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An Enhanced Salary's Influence on Improved Public Service Delivery: A Case study of the Office of the Auditor General, Uganda : 급여 인상이 공공서비스 전달의 향상에 미치는 영향에 관한 연구: 우간다 감사원 사례
| DC Field | Value | Language |
|---|---|---|
| dc.contributor.advisor | 임도빈 | - |
| dc.contributor.author | 앤드류 | - |
| dc.date.accessioned | 2017-07-19T07:38:44Z | - |
| dc.date.available | 2017-07-19T07:38:44Z | - |
| dc.date.issued | 2015-08 | - |
| dc.identifier.other | 000000039275 | - |
| dc.identifier.uri | https://hdl.handle.net/10371/130131 | - |
| dc.description | 학위논문 (석사)-- 서울대학교 행정대학원 : 행정학과(행정학 전공), 2015. 8. 임도빈. | - |
| dc.description.abstract | Like any other developing country, Uganda today is plagued by poor public service delivery. This has not always been the case as in the 1960s her public service was branded as one of the best in sub Saharan Africa. This study was born out of the teachers numerous strikes in agitation for increased salary to provide better services and the Governments failure to uphold the agreed on increments, with the claim of not having the resources, but still demanding better services. This was extended to the entire public service and hence the topic An enhanced salarys influence on improved public service delivery: The case of the Office of the Auditor General, Uganda.
From 4th October 2008 with the enactment of the National Audit Act, 2008, the Office of the Auditor General (OAG) became an autonomous public agency and left the mainstream public service. This entailed meaningful autonomy in the management of her human resources, budgetary process and other resources. Key to this was the enhancement of the salaries of her staff for purposes of motivating them to produce expected results. Through the case study, it was established that her performance after 2008 greatly improved compared to the earlier period when she was still part of the mainstream public service which has incidentally remained with those problems and more. However, by considering the massive hemorrhage of government resources through corrupt tendencies and in this instance from only the payroll management related areas of the ghost workers phenomenon in salary and pension as well as the bloated structure, if these were appropriately handled they would generate savings and contribute resources to enhance the salary of public servants. Also discovered was a serious distortion in salaries paid to public servants. In conclusion it was observed that an enhanced salary contributes to improved public service delivery and all efforts should be made by the Government to find the necessary resources and address the issue. Policy recommendations ranged from the actual increment of salaries and government meeting its own targets set to effectively fighting corruption, capping the haphazard increase of the public service and harmonization of the salaries across the public service. | - |
| dc.description.tableofcontents | Abstract i
List of figures: viii List of Tables: ix CHAPTER 1 INTRODUCTION 1 1.1 Background to the study 1 1.2 Statement of the problem 3 1.3 Study objectives 4 1.4 Research questions 5 1.5 Hypothesis 5 1.6 Justification for the study 5 1.7 Definition of terms 6 1.8 Conceptual Frame work 7 CHAPTER 2 LITERATURE REVIEW 9 2.1 Introduction 9 2.2 Pay reforms that have been implemented in Sub-Saharan Africa 9 2.3 The influence of pay reforms on service delivery in Public Service 13 2.4 Possible strategies in which pay reforms can be used to enhance service delivery in the Public Service 16 3.1 Introduction 22 3.2 Selecting Content 23 3.3 Data and Units of Analysis 24 3.3.1 Categorizing Content of Articles 24 3.3.1.1 Salary Payroll Management 25 3.3.1.2 Pension Payroll Management 25 CHAPTER 