (Organizational Change)</span></a></span></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2020/09/approach-to-overcome-resistance-to.html" target="_blank"><span style="color: #7f6000; font-family: verdana; font-size: medium;">Approaches to Overcome Resistance to Change</span></a></li></ul></h3></div><hr /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-32276585617349935072020-09-13T19:03:00.003+05:452021-05-15T17:49:20.472+05:45Comparative Public Administration (CPA)<div style="text-align: justify;">Comparative Public Administration is the theory of public administration applied to diverse culture and national settings and the body of factual data, by which it can be examined and tested. Comparative Administrative Group (CAG) was created in 1960 with the objectives of increasing the volume of research, improving teaching materials and stimulating the formulation and implementation of effective public policies.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">It stresses the comparative analysis of system of public administration. Similarly, it also emphasizes on comparison as a method of study to better describe and evaluate the different administrative system of various nations with diverse ecological settings.</div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>Factors of Comparative Public Administration (CPA)</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><ul><li>Revisionist movement in comparative politics </li><li>The emergence of newly independent nations</li><li>Extension of American foreign aid program to third world countries</li><li>Exposure of the visiting American Administrative team to the diverse administrative system</li></ul><div><br /></div></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>Definitions of CPA </b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><ul><li><b>At macro level</b></li></ul></div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px;"><div style="text-align: justify;">Comparative Public Administration is concerned with public administration in all countries. </div></blockquote><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><ul><li><b>At micro level</b></li></ul></div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px;"><div style="text-align: justify;">Comparative Public Administration deals with comparing and contrasting different administrative agencies, jurisdiction, technique and administrators in a single nation. It may also take into consideration the description and analysis of societies widely in time from that under immediate consideration. </div></blockquote><div style="text-align: justify;"><br /></div><div style="text-align: justify;">According to Robert Jackson, <b><i>"CPA can be defined as that facet of the study of Public Administration which is concerned with making rigorous cross-cultural comparisons of the structures and processes involved in activity of administering public affairs." </i></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">According to Riggs, CPA is characterized by the following three trends.</div><div style="text-align: justify;"><ul><li>A shift from normative to empirical studies.</li><li>A shift from Idiographic (concentrates on area studies and case studies) to nomothetic (seeks generalizations, laws, hypothesis that assert regularities of behavior, correlations between variables) studies</li><li>A shift in the focus from non-ecological (administrative system as abstract entities to be examined apart from environmental influence) to ecological studies.</li></ul></div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>Purposes of CPA </b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><ul><li>to learn the distinctive features of a particular system of systems.</li><li>to explain the factors responsible for the differences in bureaucratic behavior.</li><li>to understand the strategies of administrative reform. </li></ul></div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>Significance of CPA</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><ul><li>Cross-cultural and cross-national</li><li>It made to understand diverse administrative system in the world.</li><li>It helps to explain differences in the behavior of bureaucracies in different countries and made easy to generalize.</li><li>It is helpful to identify the various cultural, political and social factors that are involved in success or failure of administrative program in a country.</li><li>It is empirical. Therefore, it is helpful to identify bottleneck and suggest solutions.</li><li>It also identify whether the administrative practices in one country are applicable to other countries. </li></ul></div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>Criticism of CPA</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><ul><li>American bias</li><li>Shifting own better values and norm by others</li><li>Indigenous vs Exogenous alternatives</li><li>Appointment of foreign consultants</li></ul></div><ul style="margin-top: 0in;" type="disc">
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</script><hr /><span style="color: red; font-family: georgia; font-size: large;"><b>You May also Like this:</b></span><div><ul style="text-align: left;"><li><a href="https://analysisproject.blogspot.com/2017/04/participative-management-in-public.html" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: large;"><b>Participative Management in Public Administration</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2017/05/future-trends-and-implications-of.html" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: large;"><b>Future Trends and Implications of Public Administration</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2017/06/public-administration-public-policy.html" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: large;"><b>Public Administration, Public Policy Making and Policy Analysis</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2016/12/study-of-public-finance.html" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: large;"><b>Study of Public Finance</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2013/09/public-policy.html" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: large;"><b>Public Policy and Characteristics of Public Policy</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2013/09/stages-of-public-policy.html" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: large;"><b>Stages of Public Policy</b></span></a></li><li><a href="https://analysisproject.blogspot.com/2017/03/bureaucracy-theoretical-perspective.html" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: large;"><b>Bureaucracy: Theoretical Perspective</b></span></a></li></ul><hr /></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-80323980137194068192020-09-13T16:40:00.003+05:452021-05-15T17:53:33.660+05:45Approach to Overcome Resistance to Change<div style="text-align: justify;">Change is a quite complex process. It is the nature of people that nobody instantly becomes ready to change. Resistance to change is the most baffling problem, which the manager has to face.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="color: red; font-family: georgia; font-size: large;"><b>Related Topic:</b></span> </div><div style="text-align: justify;"><a href="https://analysisproject.blogspot.com/2013/02/organizational-change.html" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: large;"><b>Concept of Organizational Change</b></span></a></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The following approaches or techniques are commonly employed by managers in order to overcome resistance to change. </div><div style="text-align: justify;"><br /></div><span style="font-family: georgia; font-size: medium;"><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>1. Education and Communication</b></span> </div></span><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The useful technique is to educate the employee who resists to change. The concerned manager should clearly explain what the change is, why it is likely to be introduced and why the changes is required. Likewise, they should give special focus to enhance the employee skill. For e.g. give basic computer training, interpersonal development, capacity building and so fourth. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">In other words, the useful technique of overcoming resistance to change is to educate the people who resist change about the advantages of introducing change and the limitations of not having it. The management mostly educates people about the need and objectives of change.