摘要
摘要
公共服务本身是一个机构、系统和企业,就像其他任何机构、系统和企业一样,
在发展中会遇到挑战。与监督、劳动力多样化管理以及薪酬和报酬等有关的问题是现
代机构必须处理的主要问题,由于最近强调任何组织的最重要资源为人力资源,所以
关于了解和解决影响雇员个人工作效率,包括企业及政府机构在人力资本方面的总体
生产率的一些因素的研宄正在逐渐增加

一些政府领导和公务员对国家资源的忽视、滥用和管理不善,造成的人员冗余、
重复工作、缺乏协调和造假、监督不力、滥用人力资源情况屡见不鲜

本论文审视了一些先前就存在的挑战,以及政治、不恰当管理和其他因素在这
些问题中扮演的角色。此外,还研究了所述挑战和相关因素的影响。研究是建立在观
测及权威机构关于类似或相关科目研宄数据之上的。本文还细致的讨论了公共服务体
系的监督问题,包括对特点不同和来自不同群体的职工的管理,以及在马拉维一直备
受争议的公务员的薪酬问题。总的来说,这项研宄力求发现公共服务中的人员配置和
资源管理不善的问题,就像做生意因操作不当对业务造成的严重后果一样。本文借鉴
了相关问题的大量研究结果。虽然本文的讨论主要集中在公共行政区域中的一部分领
域,但重要的是从另外的角度讨论了公共服务,即借用现代公司在人事管理方面的做
法

人力资溉,公务员制度,妒力,管理
英文摘要
Abstract
The Civil Service is by itself an institution, a system and a business which just like any
other encounters challenges throughout its existence. Corruption, workforce diversity
management as well as pay and compensations are but some of the key challenges that
modem institutions are having to deal with. Recent emphasis on employees as the number
one resource for any organization has seen an increase in studies aimed at understanding and
addressing some of the challenges that affect employees at individual level and the overall
productivity of organizations including businesses and government institutions with respect
to the human capital.
Neglect, abuse, and mismanagement of the Civil Service Institution as a national
resource from both politicians and Civil Servants alike result in deliberate overstaffing,
duplication and lack of coordination, some ghosting, poor supervision and utilization of
human resources.
This study examines the pre-existing challenges and the role politics and poor
management practices and other factors play in those problems. Additionally, the effects of
the stated challenges and related elements are also studied Research is built on observation^
data from well recognized institutions as well as previous studies on similar or related
subjects. Corruption in the civil service as a system, the management of different
characteristics and groups of employees and one of the highly debated topics among public
servants in Malawi, pay. In general, the study seeks to find the consequences of poor
personnel and resource management in the public service which just like in business has
serious consequences on operations. Numerous researches have been conducted on related
subjects which is where this paper draws its base. Although the subject largely focuses on an
area in the public administration region, it was important to look at the civil service from a
different perspective, borrowing the approach of modem corporations with respect to
personnel management.
KEY WORDS: Human Resources, Public Service, Productivity, Management TABLE OF CONTENTS
TABLE OF CONTENTS
Chapter 1. Introduction
- 1 -
1.1 Background
- 1 -
1.2 Problem Statement
-2-
1.3 Significance and Objectives of the Study
- 2 -
1.4 Structure of the Study
- 3 -
1.5 Methodology
- 3 -
Chapter 2. Literature Review
- 5 -
2.1 Trends Shaping Modern Workplaces and HR
-5-
2.2 General System Theory
- 5 -
.2.3 J. Stacey Adams&39; Equity Theory
-6-
2.4 Social Stratification
-7-
Chapter 3. Country and Civil Service Overview
-9-
3.1 History, Geography and Economy
- 9 -
3.2 International Relations
-10 ■
3.2.1 Diplomatic and Trade Ties
- 11 -
3.2.2 Relations with China
-II-
3.3 Analysis of the Civil Service
- 12 -
3.3.1 Composition
- 13 -
3.3.2 Sources of Talent
-14 -
Chapter 4. Problems Analysis
-19-
4.1 Gross Mismanagement and Poor Supervision
-19-
4.1.1 Definition and Types
-19-
4.1.2 General Causes of Mismanagement
-22-
4.1.3 Cash-gate and other cases
-25-
4.1.4 Effects of Mismanagement and Poor Supervision
-26-
4.1.5 Prosecution and Political Interference
- 27 -
4.2 Workplace Diversity
- 28 -
4.2.1 Overview
- 28 -
4.2.2 Work force Age
-29-
4.2.3 Gender-based Discrimination
-31 -
4.2.4 Medical Conditions
- 33 -
4.3 Pay and Benefits
- 34 -
TABLE OF CONTENTS
4.3.1 Overview
-34-
4.3.2 Significance of Pay
- 35 -
4.3.3 Pay in Malawi
-36-
4.3.4 Challenge with Pay in Malawi
-37-
4.4 Sununary of Survey Data
- 39 -
Chapter 5. Mitigation Measures
-43 -
5.1 Re-enforce Discipline: Code of Ethics and Conduct
-43 -
5.2 Public Service Reforms and Bureaucratic Clean-up
-46-
5.3 Outsourcing
-48 -
5.4 Address Legal Discrepancies
-49-
5.5 Utilize Technology
-49-
5.6 Build an Inclusive Workforce
- 50 -
5.7 Harmonise Salaries
- 51 -
Chapter 6. Conclusion
-52-
References - 53 -
Appendices -58 -
Appendix I: Abbreviations
- 58 -
Appendix II: Interview Questions
- 59 -
Appendix III: Supplemental Tables
- 62 -
Acknowledgement
- 64 - LIST OF TABLES & FIGURES
Table 3-1 Top 5 Export Commodities in 2013Table 3-2 Top 5 Import Commodities in 2013Table 3-3 Civil servant status vs other employment arrangementTable 3-4 Job AdvertisementTable 4-1 Forms of CorruptionTable 4-2 Cash gate Convictions
28
Table 4-3 Workforce Generations
30
Table 4-4 Challenges facing female workers
32
Table 4-5 Grades and wages of civil servants
37
Table 4-6 Employment Benefits
38
Table 4-7 Respondents1 gender and age
40
Table 4-8 Respondents’ Job description
41
Table 4-9 Frequency of problems
41
Table 4-10 Possibility of changing leaving the job
42
Table 4-11 Reason for leaving job
42
Image 3-1 Recruitment flow chart for grades above EO/TOImage 3-2 Recruitment flow chart for grades below EO/TOFigure 4-1 CPI for Malawi
21
Figure 4-2 Civil Service Pay Flow
39 A Study of the Impact of Supervision, Diversity and Pay Problems on the Productivity of Government
Employees in Malawi
Chapter 1. Introduction
1.1 Background
The human resource element of the public service is the most valuable in a complex
system that enables delivery of basic services to a country^ economy. ITiis paper studies the
problems that involve the people working in the service. Before going deep into the specifics
of the various issues discussed, it is important to under
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