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Dissertations / Theses on the topic 'Civil service'

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Published: 4 June 2021

Last updated: 29 July 2024

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1

Clifford, Andrew C. "Civil Service executive agencies and the transformation of Civil Service employee relations." Thesis, University of Oxford, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.365736.

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2

Tsang, Lo-ming, and 曾路明. "The impact of civil service reform on civil service entry and exit." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46777878.

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3

Moore, Kenneth H. "The British Civil Service." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1990. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1990.
Source: Masters Abstracts International, Volume: 45-06, page: 2953. Abstract precedes thesis as [2] preliminary leaves. Typescript. Includes bibliographical references (leaves [61-63]).

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4

Gentile, Patrizia. "Searching for "Miss Civil Service" and "Mr. Civil Service"; gender anxiety, beauty contests and fruit machines in the Canadian civil service, 1950-1973." Ottawa, 1996.

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5

Wai, In-fun Perseus, and 衛彥勳. "Reforming the civil service: the impact of HKSAR's 'Downsizing' policies to the civil service employees." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B45012672.

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6

Mak, Yin-chun. "Improving service delivery in the Urban Services Department." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1859654X.

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7

Antonova, Viktoriya K. "Multiculturalism in the russian civil service." Thesis, University of Essex, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499814.

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8

Baudier, Jean-François. "Service civil et personnels de sante." Université Louis Pasteur (Strasbourg) (1971-2008), 1985. http://www.theses.fr/1985STR1M146.

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9

Fu, Shuk-man Susana, and 傅淑文. "Hong Kong civil service pay and conditions of service revisited." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31263756.

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10

Poon, Sau-yu Kerry. "Human resource management in Hong Kong Civil Service : a case study of the development of a multi-skilled general support service /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21036998.

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11

Derwin, A. "Representative bureaucracy? : the senior Irish civil service." Thesis, Queen's University Belfast, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.546043.

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12

Giraudet, Marie Sandrine. "Le "service d'amis" en droit civil français." Paris 2, 1990. http://www.theses.fr/1990PA020023.

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Le " service d'amis " est une alliance de mots, le rapprochement de deux mots formant une expression remarquable. Inconnue du langage juridique, cette expression signifie l'activite humaine rendue volontairement au profit d'un ami. Le droit civil francais n'apprehende pas directement le sentiment d' amitie, mais il l'apprehende par le biais des "services d'amis". Si la place de l'amitie est importante en droit des personnes, des incapacites et des liberalites, si l'amitie a encore une place privilegiee en droit des obligations, en revanche l'amitie n'a qu'une place restreinte en droit des biens, en raison de l'impersonnalite de cette branche du droit civil francais. Le droit civil francais n'est pas hostile a l'amitie si elle ne se montre pas perturbatrice. En un mot, l'amitie doit rester une inclination un sentiment calme et modere. De surcroit, le sentiment d'amitie doit, au regard du droit civil francais, etre un sentiment stable et non une attitude veleitaire
" service to friends " - a juxtaposition of two words which make a remarkable expression. Unknownin legal language, this expression signifies something done freely in the service of a friend. French civil law does not directly recognize friendship, but acknowledges it through the system of " services to friends ". If friendship has an important place in law as applied to individual rights, incapacities and liberalities, if friendship still has a privilege place in law concerning obligations, it only has a restricted place in law has applied to property because of the impersonnality of this particular branch of french civil law. French civil law is not all hostile to the concept of friendship as long as that concept does not interfere with it. In other words, friendship should remain a personal inclination- calm and moderate. Moreover, friendship, in the eyes of french civil law, should be something permanent and not subject to change

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13

Cameron, Nancy G. "Health Officer’s Service in Civil Air Patrol." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/7066.

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14

Cheng, Chit-sum, and 鄭哲琛. "The effectiveness of non-civil service contract staff in replacing civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46772509.

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15

Kue, Mei-wah Karen. "Civil service reform in Hong Kong : new appointment policy /." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk:8888/cgi-bin/hkuto%5Ftoc%5Fpdf?B23295387.

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16

Mak, Yin-chun, and 麥燕珍. "Improving service delivery in the Urban Services Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31965660.

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17

Al-Asmi, Hamood Said Hamed. "The Role of Managers and Their Effectiveness in Civil Service Organisations : A Field Study of Omani Civil Service Managers." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.508806.

