The primary aim of this thesis is to analyse the key drivers of Organisational Excellence in the Public Sector and integrate them in a comprehensive, reliable and valid performance measurement system. Within the movements for Public Sector reform and modernisation, Total Quality Management (TQM) has increasingly been regarded as a way to improve efficiency and effectiveness in the use of the resources available, deliver better public services, and bring Public Administration closer to its customers and citizens. However, too often the initiatives carried out are not integrated, nor they are part of a systematic and coherent strategy to guide public organisations towards Organisational Excellence (OE). The literature suggests that adopting TQM can lead to superior performance, in spite of the difficulties of statistically demonstrating such link. There is also a prevalent view that TQM principles and core concepts are universally valid, but need to be adapted to each context in particular. In this sense, they are applicable to the Public Sector, although the existence of multiple stakeholders, the need to balance individual customer needs with wider collective purposes and the strong bureaucratic inheritance make their implementation particularly challenging. The exploratory survey conducted in the Portuguese municipalities - which constitute the focus of our study - revealed that TQM is raising considerable interest and diagnosed the main barriers and motivations for TQM implementation. Moreover, it gave support to the Critical Success Factors (CSFs) identified in the literature. Several organisational excellence models were reviewed. It is argued that Kanji's Business Excellence Model (KBEM) adequately covers the CSFs identified and, additionally, provides a sound methodology - based on the Structural Equation Modelling (SEM) approach and the Partial Least Squares (PLS) technique - to estimate the relationships between them and determine their impact on an aggregated measure of OE. To measure OE from the internal stakeholders' perspective, a few adjustments were made on KBEM and new scales developed to assess the Local Government's performance in each CSF. The model was empirically tested and validated using data collected from 85 Portuguese municipalities and the internal OE index calculated. Given the critical role of Leadership (the prime of KBEM), this construct was analysed in detail. The key leadership requirements in an organisation committed to TQM and OE were identified. A model was then developed and used to measure, according to leaders' and staff members' views, Leadership Excellence in the Portuguese municipalities. With the purpose of evaluating OE from the external stakeholders' perspective, a Business Scorecard (KBS) was created. Feedback from citizens - the key external stakeholders of a municipality - was collected in each dimension of the scorecard. Using similar procedures, the model was validated and the scores for each latent variable computed. The OE index thus calculated drew attention to possible gaps between internal and external perceptions and called attention to the need of measuring OE from different angles. The system of performance measurement proposed is grounded in the CSFs identified and assesses performance from a multiple perspective by integrating feedback from the various stakeholders of an organisation. Therefore, it provides a more realistic assessment of performance and is expected to support the Local Government in its quest for Organisational Excellence.

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Abstract It is important and urgent for government¡¦s discretion to make good use of Recruit /appointment system to introduce new blood into the government to cope with the needs of the society. This essay tried to analyze the problems that our civil servants¡¦ recruiting system has encountered. The similar systems of other developed countries were also discussed. This essay made several suggestions concerning government reforms in accordance with the latest world trend and the way to help civil servants realize their roles in democratic administration. This essay also tried to make clear what government can do to review and revise personnel laws as well as civil service systems, so as to recruit competent individuals into the government to provide better services to the people. Because the reform of civil servant personnel system is a part of government reform plan, and the reform of recruit/appointment system is a crucial link of civil servant personnel system, while present recruit/appointment system still has some flaws to be corrected, this essay made some suggestions on the issues of examination , appointment and promotion. A. Examination: 1. To abolish the prerequisite qualifications in all kinds of national examinations. 2. To increase the number of ¡§extra list¡¨ of passers of both common and higher national examinations. 3. To widen the range of recruits from those who have passed profession and technician examinations to serve in the public section. 4. To adopt examinations with diversity and elasticity. B. Appointment system: 1. To reasonably raise the ranking paradigm of local civil servants. 2. To modify the rules of deputizing. 3. To allow the interchanges of persons of public and private sections. 4. To give elasticity to the laws of personnel appointment according to different geography locations. C. Promotion: 1. To increase the weight of performance and potential of development in the evaluation for promotion. 2. To limit the chief¡¦s authority in the evaluation for promotion. 3. To develop a fast promotion mechanism. The goal of civil servant system reform is ¡§Government Reform and Elastic Recruit¡¨. Therefore, this essay suggested that related governmental departments should play a more active role in government reform and to engage in a brand new innovation of civil servant recruit/appointment system.