4 HISTORY AND OVERVIEW OF THE UGANDA PUBLIC SERVICE AND ITS REFORM 26 4.1 Pre-Independence Period 26 4.2 Post-Independence 29 4.3 An Over view of the Uganda Public Service 32 4.3.1 The Legislature 33 4.3.2 The Judiciary 34 4.3.3 The Executive 34 4.3.4 The Local Government 37 4.4 The Public Service Reform Programme 40 4.4.1 Vision and Objectives of the PSRP 41 4.4.2 Results of the PSRP 43 4.5 Overview of the Ministries of Public Service and of Finance, Planning and Economic Development 48 4.5.1 Ministry of Public Service 48 4.5.2 Ministry of Finance, Planning and Economic Development 51 Chapter 5 The Unavailability of Resources for Salary Enhancement ? Government Claim 55 5.1 Introduction 55 5.2 Articles on payroll management in the Public Service 58 5.2.1 Number of Articles ? Pre-Autonomy (2003 ? 2008) 59 5.2.2 Number of Articles ? Post-Autonomy (2009 ? 2013) 60 5.3 Length of Articles 61 5.3.1 Length of Articles ? Pre-autonomy 62 5.3.2 Length of Articles ? Post-autonomy 63 5.4 Reference Sources of Articles 64 5.5 Concerns of the Payroll management Articles 67 5.6 Salary Payroll Management 69 5.6.1 Salary Payroll Management during Pre-autonomy 70 5.6.1.1 Ghost salary Pre-autonomy 71 5.6.1.2 Payroll Cleaning Pre-autonomy 73 5.6.1.3 Bloated Structure Pre-autonomy 74 5.6.1.4 Salary Distortions Pre-autonomy 75 5.6.2 Salary Payroll management during Post-autonomy 76 5.6.2.1 Ghost Salary Post-autonomy 77 5.6.2.2 Payroll Cleaning Post-autonomy 79 5.6.2.3 Bloated Structure Post-autonomy 81 5.6.2.4 Salary Distortion Post-autonomy 84 Table 16: Summary table of Newspaper Salient Findings on Salary Distortions ? Post-autonomy 84 5.7 Pension Payroll Management 87 5.7.1 Pension Payroll Management during the Pre-autonomy period 88 5.7.1.1 Ghost Pension Pre-autonomy 89 5.7.1.2 Pension Payroll Cleaning Pre-autonomy 90 5.7.2 Pension Payroll Management during Post-autonomy 91 5.7.2.1 Ghost Pension Post-autonomy 92 5.7.2.2 Pension Payroll Cleaning Post-autonomy 95 CHAPTER 6 THE OFFICE OF THE AUDITOR GENERAL 98 6.1 Introduction 98 6.2 History of Office of the Auditor General 98 6.3 The OAG Mandate 100 6.4 OAG Move to Autonomy and her Performance 103 CHAPTER 7 CONCLUSIONS AND RECOMMENDATIONS 120 7.0 Conclusions 120 7.1 Analysis of conclusions 120 7.2 Salary enhancement, improved performance and service delivery 122 7.3 The lack of resources for salary enhancement 125 7.4 Policy Recommendations 127 7.5 Limitations 132 7.6 Areas for further studies 133 REFERENCES 134 APPENDICES 144 Appendix 1: Daily Monitor Newspaper Articles used 144 Appendix 2: New Vision Newspaper Articles used 148 Appendix 3: Observer Newspaper Articles used 152 Appendix 4: Translated Abstract 154 Acknowledgement 157 | - |
| dc.format | application/pdf | - |
| dc.format.extent | 1381499 bytes | - |
| dc.format.medium | application/pdf | - |
| dc.language.iso | en | - |
| dc.publisher | 서울대학교 행정대학원 | - |
| dc.subject | Pay reform | - |
| dc.subject | salary enhancement | - |
| dc.subject | payroll management | - |
| dc.subject | ghost workers | - |
| dc.subject | ghost salary | - |
| dc.subject | ghost pension | - |
| dc.subject | payroll cleaning | - |
| dc.subject | bloated structure | - |
| dc.subject | salary distortions | - |
| dc.subject.ddc | 350 | - |
| dc.title | An Enhanced Salary's Influence on Improved Public Service Delivery: A Case study of the Office of the Auditor General, Uganda | - |
| dc.title.alternative | 급여 인상이 공공서비스 전달의 향상에 미치는 영향에 관한 연구: 우간다 감사원 사례 | - |
| dc.type | Thesis | - |
| dc.contributor.AlternativeAuthor | Andrew Kalifa Samuel Mujungu | - |
| dc.description.degree | Master | - |
| dc.citation.pages | 157 | - |
| dc.contributor.affiliation | 행정대학원 행정학과 | - |
| dc.date.awarded | 2015-08 | - |
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