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18

Kwong, Woo-shun Allan. "Promotion policy in the Hong Kong Civil Service." [Hong Kong] : University of Hong Kong, 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236179.

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19

Chan, Nga-lai Ella, and 陳雅麗. "Pay administration in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31963997.

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Kwong, Woo-shun Allan, and 鄺和順. "Promotion policy in the Hong Kong Civil Service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964072.

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21

Vaughan, Jake. "The first Labour Government and the Civil Service." Thesis, King's College London (University of London), 2007. https://kclpure.kcl.ac.uk/portal/en/theses/the-first-labour-government-and-the-civil-service(b8b3a81e-37bf-4365-bf1d-11f508234bc7).html.

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22

Davis, Jon Malcolm. "Prime ministers & civil service reform 1960-74." Thesis, Queen Mary, University of London, 2009. http://qmro.qmul.ac.uk/xmlui/handle/123456789/1656.

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This thesis anatomises the high watermark of belief in administrative and institutional remedies to the deeply-felt relative economic and absolute military decline of Britain in the years after the Second. World War. It analyses the second half of the Macmillan years, the administration of Sir Alec Douglas-Home, the first two premierships of Harold Wilson (but not the period from 1974-76 which saw little reformist activity) and the three-and-a-half years that Edward Heath occupied No. 10 Downing Street. The approach has been to look at the prime ministers' plans, examine how these were embraced by the Civil Service and analyse the results. The period 1960-74 saw a great many major reforms to the machinery of government, all of which are analysed. Significant new findings include the struggle over the demarcation `concordat' between the Treasury and the Department of Economic Affairs in 1964; the way that the Prime Minister's Principal Private Secretary acted against the senior civil servant handling the reception of the Fulton Report; the fact that Harold Wilson developed a keen interest in the `hiving off' of parts of the public sector in 1969; how, after the Heath Government was elected in 1970, the Civil Service took the massive political planning undertaken prior to government and effectively cherry-picked what it wanted, turning the dynamism for reform to its own advantage; the remarkable lack of interest in Programme Analysis and Review; and the way that the Central Policy Review Staff was sidelined in Heath's last weeks.

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23

Van, Beek Monique. "Institutionalization of civil service systems for comparative analysis." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/52891.

