ORGANISATIONAL ISSUE

Organisational Issue in the Public Services Sector and the Impact of Motivation on Performance

Organisational Issue in the Public Services Sector and the Impact of Motivation on Performance

Introduction

We believe that each organisation is unique, even those that operate with similar technology, product, purpose, market, system, etc. The most striking difference is in human groups (intellectual capital), Each company has its way of being and acting. It is important that every company can not conceive of an organization to work but to get results (Benabou, 2004, 848). Man is the dynamic and at times is the abstract, but in the end, is like the sap of a plant, the life of an organization. We must place greater emphasis on this fundamental truth, namely that the organization is constituted by a group of people whose actions, decisions, beliefs, values, interactions and reactions to different circumstances, constitute the nerve centre of any organization.

Public service sector has been subjected to numerous subsequent amendments, as there have been many social, political, economic, cultural and technological changes that have occurred in the evolution of this decade and especially in recent years. However we are specifically interested in analyzing the current status of the effectiveness of the company, based on organisational issue of “lack of autonomy” in public services. We have some key concepts to relate the critical areas of organizations, how they act and which have implications for the achievement of results (Benabou, 2003, 315). The concepts, to which we refer, are as follows:

Philosophy (essence of the company)

Politics (guidelines for work)

Objectives of the organization (results)

Planning (effectiveness)

Strategies (future)

Knowledge of the contour of the company (its ability to act within a geographical, social and cultural)

Vision of the whole enterprise (integration)

Organization (effectiveness)

Plans for training (staff development)

We take only these nine concepts that organizations simply do not reach their effectiveness, because it is something wrong with each of these concepts or values. Motivating employees is one of the most important issues of management and human resource managers' of self-respecting companies. The purpose of this paper is to evaluate the impact of autonomy on motivation and performance of employees.

Lack of Autonomy

The field of "strategy as practice" is glimpsed to highlight the relevance of the concept of autonomy. Indeed, this approach more consider the human being as an important factor in the strategy focuses on the study of "microactions" through which actors organize the activity to generate strategic results. The practice of autonomy can therefore be used as units of analysis to examine how to build interaction between players to produce results positive for the company. Indeed, it is possible to consider the practices of autonomy as activities if they have a strategic impact on earnings, guidance, and survival benefits Competitive Company (Thaler, 2001, 392). It is said that employees who feel they have the freedom and independence (for example, are free to make choices in the workplace and take responsibility for it), more happy and ...