This research study explored the theoretical underpinnings of implementing government reform in the National Aeronautics and Space Administration (NASA), specifically focusing on a management philosophy called Faster, Better, Cheaper (FBC). It is situated within the broader context of Government reform efforts that attempt to increase the efficiency and effectiveness of government organizations in their delivery of products and services to the public. This study employed the Grounded Theory qualitative research methodology that concentrates on a central phenomenon and generates a theory from a category or construct-oriented approach. The objective is to generate a substantive-level theory that describes the practice of FBC within NASA and is grounded in the data collected from the organization. The following research questions guided this study: 1.What is the meaning of Faster, Better, Cheaper for Public Professionals in the NASA organizational environment? 2.What are the interrelationships between concepts of faster, better, and cheaper? 3.How does the technical and cultural structure of NASA influence the implementation of Faster, Better, Cheaper? 4.What are the required workforce capabilities to perform Faster, Better, Cheaper in NASA? The theoretical sample for this study consisted of interviews scheduled with NASA personnel involved in Faster, Better, Cheaper projects. NASA documents and reports were analyzed to saturate the initial 29 provisional categories. A representation of the phenomenon of FBC was developed following the data analysis, including causal conditions, strategies, environmental conditions and context, and consequences. Several findings addressed the meaning of FBC, the interrelationships between the concepts, the impact of organizational infrastructure, and required workforce capabilities. Topics for future research are the nature of risk in public organizations, tools for aligning and measuring public policy alignment and implementation, leadership of public sector teams, and generalizing the findings to other organizations. / Ph. D.

The administrative reform in all of the countries, all depends on via "the government reform" making the government performance results able to improve, and the government service outsourcing has become the most important strategy for government reform. Along with the rapid development of the information tech, and the popularization of the applications, introducing information tech to the government service of the high-efficiency, low cost, flexibility, fast response is the basic conditions for the modern government forging ahead into 21 centuries. "The government information service outsourcing" results in how to establish availably amid in the "partner relationship" a new topic in the long term, as well as under the condition of parts of information service providers lacking of the information professional knowledge with government agency to the government service. How to construct and lead to a "cooperation mechanism" strategic goal and reinforces efficiency is a successful key point to the outsourcing. The target of "cooperation mechanism" is "the management of the conflict" in the aspects of negatively, in addition to solving the conflicts that have appeared, also ought to think twice about the reason of the conflict, and avoid the possible conflicts. In the aspects of aggressively, it is to "move forward towards the whole target", whose aims consist in reaching to team up the goal availably. The purpose of the cooperation does not depend on the none of the conflicts, also, within the scope of cooperation. In other words, the cooperative "effectiveness" of one of both sides¡¦ achievement must meet with the following objectives in the meantime: first, it can't deviate from the whole goal; second, it must ensure to accomplish the whole objective benefits. Confronted with the conflicts appearing in the interval, this research proposes a new point of view as well as food for thoughts: ¡§Is there any chance these regarded as the reformed objects "bureaupathologies " cause critical factor of the conflict?". We refer to various organization theories and methods, originated from feeling have on the spot "examination mechanism", and we wish we could break through politician system constituent "black box" mode of every kind of "shell" block, and find out not appropriate "processing" hidden under the politician post authority. We expect to expel " bureaupathologies " to solve and reduce the development of the conflict. Now we think of Kaohsiung City property management system outsourcing as the individual cases study. We can illustrate practical manipulation inspection, propose the concrete conclusion and suggestions, and raise the capability of "Cooperation mechanism", in order to promote the success of ¡§government information service outsourcing".

It has been widely acknowledged that boundary problems resulting from urban growth is one of the persistent issues at the local level. At least three main problem areas have been identified: fragmentation of the planning system, inefficiency in the service provision and the scale of local participation. The main objective of this thesis is to analyze the restructuring of the organizational structure and statutes of local authorities in terms of boundary changes, amalgamation and annexation with reference to the Turkish case. The city of Denizli has been taken as a case study as there has been a recent change in the municipal boundaries which brought the annexation of small-sized municipalities to the Denizli Municipality. The thesis problematizes the Denizli case in terms of planning processes, service provision and local participation. The experience of other countries and the literature on this issue are to be used in order to provide a yardstick against which the case of Denizli could be measured.

