Administrative culture in Bangladesh civil service a quantitative research. dept of public administration, du

1. Cultural Disparity Tends to Decline among Youth Candidates:
Bangladesh Civil Service Context
Course: PAD-411 Organizational Behavior
Submitted to
Dr. Syeda Lasna Kabir
Professor
Dept: Public Administration
Dhaka University
Submitted by
Md. Masum
Class Roll: 41
Group: ‘A’
7th
Semester, 5th
Batch
Dept: Public Administration
Submission: May 15, 2014

2. Abstract
It is found that such kind of work regarding the cultural legacy in terms of joining civil service in
Bangladesh is not found. The main objective of this research is to identify what are the job
seeker’s tends in terms of joining Bangladesh civil service with a view to looking ethos
connecting cultural dimension and seeking the factors affecting in joining BCS. In case of
literary review the theory of Hofsted’s cultural dimension and content theory motivation will be
taken into account to analyze collected data. All data will be collected from both primary and
secondary source includes books, journals, internet etc. Cultural dimension was measured with
some sort of independent variables e.g. recruitment, senior supervision, family pressure etc. To
extract information from respondent less structured questionnaire was used. The result of this
work shows that masculinity and femininity dimension less operational in between male and
female. Most of the male candidates have no ego not to work with their female counterpart and
leaving respect to them. So this paper has given quick snapshot to motivating factors for
upcoming potential BCS candidates.
2

3. Content
Abstract
Content
Acknowledgement
Chapter 01: Research Proposal
Background of the Study
Objectives
Research Questions
Scope of the Research
Significance of the Research
Organization of the Paper
Hypothesis
Limitations
Chapter 02: Literature Review and Analytical Framework
Literatures Review
Theoritical discussion
Analytical Framework
Chapter 03: Research Methodology
Research Design
Sampling Method
3

4. Data Collection Instrument
Chapter 04: Data Analysis and Findings
Demographic Analysis
Different Subscale
Chapter 05: Conclusion: Putting it all together
Findings of the Study
Recommendation
Reference
Appendix
List of Tables
List of Figures
4

5. Acknowledge
In some cases acknowledgement may mean degrading it when it goes to some beloved one.
Yes, this is Dr. Syeda Lasna Kabir whose guidence and instuction make this paper a success.
Thangksgiving to all my groupmembers (Group ‘A’) is uncvitable for their sencerity to
completion of the work.
Let’s me give recognition and ‘Shukran’ to those respondents who assist me providing their
information and spending valuable time.
5

6. Chapter 1
Introduction
Bangladesh Administrative system upholds not only modern incorporation of new public
management system but colonial legacy of bureaucracy. A colonial imprint persists in
Bangladesh especially in political and administrative arrangements. The British tradition helped
the bureaucracy to become an essential tool of governance.
The political system of Bangladesh has survived a series of transitions. A few years of
democracy were followed by nearly fifteen years of military rule. In 1990, for the first time,
Bangladesh achieved a fully functioning democratic structure. Ironically, the nature and role of
bureaucracy in both the pre and post-democratic period remained almost the same except for an
increase in number of ministries, divisions, departments and statutory bodies
The perception towards public service is changing through generation. Even the cultural
orientation in candidates and existing officials is not constantly static. So the mindset and
attitude is differing traditional administrative culture. Power sharing in top to bottom level
doesn’t resemble previous culture. So, here is an attempt made to identify the current trend of
potential BCS candidates out of their cultural grooming and motivation or de-motivational
factors towards it.
Background of the study:
It is unevitable to avoid the mock of history that shape our political culture and administrative set
up. The legecy of colonial system is still visible in our secreteriate and all government activities.
In 1947 though we got independence from British rule but not from this bureaucratic culture.
Even in pakistan since 1947 to 1971 period most of the CSP officers are from west pakistan
wherein central government exists. After the liberation war so many reform initiatives have been
6