</div><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-Vo8p9Jaq1IE/X133LUEaA6I/AAAAAAAABy0/pmTOV2Ek8vo5ch5liwD_rde8bRv6u0WYwCLcBGAsYHQ/s684/techiques%2Bto%2Bmanaging%2Bchange.jpg" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em; text-align: justify;"><img alt="overcome resistance to change" border="0" data-original-height="684" data-original-width="498" height="500" src="https://1.bp.blogspot.com/-Vo8p9Jaq1IE/X133LUEaA6I/AAAAAAAABy0/pmTOV2Ek8vo5ch5liwD_rde8bRv6u0WYwCLcBGAsYHQ/w364-h500/techiques%2Bto%2Bmanaging%2Bchange.jpg" title="overcome resistance to change" width="364" /></a></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>2. Participation and Involvement </b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Participation helps to give people involved in the organizational change a feeling of importance. It makes people feel that the organization needs their opinions and ideas and is unwilling to go ahead without taking them into account. Those people who are directly affected by the change should be given opportunity to participate in that change before the final decisions are reached. This technique calls for a dialogue with the resistors and allow them to participate in the change program. Participation ensures commitment from members. It also creates psychological ownership. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">3. Facilitation and Support </span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Another approach to overcome resistance to change is to facilitate and provide support to the employees. This includes providing training in new skills, or giving employees time off after a demanding period of change. Similarly, manager can give emotional support by simply listening to the employees. The change agent listens to the subordinates, provides emotional support and gives training and skills to cope with the change. The agent through emotional support helps the resistors to adjust to the new demands. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">4. Negotiation and Agreement</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Another approach to deal with resistance to change is to negotiate to reach to an agreement for accepting a change. It means that management buys the acceptance of change with incentives. For example, management could offer the union a higher wage or no-layoff contract in return for a change in work procedure or a manager could be given an attractive job assignment if he accepts the change. When the group is resisting change in a strong way, negotiation and agreement will be helpful. The change agent offers incentives to resistors under this method in order to tackle the resistance problem. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Negotiation particularly deals with a group of powerful individual who resists to change. For this specific reward package can be used to deal with a powerful individual. However, it increases the cost of organization but it is assumed that if powerful individuals are ready to avoid resistance to change, s/he convinced rest of his team mates.</div><div style="text-align: justify;"><br /></div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">5. Manipulation and Cooperation</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Manipulation is a way to decrease resistance to change. It involves selectively using information and events so as to have some desired effect on employees. For example, a manager may tell another manager "to look at the proposal as I've already gotten the potential go-ahead at the corporate level." Similarly, cooperation involves giving individuals a meaningful role in designing and implementing change programs. When all other techniques have failed, manipulation is usually resorted to by the change agent. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">6. Explicit or Implicit Coercion</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Under this approach, manager may use explicit or implicit coercion or force to handle the resistance to change. Manager may force employees to accept the change by threading with the loss of job, promotion, pay raises, incentives and big projects and so on. The change agent threatens the resistors with the loss of job, or status or promotion possibilities etc. or by actually firing or transferring them.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Last on the list suggests tactics is coercion. The organization as a last resort, can apply direct threats on the resistors to make them ready accept the proposed change. Threats of transfer, loss of promotion, negative performance evaluation, and dis-satisfactory recommendation are the example of coercion.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">To sum up, though there are various ways to reduce resistance to change. Thus, above all, consensus, involvement and ownership should be encouraged for overcoming resistance to change.</div><hr style="text-align: justify;" /><div style="background-color: white; color: #666666; font-family: "Trebuchet MS", Trebuchet, Verdana, sans-serif; font-size: 13.2px; text-align: justify;"><u><span style="color: red;"><b><span style="font-family: georgia; font-size: medium;">You may also like this:</span></b></span></u></div><div style="background-color: white;"><h3 style="color: #666666; font-family: "Trebuchet MS", Trebuchet, Verdana, sans-serif; font-size: 13.2px; margin: 0px; position: relative;"></h3><h3 style="margin: 0px; position: relative;"><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/02/organizational-change.html" style="text-decoration-line: none;" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: medium;">Organizational Change : Concept and Nature of Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/01/models-for-managing-organizational.html" style="text-decoration-line: none;" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: medium;">Models for Managing Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/02/forces-lead-to-organizational-change.html" style="text-decoration-line: none;" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: medium;">Forces Lead to Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/02/various-kinds-of-reactions-of-people.html" style="text-decoration-line: none;" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: medium;">Various Kinds of Reactions of People for the Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2012/04/organizational-behavior.html" style="text-decoration-line: none;" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: medium;">Organizational Behavior and Its Emerging Trends</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><span style="text-decoration-line: none;"><a href="https://analysisproject.blogspot.com/2013/01/meaning-of-organizational-development.html" style="text-decoration-line: none;" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: medium;">Meaning of Organizational Development</span></a></span></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2020/09/reasons-for-resistance-to-change.html" target="_blank"><span style="color: #3d85c6; font-family: verdana; font-size: medium;">Reasons for Resistance to Change (Organizational Change)</span></a></li></ul></h3></div><hr style="text-align: justify;" /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-58460586399207527252020-09-11T18:11:00.003+05:452021-05-15T17:54:16.456+05:45Reasons for Resistance to Change (Organizational Change)<div style="text-align: justify;">Many people and organizations resist to change. Generally employees or individual and management or organization resist to change. Some of the possible reason for why people and organization resist change are as follows:</div><div style="text-align: justify;"><br /></div><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-d7z1QEdZVHM/X1tmaU1712I/AAAAAAAAByY/bDKQZ079gDUQyJrkkcOq3IUCMbX9uOCNwCLcBGAsYHQ/s784/resist%2Bto%2Bchange.jpg" style="margin-left: 1em; margin-right: 1em;"><img alt="resistance to change" border="0" data-original-height="728" data-original-width="784" height="464" src="https://1.bp.blogspot.com/-d7z1QEdZVHM/X1tmaU1712I/AAAAAAAAByY/bDKQZ079gDUQyJrkkcOq3IUCMbX9uOCNwCLcBGAsYHQ/w500-h464/resist%2Bto%2Bchange.jpg" title="resistance to change" width="500" /></a></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="color: #800180; font-family: georgia; font-size: large;"><b>I. Resistance by the Employees or Individuals</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Individual is considered as the main source of resistance to change due to their perception, personalities and needs, because of the following reason individual resist the change. Individual employees or the trade union generally resist change for the following reason: </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">1. Inconvenience or Love for Status Quo</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The introduction of a change in doing a job may disrupt the normal routine of employees. Thus, any change that interferes with the normal work routine is generally inconvenient and is resisted. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>2. Fear of Uncertainties</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Employees perform their job in a normal routine. They are aware of their duties, responsibilities and superior's behavior. Any change may create some uncertainties in the minds of the employees. Employees tend to speculate what would be their new roles and responsibilities and how their superiors will respond to them. Such uncertainties may result in some resistance to change. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>3. Fear of Economic Loss</b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">These include the fear of technological unemployment, fear of reduced work hours and consequently less pay after change, fear of demotion and low wages, obsolesce of skills, etc. Whenever people sense that new machinery pass a threatening challenge for their existence, they resist change. For example, many managers in today’s industries are resisting the introduction of computers. Further, when people perceive any psychological degradation of the job that they are performing, they simply try to maintain status quo and resist change. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Any change that creates a feeling of fear of economic loss among employees is likely to generate resistance to change. Change may create fear of economic loss due to the following reasons. </div><div style="text-align: justify;"><ul><li>Fear of lay-off or retrenchment or termination from the job.</li><li>Fear of reduced job opportunities due to change in technology.</li><li>Fear of wage cuts or reduced incentives.</li><li>Fear of demotion and consequently low monetary benefits and status.</li><li>Fear of more work-load due to automation and reduced monetary benefits.</li><li>For all or some of the reasons of fear, employees resist change. </li></ul></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">4. Social Displacement</span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Change often results in disturbance of the existing social relationships. People in work organizations develop some sort of information relationships and any change breaking these relationships will be strongly resisted. Group pressure also brings about resistance to change in individuals. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">By working with each other employees develop certain patterns of social relations. They feel comfortable in communication and interaction with certain persons. This comfort makes work more enjoyable and helps to develop friendships. Any change in structure, technology or personnel may disrupt these social relations. Hence employees resist change. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>5. Fear of Obsolescence of Skills</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The knowledge is exploding at a fast rate. As a result, knowledge is any field that may become obsolete. When employees feel that the introduction of new technology in place of old one poses a threat of replacing them, they resist such change quickly and violently. For instance, when employees have fear of being phased out of their job by automation, or computerization they resist such change. In cases, when job security is at stake, even a minor change in policy and procedure may evoke resistance to change. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">6. Habits</span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Once we become habituated on anything, it will be difficult to change that habit. As human beings, we are creatures of habit. Changes in old work habits create resistance. Employees tend to respond in accustomed work. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Every human being has his own habits. Habits are hard to break. They are sometimes serious constraints to change. Learning a new method of performing a job becomes difficult due to the habits. Hence, most employees do resist change due to their habits that have been developed over the years. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>7. Fear of Loss of Power</b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Employees may fear loss of job security, reduction in pay and increase in workloads. The cost of change may be higher than benefits of change. Sometimes, change may erode the power of the employees. They may lose some power and influence. Apart from it, the change may force to accept new power position. To enjoy new power position, they may be required to establish new relationship which may be in the time being difficult. Hence, employees resist change. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">8. Lack of Understanding / Clarification</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Some people resist change because they do not understand the nature of the change. It happens due to the lack of clarification or gap of communication. Hence, every person takes or understands the change in his own way. Some persons take the change as an indication of their poor performance on the job while some others may assume that their position would soon be abolished. Some others may take it as a measure of punishment for some personal reasons. Thus, lack of clarifications about the nature of change invites resistance from the employees. </div><div style="text-align: justify;"><br /></div><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script><div style="text-align: justify;"><span style="font-family: georgia; font-size: large;"><b>II. Resistance by the Management or Organization</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Organization itself is another source for resistance to change. Many times, the resistance to change is initiated by the organization as a whole or by the top management. Following are the main reasons for organizational resistance.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">1. Resource Transfer or Reallocation</span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Organizational change usually invoices a huge expenditure and sufficiency of resource usually in a major constraint. In such a situation, change is resisted by the departmental heads and employees. This is true, when government forces the organizations to introduce certain technological, organizational or social changes but does not provide adequate human and physical resources, the organizations oppose such changes. Similarly when trade unions pressurize management to introduce certain changes for the safety, welfare and comforts of the employees, the management put resistance to such changes for lack of availability of funds. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Sometimes, a change requires transfer of resources from one department to anther department. In other words, resources are reallocated to departments for implementing the change. Any department getting lesser or reduced allocation of resources than in the past would resist the change. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">2. Organization Structure</span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Some organizational structure has built in mechanism for resistance to change. For instance, in a typical bureaucratic structures when chain of command is clearly spelled out, authority, responsibilities and duties are clearly defined, flow of information is stressed through proper, channel and the entire pattern is highly mechanistic and rigid, and any changes in the organization structure or pattern would either be possible or strongly reputed. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Some organizational structure has built-in mechanism for resistance to change. For instance, in a typical bureaucratic structure, where chain of command is clearly spelled out, authority, responsibilities and duties are clearly defined, flow of information is stressed through proper channel and the entire pattern is highly mechanistic and rigid and any change in the organizational structure or pattern would either be impossible or strongly refuted.