BACHELOR OF COMMERCE ACCOUNTING HONORS DEGREE (HACC)

Module : Public Sector Accounting And Finance A

(ACC435/405)

Level : 3.1

Mode of Study : Harare Weekend Class

Lecturer : Ms Nyazema

Ellen Mudzviti : R211722F

QUESTION: Describe the various ways of innovating the public sector in the digital age
public sector innovation is about new ideas that are aimed at creating public value’. Each
public innovation is aimed at addressing a public policy challenge and achieves the desired
public outcome. The present time innovation is where many things are done by computer and
large amounts of information are available because of computer technology.

Systems

The public sector systems need to be improved by move from paper-based systems to
electronic means there is need to adopt ways in which the general public accesses services
through electronic means, the use of online platforms to apply for driver's licenses, passports,
and government identification cards. Government identification cards is one example of how
the government can digitize its services to make them easily accessible to the general public.
It promotes efficiency in service delivery, saves time, money, and increases citizen
satisfaction. Public sector institutional processes and activities must be automated. These
changes should be supported by a statutory instrument to enforce the implementation of the
innovations.

Style

The is all about the leadership style employed by those in charge of governance in the public
sector entities. There is need to use leadership styles like the transformational leadership style
which emphasizes change and transformation through communicating with the group and
creating a shared vision, developing bonds, creating energy, and instilling unity and passion
or participative/ democratic leadership style where leaders listen to their employees and
involve them in the decision-making process and by so doing employees are encouraged to
collaborate through accountability. This will automatically make it easy to implement the
innovations required to digitalise the public sector.

Strategy

This is a plan created for successful change implementation. Technological advantage is one
strategy which can be used to support public sector institutional digitalisation. Making use of
the available technological advances to improve productivity and efficiency. There is also
sustainability and innovation strategy which involves implementing environmentally friendly
and financially sound practices to ensuring longevity. All institutions must run with the same
theme of innovation and digitalisation which would result in a shift in the way things are
done that is for example if the ministries embrace digitalisation even their reports will be
submitted in time which enables the auditor to do their job and the come up with audit report
in time.

Shared values

These are the core values. While implementing a change, organizations expect a behavioural
modification from their employees. Public sector entities must instil strong change culture
and organizational values in their employees by making it known to all employees the
changes that are to be implemented through trainings and workshops to ensure that no one is
left behind or that no one is left without the knowledge of new developments in the
organisation. Implementing e-learning Fridays were by staff do presentations on PowerPoint
using Teams, Zoom and google class. This can also be achieved by sending the information
about the developments on each employees’ email. Each public sector institution must have a
change policy that is suitable to their area so that employees get to know that there will be
continuous improvement of processes and procedures to improve efficiency and
effectiveness.
Skills

Skills refer to the abilities of employees to complete tasks.  It’s essential to identify the skills
gap and create relevant employee training programs to bridge these gaps. There is need to
create a conducive environment to promote personal development through free trainings on
YouTube. Public sector institutions should regularly updated staff recruitment policies in
order to employ the highly literate staff with the knowledge of the modern technologies who
appreciates the importance of digitalisation in the workplace.

Structure

An organizational structure refers to a clear chain of command. Structure is a simple yet

crucial element as it creates a sense of employee accountability within the organization. The
public sector must employ a decentralised structure in order to speed up decision making and
improve efficiency in service delivery. Examples of structures that encourage innovation and
digitalisation are network structures where each public sector entity creates a team which is a
unit that contains both leaders and workers which makes it easier to digitalise as there is less
chances of resistance from team members and network structure where the entities outsource
the services which they are not able to give to the general public. The reporting structure
must be known by all employees, electronic communication through the use of platforms like
emails and have a digital human Resource system where employees log in, apply for leave
days and the leave is approved electronically.

Staff

This element represents the talent pool required, the size of the existing workforce, and their
motivations. The government must consider training its staff to improve service delivery and
quality of products offered to the public. To achieve digitalisation and innovation the
following has to be done to manage resistance depending with the calibre of staff available:

Education and Communication

Effectively communicating the needs for change is the first step in implementing it
successfully. Effective education helps overcome misunderstandings about the change,
 including disinformation or inaccuracies, and honest communication about the challenges 
and the planned action helps people understand the rationale of change. However, they need
to be delivered consistently and over a long-period for the greatest impact.

Participation and Involvement

Involvement in a change programme can be an effective way of bringing “on-board” people

who would otherwise resist. Often, participation results in commitment rather than merely
compliance

Facilitation and Support

Kotter & Schlesinger found that those who are experiencing "adjustment problems" during ch
ange programs will need support in order to cope with the shift.A crucial part of facilitation a
nd support may be just listening to the worries of people affected and providing more training
, counseling, and mentorship.If fear and anxiety are the driving forces behind resistance to ch
ange, facilitation and support become even more important.

Co-option and Manipulation

Co-option involves bringing specific individuals into roles that are part of change
management usually managers who are likely to resist the change. Manipulation involves the
selective use of information to encourage people to behave in a particular way

Negotiation and Bargaining

The idea here is to give people who resist an incentive to change or leave. The negotiation
and bargaining might involve offering better financial rewards for those who accept the
requirements of the change programme. Alternatively, enhanced rewards for leaving might
also be offered. This approach is commonly used when a business needs to restructure the
organisation.

Explicit and Implicit Coercion

This should only be employed as a last resort when all other attempts to get beyond resistance
to change have failed. This involves the use of threat and force. The main issue with using
coercion is that it usually destroys employee trust and might lead to low morale in the short
term.