7. made to reingineer government work process, bring efficiency, decentralization, value for money
and participation but all are just kept in black and white; implementation is yet far cry.
Objective of the study
This paper aim at getting a proper scenario of cultural factors those are taken into account while
candidates join in civil service. Beside this the motivational factors are also to be discussed
hereby
Research question
The question formate basically close ended questions with some scope of open ended as well.
Area of questionning is categorized into two mainsream
1. What are the factors affect you joining or not joining BCS?
2. What are the cultural attribution you can’t deny in terms of joining and working in
BCS?
The question is less scale based or structured formate.
Significance of the study
It is asumed that this work will have added some value in the administrative horizon of
knowledge. The paper will have contributed in setting vision and mission of public sectors. In
terms of incorporating new idea,model,technique this will be playing vital role. So it will be
contributing in furthure research,administrative reform and will be used as for academic purpose.
Statement of problem
This work aim at finding the existing perception of potential graduates in terms of joining civil
servvice in Banglaesh. Bangladesh and subcontinents belong long heritage of semi cculture
where people lead their life in a society of high power distance, women are ssupposed to stay at
home and not enccourage to ccompete ewith their mle counterpaarrt. Politics, different types of
‘Ism’ play vital role in terms of recrruitment, posting, promotion and transfer.
7

8. Hypothesis
Before go to the direct in touch of the field work some pre-assumtions will be applicable during
the research. As impherical understanding says the recruitment process of BCS is highly
politicized; candidates are supposed to have strong political backing or affiliation.Female are not
encouraged to join it from both family and society. Private sector is suffered from lack in salary
and corruption in terms of transfer promotion, APR and even posting. This job is descreted with
more authority and power than private job that encourages most of the candidates to join it.
These all are just assumtion as out of previous experience. That’s it.The ultimate result of this
research may differ to some extent or very redical.
Organization of the study
This study paper is organized with six distinguished chaptars. Under each chapter there exist so
many subsections. First chapter is made of research proposal; Second one will discuss on
literary review and analytical framework with theoritical discussion.
Third one will focus on research methodology that includes data collection method, sampling
etc.
Four one will give just an overview on administrative set up and its culture as from basically
secondary sourch. Fifth one possesses the ever expected portion the basica data findings and
analysis. Hereby all data gathered from respondents through stuctured question will presented
scintifically and pertaining floe chart, table and graph will be presented. This chaptar will be
shaped with suitable title under each findings. The final one
will put all the information together and will give recommendation and sum-up of the findings.
Limitation of the study
Since this paper is to be prepared within short tome of one month with group effort.All members
may not be same cooperative. The respondents from engaged civil service may not be ensured as
for short duration sufficient link with those officials. The cost of research would to be beared
8

9. from group’s own cost; no external sponsor may not be arranged. Some respondents may not
interested to spend their time regarding filling the questinnaire and skip so many questions. So
these all are potential limitation of the study would be taken into account while go through the
field.
Chapter 2
Literary review and analytical framework
Literary Review:
Thoughout the study the major literary conern was Hofsted’s cultural dimension where he
mentioned basic 4 dimensions of culture those vary from ountry to country , society to society.
Even the extent of existence of this cultural variation is also not equal at all. On the otherhand
famous Maslows need hierarchy theory has got a right share while discussing the issues. In
heading by cultural differenciation it is meant that societis position with four basic scales those
are 1.Uncertainity Avoidence 2. power distance 3.Collectivism/Individualism 4.Mesculinity and
femininity as given by Hofsted,author-softare of the mind,.Youth candidates are who are yet to
join in civil seervice. Throughout the research by Bangladesh Civil Service it is only translated
to just post under 28 cadre of BCS; none of else such non-cadre.
Theorical discussion:
Hofsted’s cultural dimension
Power distance should denote the extent to which the less powerful members of
organizations and institutions (like the family) accept and expect that power is
distributed unequally."
Individualism (IDV) vs. collectivism: "The degree to which individuals are
integrated into groups". In individualistic societies, the stress is put on personal
achievements and individual rights. which are used as a protection in exchange
for unquestioning loyalty.
9