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">3. Non-cooperation or Threat by Experts</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Sometimes, a change results in the transfer of responsibility to perform a specialized task to a new individual or group of experts. The expert person or group loosing the responsibility for performance may resist the proposed change. Moreover, if the change is to be affected through the cooperation of those loosing experts, it would even be more difficult to affect the change successfully. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">4. Fear of Increase in Responsibility</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Sometimes, a change may result in increase in responsibility of managers. In such a situation, managers may oppose the change. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>5. Threat to Power and Influence</b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Managers occupying top, key and prestigious positions resist change when they perceive that the change may thereafter affect their position, power or influence. Introduction of new technology, reshuffling in organizations structure (levels, departments, authority or responsibility) or reallocation of resources may disrupt the existing power relationship and may adversely affect some of the top executives. They initiate resistance in order to safeguard their interest by maintaining status quo. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">6. Fear of Loss of Investment</span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">In case when organizations have invested a huge capital in their permanent assets and training of employees, they are afraid of their capital being sunk, if they introduce a new technology. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">7. Group Inertia</span></b> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Sometimes, long standing group norms or group inertia may resist the change. In such a situation, an attempt to change the job of one individual is opposed by all group members. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">8. Chain of Effects</span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Sometimes, one change may lead to a series of changes. For instance, change in the data processing technique in accounting department may require change in data processing technique in all the departments. If the other departments are not willing to change, change in accounting department cannot be implemented.</div><div style="text-align: justify;"><br /></div><hr /><div style="background-color: white; color: #666666; text-align: justify;"><u><span style="color: red;"><b><span style="font-family: georgia; font-size: medium;">You may also like this:</span></b></span></u></div><div style="background-color: white; color: #666666;"><h3 style="margin: 0px; position: relative;"></h3><h3 style="margin: 0px; position: relative;"><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/02/organizational-change.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">Organizational Change : Concept and Nature of Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/01/models-for-managing-organizational.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">Models for Managing Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/02/forces-lead-to-organizational-change.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">Forces Lead to Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/02/various-kinds-of-reactions-of-people.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">Various Kinds of Reactions of People for the Organizational Change</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><span style="color: #0f9d58; text-decoration-line: none;"><a href="https://analysisproject.blogspot.com/2012/04/organizational-behavior.html" style="color: #0f9d58; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">Organizational Behavior and Its Emerging Trends</span></a></span></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/01/meaning-of-organizational-development.html" target="_blank"><span style="font-family: verdana; font-size: medium;">Meaning of Organizational Development</span></a></li></ul></h3></div><hr /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-18692793708333556332020-09-08T11:32:00.005+05:452021-05-15T17:55:02.024+05:45Functional and Dysfunctional Conflicts | Assertive Behavior<span style="color: #800180; font-family: georgia; font-size: large;"><b>Functional and Dysfunctional Conflicts</b></span><br /><br /><div style="text-align: justify;">Functional conflicts and dysfunctional conflicts are the two dimensions or the outcomes of the conflicts. Functional conflict has positive effects on the conflicts whereas dysfunctional conflict has negative effects. Both can be discussed with the help of following points: </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>1. Functional Conflict: Positive Effects</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Functional conflict is also known as constructive conflict. Such conflict will have positive effects on individuals, groups and organizations. Such conflict is useful in order to solve problems related to individuals and groups. Functional conflict is important for effective performance due to the following reasons: </div><div style="text-align: justify;"><ul><li>It ventilates tension from the organization.</li><li>It increases individual's efforts at work.</li><li>It helps thinking analytically.</li><li>It provides foundation for organizational change and development.</li><li>It provides an individual a chance to think again, undertake self introspection and have a second look at the existing things, like procedures, policies, equipment, behaviors etc.</li><li>It leads to innovation and at times to new direction. It is, therefore, even necessary for the survival and growth organizations. </li><li>It helps to seek classification and generate search behavior.</li><li>When conflict is developed, attention is immediately drawn to the malfunctioning parts of a system. It is an indication that the situation calls for improvement. Conflict is, therefore, an essential portion of a cybernetic system.</li><li>At times, it is also used as a means to certain ends and to create confusion or set subordinates against each other in order to maintain the interested parties own position. It may not be a positive outcome in the strict sense of the term from the organizational point of view, but it is certainly a management strategy toward of problems temporarily. It may be viewed as an unavoidable cost of the pursuit of one's aspirations. </li><li>Long standing problems, which continue to agitate people's mind in surface, they are able to release their tensions and unburden themselves. They display creativity in identifying solutions and dealing with problems. </li><li>It serves as a cementing force in a group and incredible unity is witnessed even in a heterogeneous group at times of tension.</li><li>It energizes people, leads to mild stimulation and one is at one's best in times of crisis. It helps them test their capacities. </li></ul></div><div style="text-align: justify;"><br /></div> <center><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script></center> <div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>2. Dysfunctional Conflict: Negative Effects</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Dysfunctional conflict is also known as destructive conflict. Many times conflict may be detrimental and disastrous. Such conflict has negative effect on individuals, groups and the organizational levels. The effects might be diverting energies, hurting group cohesion, promoting interpersonal hostilities and creating negative working environment. Due to the dysfunctional conflict and its negative effects, employees become dissatisfied with the working environment and as a result, absenteeism will increase and productivity will decline. A few dysfunctional effects of rising conflict include: </div><div style="text-align: justify;"><ul><li>Increasing conflict will result in delays in meeting schedules, decrease in the quality of goods and services and finally will increase customer complaints.</li><li>It is undesirable if it creates a climate of distrust and suspicion among people, if some people feel are defeated and demanded and it develops antagonism instead of spirit of cooperation. </li><li>In the absence of smooth communication at the workplace, there will be problems in coordinating activities.</li><li>With the increasing conflict in the organization, people start to divert themselves from the real work schedule and keep less interest and show less energy, and this will ultimately affect the achievement of organizational goals.