Implementation of performance management system in Zambia’s public service: exploring awareness, challenges and mitigation measures.

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Date
2020
Authors
Phiri, Maxwell
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Publisher
The University of Zambia
Abstract
The study sought to explore the implementation of Performance Management System in Zambia’s public service with specific focus on exploring awareness, challenges and mitigation measures. The study used qualitative research paradigm and a narrative research design. The study comprised of 30 participants engaged through interviews coupled with three (3) Focused Group Discussions one from each ministry,6 participants were interviewed from each of the three ministries and four participants were interviewed from each focused group and the method used was purposive sampling procedure. Data was analysed thematically. Key findings among others revealed that Zambian public service workers were aware of the implementation of the Performance Management System. It was also revealed in this study that the most common challenges involved low level of feedback rate, lack of commitment from top management, lack of resources lack of adequate capacity building and artifacts funding, lack of time, lack of coordinated leadership style, fear of the unknown, unfairness in the performance managements system, lack of an affective reward system, lack of training in performance management system, ineffective supervision and cultural beliefs. The study further revealed that supporting high performance, encouraging and supporting team work, the need to manage under performance, reward system, non-financial rewards (motivation), financial reward system, performance reviews, change in management style and change in communication style were some of the ways of enhancing the implementation of PMS. The study recommends that top management should engage junior officers in discussing the issues affecting the effective implementation of performance management system and on ways to improve quality service delivery in the public service. The government and stakeholders should increase funds in form of grants to support the implementation of the performance management system. There is need for in-service orientation programmes and training so as to equip public service workers with the knowledge and skills in performance management system.
Description
Thesis of Doctor of Philosophy in Public Administration.
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