10. Uncertainty avoidance index (UAI): "a society's tolerance for uncertainty
and ambiguity". It reflects the extent to which members of a society attempt to
cope with anxiety by minimizing uncertainty. People in cultures with high
uncertainty avoidance tend to be more emotional.
Masculinity (MAS), vs. femininity: "The distribution of emotional roles between
the genders". Masculine cultures' values
are competitiveness, assertiveness, materialism, ambition and power, whereas
feminine cultures place more value on relationships and quality of life. In
masculine cultures, the differences between gender roles are more dramatic and
less fluid than in feminine cultures where men and women have the same values
emphasizing modesty and caring
Content theories of Motivation
Maslow Hierarchy of Needs
Maslow, in 1954, developed the five level “hierarchy of human needs”. Physiological needs are
,the primary needs or basic needs for existence; these are those such as food, shelter and clothing
.
Once the primary needs are satisfied,tthe next need follows in the order of security, affiliation, s
elf esteem and the ultimate need which*is self actualization. The need for security, sometimes re
ferred to as the need for safety, is related*to the individual’s desire to be safe from harm or dang
er. Affiliation is the need that is related to*the individual’s need for love, belonging and friends
hip. The need for esteem is about respect by
others, selfconfidence, and a belief in oneself. The last need is that of self-actualization and it
relates to the need to reach one’s highest potential and to attain a sense of fulfillment Every indiv
idual strives to reach the point where “you can be more than you thought
you could be” in life . This theory is based on the hypothesis of satisfactionprogression and it pro
poses that a satisfied need is no longer a motivator. In addition, once a)need has been satisfied, a
nother emerges to take its place.
So, throughout the research four cultural dimension of Hofsted’s out of five given dimension
have been taken into consideration. Long term orientation dimension is eliminated from this
work. Along this Maslow’s famous conteent theory of motivatin is also included hereby. So
10

11. no further theory whatever ffrom culture perpecctive or motivvaation perspective can be
presented as aargument to disprroving the work.
Analytical Framework
An analytical framework is developed for this study based on the review of the relevant
literature. The proposed model is to be tested in Bangladesh, a developing and non western
culture, and aimed to assess the variance in different factors of job satisfaction. Once the data
will be available for the proposed model it will help to examine the significance of various
factors to the dependent variable of job satisfaction.
Independent variables Dependent variable
Job Priority
Intension to choose BCS
Perception pertaining women representation
‘Ism’ to get BCS job
Recruitment, Posting & Transfer
Quota
Social Status
Cultural diversity among candidates
11

12. Chapter 3
Research Methodology
Research Design
This study is mainly quantitative in nature. As this study has intention tofind out the level cultur
al disparity among young potential BCS candidates.
Quantitative Methodology is appropriate to fulfill its objective.
To reach the said purpose/objectives, the study is mainly based on primary data.
Secondary sources is also be used.
Cultural make up is normally measured using group meetings, surveys and interviews. Surveys
and questionnaires are the preferred choice in many organisations due to the element of
confidentiality they offer as well as the fact that respondents can be as candid as possible withou
fear of being victimised. In measuring job satisfaction, it is necessary to first consider the factor
that influence satisfaction. The most common factors that are measured are pay, working
conditions, relationship with coworkers and supervisors, personality characteristics.
Sampling Method
Data gathering is crucial in research, as the data is meant to contribute to a better understandin
g
of a theoretical framework .A purposive sampling technique will be followed to
suit purposes of the research. The purposive sampling technique is a type of non-probability
sampling that is most effective when one needs to study a certain cultural sphere with well-
12

13. informed experts within. It is a nonrandom technique that does not need underlying theories or
a
set number of informants. Simply put, the researcher decides what needs to be known and set
s
out to find people who can and are willing to provide the information by virtue of knowledge o
r experience . We applied simple rendom method to choose our respondents
Data Collection Instrument: Questionnaire Survey
The use of a questionnaire or commonly referred to as paper-and-pencil perception measure
also has some advantages and disadvantages. This method is quick, time efficient and it can
survey a large population effectively. There may be ambiguous items that respondents find an
d
respond to differently, hence affecting the validity of the response and results . In
addition, as the sample is highly educated, it is expected that questionnaire survey will be very
useful to generate high quality data. A questionnaire is a very effective instrument that facilitates
in collecting data from large diverges and widely scattered groups of people .
There are various types of tools that are used to measure perception towards BCS . The
questionnaire was basically close ended with limited open ended questions.
Chapter 4
Data Analysis and Findings
Bangladesh Civil Service: Analysis of Primary Data
The conventional view is that the Bangladesh civil service attracts the country’s bright
meritorious students and cultivates an elitism that makes civil servants apathetic to the needs of
citizens, especially poor. Our review of the existing literature indicates that the conventional
wisdom no longer fits the facts: the civil service is losing its appeal as the best career choice for
many able candidates. The two major problems discussed in the first part of the paper—defective
13

