Pay Flexibility and Government Performance : A Multicountry Study

This study examines whether financial incentives through pay flexibility can improve the performance of staff in government bureaucracies. Its main messages for pay policy are pay flexibility can improve performance, pay flexibility works most strikingly in changing managerial behavior. Improving public sector performance does not need to wait for systematic pay rationalization or pay simplification throughout government. Pay flexibility can work with rather than instead of long-term career incentives. The strategy and implementation of pay flexibility reforms must take into account the extent of fragmentation and complexity of the existing public sector pay structure in the country.

Bibliographic Details

Main Author:	World Bank
Language:	English en_US
Published:	Washington, DC 2014-06
Subjects:	ABSENTEEISM, ACCOUNTING, ACHIEVEMENT, ADJUSTMENT, ADVERSE SELECTION, ATTENTION, ATTRIBUTION, BARGAINING, BEHAVIOR CHANGE, BELIEFS, BUSINESS PERFORMANCE, CAREERS, CLERICAL TASKS, COGNITIVE ABILITY, COHERENCE, COMPETENCE, COMPETENCIES, CONTROL GROUPS, COPYRIGHT, CREATIVITY, CRISES, DATA ANALYSIS, DISMISSAL, DISPLACEMENT, ECONOMIC COMPETITION, ECONOMIC DEVELOPMENT, ECONOMICS, EMPLOYEE, EMPLOYEE ATTITUDES, EMPLOYEE TURNOVER, EMPLOYERS, EMPLOYMENT, EMPLOYMENT CONTRACTS, EMPLOYMENT SECURITY, EQUAL PAY, FINDING EMPLOYMENT, FIRING, FUNCTIONALITY, GENERAL POPULATION, GOVERNMENT POLICIES, HIRING, HUMAN CAPITAL, HUMAN RESOURCE, HUMAN RESOURCE MANAGEMENT, HUMAN RESOURCE POLICIES, HUMAN RESOURCES, INCOME, INNOVATIONS, INSPECTION, INTRINSIC MOTIVATION, JOB DESCRIPTIONS, JOB PERFORMANCE, JOB PLACEMENT, JOB PLACEMENT SERVICES, JOB SATISFACTION, JOBS, LABOR COSTS, LABOR MARKET, LABOR MARKETS, LEADERSHIP, LEARNING, LEGAL FRAMEWORK, MANAGEMENT AUTHORITY, MANUFACTURING, MONITORING ARRANGEMENTS, MORAL HAZARD, MORALE, MOTIVATION, MOTIVATIONAL EFFECT, NEOCLASSICAL ECONOMICS, ORGANIZATIONAL GOALS, ORGANIZATIONAL PERFORMANCE, OUTPUTS, OUTSOURCING, PERCEPTION, PERFORMANCE APPRAISAL, PERFORMANCE INDICATORS, PERFORMANCE MEASURES, PERFORMANCE STANDARDS, PERSONNEL MANAGEMENT, PERSONNEL PLANNING, POLICY FORMULATION, POSTAL SERVICE, PRESENT EVIDENCE, PREVIOUS SECTION, PRIVATE SECTOR, PROCUREMENT, PRODUCTION FUNCTION, PRODUCTION PROCESS, PRODUCTION PROCESSES, PRODUCTIVITY, PRODUCTIVITY GAINS, PRODUCTIVITY IMPROVEMENTS, PROGRAM DURATION, PROMOTION, PROMOTIONS, PUBLIC ADMINISTRATION, PUBLIC ADMINISTRATIONS, PUBLIC SECTOR JOB, PUBLIC SECTOR JOBS, PUBLIC SERVICE, PUBLIC SERVICE JOBS, PUBLIC SERVICES, RECOGNITION, RECRUITING, RECRUITMENT, REGISTRY, RESULT, RESULTS, RETENTION, SENIORITY, SERVANTS, SKILLED EMPLOYEES, SKILLED PERSONNEL, STAFF, STAFF MORALE, STUDENT ACHIEVEMENT, STUDENT LEARNING, SUPERVISION, TARGETS, TERMINATION, TIME PERIOD, TOTAL WAGE, UNINTENDED CONSEQUENCES, UNIONS, USES, WAGE BARGAINING, WAGE BILL, WAGE DIFFERENTIALS, WAGE RATE, WAGES, WORKER, WORKER PRODUCTIVITY, WORKERS,
Online Access:	http://documents.worldbank.org/curated/en/2014/06/19630016/pay-flexibility-government-performance-multicountry-study https://hdl.handle.net/10986/18959
Tags:	Add Tag No Tags, Be the first to tag this record!