Motivational Incentives of Civil Servants in Lithuanian Municipalities

Abstract

Effective public management cannot be imagined without an efficiently functioning civil service apparatus. It is often stated that people working in the civil service are driven by idealistic motives, however, to ensure the implementation of the state's objectives, the efficiency and quality of civil servant activities, adequate motivational incentives of civil servants are necessary. The article analyzes theoretical and analytical aspects of the motivational incentives of civil servants: the concept of incentives for civil servants, their value and typology, empirical level of investigation and the experience in the motivation of civil servants at the level of the local government. Theoretical and analytical analysis revealed that the motivation system for civil servants must be balanced, based on the combination of monetary, moral, political, normative and emotional stimuli as well as responding to the motives of civil servants and increasing their job satisfaction. The results of the research showed that the civil servants in Lithuanian municipalities are mostly motivated by moral and normative, and less often by political and monetary incentives. Institutions mostly focus on the willingness of civil servants to contribute to the creation of a society's well-being, to carry out their duty to the public and to serve as well as loyalty and commitment to the institution and promotion of personal development. The study highlighted the importance of the management and direct management in motivating civil servants.DOI: http://dx.doi.org/10.5755/j01.ppaa.17.3.21952

Implementing of the COM-B Model in In-Service Training of Civil Servants as a Prerequisite for Effective Public Governance

“…The findings align with Sun (2019) who suggests that methods used in the in-service training for the civil servants should be more student-focused, the cognition function development-aimed, and function-through-context-based. The study supports the implications made by Druskiene & Sharkunaite (2018) what claimed that it is not just idealistic motives that motivate the civil service but the balanced motivation system including monetary, moral, political, normative, and emotional stimuli. Further research is needed to identify the COM-B model that can be used at colleges and universities to train student civil service managers.…”

“…The review of the relevant literature found that in contrast to the private sector, employees of the public sector are under-motivated financially and it is very important that the feeling of accomplishment could be influenced more intensively (Andersen et al, 2020). Though the public service motivation is seen by the community as the self-stimulated desire of the civil servant to create an environment of wellbeing, the public-interest-commitment is gradually decreasing in both the civil service applicants and employees (Druskiene & Sharkunaite, 2018;Leisink et al, 2018). Perry (2015) along with Thompson & Christensen (2018) suggest stimulating the feeling of importance in the civil servants in terms of their contribution to organisational goals increases their job commitment which results in increased governance effectiveness.…”

“…The list of 11 factors such as benefits and privileges, power and money, career promotion opportunities and career ambitions, ambitions to play the important role in the society, job functions, independence level, job environment, superior's management style, in-service training opportunities, social security package, and performance appraisal results were specified to play the main role in their work motivation and performance. Several sources were used to make a list of the factors (Ciobanu & Androniceanu, 2015;Druskiene & Sharkunaite 2018;HRLiga, 2019). The list was validated by four HR volunteer managers.…”

“…It was found that the in-service training system of civil servants relies on influencing their competence structure and their intrinsic and extrinsic motives of performing their job functions so that they were fulfilled up to standard. However, the evidence proves that even though the civil servants' competence level is sufficient, it does not always ensure that they can be fully functional in public governance because of the inadequacy of certain intrinsic motives (Druskiene & Sharkunaite, 2018).…”

Autonomía de la impunidad: una revisión sistemática de las procuradurías públicas y su relación con la impunidad de delitos cometidos por funcionarios públicos

“…Es necesario que las instituciones se centren en la voluntad de los funcionarios para contribuir a la creación del bienestar social, proporcionando servicios públicos de calidad que satisfagan los intereses públicos, basados en los principios de democracia, cooperación, responsabilidad, rendición de cuentas, estrategia, pensamiento, productividad y rentabilidad (Druskienė & Šarkiūnaitė, 2018).…”