14. recruitment and politicization—have contributed to the declining status and appeal of civil
service careers. Our primary research attempts to understand the impact of faulty recruitment
procedures and rapid politicization on the status of civil service in general. It also explores the
competition between public and private sector jobs. The research questions that we have
examined are: Are bright recent graduates from public and private universities still interested in
joining the civil service? If not, what are the reasons? If they still want to join the civil service,
what factors make the civil service an attractive career option? What do current civil servants
and prospective civil servants think about the question pattern of BCS recruitment exams? Is the
recruitment process sufficient to select the best candidates? Are the status and power of the civil
servants declining? What do civil servants and prospective candidates think about politicization
of the bureaucracy? Do civil servants still play the dominant role in designing and implementing
policies or, have other actors or forces displaced it?
Our survey instrument is a semi-structured questionnaire consisting of both open-ended and
close-ended questions. While our primary focus is on the perceptions of prospective candidates,
we also examine whether entry-level and mid-level civil servants share similar perceptions. This
part of the paper analyses the qualitative data obtained through interviews with mid-level and
entry-level civil servants and potential BCS recruits.
About respondents
Total : 46
Male #29 Percentage : 63%
Female # 17 Percentage: 37%
Public ssector priority: #33 Per: 71%
Private ssector priority #23 Per 29%
14

15. Chart :1
Gender Of the respondents
37%
63%
Male
Female
Chart 1 reports the demographic characteristics of our interviewees. Almost all of our potential
BCS candidates are below 30 years of age. The entry-level officers—those with less than five
years of service—are no older than 35 years of age and mid-level civil servants —those with five
or more years of service—are mostly older than 35 years of age. We did not consciously try to
keep an equal male-female ratio when selecting our interviewees. Given the time constraints and
lack of availability of the civil servants to interview, we followed a snowball method in
15

16. interviewing willing and available officers. Nevertheless, in the end we found that we have more
than 80 percent male respondents among the serving civil servants.
Chart :2
Ratio of chosing profession
71%
29%
Public Sector
private sector
Masculinity Perception tends to decline slightly in potential candidates
As previous research shows that Bangladesh civil service is lacking with women representation
According to UNDP’s Human Development Report, 2005, the percentage of women
administrators
and managers in Bangladesh is only 8.5%. But our prospective candidates have different idea
towards BCS.
16

17. Table 1
Total Manpower of Civil Officers and Employees of Bangladesh
Male Female Total
824361 223644 1048005
Class-1 officers of Bangladesh
Male Female Total
82364 13595 95959
The scenario is changing over time. As the following figure shows that 70% of female
respondents are willing to join BCS while the percentage is 26% against male and female
respondents. Only 30% are reluctant to choose public service as a career. The condition for male
is not different. The latter is agreed at 72% (21 out of 29 respondents) to build career in
government service. The motivation behind this progress can be identified in their answers. 30%
(14 respondents) replied that job security is a reason to choose public service. Half of which
respondent are female that indicates that females are giving up traditional concept of their role
orientation. They don’t feel at home to stay at home. Caring and rearing child should be shared;
shouldn’t go only to female they think. That is why this paper gives a strong argument that
masculinity traits and feature what was common feature of this country is slightly changing
among the potential candidates of BCS. The ratio of choosing career has been given bellow table
1 in detail.
Table: 2*
- Male Female
- # number % percent # number % percent
Public 21 45.5% 12 26%
private 8 17.36% 5 10.8%
Total 29 63% 17 37%
17

18. (The percentage is on the basis of all 47 respondents; not in between male and female)
64% (30 respondents out of 47) think that women are no more leg behind in BCS as past time.
So, perception in terms of women representation in public sector is walking other ways not to
male but also female.
Women leg behind in BCS?
Table 4
Option Male Female
Yes 07 06
No 21 09
Chart 3
Figure 1: Whether Women are leg behind in BCS
18

19. Uncertainty in private job is still higher as compared to public:
In questionnaire we asked whether he will continue his job in public sector if get better
opportunity in other job, interestingly 23 of the respondents (out of 38) gave positive response.
other 9 didn’t respond
Chart : 4*
(Chart 4 didn’t include those who have no comment against this question. So sum of the
percentage is bellow 100)
19

20. Different gender role still in the mind of female candidates
Apparently 65% of female respondents replied on behalf of family whenever they are given
option to choose between family and job.
Chart 5
Job Priority
65%
35%
Family
job
20

21. Power exercise is the leading reason to go BCS.
So as from their point of view it is clear that the candidates still assume that, their is high power
distance between administrators and those who are administrated. So in terms of prioritizing
they choose public as it leaves them more room to exercise than that of in private one.
Chart 6
21