</li><li>The increasing negative emotions at the workplace can be quite stressful.</li><li>When conflict does not lead to solution of a problem, it is unproductive and investment of time and effort goes waste.</li><li>As a consequence of conflict, there may be intensification of internalization of sub-unit goals which may result in the neglect of overall organizational goals.</li><li>It is seriously harmful if it distracts attention from basic organizational objectives and makes people work for their defeat. </li><li>When management loses objectivity and treats disagreement as equivalent to disloyalty and rebellion, an opportunity for creativity should be deemed to have been lost. It may even pour oil over troubled waters, exploit differences to strengthen itself and weakens others, and accept resolutions capable of different interpretation. </li></ul></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="color: #800180; font-family: georgia; font-size: large;"><b>Assertive Behavior</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Assertive behavior is the behavior which enables person to act in his own best interest, to stand up for himself without undue anxiety, to express his honest feeling comfortably, or to exercise his own rights without denying the rights of others. In other words assertiveness is the expression of one's feelings, beliefs, opinions and needs in a direst, honest and appropriate manner. Such assertive behavior will reflect a high regard for one's own personal rights as well as the rights of others. With a high level of assertive behavior, they will have the highest win-lose orientation. They believe in competition and authoritative command. </div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><b>Assertive behavior includes: </b></div><div style="text-align: justify;"><ul><li>Being open in expressing wishes, thoughts and feelings and encouraging others to do likewise.</li><li>Listening to the views of other and responding appropriately, whether in agreement with those views or not.</li><li>Accepting responsibilities and being able to delegate to others.</li><li>Regularly expressing appreciation of others for what they have done or are doing.</li><li>Being able to admit to mistakes and apologize.</li><li>Maintaining self-control.</li><li>Behaving as an equal to others. </li></ul></div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;">There are both positive and negative aspect of assertive behavior. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>1. Positive Assertive Behavior</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Positive assertive behaviors lead to win-lose strategies in which conflict can be minimized. Positive assertive behavior of a person includes: </div><div style="text-align: justify;"><ul><li>Empathies with others.</li><li>Can request other people to change behavior without any fear.</li><li>Feels confident, gains self-respect and values other people.</li><li>Expresses himself or herself directly and honestly.</li><li>When the situation becomes intolerable, expresses emotional reactions and feelings.</li><li>Offers problem solving opportunities and indicates the consequences. </li></ul></div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>2. Negative Assertive Behavior</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Negative assertive behaviors fail to address the root causes of the conflict and tend to suppress the desires of conflicting parties. Negative assertive behavior of a person includes:</div><div style="text-align: justify;"><ul><li>Refuses requests of someone else without having uncomfortable feelings.</li><li>Fights to dominate in win-lose competition (may humiliate other people sometimes)</li><li>Works against the wishes of the other party. Forces things to a favorable conclusion through the exercise of authority.</li></ul><div><br /></div><div><hr /><u><span style="color: red; font-size: large;"><b>You may also like this:</b></span></u></div></div><div style="font-size: 17.5692px; text-align: start;"><h3 style="font-size: 14.52px; margin: 0px; position: relative;"></h3><h3 style="margin: 0px; position: relative;"><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2013/01/meaning-of-conflict.html" style="text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">Conflict: Meaning and Concept of Conflict</span></a></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2013/01/nature-and-sources-of-conflicts.html" style="text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">Nature and Sources of Conflict</span></a></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2013/01/suggestion-for-effective-management-of.html" style="text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">Suggestions for Effective Management of Conflict</span></a></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><span style="color: #6aa84f; font-family: verdana; font-size: medium;"><a href="https://analysisproject.blogspot.com/2013/01/conflict-management.html" target="_blank">Management of Conflict and Approaches of Conflict Management</a></span></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2013/01/groups-in-conflict-behave.html" style="text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">Groups in Conflict Behave</span></a></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2012/12/the-dynamics-of-inter-group-conflict.html" style="text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">The Dynamics of Inter-Group Conflict</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><span style="color: #6aa84f; font-family: verdana; font-size: medium;"><a href="https://analysisproject.blogspot.com/2013/01/conflict-management.html" target="_blank">Inter-Group Conflict : Types of Inter-group Conflict</a></span></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2020/09/level-of-conflicts-in-organization.html" style="text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">Levels of Conflicts in an Organization</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><span style="color: #6aa84f; font-family: verdana; font-size: medium;"><a href="https://analysisproject.blogspot.com/2020/09/sources-and-stages-of-conflict.html" style="text-decoration-line: none;" target="_blank">Sources and Stages of Conflict</a></span></li>
<li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><span style="color: #6aa84f; font-family: verdana; font-size: medium;"><a href="https://analysisproject.blogspot.com/2020/09/roles-of-manager-for-managing-conflict.html" style="text-decoration-line: none;" target="_blank">Roles of Manager for Managing Conflict</a></span></li></ul></h3></div><hr /><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0tag:blogger.com,1999:blog-6738137430825016762.post-16164109094057840872020-09-06T14:01:00.002+05:452021-05-15T17:56:00.686+05:45Roles of a Manager for Managing Conflict<div style="text-align: justify;">Behavioral guidelines for effectively implementing the collaborative (problem-solving) approach to conflict management are organized according to three roles. Guidelines for the problem-identification and solution-generation phases of the problem-solving process are specified for each role. Guidelines for the action plan and follow-up phases are the same for all three roles which are summarized below: </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b><span style="color: #800180; font-family: georgia; font-size: large;">1. Role of Initiator </span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>Step 1: Problem Identification </b></span></div><div style="text-align: justify;"><br /></div><span style="text-align: justify;"><b>1:1 Maintain Personal Ownership of the Problem</b> </span><br /><ul style="text-align: left;"><li><span style="text-align: justify;">Succinctly describe your problem in terms of behaviors, consequence and feelings.</span></li><li><span style="text-align: justify;">Stick to the facts (e.g. use a specific incident to illustrate the expectations or standards violated). </span></li><li><span style="text-align: justify;">Avoid drawing evaluative conclusions and attributing motives to the respondent. </span></li></ul><br /><span style="text-align: justify;"><b>1:2 Persist until Understood: Encourage Two-way Discussion</b> </span><br /><ul style="text-align: left;"><li><span style="text-align: justify;">Restate your concerns or give additional examples.</span></li><li><span style="text-align: justify;">Avoid introducing additional issues or letting frustration sour your emotional tone.