not to give his own input and when he did it wasn’t seen as useful. This demonstrates that Attlee lacks the qualities of a powerful political leader, giving us the impression of a small, mouse-like man. The fact that source 3 was written by a senior civil servant, who attended cabinet meetings, makes source 3 very defendable as we are giving evidence from first hand and a man who witnessed Attlee during his
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(INTERVIEW 1) Candidate 1 2. What do you know about the Civil Service Commission (PSC)? What is the role played by the Public Service Commission (PSC)? (INTERVIEW 1) Candidate 1 Public service commission ha the vision by be the lead agency in a dynamic and competent in matters of appointment and civil service. The mission of PSC is quality appoint civil servants and manage the affairs in an efficient and effective services to meet the needs of the country. PSC is for ensure functionality
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CHANDLER ALBURY CIVICS October 17, 2014 Civil service is the act of doing a job for your government. For example teachers are doing service and are called civil servants. MINISTRY OF FINANCE The Right Honorable Perry Christie is the Minister of Finance with the Honorable Michael Halkitis as the permanent secretary for the Ministry of Finance. The various branches in the Ministry of Finance are as follows: Business Financing * Small Business Guarantee of Loans * Tourism Development
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The patronage system and the merit system are both unique systems used to fill vacancies in the staff of various levels and departments of the governments. The patronage system was used at all levels of the government, with local governments utilizing the patronage system to build powerful government machines in the early years of this country. (Dresang, 2016) There are pros and cons of both types of systems with favoritism towards one or the other depending on your point of view. Government contracting
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and implement its own organizational structure and staffing pattern. a. Priority needs b. Service requirements c. Financial capabilities : budgetary limitations of 45% in first to third class provinces cities, and municipalities and 55% in case of fourth class or lower, total annual income should be observed. d. Based on the standard and guidelines prescribed by the Civil Service Commission * The position should have Qualification Standard (QS) job (Sec. 2 Rule 4 of the Omnibus
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REPUBLIC OF BOTSWANA Public Administration Country Profile Division for Public Administration and Development Management (DPADM) Department of Economic and Social Affairs (DESA) United Nations July 2004 All papers, statistics and materials contained in the Country Profiles express entirely the opinion of the mentioned authors. They should not, unless otherwise mentioned, be attributed to the Secretariat of the United Nations. The designations employed and the presentation of material on maps
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COUPLES IN ANAMBRA STATE. By Ezechukwu, Justin N. CONTENTS 1. Introduction 2. Clarification of Key Concepts * Marital Stress * Spillover * Job Performance * Work-Family Relationship * Civil Servants 3. Predictors of Job Performance 4. Marital Stress Spillover among Married Civil Servants in Anambra State 5. Prospects for Checking Family-to-Work Conflict 6. Conclusion 1. INTRODUCTION This is actually a study of the relationship between work and family. The write-up
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Administrative accountability There have been regular attempts at administrative reforms and innovation, both at the Centre and in the States, including starting new institutions and systems in India since 1947. Although the results have been strong on assurances and weak on performance. Thus the results have not been commensurate with our hopes and needs. Further, besides persistence of problems of administration with increasing severity, we have also witnessed in succeeding decades acceleration
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that agents being the civil servants do not buy in to the principals (government) goals and objective despite the ever increasing demand for performance and accountability in the public sector. This assignment seeks to address the principal agent problem in the Nigerian government. To address the principal agent problem in government, the core is a total organizational culture change for the civil servant, from a lackadaisical attitude to work to performance driven public service that align with the
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Civil Service Employment on 31 March 2013 was 448,835, down just under 15,000, or around 3 per cent, on 31 March 2012. In terms of working patterns, the number of full-time civil servants fell by 14,205 to around 340,050 between March 2012 and March 2013. The number of civil servants working part-time fell by around 770 to 108,790. Females made up more than half (53 per cent) of all employees, the same as in 2012. However, over 90% of male civil servants were full time compared with less than
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