The Influence of Organisational Culture on Mainstreaming Monitoring and Evaluation in Public Entities Revenue Services

Abstract

Cultural forces are powerful because they operate outside of our awareness. We need to understand them not only because of their power but also because they help to explain many of our puzzling and frustrating experiences in social and organizational life. (Edgar Schein, 2010).Abstract esearch informs us that most of the problems confronting governments can be traced to their inability and failure to appropriately analyze and evaluate organizational culture. This article argues that there is a direct link between organizational culture, organizational performance, as well as monitoring and evaluation. Understanding the effect that organizational culture has, is a significant factor of good governance. The importance of a strong organizational culture together with effective monitoring and evaluation processes contribute appreciably towards efficient performance and effective service delivery. Yet, mainstreaming monitoring and evaluation in government departments and entities is often met with varying challenges. Such challenges can be better understood and addressed through aligning the entities' organizational culture to government's monitoring and evaluation initiatives. The focus of the article is on responding to the pertinent question: what are the current challenges relative to implementation and how should they be addressed? The article will thus highlight some of the key challenges that are associated with organizational culture, which have direct impact on the mainstreaming of monitoring and evaluation.

Identification of Influential Factors in Implementing IT Governance: A Survey Study of Indonesian Companies in the Public Sector

“…According to Khan (2003), well-functioned monitoring and evaluation can drive the performance of the organization in developing its work while its acceptance is based on the decision to associate such a performance as the part of the organizational culture. On the other hand, Sebedi (2014) finds out that these two processes are directly connected to the organizational culture and, therefore, it significantly influences the factor. Khan (2003) and Sebedi (2004) agree that a strong organizational culture along with the monitoring and evaluation process will contribute to efficient performance and efficient service delivery.…”