</span></li><li><span style="text-align: justify;">Invite the respondent to ask question and express another perspective. </span></li></ul><br /><span style="text-align: justify;"><b>1:3 Manage the Agenda Carefully</b> </span><br /><ul style="text-align: left;"><li><span style="text-align: justify;">Approach multiple problems incrementally, proceeding from simple to complex, easy to difficult, concrete to abstract.</span></li><li><span style="text-align: justify;">Don't become fixed on a single issue. If you reach an end, expand the discussion to increase the likelihood of an integrative outcome. </span></li></ul><br /><span style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>Step 2: Solution Generation (Make a Request) </b></span></span><br /><ul style="text-align: left;"><li><span style="text-align: justify;">Focus on those things you share in common (principles, goals and constraints) as the basis for recommending preferred alternatives. </span></li></ul> <div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><b><span style="color: #800180;"><span style="font-family: georgia; font-size: large;">2. Role of Responder</span> </span></b></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>Step 1: Problem Identification </b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>1:1 Establish a Climate for Joint Problem Solving</b> </div><div style="text-align: justify;"><ul><li>Show genuine concern and interest. Respond em-pathetically, even you disagree with the complaint.</li><li>Respond appropriately to the initiator's emotions. If necessary, let the person "blow off steam" before addressing the complaint. </li></ul></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>1:2 Seek Additional Information about the Problem</b> </div><div style="text-align: justify;"><ul><li>Ask questions that channel the initiator's statements from general to specific and from evaluative to descriptive. </li></ul></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>1:3 Agree with some Aspect of the Complaint</b> </div><div style="text-align: justify;"><ul><li>Signal your willingness to consider making changes by agreeing with facts, perceptions, feelings or principles. </li></ul></div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><b><span style="font-family: georgia; font-size: medium;">Step 2: Solution Generation</span></b> </div><div style="text-align: justify;"><ul><li>Ask for suggestions and recommendations.</li><li>To avoid debating the merits of a single suggestion, brainstorm multiple alternatives. </li></ul></div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><span style="color: #800180; font-family: georgia; font-size: large;"><b>3. Role of Mediator</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>Step 1: Problem Identification </b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>1:1 Acknowledge that a Conflict Exists</b> </div><div style="text-align: justify;"><ul><li>Select the most appropriate setting (one-on-one conference versus group meeting) for coaching and fact-finding.</li><li>Propose a problem-solving approach for resolving the dispute. </li></ul></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>1:2 Maintain a Neutral Posture </b></div><div style="text-align: justify;"><ul><li>Assume the role of facilitator, not judge. Do not be little the problem or berate the disputants for their inability to resolve their differences.</li><li>Be impartial toward disputants and issues (provided policy has not been violated).</li><li>If correction is necessary, do it in private. </li></ul></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>1:3 Manage the Discussion to Ensure Fairness</b> </div><div style="text-align: justify;"><ul><li>Focus discussion on the conflict's impact on performance and the detrimental effect of continue conflict.</li><li>Keep the discussion issue oriented, not personality oriented.</li><li>Do not allow one party to dominate the discussion. Ask directed questions to maintain balance. </li></ul></div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>Step 2: Solution Generation</b></span> </div><div style="text-align: justify;"><ul><li>Explore options by focusing on the interest behind stated positions.</li><li>Explore the "whys" behind disputants' arguments or demands.</li><li>Help disputants see commonalities among their goals, values and principles.</li><li>Use commonalities to generate multiple alternatives.</li><li>Maintain a non-judgmental manner. </li></ul></div><div style="text-align: justify;"><br /></div><center><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script></center><div style="text-align: justify;"><span style="color: #800180; font-family: georgia; font-size: large;"><b>Resolving Conflict through Negotiation</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>1. Distributive Bargaining</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">It is a negotiation that seeks to divide up a fixed amount of resources. Probably, the most widely cited example of distributive bargaining is labor management negotiations over wages. Typically, labor representatives come to the bargaining table determined to get as much money as possible out of management. Since every rupee more that labor negotiates increases management's cost, each party bargains aggressively and treats the other as an opponent who must be defeated. </div><div style="text-align: justify;"><br /></div> <div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>2. Integrative Bargaining</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">In contrast to distributive bargaining, integrative problem solving operates under the assumption that there exist one or more settlements that can create a win-win solution between distributive integrative bargaining. </div><div style="text-align: justify;"><br /></div><div style="text-align: center;"><b>Distributive versus Integrative Bargaining</b></div><div style="text-align: justify;"><table border="1" cellpadding="0" cellspacing="0" class="MsoTableGrid" style="border-collapse: collapse; border: none; mso-border-alt: solid windowtext .5pt; mso-padding-alt: 0in 5.4pt 0in 5.4pt; mso-yfti-tbllook: 1184;">
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Bargaining Characteristics<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Distributive Bargaining<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Integrative Bargaining<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Available Resources<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Fixed amount of resources to be divided<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Variable amount of resources to be divided<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Primary Motivations<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">I win, you lose<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">I win, you win<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Primary interests<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;"> Opposed to each other<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Convergent or congruent with each other<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Focus of relationships<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Short-term<o:p></o:p></p>
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<p class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">Long-term<o:p></o:p></p>