22. Collectivism engulfed in the mind of fresher!
29 of the respondents out of 34 expects undue help or informal facility in terms of getting job in
pubic sector. Which sharply indicates that they lean to some sort of ‘Tadbir’ and lobbying
through these individuals.
Facilitating factors respondents perceive*
Table 5
Facilitating Factors # of respondents % of respondents
Department/hall senior 8 17%
Powerful politician 12 25.4%
Teacher 5 10.6%
Relatives in Admin. 4 8.5%
Merit 2 4.2%
Hard work 3 6.3%
Total 34
Table 2
(*All respondents didn’t respond to the question; so sum of percentage may be bellow 100)
Even family determine the career choice of most of the candidate. It is fact for 29 respondents
out of 32 respondents. So this is traditional norm of collectivist society and family bondage
haven’t lack its appeal in society yet.
22

23. Fresher are not ready to reduce power distance: Majority expect high power
distance:
Chart 7
44.5%36.16%
4.2%
Level of Supervision expectation
High
Medium
Low
(*All respondents didn’t respond to the question; so sum of percentage may be bellow 100)
Even respondents were asked whether they take is positively in question of domination from
superior.
23

24. Chart 8
(*All respondents didn’t respond to the question; so sum of percentage may be bellow 100)
Above graph is clear indicator that most of the candidates (about 48%) are motivated to be
supervise and dominated. So they feel likely to be worked passively not to initiate any task.
No problem to work under a female superior: symptom of negating
Masculinity?
24

25. The data shows that 32 respondents out of 44 think female could be a good manager. So there is
a trend among young generation toward female. They don’t take it otherwise to work under a
female superior. In a service sector like administration in Bangladesh this positive approach
towards women is so essential. Most of the candidates, irrespective of sex, replied positively in
terms of female manager.
Chart 9
(*All respondents didn’t respond to the question; so sum of percentage may be bellow 100)
25

26. Uncertainty Avoidance of quota stakeholders is getting high
Most of the female respondents against this question 12 (out of 15) replied negatively that quota
system should exist,
Chart 10
Male
Female
yes
No
0
5
10
15
20
25
30
35
40
yes
No
Figure 2 : Quota system should exist or not
This indicates that uncertainty avoidance in terms of sustenance, getting job, leading life is
getting stronger and stronger in among women. which is good.
What Motivates and what De-motivates Potential Candidates?
26

27. We have tried to find the core factors that may de-motivate future candidates in joining the civil
service. We find three core factors: inadequate salary, faulty exam procedure and existing
bureaucratic culture, corrupted recruitment process.
We have found that there is a difference between the inside-the-job view and the outside-the job
view. For prospective candidates the main de-motivating factor is the faulty exam procedure
whereas according to mid and entry-level civil servants both inadequate salary and job
environment play a vital role in discouraging one from sitting for the BSC exam.
Power distance perception comes to a moderate rate
It is likely that once inside the civil service the faulty exam procedure does not seem so
significant. However, to the prospective candidates, it is an important de-motivating factor. It is
striking though how evenly divided the responses are among the three factors. For civil servants,
Exam ceases to matter, and their responses are relatively evenly divided between Salary (28
responses from 35 interviewees) and Job (25 response from 35 interviewees).
Motivating factors for joining BCS*
Table 6
Motivating factors # number of respondents % of respondents
Job security 14 30%
Social status 17 37%
Distinguished facilities 9 20%
Quota reservation 1 2.12%
No alternative job available 2 4.24%
Serve people 13 28%
Prestigious job 8 17%
Assured salary 3 6.36%
Residential facilities 5 10.60%
Foreign tour 2 4.24%
All given in questionnaire 5 10.60%
Table 3
(*Multiple answers were allowed; thus percentages can sum to more than 100%.)
27