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Thesis (MPA)--University of Stellenbosch, 2002
ENGLISH ABSTRACT: The primary focus of this study is the civil service system as an organization and the extent to which it is institutionalized within a specific society. Within the ambit of organizational science the emphasis is on the concept of institutionalization, more specifically the institutionalization of the civil service system. Several aspects pertain to the field of Public Administration; these include the study of public organization structures and processes, the formulation and execution of public policy and the general administration and management of the public organization. Civil service systems form an integral part of public administration. The civil service is viewed as the focal point in this study as it represents a collective organization that incorporates the different public organizations within the system. This study focuses on four concepts identified by Bekke, Perry, & Toonen (1996) in their book Civil Service Systems - In Comparative Perspective. These concepts act as indicators of institutionalization within civil service organizations. The concepts are briefly explained as: boundedness (the influence of the boundaries between civil service system and society), exchange (the interaction that occurs externally between the civil service and society, and internally within the system), routinization (the extent to which the organizations within the system are rule and routine-bound) and connectedness (the extent to which the different components of the system are connected). Each of the indicators is developed within a theoretical framework that supports scientific operationilization. With operationilization each of the indicators are explored according to a set of questions. The answers to the questionnaires developed for a specific indicator represents the extent to which the civil service is institutionalized. The information supplied by all the different questionnaires provide for the creation of a profile that indicates to the level of institutionalization of the civil service system. This information can be utilized within a comparative analysis of civil service systems. These questionnaires and the information they provide can also be utilized in the identification of key concepts, they can improve understanding concerning relationships among concepts and the underlying logic or dynamic of different organizational relations within civil service organizations.
AFRIKAANSE OPSOMMING: Die primêre fokus van hierdie studie is die staatsdiensstelsel as 'n organisasie en die mate waartoe dit geinstitusionaliseerd is binne 'n bepaalde samelewing. Die doel van die studie behels die ontwikkeling van 'n navorsingsinstrument wat gebruik kan word binne 'n vergelykende studie aangaande die institusionalisering van staatsdienssteiseis. Verskeie akademiese dissiplines dra by tot die aard van vergelykende studies. Die primêre fokus van hierdie studie omvat twee van hierdie dissiplines, naamlik Publieke Administrasie en Organisasiekunde Wetenskap. Verskeie aspekte hou verband met Publieke Administrasie as "n studieveld, insluitend die bestudering van openbare organisasiestrukture en prosesse, die formulering en die uitvoering van openbare beleid asook die algemene administrasie en bestuur van "n openbare instelling. Staatsdiensstelsels vorm 'n integrale deel van publieke administrasie. Hierdie studie fokus hoofsaaklik op die staatsdiens as "n kollektiewe organisasie wat die verskillende openbare instellings inkorporeer en verteenwoordig. Binne die strekking van die organisasiewetenskap is die klem op die konsep institusionalisering en meer spesifiek die institusionalisering van die staatsdiens. Die klem val veralop die vier konsepte wat deur Bekke, Perry & Toonen (1996) in hulle boek Civil Service Systems - In Comparative Perspective geidentifiseer is. Hierdie konsepte word gebruik as indikatore om die mate van institusionalisering van die staatsdiens aan te dui. Die konsepte kan kortliks beskryf word as begrensing (die invloed van instellingsgrense of afbakenings tussen die staatsdienssisteem en die samelewing), uitruiling (die interaksie wat plaasvind tussen die staatsdiens en die samelewing asook die interaksie binne die staatsdiens), roetineering (die mate waartoe instellings binne die staatsdiens verbonde is tot reëls en roetine) en verbondenheid (die mate waartoe die verskillende komponente van die stelsel aan mekaar verbind is). Elkeen van hierdie komponente word omskryf deur middel van "n teoretiese raamwerk wat die wetenskaplike operasionalisering van elke komponent ondersteun. Met die operasionalisasie word die verskillende konsepte toegepas binne "n bepaalde vraelys. Die antwoorde op die vrae bied 'n aanduiding van die mate waartoe die instelling geinstitusionaliseerd is. Die inligting wat verskaf word deur die verskillende vraelyste gee aanleiding tot die samestelling van 'n profiel wat die vlak van institusionalisering binne "n bepaalde staatdiensstelsel aandui. Sulke profiele kan gebruik word binne 'n vergelykende studie van verskillende staatsdienssteiseis. Die vraelys inligting kan ook gebruik word vir die identifikasie van sleutel konstepte binne staatsdienssteiseis, asook die verklaring van bepaalde verhoudings en onderliggende logika of dinamika tussen die verskillende instellings binne die staatsdiens.

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24

O'Toole, John. "Civil Service reform in Ireland 1922 to 2012." Thesis, University of Liverpool, 2015. http://livrepository.liverpool.ac.uk/2013806/.

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This thesis examines civil service reform in Ireland from independence to 2012. Following independence, inexperienced and over-burdened Ministers gave the civil service, which was dominated by the Department of Finance, considerable autonomy. This creation of an impartial civil service remains one of the great achievements of the Irish State. The thesis finds that progress on administrative reform has been uneven and limited due to a combination of lack of political will and obstacles within the administration. Efforts to reform the civil service began with the 1935 Brennan Commission, and continued with the Devlin Report, 1969. This work examines the challenges faced by Taoiseach Garret FitzGerald and by John Boland, first Minister for the Public Service, in reforming the civil service. Later initiatives to reform the civil service are also analysed. The thesis finds that both political will and administrative support are required for administrative reform. Ireland’s economic collapse in 2008 transformed the approach to administrative reform through the Troika of the European Commission, International Monetary Fund and European Central Bank. Administrative reform was a key element of the strategic response to economic crisis for the government which came to office in 2011. Reforms were therefore driven by external financiers who required that Ireland modernise its public administration. The establishment of the Department of Public Expenditure and Reform in 2011 highlighted this. Uniquely, this new department combined both expenditure and reform elements. Earlier lessons in relation to poor implementation of reform were learned, with a strong focus on implementation and delivery. The Public Service Reform Plan of November 2011 set out 70 recommendations and 200 actions across five areas. This plan emphasised ownership within departments, with dedicated reform teams working under a Cabinet committee. The plan also highlighted the importance of implementation with deadlines, dates and ownership. The Irish civil service made good progress in recent years in reducing costs, improving productivity, the online delivery of services, developing shared services and putting in place administrative reforms. By drawing on the lessons learned since independence, particularly from the most recent economic crisis, governments and policy-makers may be better prepared to implement future administrative reforms.