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</tbody></table></div><div style="text-align: justify;">It is a negotiation that seeks one or more settlements that can create a win-win situation. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">In terms of intra-organizational behavior, all things being equal, integrative bargaining is preferable to distributive bargaining because the integrative bargaining builds long term relationship and facilitates working together in the future. It binds negotiators and allows each to leave the bargaining, on the other hand, distributive bargaining leaves one party a loser. It tends to build animosities and deepen rifts and divisions when people have to work together on an ongoing basis.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><hr style="background-color: white; color: #666666; font-family: "trebuchet ms", trebuchet, verdana, sans-serif; font-size: 13.2px;" /><div style="background-color: white; color: #666666; font-family: "trebuchet ms", trebuchet, verdana, sans-serif; font-size: 13.2px;"><div><b style="color: red; font-family: trebuchet; font-size: x-large; text-align: start;"><u>You may also like this:</u></b></div><div style="font-size: 17.5692px; text-align: start;"><h3 style="font-size: 14.52px; margin: 0px; position: relative;"></h3><h3 style="margin: 0px; position: relative;"><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2013/01/meaning-of-conflict.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">Conflict: Meaning and Concept of Conflict</span></a></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2013/01/nature-and-sources-of-conflicts.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">Nature and Sources of Conflict</span></a></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2013/01/suggestion-for-effective-management-of.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">Suggestions for Effective Management of Conflict</span></a></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><span style="color: #6aa84f; font-family: verdana; font-size: medium; text-decoration-line: none;"><a href="https://analysisproject.blogspot.com/2013/01/conflict-management.html" target="_blank"><span style="color: #b51200;">Management of Conflict</span> and Approaches of Conflict Management</a></span></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2013/01/groups-in-conflict-behave.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">Groups in Conflict Behave</span></a></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2012/12/the-dynamics-of-inter-group-conflict.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">The Dynamics of Inter-Group Conflict</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><span style="color: #6aa84f; font-family: verdana; font-size: medium;"><a href="https://analysisproject.blogspot.com/2012/12/inter-group-conflict.html" style="color: #b51200; text-decoration-line: none;" target="_blank">Inter-Group Conflict : Types of Inter-group Conflict</a></span></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><a href="https://analysisproject.blogspot.com/2020/09/level-of-conflicts-in-organization.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="color: #6aa84f; font-family: verdana; font-size: medium;">Levels of Conflicts in an Organization</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: justify;"><span style="color: #6aa84f; font-family: verdana; font-size: medium;"><a href="https://analysisproject.blogspot.com/2020/09/sources-and-stages-of-conflict.html" style="color: #b51200; text-decoration-line: none;" target="_blank">Sources and Stages of Conflict</a></span></li></ul><div><br style="font-size: 20.556px;" /></div></h3></div></div></div><hr><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com1tag:blogger.com,1999:blog-6738137430825016762.post-43282288000811692612020-09-03T09:14:00.007+05:452021-05-15T18:01:10.228+05:45Level of Conflicts in an Organization<div style="text-align: justify;">conflict is a disagreement about the allocation of scarce resources or clashes regarding goals, values and so on, can occur on the interpersonal and organizational level. In other words, conflict has been defined as a process in which an individual purposely makes an effort to offset the efforts of another individual by some form of blockage that causes frustration to the latter in accomplishing his goals or furthering of his interests. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-size: large;"><b><span style="color: red; font-family: georgia;">Related Topic:</span> </b></span></div><div style="text-align: justify;"><span style="font-size: large;"><b><a href="https://analysisproject.blogspot.com/2013/01/meaning-of-conflict.html" target="_blank"><span style="color: #800180; font-family: verdana;">Meaning and Concept of Conflicts</span></a></b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Generally, there are three level of conflicts in an organization life which are as follows:</div><div style="text-align: justify;"><br /></div><div class="separator" style="clear: both; text-align: center;"><a href="https://1.bp.blogspot.com/-zy6BQ0oCZLg/X1BWeO7tStI/AAAAAAAABw4/avZWSWs9mM08LdBIaxOznqwAziWP-cT6gCLcBGAsYHQ/s1175/types%2Bof%2Bconflict.jpg" style="margin-left: 1em; margin-right: 1em;"><img alt="level of conflicts" border="0" data-original-height="699" data-original-width="1175" height="305" src="https://1.bp.blogspot.com/-zy6BQ0oCZLg/X1BWeO7tStI/AAAAAAAABw4/avZWSWs9mM08LdBIaxOznqwAziWP-cT6gCLcBGAsYHQ/w512-h305/types%2Bof%2Bconflict.jpg" title="level of conflicts" width="480" /></a></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b><br /></b></span></div><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>1. Individual Level Conflict</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">A person joins any organization basically to satisfy his varying needs. He faces a conflict within himself when he perceives that organization is not satisfying his needs in accordance with his perceived standards. The analysis of conflict may start at the individual level itself. Since an organization is composed of various individuals, many conflicts develop at individual level. The individual level conflicts may be analyzed in two ways: intra-individual and inter-individual or interpersonal. </div><div style="text-align: justify;"><br /></div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><span style="font-family: georgia;"><b>a) Intra-individual Conflicts</b></span> </div><div style="text-align: justify;"><br /></div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px;"><div style="text-align: justify;">Intra-individual conflicts arise within a person and are of psychological nature. Many times, the individual remain conflict-hidden, but he fails to perceive it. However, they may be latent or overt. Such conflicts are generally related to the goals a person wants to achieve or roles in the manner he wants to achieve. Hence, intra-individual conflicts are of two types: </div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><br /></div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px;"><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><b>i) Goal Conflict</b> </div></blockquote></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><br /></div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;">Goal conflict occurs when two or more motives block each other. In other words, an individual in the organization faces a goal conflict when he discovers many alternatives of goals which he wants to achieve, being equally attractive, but actually exclusive. He is caught in his own web and faces a serious intra-personal conflict. </div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><br /></div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><b>ii) Role Conflict</b> </div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><br /></div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;">An individual performs a number of roles. Role conflict arises when a person has alternative ways of achieving organizational goals and he is asked a behavior which may ensure the achievement of goals. A superior is respected to get things done but he is internally in tension whether to apply autocratic, participative or free night technique of direction. </div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><br /></div></blockquote></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><span style="font-family: georgia;"><b>b) Inter-individual Conflicts</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Inter-personal conflicts arise between two individual having competition for achieving scarce things, such as status, power, position, promotion or resources or they may pick up conflict due to their divergent opinions, attitudes or values. Disagreement among individuals in an organization may arise for variety of reasons such as: personal differences, value of interest differences, perceptual differences, power and position differences, resource constraints. </div></blockquote> <div style="text-align: justify;"><br /></div><center><script async src="https://pagead2.googlesyndication.com/pagead/js/adsbygoogle.js"></script>
