Managing Motivation in the Public Service

Introduction
Public human resource management reforms efforts over the past few years were aimed at increasing the efficiency of the public service. These efforts have particularly aimed at perceptions of the inefficient bureaucracy that is composed of various public employees who are unproductive. There have been various efforts that have been made in increasing workplace productivity and therefore make the public employees to be more performance oriented (Battaglio, 2015). In both the public and the private sector, motivation is perceived as a very important element. Several jurisdiction have already picked up on the implementations of such tools in order to complement the
performance-based pay as well as employment at will in the public service. It is important however to consider the fact that reforms such as performance-based pay can be at odds with other factors which have traditionally motivated people working in the public service. Since many PHRM reforms have insisted on monetary rewards and failed on boosting employee productivity. It is very important to look into correcting public sector is considering using such reforms to motivate workers in the public sector. As such, policy, makers have to take stock of the results which have been achieved up to date by the use of the already established approach. Unless such a move is done, improving productivity will then continue to be problematic.
Problem statement
This particular study focuses on the problem of managing motivation in the public service. With the many reforms that are being made in efforts to increase the level of motivation in the public sector. The current approach that is already in use is however insufficient as it has only served to boost employees in terms of money but have failed to improve workers’ productivity altogether (Battaglio 2015).

Purpose and significance
The purpose and significance of this particular study is to look into the problem of motivation management in the public sector. A review on the literature on public service motivation as well as the impact that recent reforms have had on motivation of the public has been discussed. The significance of this chapter is that it offered different approaches which public managers can use in order to leverage PSM to achieve productivity as well as different work objectivities.


Background (History)
In the recent decades, research has been much intensified in light of the reform activities as well as its emphasis on the private sector know-how. Initially, organizational theorists assumed that people are motivated by similar incentives irrespective of the sector they work in. However, recent studies have involved practioners as well as scholars to study the PHRM literature. There basic question which is being investigated is to determine the employees in seeking the source of motivation for public good. According to the researches done, factors of motivation differs between public sector and the private sector counterparts. For the federal employees, serving social causes and making a difference in the public affairs as opposed to job security and pay are the major motivational factors for the public workers employees.

Analysis
There are several reasons which have been identified to underlie the public service motive. These include norm-based, rational and affective motives. The norm-based motives include a desire to serve the public interest, a sense of loyalty to government as well as a belief in the possibility of bringing justice to the people. For the public HR managers, pointing out the potential candidates who possess PSM—like qualities is useful in the recruitment and promotion process. This system has resulted into several positive impacts on the efforts to gain an effective motivation management system.
Conclusions
With the various reforms that have been advanced in management of motivation among the public employees, there are various approaches which have been advocated to suit. The federal system has already looked into implementing the performance-based payment system among the public employees. The current approach that has been advocated for in dealing with motivation of the public employees is that which advocates for monetary rewards for those employees who have shown exemplary performances. However, this approach is insufficient as it fails to recognize a holistic system that will accommodate for 3motivation of all sectors.



Recommendation for further Research
This research study has shown the various successful steps which have been taken into achieving a standardized approach of managing motivation among the public sector employees. However, there is still a lot of research that is needed in order to look into making the system more holistic and efficient. A lot of research is needed in order to streamline the current approach that is being used. With proper plans and steps, scholars should be able to offer a management motivation approach that will suit the public employees well
Reference
Battaglio, R. P. (2015). Public human resource management: Strategies and practices in the 21st century