Public Service Motivation: A Multivariate Test - Assignment Example

The public’s acuity of the civil service is that of inefficiency, ineffectiveness, inability to take risks, and being content with the status quo. Compared with the private sector, the public service will value intrinsic rewards such as service delivery to the people, public interest, and the importance of work (Houston, 2000).In terms of accomplishment and fulfillment in work, public employees rated higher than their private sector counterparts (Houston, 2000). The motivation rewards will vary depending on social, cultural, and ethical environments.

Employee attitude is another determining factor in the accomplishment of a successful motivation reward. The reward may be in terms of income; however, it may be dependent on other social and economic structures like educational background, experience, service delivery, and efficiency. The managerial structures and the bureaucratic stem of governance play a big part in the effectiveness of employee motivation.

Green tape: A theory of effective organizational rules rules are there to be followed. Sometimes they can be effective or ineffective depending on how they are managed, applied, or regulated. In the public management system, certain standards are always required for efficient service delivery. Red tape is an excessive regulation applied in most public corporations and governments that are usually considered to be rigid or bureaucratic as it affects the flow of action, service delivery, and decision-making.

To reverse the negative effects of this kind of system, public management scholars have come up with a reliable, effective, and productive theory known as Green Tape Theory (DeHart-Davis, 2009). Transition is a very delicate topic, especially in the public management system. In most cases, the fear of change stops us from taking action. Anxiety in the public system has limited the effectiveness of the Green Tape Theory because of uncertainty about the future. Although red tape is regarded to be bureaucratic, the green tape is considered to be part of a normal bureaucracy.

The green tape has a few attributes that differentiate it from the red tape theory. The written requirements, valid relationships, optimal control, consistency and should be understood by all parties and stakeholders involved. With proper governance, employers can manage proper service delivery by their employees. A survey on the effectiveness of this approach was done, and employees were asked questions based on their workplace rules. The green tape theory provided the employees with a clear voice, as opposed to the red tape theory which did not give them a chance to have one voice (DeHart-Davis, 2009).