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</script></center> <div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>2. Group Level Conflicts</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">A group constitutes two or more persons who interact in such a way that each person influences and is influenced by others. Group level conflicts refer to the disagreement, competition or clash between two groups of the organization, say between supervisory staff and the workers or between management and trade unions. Group level conflicts further can be classified as inter-group conflicts and intra-group conflicts. </div><div style="text-align: justify;"><br /></div><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><span style="font-family: georgia;"><b>a) Inter-group Conflicts </b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Inter-group conflict arises out of the interaction of various groups. There are many factors in the organization which determine the inter-group relationship. Inter-group conflicts over authority, jurisdiction and resources are exceedingly common. Every group is in at least partial conflict with every other group it interacts with. Most of the departments in the organization compete for the allocation of scarce resources and power. They differ in goals, act, work activities, power and prestige. The seeds of inter-group conflict are shown in these differences. Research findings generally confirm the following sources of inter-group conflicts: </div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><ul><li>Incompatible goals</li><li>Task interdependence </li><li>Resource allocation</li><li>Competitive incentive and reward system </li><li>Line and staff conflicts </li><li>Differences in value and perception </li><li>Heterogeneity of members </li><li>Communication distortion </li><li>Participative decision making </li><li>Low formalization </li></ul></div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia;"><b>b) Intra-group Conflict</b></span> </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Intra-group is the group consisting of a number of persons whose interactions at a given time generate a system of values, norms and sanctions appropriate to the nature of the task on which they are working, which has created a set of well defined role and status relations which are interdependent. Intra-group conflict may arise in three situations: </div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><ul><li>When group faces a novel problem of task. </li><li>Where new values are imported from the social environment into the group.</li><li>Where a person's extra-group role comes into conflict with his intra-group role. </li></ul></div></blockquote><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px; text-align: left;"><div style="text-align: justify;"><br /></div></blockquote><div style="text-align: justify;"><span style="font-family: georgia; font-size: medium;"><b>3. Organizations Level Conflict </b></span></div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Conflict at individual level and at group level takes place within the organizational setting. Conflict at organization level may be intra-organizational and inter-organizational. Individuals in the organizations have many conflicting organizational cross pressures operating on them. The following examples indicate the source of potential conflict: </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">The boss wants more production; subordinates want more considerations. Customers want faster deliveries; peers request schedule delay. Consultants suggest change; subordinates resist change. The rule book provides a formula; the staffs say it will not work.</div><div style="text-align: justify;"><br /></div><div style="text-align: justify;">Types of organization level conflicts are as follows: </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><span style="font-family: georgia;"><b>a) Intra-organizations Conflict </b></span></div><div style="text-align: justify;"><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px;"><div style="text-align: justify;"><br /></div></blockquote>The reasons of conflicts in an organization are many but mainly three kinds of internal strains can be identified: <br /><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px;"><div style="text-align: justify;"><b>i. The Horizontal Strain:</b> The competition between different functional sub-systems. </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>ii. Vertical Strain:</b> The competition between various level in three hierarchy for power, privilege or reward and </div><div style="text-align: justify;"><br /></div><div style="text-align: justify;"><b>iii. Line and Staff Conflict:</b> Line and staff conflict further can be classified as horizontal conflict and vertical conflict. </div><div style="text-align: justify;"><br /></div></blockquote><span style="font-family: georgia; font-size: medium;"><b>b) Inter-organizations Conflict </b></span><br /><blockquote style="border: none; margin: 0px 0px 0px 40px; padding: 0px;"><div style="text-align: justify;"><br /></div></blockquote>The basis of inter-organizations conflicts are essentially the same as three basis of inter-group conflict. Most commonly cited reasons for inter-organizations conflicts like incompatible objectives, over status, prestige and money are present in inter-organizations conflicts also. In other words, inter-organizations conflict is more extensive, more diffusing than the conflicts amongst persons or groups.</div><div style="text-align: justify;"><div class="post-body entry-content" id="post-body-3937224107001974085" style="background-color: white; color: #666666; height: auto; line-height: 1.4; position: relative; text-align: start; width: 516px;"><div dir="ltr" style="height: auto;" trbidi="on"><div style="text-align: justify;"><div class="post-body entry-content" id="post-body-3094093542848649885" style="height: auto; line-height: 1.4; position: relative; text-align: start; width: 516px;"><div style="font-family: "trebuchet ms", trebuchet, verdana, sans-serif; font-size: 13.2px; text-align: justify;"><hr /></div><div style="text-align: justify;"><div class="post-body entry-content" id="post-body-2006718989777368607" style="height: auto; line-height: 1.4; position: relative; text-align: start; width: 516px;"><blockquote style="border: none; font-family: "trebuchet ms", trebuchet, verdana, sans-serif; font-size: 13.2px; margin: 0px 0px 0px 40px; padding: 0px;"><div style="text-align: justify;"></div></blockquote><span style="color: red; font-family: trebuchet; font-size: x-large;"><b><u>You may also like this:</u></b></span><div><h3 style="font-family: "trebuchet ms", trebuchet, verdana, sans-serif; font-size: 14.52px; margin: 0px; position: relative;"></h3><h3 style="margin: 0px; position: relative;"><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><span style="color: #3d85c6;"><a href="https://analysisproject.blogspot.com/2013/01/meaning-of-conflict.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">Conflict: Meaning and Concept of Conflict</span></a></span></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><span style="color: #888888;"><a href="https://analysisproject.blogspot.com/2013/01/nature-and-sources-of-conflicts.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">Nature and Sources of Conflict</span></a></span></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><span style="color: #888888;"><a href="https://analysisproject.blogspot.com/2013/01/suggestion-for-effective-management-of.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">Suggestions for Effective Management of Conflict</span></a></span></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><span style="color: #888888;"><a href="https://analysisproject.blogspot.com/2013/01/conflict-management.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">Management of Conflict</span></a></span></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2013/01/groups-in-conflict-behave.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">Groups in Conflict Behave</span></a></li></ul><ul style="line-height: 1.4; margin: 0.5em 0px; padding: 0px 2.5em;"><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2012/12/the-dynamics-of-inter-group-conflict.html" style="color: #b51200; text-decoration-line: none;" target="_blank"><span style="font-family: verdana; font-size: medium;">The Dynamics of Inter-Group Conflict</span></a></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><span style="color: #b51200; font-family: verdana; font-size: medium;"><a href="https://analysisproject.blogspot.com/2012/12/inter-group-conflict.html" style="color: #b51200; text-decoration-line: none;" target="_blank">Inter-Group Conflict</a></span></li><li style="margin: 0px 0px 0.25em; padding: 0px; text-align: left;"><a href="https://analysisproject.blogspot.com/2020/09/sources-and-stages-of-conflict.html" target="_blank"><span style="font-family: verdana; font-size: medium;">Sources and Stages of Conflicts</span></a></li></ul></h3><hr class="style2" style="font-family: trebuchet; font-size: large;" /></div></div></div></div></div></div></div></div>Jibesh Sitikhuhttp://www.blogger.com/profile/08428188534329999995noreply@blogger.com0