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GRADUATE SCHOOL
PROGRAM
: Master of Public Administration
COURSE CODE/TITLE
: Public Personnel Administration / PA 222
PRESENTED BY
: Marvin C. Bustamante
PRESENTED TO
: Dr. Yolanda I. Camaya
UNIT II. PUBLIC PERSONNEL MANAGEMENT
Personnel management - defined as obtaining, using and maintaining a
satisfied workforce. It is a significant part of management concerned with
employees at work and with their relationship within the organization.
According to Flippo, Personnel management is the planning, organizing,
compensation, integration and maintenance of people for the purpose of
contributing to organizational, individual and societal goals.
According to Brech, Personnel Management is that part which is primarily
concerned with human resource of organization.
PERSONNEL FUNCTIONS
MORALE AND MOTIVATION
MORALE:
Also known as 'esprit de corps' (Henri Fayol's fourteenth principle of
administration) is the amount of confidence felt by a person or group of people,
especially when in a dangerous or difficult situation at work/organization.
A high morale person will not be afraid from taking up challenges and accept
orders. Whereas a low morale person will have limited attention of work and not
be open to accept orders. The morale of a person shows his overall adaptability
to the overall organizational situation. An employee keeps doing an individual
assessment of his work and his organizations status in society and his work
environment and management's attitudes towards him and after assessing all
this he reaches conclusions as to how to proceed. If his assessment comes out
positive then he experiences high morale, but if it comes out negative then he
experiences low morale and this can be made out by his behavior and attitude
towards his work mentioned above.
It is considered as a group phenomenon as mostly employees in a group tend to
feel the same way and the factors they take into consideration is used by
everyone while doing their own individual assessments.
Corruption in administration has a very negative impact on morale of the
workforce. Employees seeing no way out tend to have no initiative and lack of
will and desire to perform their jobs with optimum energy.
MOTIVATION:
Motivation is the enthusiasm or reason for doing something. Frederick Herzberg,
Abraham Maslow, David McClelland and David McGregor are major contributors
to the motivation theory. Motivation is specific to an individual and is almost
always an individual phenomena.
There are three reasons/aspects to motivation or the lack of it:
1) Needs: These are deficiencies that a person does not have but wants to
have.
2) Drives: These are action oriented and provide energy thrust towards goal
achievement. Its the very heart of motivational process.
3) Goals: Incentives or pay offs that provide private satisfaction but reinforce
the everlasting chain of needs.
TYPES OF MOTIVATION:
1) Incentive and position incentive: Helps fulfill the four P's of motivation of
employees - Praise, prestige, promotion and paycheck.
2) Negative or fear motivation: This trend is mostly no longer used. It is when
a person is coerced into doing a job because he is fearful of consequences
if he does not do it.
3) Extrinsic motivation: Pay promotion, status, fringe benefits, retirement
plans, holidays/vacations, etc. This motivation is largely monetary in
scope.
4) Intrinsic motivation: Feeling of having accomplished something that is
worthwhile. It is symbolized by praise, responsibility, recognition, esteem,
status, competition and participation.
5) Financial motivation: salary, bonus, profit sharing, leave with pay, etc.
6) Non- financial motivations: Non-financial/monetary in nature. Job
enlargement, job rotation, job loading or more responsibility, Job
enrichment, Job security, delegation of authority, status and pride, praise
and recognition, competition and participation, etc.