Reference no: EM133033586

The government desires to increase the performance of its non-elected civil servants. The goal is to enhance the government's service to the public while maintaining a cost-effective system. The current system is restricted to the use of pay and promotion. Pay is determined by job level, which is in turn determined by educational background and seniority. Promotion is almost entirely dependent on seniority and usually occurs within, rather than between, departments or functions. At most levels, jobs are designed to be rather simple, routine, and repetitive. Turnover is high at the entry level, especially for technical and professional jobs. At upper levels, turnover is almost nonexistent. Absenteeism is high throughout the system, and the government provides twelve annual paid "sick days" with "no questions asked."

Change is possible for several reasons. A new government has just been elected by a sweeping majority. It campaigned on a platform of "businesslike government". In addition, several prestigious newspapers have recently published investigative reports exposing the poor productivity of civil servants. Furthermore, a large number of civil servants will be retiring in the next three years.

What changes in terms of motivational system would you propose to the government to achieve their goal? Consider the pay system, job design, and various rules and policies, etc. Use McLelland's Need Theory and Expectancy Theory to analyze the impact of these changes.