Public Service Value: Bridging Theory and Practice
Public services are the servants of government organization. Public service value is a trend to develop corporate culture and the requisite that associates with corporate values to achieve goals in the organization. Public service provides the foundation so as to achieve objectives in the organization by navigation of development in civic amenity. The role of civil servants in the organization is to undertake multitude responsibilities in the public sector organization. This paper discusses the theory that public service values influence the behaviors of public servants in the workplace.
The theory of supervision influences the behaviors of public servants in the workplace for instance in every organization leaders and supervisor are the primary influence on their employees’ performance. Moreover, management practices existence of public service values affects the performance of servants in the organization (Posner & Schmidt 1987). Civic service is a theory of public service values that influence employees in the workplace through the environmental forces. Environment relationship with practice in the workplace reinforces the motives and behavior of the servants in the organization. Additionally, values of public service influence the servants’ commitment to the organization that tends to enact achievement in the business (Wimbush & Shepard, 1994).
According to Sorensen (2002), culture is the theory a public service value that influences the performance of servant in the civic organization. Culture in the business has become an incidence hat has prompted business achievements. The majority of public organizations fail due to the corporation of culture in the business. Poor principles in the organization may influence employees’ behavior. This is because employees are guided by the poor principle in the organization that led to the failure of public business. Negative culture in the public service brings conflict between the employees hence it ends making the goals of the organization to be rejected. Implementation of public services motivates workers social relationship that ends to influences behavior of servants in the workplace. When public service values apply positive culture, it can change the performance of workers.
According to Crosby and Bryson (2005), the theory of practice of public service values, encourage that employers consider their side without taking into account their workers. Managers fail to compensate employees who create a negative performance in work. Lack of recognition influences the behavior of employees in the workplace. Reimbursement as a public service value, it influences the performance of employees because the employer does not compensate their workers.
A real life example that supports the public service values the behaviors of servants is Jackson Memorial Hospital. Healthcare employees play a significant role in the society but the lack compensation. Reimbursement of the employees in healthcare shows the positive performance. However, the workers are not considered which has tended to influence their behavior. Public service values fail to deliberate health care servants resulting to negative behavior to employees (Sexton & Thomas, 2000).
In briefly, public services values corporation of the objective in an organization. Behaviors of workers in the organization are influenced by the civic service since employers are the primary effects. Moreover, environmental is the other forces of public service that affect the behavior of servants in the organization. Additionally, objectives in the organization can create a positive or negative performance in the organization. Recognition is the major public service values that can determine the performance of workers in the organization as well.
References
Posner, B. Z. & Schmidt, W. H. (1987). Ethics in American companies, A managerial perspective. Journal of Business Ethics, 6(5), 383-391
Sexton, J. B. & Thomas, E. J. (2000) Error, Stress, and Teamwork in Medicine and Aviation. Cross Sectional Surveys. 320:745-49.
Sexton, J. C. (2015). Miami Herald shamefully defends Jackson Memorial on terrible quality ratings.
Sorensen, J. B. (2002). The Strength of Corporate Culture and the Reliability of Firm Performance. Administrative Science Quarterly. 47, 70-91.
Wimbush, J. C. & Shepard, J. M. (1994). Toward an understanding of ethical climate: Its relationship to ethical behavior and supervisory influence. Journal of business ethics. 13(8), 637-647.
