TERM PAPER

Title: How to Enhance Productivity of Workers In Public Sector

Since year 1957, public sector reform has been always in Government’s agenda. To
improve the quality of productivity offered by public sector agencies, Government took
several measures in improving the existing procedures and systems, technology and
administration. Each effort including programmes to develop values such as honesty,
discipline, integrity, accountability and efficiency among public servants yet still Malaysian
citizen criticise for dissatisfaction with public services. What is the factor of weak
productivity and how to enhance them? This is important because productivity growth is a
key dimension of better public services.

“The public sector is an important catalyst in pushing the country’s..,” states by

Zainiah (2006) as an aspirations towards better nation. After legit changes happen to our
country, Malaysia recently, the opposition—won 113 seats and successfully takes position as
a Government. Scene of general election 14 resulting that Malaysian are ready and desperate
for a transformation and reformation whether in administrative nor management to gain back
dignity of Malaysia. This study aims to discuss on two perspective of weakness productivity
in public sector. The paper also provides a solution to improve and enhance productivity for
two perspectives which are work ethics and motivation.

First and foremost, employee productivity is an assessment of the efficiency of a

worker or group of workers. In general, productivity of organization relate to effectiveness
and efficiency of time, people, finance, information, space, energy and materials. Perspective
of work ethics of public employees, seen as a factor affects quality of productivity in public
sector. According to Kosmos!Online (Aduan Kakitangan awam biadab meningkat), Datuk T.
Murugiah state that Biro Pengaduan Awam (BPA) receive more than 60 complaints from all
state every month involving civil servant. Not to mention the recent cases when immigration
officer went viral on social media after he act violently against the foreigner at the counter.
Regarding to that action of unprofessional attitude of civil servant has proved that
reformation in public sector must be continued.
The Malaysian civil service lost its professionalism many years ago. Public sector
been seen as a “job bank” for unemployed Malaysian youth. The end result is a bloated civil
service of 1.6 million people, or about 5% of the total population, with low levels of
productivity. The fact that the public service pledge is supported by a set of values knows as
The 12 Pillar, established in 1992 to create a group of exemplary ethical workers. Also, the
government had gone through various changes in its style of administration but there are
certain area to be focus on, is:
(a) Measuring efficiency and effectiveness
(b) Improving performance in delivery task
(c) Total quality management
 (d) Attitude and behavioural changes
(e) District administration

However this issue is not just a organization concern, but it has started from the society itself
to create a changes. In helps to enhance ethical value in our society, government should play
role to strengthen the rule of law. Enforce society to basic ethics like queue up, throw rubbish
into the right place, smoking area, give seat to someone needed, friendly to everybody, and
be punctual. Malaysia could use Japan as a model to structure reformation in civil service.
The Japanese efficiency in productivity not only from advance technology but more to their
work ethics, mind and value system, has build strong and good image of society in the
country. (Thye, 2018)

The motivation perspective, on the other hand, refers to public sector that is less
motivates compare with private sector. This study examines what the causes of public sector
less motivation to perform quality work. A.Frank states that work motivation refers to how
much a person tries to work and well (2004). In fact, public keeps complaining on the delays
and pending task by public sectors’ employees in term of service delivery. This might happen
because of lackness of work motivation and resulted in poor work performance.
Rizwan (2009) has conducted a study on the impact of rewards and recognition
towards motivation stated that managers can provide recognition to employees by sitting with
employees to have informal talks, spending time with them in form of a combined dinner or
else in other activities like asking about their families and other crucial aspects related to their
personal life. He also added that practice of reward within an organization, favourable
working environment is produced that can motivate employees to excel in their performance.

On top of that, having good manager or leader in organization is a way to build

motivation among the employees. A good leader should have no big gap between employee
and manager. For example, Mark Zuckerberg –much has been written about the 32-year-old
Facebook CEO’s motivational methods, including how he is completely approachable,
believes in removing barriers among employees, and does not have time for pointless
traditions. Zuckerberg is also generous with perks and believes in empowering his
employees. Thus, Marks’ leadership skill is one of the examples to be followed by public
sector which every employee needs recognition as one way to motive them to work.

Based on the study, majority youth, of Gen Y, is more demanding, open and eager to
get something (Julie.C, 2007). Public sector should practicing reward or incentive as method
to motivate employees. As far we know, public sector recognition and reward is lesser than
private sector. Private sector offer much higher pay and explicit reward based on annually
assessment. The most contribution to employees’ satisfaction is salary rather than incentives
were the least important factor. From Rudzi M., Izwan M.B and Baharom A.R. (2013)
findings, it can be concluded that organizational rewards system has positive influences on
the employees’ satisfaction at the organization they worked for.
Besides that, to improve quality of productivity in public sector, a continuously efforts
has to be taken by the government. The government need provide a career goal in civil
service by reducing bureaucratic red tape by simplifying and streamlining systems and
procedures and the use of the key performance indicators (KPIs) accountability.
Implementation of government policies includes introduction of quality initiatives such as
QCC, CC, TQM, ISO9000, e-Government Assessment, and more to mention. According to
Zainiah A.R. by providing training could help public servant to upgrade their knowledge,
skills and mind-set (2006). Good environment at work also help the organization to motivate
the employees to perform better at their work.

Zainiah A.R. (2006) also states that government is a secure job making less
competitiveness among employee caused inefficient of productivity. These two perspectives
are linked; both are a factor to enhance the productivity. First perspective which is work
ethics, is requires for employee to be responsible and ethical in what they work for. And
second perspective mention on motivation factor where needed to sustain the employee
productivity. Based on this study conclude that both perspective is important to promote
accountability and combating inefficiency productivity in public sector. By enhancing quality
of work performance, in civil service, could change citizens’ mind set towards public sector.
Since the majority of Malaysians are demanding change, we must play our role to take
Malaysia to a higher level in national and economic development, including national and
social integration, and social justice.

Bibliography
A.Frank, S. (2004). Government employees wroking hard or hardly working? . American Review Of
Public Administration , 36-51.

Aduan Kakitangan awam biadab meningkat. (n.d.). Retrieved 07 24, 2018, from Kosmo!Online:
http://ww1.kosmo.com.my/kosmo/content.asp?y=2010&dt=1130&pub=Kosmo&sec=Negara&pg=n
e_07.htm

Julie.C. (2007). Generational Learning Styles. LERN Books.

Rahman, D. N. (2006). National Competitiveness: Role of The Public Sector In Malaysia. Jurnal
Pengurusan Awam .

Rahman, D. N. (2006). National Competitiveness: Role Of The Public Sector In Malaysia. Jurnal
Pengurusan Awam .

Rizwan. (2009). Effective Communication Positively Impacts Employee Motivation Levels, Employee.
Retrieved from Opinion Research Corporation Suggests: www.opinionresearch.com

Rudzi Munap, Muhammad Izwan Mohd Badrillah and Baharom Abdul Rahman. (2013).
Organizational Rewards System and Employees’ Satisfaction at Telekom Malaysia Berhad. Journal of
Educational and Social Research .

Thye, T. S. (2018, June). Japanese work ethic can make us better nation. Retrieved July 2018, from
New Straight Times: https://www.nst.com.my/opinion/letters/2018/06/382709/japanese-work-
ethic-can-make-us-better-nation