28. Above table shows that job security and serving people was the main motivating factors work
back of the mind of potential candidates.
Job security has always been an important factor motivating people to join the civil service. Our
data indicate that as a motivating factor its importance is actually increasing. Due to the “horror”
stories of politicization or corruption, the status of the civil service is no longer the main
determinant. Only 20% students think that at present the status that civil servants enjoy is
sufficient to attract prospective candidates; Public university graduates have a more favorable
evaluation of the status than private university graduates. An important point to consider is that
the flourishing private sector may offer better salary and benefit package and innovative
challenges, but it lacks job security. Many prospective employees prefer job security to challenge
or competition.
The reason behind joining the civil service has also become more realistic or pragmatic. As
society adopts an urban, capitalist structure, its impact is felt in various institutions, especially
the oldest one, the family. Our research indicates that for mid-level officials, choice of a career
largely depended on guidance from family members. The younger, newly appointed officials are
more individualistic. Family plays a role but the basic reasons behind joining the civil service, in
their case, are the social status and recognition that civil service can still provide. On the other
hand, for the students who are likely to join the civil service, the main reason is the job security
that they can enjoy while performing their duties. In fact, from mid-level through entry-level to
the prospective applicants of civil service, job security is the only factor that has never lost its
importance.
Most of the candidates found them uncertain as for quota provision
Faulty exam procedure includes the lengthiness of the entire exam, the leakage of question
pattern, politicization in case of recruitment, an unaccountable viva board, etc.
De-motivating factors for joining BCS*
Table: 7
De motivating factors # number of respondents % of respondents
Corruption 14 30%
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29. Lengthy recruitment process 7 14.84%
Quota 16 34%
Politicization 13 27.56%
Boring syllabus 5 10.6%
Biasness on selection 6 12.7%
Low salary 6 12.7%
Better salary in other
profession
5 10.60%
Technical background 4 8.48%
To do business 2 4.24%
Superior frequent and undue
intervention
3 6.36%
All given in questionnaire 8 16.84%
(*Multiple answers were allowed; thus percentages can sum to more than 100%.)
Above table 4 simply shows that the main reason of being discouraged to BCS is quota
provision. 34% of the respondents said it is the main reason to get de-motivated to BCS which is
the highest ration as against other de-motivating factors. So candidates feel themselves uncertain
whether the finally get the job as BCS recruitment system leave only 45% recruitment on the
basis of merit. Left post should be filled up under so many categories of quota (freedom fighter,
women, ethnicity and tribal etc). By the way the age limit to do government job may expire; so
that is why there is high uncertainty-feeling among the youth potential candidates as this research
shows. Even biasness in selection (12.7%), politicization (27.56%), and low salary (12.7%) has
also contributed to fell the candidates in an uncertain condition.
One prospective candidate said, “When I was in the exam hall scanning through the question
during the preliminary exam, I looked around and found that almost everybody had got the
question earlier. It was so frustrating. Then I decided even if I passed the preliminary test, I
would not sit for written test,” and, “well, I passed in the preliminary test and that is the end. I
will never sit for BCS again.” On the other hand, another prospective candidate actually enjoyed
the preliminary test and written exam. However, “the real horror started when I faced the viva
board. All sort of political questions were asked and when they found out that my political view
is different from theirs, I realized that that was end of journey for me. Later, I came to know that
I was rather lucky. One of my friends was asked why she did not use scarf to cover her head and
whether she knew the Niyot of prayers. That was too much for her. She got herself out of the
29

30. room and now we both are private sector employees.” Almost all of them agreed that exam
procedure is too lengthy. A few of the prospective candidates supported the present recruitment
procedure. To them, “it is the most cost effective way to select the best.” An entry-level civil
servant agreed with that, “It is the best the country can offer.”
The three categories of respondents agreed that inadequate salary benefit is a major obstacle in
joining the civil service. They also found the job environment too rigid to allow anyone to do
something creative. “Taking initiative and coming up with creative ideas is not well
appreciated,” commented one entry-level civil servant.
A potentially positive finding is that despite of all its flaws, more than half of the bright
meritorious students are still willing to sit for the BCS exam. They still consider civil service
jobs as prestigious and attractive. “Whatever happens, civil service is civil service,” remarked
one public university graduate. However, the private university students are not at all interested
in joining the civil service. In fact, students coming from the private universities have little idea
about the civil service of Bangladesh. Seventy percent of them admitted that they are not aware
about the salary benefits provided by civil service and have no clear idea about the composition
of the civil service or what it does.
Chapter 06
Conclusion: Putting it all together
Here to say, research shows a changing trend among young generation in respect to join civil
service. So this change can be symolizes for development in civil administration. Here is given
summery finding of the study and some sort of recommendation.
The pin point findings of the study can be placed here on
1. Most of the candidates found them uncertain as for quota provision
2. Power distance perception comes to a moderate rate
3. Uncertainty Avoidance of quota stakeholders is getting high
4. No problem to work under a female superior: symptom of negating Masculinity?
5. Fresher are not ready to reduce power distance: Majority expect high power distance
6. Collectivism engulfed in the mind of fresher!
30

