Globalization And The Challenges of Public Administration

Page 62

GLOBALIZATION AND HUMAN RESOURCES MANAGEMENT IN THE PUBLIC…

53

allow the employees to organize and form unions. The governments need to permit the labor with the right to bargain in good faith on working conditions. The union movement is under stress because of the globalization and the transfer of manufacturing industries to developing countries. However, with the privatization movement, union movement is diminishing in its influence in western countries. In the developed world, privatization and outsourcing are mechanisms used to break the power of the labor unions. Free trade agreements have also caused diminished influence of their position. The unions tried to prevent the free trade agreements without success. As a result, they have to organize to prevent the export of manufacturing industries. However, the effect of the free trade agreements for the public sector union movement is minimal in comparison with its effects on the private sector. The labor union in developing countries is not organized and powerful. The majority of the countries dominated by powerful groups suppress the rights to unionize. Business interests now dominate the powerful groups. The labor leaders are threatened by persecution and major punishments. Moreover, in the developing countries, the people desperately need employment and are vulnerable to the threat of the loss of jobs if they join unions. Still, in many developing countries, there are more opportunities for unions in the public sector. Kearney and Hays (1994) suggested participative decision-making in improving labor–management relations. Many governments consider the labor–management relation to be a non-zero-sum game rather than a zero-sum game. In both developed and developing countries, many public sector jobs are unionized. In the United States, union activities are more prevalent at state and local levels than they are at the federal level. In most developing countries, unionization is limited to public school teachers. Allowing public servants to form unions and bargain over wage and working conditions is therefore one of the major future challenges for HRM.

Strategic Planning and Human Resource Management Strategic planning has become a top priority for human resources managers in the public sector. Strategic planning, with its emphasis on environmental analysis, is crucial in a globalized world, which has become interdependent. The definition of strategic human resource management, according to Johnson and Scholes (1993, p. 10), is “the direction and scope of an organization over the longer term, which ideally matches its resources to its


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Articles inside

Index

12min
pages 207-216

Appendix

2min
pages 203-206

8 Conclusion

1min
pages 201-202

References

11min
pages 193-200

Equity and Environmental Justice

4min
pages 185-186

Public Procurement

1min
page 189

International Trade and Sustainability

1min
page 184

International Collaboration

1min
page 183

Ideological Divide

3min
pages 181-182

Cooperation Between the Public and Private Sectors

1min
page 179

Institutional Capacity

1min
page 178

What Is Sustainability?

1min
page 171

The Evolution of Environment Policy

6min
pages 172-174

7 Globalization and Sustainability

3min
pages 169-170

Developing the Mission on Sustainability

1min
page 177

Consequences of Climate Change

1min
page 175

Planning and Policy-Making

1min
page 176

References

7min
pages 164-168

Dependent Variable = E-Governance

1min
page 162

Training and Learning

1min
page 160

E-Governance and Trust

1min
page 159

The Challenges of Local Government

1min
page 157

The Reduction of Corruption

1min
page 158

Social Media

1min
page 156

Must Be Citizen Centered

2min
page 155

Human Connections

1min
page 154

Security

1min
page 152

Flexi-Time/Flexi-Place

1min
page 150

Participation and E-Democracy

5min
pages 147-149

Transparency and Accountability

2min
page 146

6 The Challenges of E-Governance in Public Administration

3min
pages 143-144

References

8min
pages 137-142

Improvement in Efficiency

1min
page 145

Justice

1min
page 130

Fairness

2min
page 129

Ethical Decision-Making

1min
page 126

Organizational Politics and Ethics

1min
page 125

Privatization Movement and Ethics

3min
pages 119-120

Moral/Ethical Leadership

4min
pages 122-123

Challenges of Maintaining Privacy

2min
page 124

Ethics in Contracting

1min
page 118

Globalization and Corruption

3min
pages 116-117

Ethics for Good Governance

1min
page 115

5 Ethics and Accountability and the Challenges

3min
pages 109-110

References

14min
pages 100-108

Crisis Leadership

6min
pages 96-99

Organizational Culture and Leadership

1min
page 93

Partnership, Collaboration, and Leadership

1min
page 95

Moral and Ethical Leadership

1min
page 92

Transformational Leadership

2min
pages 90-91

Cultural Competence and Leadership

4min
pages 87-89

What Kinds of Leadership Skills?

3min
pages 84-85

References

13min
pages 69-76

4 Globalization and Leadership Challenges

2min
pages 77-78

Leadership Theories

6min
pages 79-81

Spreadable Diseases

2min
page 67

Strategic Planning and Human Resource Management

1min
page 61

Diversity

3min
pages 64-65

The Challenge of Cultural Competence

3min
pages 62-63

Challenges of Participation

1min
page 60

Motivation

2min
page 54

Implement a Change Culture

4min
pages 57-58

Technology and Training

3min
pages 55-56

Productivity/Performance

3min
pages 52-53

Decentralization

1min
page 51

Compensation

3min
pages 47-48

Public Service Ethics

2min
page 49

Demand for Accountability

1min
page 46

Loss of Prestige in Government Employment

3min
pages 43-44

Loss of the Tenure System

2min
page 45

The Challenges of Recruitment

1min
page 42

References

9min
pages 35-40

Capacity Building and Challenges

1min
page 34

Public Enterprises

1min
page 31

The Rise of Civil Society

1min
page 21

Globalization of Demands

2min
page 17

Globalization

1min
page 16

Innovation

1min
page 19

Openness and Transparency

1min
page 18
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