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25

Chan, Nga-lai Ella. "Pay administration in the Hong Kong civil service." [Hong Kong : University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236325.

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26

Wan, Chung-chu. "An analysis of the staff appraisal system in the Hong Kong government." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12313361.

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27

Schwarcz, Stacey. "Service design for heavy demand corridors : limited-stop bus service." Thesis, Massachusetts Institute of Technology, 2004. http://hdl.handle.net/1721.1/32415.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Civil and Environmental Engineering, 2004.
Includes bibliographical references (leaves 109-110).
Many transit agencies run both limited-stop and local service along some of their heavy ridership corridors. The primary benefit of limited-stop bus service is higher speed which results in reduced running time and thus reduced travel time for passengers. This reduced travel time can improve the service quality for existing passengers and can increase ridership on the route and thus both passengers and the agency can benefit from limited- stop service. However, this strategy also results in increased access time, and in increased wait time for some passengers. This thesis develops a model to evaluate limited stop bus service and then applies the model to develop general design guidelines for limited-stop service. The model created evaluates a specific service configuration including both the local and limited-stop headways and stops. The model calculates travel times, and assigns existing demand to limited and local stops and to limited and local routes, based on minimum passenger (weighted) travel time. This assignment is applied at the origin-destination pair level. The model then calculates several measures of effectiveness, which are used to compare different configurations, including market share (local preferred, limited preferred, and choice passengers), stop and route assignment (number of passengers selecting the limited service stops and limited-stop service), net change in passenger travel time (weighted and un-weighted), and finally productivity (passengers per trip and per vehicle hour for the local and limited-stop service). The model was used to analyze two CTA cases: Western Avenue local Route 49 and limited-stop Route X49, and the Madison Avenue Route 20.
(cont.) The analysis of Western Avenue and Madison Avenue involved testing alternative frequency configurations; alternate stop spacing configurations were analyzed only for Madison Avenue. The specific findings on these routes show that the existing stop spacing on Route X49 is effective, but to improve the overall effectiveness of the route the limited-stop frequency share should be increased to at least 60% of all service on the corridor. Limited-stop service on Madison Avenue was found not to be effective under any configuration due to short trip lengths and evenly distributed demand along the route. The results of the analysis were used to develop two sets of guidelines: corridor (or route) potential for limited stop service and limited-stop service design. The corridor potential guidelines suggest that high concentrations of origins and destinations and long passenger trips are both critical to the effectiveness of limited-stop service. Additional factors that affect the corridor potential for limited-stop service are the existing headway and ridership and the potential for route level running time savings. Limited-stop service design guidelines were developed for setting stop spacing and frequency share. The stop spacing on the limited-stop service should be decided by placing stops at the highest demand points and at all transfer points, and is guided by the distribution of origins and destinations, with the goal of attaining a wide enough stop spacing to achieve significant route level travel time savings. One of the major findings of this thesis is that limited-stop service is generally most effective at greater than 50% frequency share.
by Stacey Schwarcz.
S.M.

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28

Horan, Catherine. "Equality policy in the Civil Service : a place for civil servants' perceptions of equality?" Thesis, Queen's University Belfast, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.601659.

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The Irish civil service advances an equality strategy based on equality of opportunity, with acknowledgement of the place for equality of recognition. Baker et a1 (2009) suggest that equality can be viewed in five dimensions and that equality of opportunity is a liberal egalitarian principle that can be imp roved upon and replaced by equality of condition. This thesis considers Civil Servants ' views on equality to gain insight into the way that they perceive equality. It tests the relationship between support for a politics of redistribution and a politics of recognition. Charles Taylor has argued that there is a relationship between the extent to which people can develop and the extent to which they are recognised. A focus upon the perceptions of Civil Servants accommodates the polities of recognition which has been advocated by Taylor. An analysis of perceptions of equality of staff at one government department has been conducted in order to find out what equality means to Civil Servants and to investigate equality provision and awareness, and job satisfaction and personal satisfaction in the Civil Service. It is asserted that the research on Civil Servants' perceptions of equality can be employed to review and set equality goals and policies.