31. 7. Power exercise is the leading reason to go BCS.
8. Different gender role still in the mind of female candidates
9. Uncertainty in private job is still higher as compared to public:
10. Masculinity Perception tends to decline slightly in potential candidates
So as a whole it can be concluded here saying that
‘the cultural disparity of this generation shows a changing trend that was not ever reached this
state’
Here is some recommendation
1. Reform initiatives should be implemented from the direct supervision of prime minister
2. Syllabus of exam should be modified to the subject at graduate level, this conformation is
necessary
3. Politicization in terms of recruitment, promotion and transfer should be stopped.
4. Quota system should be gradually abolished
5. Salary and other benefits should be conformed with current market price. There should
have a modest difference between public and private in terms of salary
6. Frequent transfer should be taken under show cause mechanism
These all can ease the almost dysfunctional administration feathered with corruption to a
comfort environment
Reference
Ahmed, S.G. (2002), Public Administration in the Three Decades. In A. M. Chowdhury and
Fakrul ,A (eds.). Bangladesh: on the Threshold of the Twenty-First Century. Asiatic Society of
Bangladesh:Dhaka
Khan, M.M. (1998). Administrative Reforms in Bangladesh. University Press Limited:Dhaka.
Kabir, S.L. (2013), Women Participation In South Asian Civil Service. A H publishing House
Jahan, Ferdaus (2006). Public administration in Bangladesh. Brack University
Appendix
# Questionnaire Attachment
Questionnaire: Factors behind choosing BCS
Put ‘Tick’ ( )✓ mark or describe where necessary.
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32. Basic information:
Name: ____________________Age:______ Dept:
______________University:_______________
Educational Qualification: ☐ Undergraduate ☐ Graduate ☐ Postgraduate
Contact number: ______________________ e-mail: _______________________
1. Which field would you choose for your career? ☐ Public ☐ Private
If the answer is ‘private’ then jump to the Q. 5, 6,7,12 & 13.
2. Why do you want to join in BCS?
☐ To fulfill your needs ☐ to exercise power ☐ nearest friends choose BCS ☐ All above
3. Which motivating factor/s encourages you to choose BCS?
☐ Job security ☐Social status ☐Assured salary
☐Power exercise ☐ Government facilities ☐ Prestigious job
☐ Residential facilities ☐ Foreign Tour ☐ Training and scholarship
☐ Quota ☐ To serve people ☐ No alternative option
☐ Your subject has narrower field other than BCS. ☐All of the above
Other: _____________________________________________________________________
4. Does your family influence you to join BCS? ☐Yes ☐No
5. Which factor/s demotivates you not to join BCS?
☐Politicization ☐ Lengthy recruitment process ☐Syllabus is boring
☐To do business or politics ☐Corruption ☐Biasness on selection ☐Quota ☐Low salary ☐Low
performance assessment ☐Better salary in other job
☐Intervention by higher authority ☐Discrimination in promotion and transfer
☐You are from technical background like medical/ engineer/ BBA etc. ☐All above
Other:________________________________________________________________________
_______6. If situation demands then what will be your first priority? (Women only)
☐ Family ☐ Job
7. Do you think women are leg behind in BCS? ☐ Yes ☐ No
Please put your argument briefly:
_____________________________________________________________________________
_
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33. 8. Do you think quota should exist? ☐ Yes ☐ No
Please put your argument briefly:
_____________________________________________________________________________
_
9. If your superiors dominate you then will you continue your job? ☐ Yes ☐ No
10. If you get better opportunity in other sectors will you leave BCS? ☐ Yes ☐No
11. Which factor/s will assist you getting job in BCS?
☐Senior one from your locality/ department/hall ☐ Political party ☐Quota
☐Relatives working in civil service ☐ Powerful political person ☐ Powerful teacher
Other:
____________________________________________________________________________
12. What level of supervision will you expect from your boss?
☐High ☐ Medium ☐Low
13. Do you think female can be a good manager in civil service? ☐ Yes ☐ No
Thank you for your cooperation. We are grateful to you. All of your information will be
used only for research purpose.
Group ‘A’ 7th semester, Public Administration, University of Dhaka Approved by: Dr. Syeda
Lasna Kabir, professor, Public Administration, University of Dhaka
#Respondents’ Answer sheets (47 paper)
Attachment is not available here. It has been submitted as a group; not individually
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