UNIVERSITY OF IMMACULATE CONCEPTION

Jacinto St., Davao City

MBA 215 CSR

ADRIAN L. BALASO ROLANDO G. BORJA, DBM

Student Professor

CASE # 8/ TITLE
Change Management in Government

BACKGROUND OF THE CASE

When Hurricane Katrina engulfed New Orleans in the summer of 2005, the
deaths, injuries, and damage to property that resulted were stark reminders of the
cost to all of us when government at any level—federal, state, or local—does not
perform as well as it should. The year before, the 9/11 Commission found that
government’s failures to anticipate and respond to the terrorist attacks on that date
were “symptoms of the government’s broader inability to adapt how it manages
problems to the new challenges of the twenty-first century.” Although many public
servants performed heroically, these horrific events and their aftermaths dramatize
the need for high performance from government agencies both in dealing with life-
and-death situations and in preventing crises from ever reaching that point.

STATEMENT OF THE PROBLEM

The problem of the case is the need for high performance from government
agencies both in dealing with life-and-death situations and in preventing crises from
ever reaching that point.

SWOT ANALYSIS
STRENGTHS
 High-performing government 
agencies do resemble well-run
companies.
 Many public servants performed
heroically.
 There are agency leaders who have
figured out how to court support
among key stakeholders, rededicate
employees to an agency’s true
mission, undertake reform so
comprehensively that resistant
elements are unable to subvert it,
and lay the groundwork for next
steps so clearly and systematically
that progress continues when
WEAKNESSES
Once a person is selected to lead an
agency, he or she usually has only a
limited amount of time to see a
change effort through.
 Rules governing such areas as
procurement, personnel, and
budgeting, which were originally
adopted to prevent public-sector
wrongdoing, have created
workplaces that are significantly less
flexible than those in the private
sector.
 leadership changes hands.

OPPORTUNITIES THREATS
 New ideas and strategies to be  Serious National Disasters in the
incorporated on their existing future.
approaches.  Great penalties for failed
 More support from the public. performances.

ALTERNATIVE ACTION
1. Giving rewards and recognitions to increase performance.
2. Conduct regular trainings and seminars.

PROS & CONS TO ALTERNATIVE ACTION

1. Giving rewards and recognitions to increase performance.
Pros Cons
 It highlights the achievements and  This will take cost for the
contributions of men and women in government.
the government exemplifying  Employees who do their best and
modern heroism. still do not qualify for incentives may
 It aims to motivate or inspire become resentful of the star
government employees to improve performers. Some workers find the
the quality of their performance and rewards a disincentive. When they
instill deeper involvement in public see they cannot compete, they give
service. up, and their performance suffers.

2. Conduct regular trainings and seminars.

Pros Cons
 Employees will gain new ideas which  This will take cost for the
will be incorporated into their current government.
work approaches for improvement.  It takes a lot of time to conduct
 It can help boost morale of trainings and seminars.
employees.

RECOMMENDATION/S
I highly recommend the giving of rewards and recognitions to increase
performance in a government agency. It highlights the achievements and
contributions of men and women in the government exemplifying modern heroism. It
aims to motivate or inspire government employees to improve the quality of their
performance and instill deeper involvement in public service. Further, employees
who will be rewarded and recognized will feel valued in the organization.

References:
1. http://www.oecd.org/gov/42142231.pdf
2. https://www.genesys.com/blog/post/infographic-government-change-
management-improving-outcomes
3. http://www.csc.gov.ph/2014-02-21-08-16-56/2014-02-21-08-18-22.html
4. https://smallbusiness.chron.com/advantages-disadvantages-employee-
incentives-21220.html
5. https://hbr.org/2006/05/change-management-in-government