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29

Lam, Siu-ming Sharman. "A study of the use of written English in the Hong Kong civil service." Click to view the E-thesis via HKUTO, 1987. http://sunzi.lib.hku.hk/hkuto/record/B31949095.

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So, Mei-yee Nancy. "Civil service reform in Hong Kong pay determination system /." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967310.

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31

Park, Sunghee. "Aligning incentives and performance in the Korean civil service." Thesis, University of York, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.546805.

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32

So, Mei-yee Nancy, and 蘇美儀. "Civil service reform in Hong Kong: pay determination system." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31967310.

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Kue, Mei-wah Karen, and 葛美華. "Civil service reform in Hong Kong: new appointment policy." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B30257062.

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Sabbagh, Amal A. "Women's work and achievement in the Jordanian civil service." Thesis, University of Nottingham, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.339638.

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35

Park, Soo-Young. "Who Is Our Master? -Debates during Civil Service Reforms-." Diss., Virginia Tech, 2005. http://hdl.handle.net/10919/28804.

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Who is the American bureaucracy's master in national government? At least three different sets of answers have been proposed. The first answer claims a single master of American bureaucracy, be it the president, Congress, or the courts. The second denies that there is any master over the bureaucracy and claims the existence of bureaucratic autonomy. In the middle of the two theories, there lies multiple masters theory. This dissertation attempts to advocate multiple masters theory by answering such questions as "Is the conception of multiple masters only theoretically conceivable, or is it historically supported?" or "Does the historical record suggest that multiple masters scheme was seriously in play in actual American constitutional dialogue?" To be a master, one should have at least one of the following powers - budget, personnel, information, and regulatory review. This dissertation focuses on one of them - the appointing power. To look at it historically, this dissertation chose four distinct periods of American history. They are the founding era, Jacksonian era, Republican era, and the Carter Administration. These eras were related to the four important civil service reform acts: the two Tenure of Office Acts of 1820 and 1867, Pendleton Act of 1883, and the CSRA of 1978. Congressional debates recorded in Congressional Record were analyzed to find evidences supporting multiple masters perspective. There were evidences that support the significant existence and role of the multiple masters perspective in all the four eras analyzed. Although weakened in the 1978 debate, the multiple masters theory was supported in important congressional debates by leading politicians of the day, providing historical foundation for the theory. The multiple masters perspective provides a need to construct a normative foundation for bureaucrats to adopt, because bureaucrats, in many cases, cannot avoid making decisions on which master to choose and which to ignore at a given time on a given issue. Under the multiple masters scheme, bureaucrats may have to play the role of balance wheel in the constitutional order, using their statutory powers and professional expertise to favor whichever constitutional masters need their help to preserve the purpose of the Constitution itself.
Ph. D.

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36

Kwok, Kai-chiu Jim. "The performance management system of the Customs & Excise Department." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18596137.

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37

Corby, Susan Ruth. "Private sector norms and public service practices : employment relations in the Civil Service and the National Health Service." Thesis, University of Greenwich, 2003. http://gala.gre.ac.uk/6137/.

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This submission for a PhD by published work looks at employment relations in the Civil Service and the National Health Service( NHS) over the last decade and in particular at management/union relations, pay determination and equal opportunities. The focus of research over this period was the extent to which private sector norms are advocated by the State impacted on public sector practices: a) in the Civil Service compared to the NHS b) in employing bodies within the Civil Service(ie executive agencies and employing bodies within the NHS (ie NHS trusts). The submission is in three parts. First, the distinctions between the private and public sectors are discussed along with the change agenda pursued by successive governments since 1979 to make the public sector more like the private sector. Second, four key debates are rehearsed: whether the state as employer is no longer a 'model' employer, whether there has been trade union renewal; whether the public sector ethos has been undermined; and whether the accession of the Labour government in 1997 was a watershed in respect of public sector employment relations. Third, the author's contributions to these debates are demonstrated.

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38

Chou, Kwok-ping, and 仇國平. "Conflict and ambiguity in the implementation of civil service reform in China, 1993-2000." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B29822294.

