Examine the approach of public service motivation as an inducement to bring the desired level of efficiency in public service delivery.

Understanding Public Service Motivation

Public Service Motivation (PSM) is not merely altruism; it’s a complex construct comprising several dimensions. Perry and Hondeghel (2008) identified four core dimensions:

• Commitment to Public Values: A belief in the importance of fairness, integrity, and accountability.
• Compassion: A desire to help others and alleviate suffering.
• Duty: A sense of obligation to serve the public.
• Self-sacrifice: A willingness to prioritize public interests over personal gain.

These dimensions interact to shape an individual’s motivation to contribute to the public good.

PSM as an Inducement to Efficiency

PSM can induce desired levels of efficiency in public service delivery through several mechanisms:

• Increased Effort & Persistence: Individuals high in PSM are more likely to exert extra effort and persevere through challenges, leading to better outcomes.
• Reduced Corruption: A strong commitment to public values and integrity reduces the likelihood of corrupt practices, ensuring resources are used effectively.
• Innovation & Pro-Social Behavior: PSM fosters a willingness to go beyond routine tasks and seek innovative solutions to public problems.
• Improved Citizen Engagement: Public servants motivated by a desire to serve are more likely to be responsive to citizen needs and engage in constructive dialogue.

Examples of PSM in Action

Consider the example of the Aam Aadmi Mohalla Clinics in Delhi. The success of these clinics is partly attributable to the dedication of healthcare professionals motivated by a desire to provide affordable and accessible healthcare to the masses. Similarly, the Right to Education Act, 2009, saw many teachers, despite facing infrastructural challenges, dedicating themselves to ensuring children’s access to education, driven by a sense of duty.

Challenges to Leveraging PSM

Despite its potential, several challenges hinder the effective leveraging of PSM:

• Organizational Constraints: Bureaucratic red tape, lack of resources, and a rigid hierarchical structure can stifle PSM.
• Lack of Recognition & Rewards: PSM is often undervalued in performance appraisal systems that prioritize quantifiable metrics over intrinsic motivation.
• Political Interference: Political pressures and patronage can undermine public values and erode trust in the public service.
• Erosion of Ethical Standards: A decline in ethical standards within society can negatively impact PSM among public servants.

Strengthening PSM in Public Service

To strengthen PSM, the following measures are crucial:

• Recruitment & Selection: Employing selection processes that assess candidates’ values and commitment to public service.
• Training & Development: Providing training programs that reinforce ethical principles and promote a culture of service.
• Performance Management: Integrating PSM-related indicators into performance appraisal systems.
• Leadership Development: Cultivating leaders who embody public values and inspire their teams.
• Promoting a Culture of Integrity: Establishing robust mechanisms for preventing and addressing corruption.

Mission Karmayogi (2020), a national program for civil service capacity building, aims to create a role-competency framework and equip civil servants with the necessary skills and knowledge, implicitly aiming to enhance PSM.