Motivation in Public service

1. Motivational Factors for Civil Servants in Nepal and
Bangladesh: A Comparative Study
Presented By
-Ganesh
-Bulbul
-Binod

2. History of Bangladesh Civil Service
 Civil service in the Indian Subcontinent originated from the Imperial Civil Service, of
the British Empire in Indian subcontinent during British rule(1858 and 1947).
 After the partition of 1947, East Bengal (Bangladesh) became a province of
Pakistan and the successor to the Imperial Civil Service in Pakistan was Central
Superior Services.
 After the independence of Bangladesh in 1971, it became known as Bangladesh
Civil Service (BCS) by an ordinance from the then President Sk. Mujibur Rahman.
 Bangladesh Public Service Commission (BPSC), a constitutional body, is the main
policy setting and recruitment body of BCS.
 In the parliamentary democracy of Bangladesh, the ultimate responsibility for
running the administration rests with the elected representatives (ministers) who
lay down the policy and civil servants carry out/implement all these policy.

3. Bangladesh Civil Service (BCS) at a glance
 In Perliamentary govt. system Civil Servents are the main executing body to implement and execute various
policy of the govt. as well as enforcing law and order.
 The recruitment of BCS employee has been conducted independently by Bangladesh Public Service
Commission (BPSC), a constitutional body, by a nationwide competitive and fare examination (MCQ type
preliminary+written+interview) process.
 Recruitment process is quite lengthy, but it conducted on a regular basis.
 There are 26 different type of cadre in BCS (i.e. administration, Police, Foreign affairs, Tax, Customs etc.).
The selection has been conducted by applicants choice priority and merit position.
 The BCS cadre officer are joined as ‘Assistant Commisioner’ with grade-9 position in national pay scale
(gross pay ≈ 50,000 yen).
 The highest position of BCS officer is ‘Secretary’ having grade-1 position in payscale (gross pay ≈ 200,000
yen) and some others benefits including cars, housing etc.
 The BCS officers worked in the field administration level have superior executive power including some
other incentives and benefits.
 Promotion is regular and smooth except some of few specific area.
 The job of BCS officers including their regular duty, transfer, promotion, any misconduct, punishment,
termination etc. has been regulated by Bangladesh Civil Service Act (2018) and Bangladesh Service Rules.

4. Motivation
 Motivation can be defines as “The process that account for an individual’s intensity,
direction and persistence of effort towards attaining a goal”.
-Pearson’s Essentials of Org. Behavior by Stephan P. Robins, Timothy A. Judge
• Intensity describes how hard a person tries.
• High intensity is unlikely to lead to favorable outcomes unless the effort is channeled in a
direction that bring the benefits.
• Finally, motivation has persistence dimension, which measures how long a person can maintain
effort.
 Motivated Individuals work intensely on an appropriate task, long enough to achieve
their goal.

5. Theories of Motivation
 Abraham Maslow’s Hierarchy of Needs theory
• Physiological, Safety, Social-belongingness, Esteem, Selfe actualization.
 Herzberg’s Two-Factor theory
• Intrinsic factor-job satisfaction vs Hygiene factors (extrinsic-dissatisfaction
 McClellands Theory of Needs
• Need for achievement, Need for power, Need for affiliation
 Self Determination Theory
• Cognitive evaluation, self concordance, need for autonomy, need for competence
 Goal Setting Theory
 Self-Efficiency Theory
 Reinforcement Theory
 Expectency Theory
 Equity Theory
 Job Design/Engagement Theory

6. Herzberg’s Two-Factor Theory
 Herzberg's two-factor theory suggests that satisfaction
and dissatisfaction at work are influenced by two sets of
factors: hygiene factors and motivators.
1. Motivators, such as recognition and achievement,
promotional opportunities, personal growth opportunities
etc. intrinsic factors drive job satisfaction and motivation.
2. Hygiene factors are basic job necessities, such as working
conditions and salary, company policies, relationships with
others and job security. These are extrinsic factor, if not met,
can cause dissatisfaction.
 To improve job satisfaction and motivation, managers must not
only provide adequate hygiene factors but also focus on
motivators.
 Having high levels of both hygiene factors and motivators,
employees are more likely to be highly engaged and motivated
in their work.
 On the other hand, when employees have low levels of hygiene
factors and motivators, they may experience low motivation,
high dissatisfaction, and turnover.

7. Intrinsic vs Extrinsic Motivation
Extrinsic Motivation
 doing something in order to receive a particular outcome.
 Related to tangible rewards.
 “I am participating in a work conference because it looks great
on my resume.”
 “I want to lose weight to win a weight-loss competition.”
 “I am learning a new language for an exam.”
Intrinsic Motivation
 doing something that one enjoys.
 Related to psychological satisfaction.
 “I am participating in a work conference because I
want to learn about my industry.”
 “I want to lose weight to improve my confidence.”
 “I am learning a new language to connect with
others.”

8. Public Service Motivation
Public Service
The term ‘public service’ has been variously defined as:
1) government employed people who work in the public administration;
2) a government-funded service; and
3) the motivation of people to contribute to the common good of society
Public Service Motivation (PSM)
 “an individual’s predisposition to respond to motives grounded primarily or uniquely in public institutions or
organizations.” - ( James L. Perry and Lois R. Wise, 1990)
 PSM is an inclination to provide services for the good of society.
 The amount of effort for a work depends on factors such as personality traits and the different types of intrinsic and
extrinsic rewards that those personality traits are attracted to.
 Workers in the public service sector are regarded as being more altruistic, a desire to serve, or a wish to have an
impact on society
 An individual’s PSM level influences their job choice and work performance: those with greater PSM are drawn to
government service.
 Study shows that public sectors employees who attracted because of their intrinsic rewards are more likely to be
committed to their organization. -(Y. Georgellis, E. Iossa and V. Tabvuma, 2011)
 But in reality, public sector workers are motivated by both extrinsic and intrinsic factors.

9. MotivationalFactorsto joinBangladeshCivilService
Intrinsic Factors
• Desire to serve the public interest
- Feeling happy having a sense of obligation to society.
• Attraction to public policy making
• Obligation to the country
• Compassion and self-sacrifice: emotional response to humankind

10. MotivationalFactorsto joinBangladeshCivilService
Extrinsic Factors
• Stable career
 High job security
• Reasonable pay and benefits
 Salary increased to double by national pay scale 2015
 Pension system
 Incentives
 Festival bonus
 Home loan, car loan
 Some awards i.e. Integreaty award, APA award etc.
• Bureaucratic Power
• Social Recognition and Perception
• Others Benefits i.e. housing and car policy
• Career development Opportunity
• Fare and regular recruitment
• Status and Security

11. Strategies andtacticsforapplyingpublicservicemotivation