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For the past ten years, Korean government have drove the government reform but many questions on the performance of the reform are raised by many researchers. The objectives of this study are to evaluate the performance of various government reform measures, to find out the obstacle factors to make those reform measures fail and to suggest the desirable methods and strategy of government reform.
In order to achieve those research objectives, I did evaluation synthesis through content analysis on ten theses analysing the performance and the operation realities of the performance-based management programs such as Performance-based reward system, Management by objectives(MBO) and Open-system in higher civil service, which were introduced to Korean government as the tools of government reform during the period of Dae Jung Kim's administration.
In conclusion, the performance-based management programs including Performance-based reward system, MBO and Open-system in higher civil service have no effectiveness because those programs are failing to accomplish the introduction objectives of each programs. The major reasons why those programs don't have effectiveness are identified as the cultural restraint, which occur by cultural inconsistency between the culture of public organization and the reform measures and cause government reform not to success. In addition, it is found out that symbolic politics is the main cause to push on with the introduction of performance-based management programs in spite of their incongruity to public culture and the probability to have no effectiveness.
In order to achieve those research objectives, I did evaluation synthesis through content analysis on ten theses analysing the performance and the operation realities of the performance-based management programs such as Performance-based reward system, Management by objectives(MBO) and Open-system in higher civil service, which were introduced to Korean government as the tools of government reform during the period of Dae Jung Kim's administration.
In conclusion, the performance-based management programs including Performance-based reward system, MBO and Open-system in higher civil service have no effectiveness because those programs are failing to accomplish the introduction objectives of each programs. The major reasons why those programs don't have effectiveness are identified as the cultural restraint, which occur by cultural inconsistency between the culture of public organization and the reform measures and cause government reform not to success. In addition, it is found out that symbolic politics is the main cause to push on with the introduction of performance-based management programs in spite of their incongruity to public culture and the probability to have no effectiveness.
목차
Ⅰ. 서론
Ⅱ. 선행연구와 분석틀
Ⅲ. 분석결과
Ⅳ. 결론
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UCI(KEPA) : I410-ECN-0101-2009-350-016546616