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Hin, Ada, and 禤雅儀. "A comparative study of the civil service of Hong Kong and Singapore." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B29518775.

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40

Hodder, Andrew John. "Trade union responses to civil service restructuring : organising in the Public and Commercial Services union." Thesis, Keele University, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.602977.

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This thesis explores the adoption of the organising model of union renewal by the Public and Commercial Services union (PCS) in response to membership decline and civil service restructuring. The neoliberal stance of successive UK Governments, together with the continuing decline of union influence and membership, have led unions to reassess their organisational and recruitment strategies. The growth in union renewal has seen many unions adopt both organising and partnership approaches since the formal re-launch of the TUC in 1994 (Heery, 1998). Despite organising now being a well-established tactic deployed by many unions, evaluating its effectiveness is problematic and requires further detailed research which transcends the extent to which organising fits the organising model. The central aim of this research is to: situate debates around union organising in a wider historical and political context; systematically examine the issues of structure and action in relation to union organising and union purpose; and provide a more holistic overview of one union's approach to organising by examining organising across different (horizontal and vertical) levels of union activity in a recognised environment. Hyman's (1994) model of internal union dynamics was adopted as a framework to examine the extent to which organising has been embedded in the structures of the PCS and the work of Simms (2007a) and Martinez Lucio and Stuart (2005) were applied where appropriate. The research findings extend and challenge the existing literature on union renewal with two case studies illustrating that different sections of the same union can be expected to engage with the organising agenda to varying degrees. This is dependent on the perceived purpose of the union amongst representatives, as well as structural factors such as the employer's organisation of services and employment, the union's own internal structures, and crucially bargaining locus and scope.

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41

Milne, Terry (Terrence Arthur) Carleton University Dissertation Public Administration. "Bureaucratic reform and state intervention; from Glassco to Public Service 2000." Ottawa, 1992.

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Ko, Man-fai. "Proposals for the organisation and management of the Architectural Services Department /." Hong Kong : University of Hong Kong, 1991. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25947096.

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Ho, Man-yee, and 何文儀. "Is the civil service an equal opportunity employer?: female civil servants in Japan and Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B29392524.

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Lee, Hak-wai Robert. "An analysis of recruitment and selection procedures for assistantassessors in the Inland Revenue Department." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12316143.

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Soma, Ichiro. "Analysis of energy service industry." Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/34086.

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Agarwal, Anamika 1981. "Versioning of Web service interfaces." Thesis, Massachusetts Institute of Technology, 2004. http://hdl.handle.net/1721.1/28630.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Civil and Environmental Engineering, 2004.
Includes bibliographical references (leaves 88-91).
This thesis investigates the problem of "design for change" in the context of Web Service based information systems. It describes the current status of architecting Web Services, an implementation of the Service Oriented Architecture. It also discusses the availability and support for higher level specifications, such as security, that leverage the baseline standards like SOAP (Simple Object Access Protocol), WSDL (Web Service Description Language), and UDDI (Universal Discovery, Description and Integration). This thesis examines versioning as an additional specification. It discusses the Web Service enabled programming environment by addressing the various causes of change. Two levels of versioning are identified to deal with this problem--Schema level and Interface level versioning. For Schema level versioning, the extensibility models and their versioning support are discussed. Other techniques of using distinct namespaces and custom versioning tags are presented by means of samples. The second level of versioning, the Interface Level Versioning, discusses implementation of versioning logic using the current standards of WSDL 1.1. In addition, the ongoing recommendations and efforts in this field are stated.
by Anamika Agarwal.
S.M.

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Rivest, Michel C. (Michel Claude). "Perspectives for energy service companies." Thesis, Massachusetts Institute of Technology, 1995. http://hdl.handle.net/1721.1/11151.

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Guebuza, Anchia Nhaca. "Civil service reform and human resources management priorities in Mozambique." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6831_1264385573.

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This study focused on the developments of Civil Service Reform (CSR) in Mozambique, and the priority issues pertaining to human resources management in the country. This research investigation performed an assessment of the human resources management priorities and its effectiveness in civil service reform in the Government of Mozambique.

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Meyer-Sahling, Jan-Hinrik. "Governance by discretion : civil service reform in post-communist Hungary." Thesis, London School of Economics and Political Science (University of London), 2003. http://etheses.lse.ac.uk/2116/.

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This thesis analyses civil service reform and policy developments in Hungary since 1990 as an extreme case of the discrepancy between attempts to establish professional, de-politicised civil services and the persisting politicisation of personnel policy in post-communist central executives. At the theoretical level, it applies the insights of new institutionalist approaches to executive politics, in particular the body of so-called 'delegation studies' rooted in the new economics of organisations. The thesis develops four ideal types of personnel policy regimes that are distinguished on the basis of the concept of formal political discretion, which is defined as the extent to which the government of the day, or its ministers, has the possibility to exercise personnel policy authority and the extent to which the exercise of this authority is subject to specific procedural constraints. The thesis argues that a low degree of formal political discretion built into civil service legislation can enhance the informational role of ministerial bureaucracies in policy-making. However, governments do only have an incentive to establish or maintain a low degree of formal political discretion built into civil service legislation, if they have no problems of political trust towards the bureaucracy. The empirical analysis of civil service reform outcomes in Hungary reveals that three reforms since 1990 have led to the emergence of a personnel policy regime that allows governments to exercise a considerable degree of political discretion over personnel policy, in particular, the allocation of civil servants in managerial ranks. The analysis of civil service reform processes shows that the communist legacy of over-politicised personnel policy, the radical anti-communism of centre-right parties and four wholesale changes of government since 1990 have tended to reproduce severe problems of political trust in the relation between governments and the ministerial bureaucracy. The thesis shows that incoming governments have therefore continuously exercised political discretion over personnel policy, in particular, by recruiting (often politically affiliated) senior personnel from outside public administration. At the same time, successive governments have been unwilling to make a commitment to a de-politicised civil service system because of their distrust in the loyalty of bureaucrats associated with previous governments. Moreover, as the group of senior bureaucrats who seek a career in public administration has shrunk, the de-politicisation of the civil service has increasingly come to contradict the career interest of senior bureaucrats whose tenure is bound to that of the government and who commute between public administration, politics and the private sector. Setting Hungarian civil service reform and policy developments into a comparative post-communist perspective, the thesis concludes that the context of post-communist transformation tends to lock in a pattern of civil service governance characterised by high levels of political discretion.

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Malee, Surapong. "Managing civil service reform in Thailand, 1980-1999 : analytic narratives." Thesis, London School of Economics and Political Science (University of London), 2004. http://etheses.lse.ac.uk/1865/.

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The thesis seeks to explain change and stability in 'civil service policy' in Thailand between 1980 and 1999, by focusing on two issue areas relating to public sector human resource management: civil service downsizing and civil service pension reform. The thesis departs from the institutionalist research tradition, which explains administrative change using the concept of 'administrative reform capacity'. It argues that the static view of reform capacity advocated by institutionalists including Knill's ideal type constellations of administrative reform capacity needs to be re-conceptualised if it is to be analytically useful in accounting for variations in the trajectories and outcomes of civil service policy reform in Thailand across twenty-year period of this study and between case studies. To advance Knill's concept, the thesis take into account the processual view of public management policy change to develop a more flexible institutional processualist theoretical compass. The thesis adopts an 'analytic narrative instrumental case study' research design, which can accommodate inquiries from both institutional and processual research traditions. Drawing on evidence from two narrative case studies, this thesis develops process understanding and explanations for the dynamics of civil service policy making by shedding light on the analytical components of reform process: agenda setting, alternative specification and decision making. It argues that a combination of institutional and processual factors shape these processes, which results in variations in trajectories and outcomes in different episodes within the two case studies. Based on the narrative evidence, the thesis re-interprets the three main elements of Knill's concept of reform capacity - strength of executive leadership, entrenchment of administrative arrangement and political influence of the bureaucracy. It argues that for 'reform capacity' to explain public management policy change, the relationships between the three elements and between them and the dynamics contexts and situations faced by reformers need to be taken into account. The thesis elaborates two general approaches to civil service reform - the techno - bureaucratic and the political - and their dualities, which can be found in the principal reform actors, reform issues, reform process and mechanisms. It is the tensions between these elements and the reform context that affects the trajectories and outcomes of reform in Thailand - limited piecemeal public management policy change.

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