一九八０年以來政府再造蔚為世界風潮，組織改造工程為各國因應財政壓力及行政效率低落的重要基礎建設。蕭萬長內閣啟動精省列車，陳水扁總統重啟行政院組織法修正，皆有龐大政治效應，如何經驗接軌，為本文研究之動機。經由分析整理相關理論，探討組織重組可能的成因和動力，並藉由內政部精省第二階段組織調整作業之個案分析，希望透過理論的粹煉和展演，提昇組織重組的執行力，俾全面提昇政府效能，最後作者提出八項結論及八項建議。結論部分計列：一、影響公共組織組織重組因素中，以政治因素居首，其次為經濟因素，管理因素影響最微。二、組織重組機會之窗的開啟需以有重大事件為先決條件。三、組織重組的動力依序源於民意機關、上級機關及行政首長。四、組織重組方案係理性規劃或非理性規劃，端視其內、外推拉力量而定。五、組織調整方案應重視配套法案及其立法優先順序。六、組織調整方案應兼具穩健及開創性。七、第二階段精省作業強調員額精簡。八、第二階段精省組織調整之最大特色即組織法律制（修）定及暫行組織規程修訂案雙軌併行等八項。建議部分計列：一、組織改造核心理念應為政府職能調整，即為塑身，非瘦身。二、重視組織法制變革作業，且應有配套及優先審議順序。三、為顧及原省府員工權益，行政院應同意部會地區辦公室職務列等得逕依部會標準調列。四、組織重組方案應兼及穩健及開創性。五、組織重組方案合法化過程，應建立立法、行政及輿論之多數聯盟以爭取政治支持。六、應強化機關首長執行之意志。七、組織重組過程應重視員工權益，惟亦應避免人才反淘汰。八、訂定日出條款以縮短組織調整過渡期，避免組織動盪不安等八項。 / Since 1980 the government restructuring is the trend, the enginge of the organization reform is an important infrastructure to deal with the financial pressure and the loweringly administrative efficiency. The Shuie Cabinet starts the streamlined-provincial project,The President Chen Shui-bian starts the reform of the Executive Yuan Organization Act. There are both giganticly political effect.The motive of this paper is how to connect experience of both reforms.Through the analysis of relective theories and by the case study of the Ministry of Interior in the second stge of streamlined- provincial project to discuss on the possible cause and driver of reorganization. We hope to evaluate the implementing ability of reorganization to increase the government's efficiency wholesale. 　　In the end the writer has some suggestions: 　　一.The focus concept of the organizational reform is to accommate the government's function.In short way, it is shapping, not thinning. 　　二.To emphasis the modification of organization regulation and set its priority. 　　三.For pre-provincal employee's interest，the position-setting standards must be similar. 　　四.The reorganizational reform project must both be stable and innovative. 　　五.The legalization process of the reorganization project must build the majority of legal, administrative and public opponines to win the political support. 　　六.To reforce the implementing will of the executive. 　　七.To emphasis employee's interest, but avoid the talented's turnover. 　　八.To set the sunrise clause to shorten the passage of organization reform.

Political decentralization has been advanced in the 21st century as a prescription for enabling citizens' participation in politics and increasing good governance. However, empirical investigations have offered limited knowledge about decentralization efforts in Liberia. This study explored if decentralization could serve as a catalyst for citizens' participation and good governance in Liberia. The polarity of participation and representation - one of the pairs in the polarities of democracy model developed by Benet - was used to establish the theoretical foundation for this study. The study employed a case study research design. Data were collected through semi-structured interviews with 20 participants recruited through snowball sampling and subjected to a thematic content procedure for analysis. The main theme indicated that decentralization was perceived as Liberia's best policy option to repair 171 years of political, social, and economic challenges. Establishment of service centers at the county level to manage social development funds and the passage of the local government act were acknowledged as achievements of the decentralization policy in Liberia. On the other hand, the country's long history of centralized governance, corruption, inequality, constitution violations, and misused of public resources were identified as major obstacles to successful implementation of decentralization policy measures. The social change implication of the study involves identifying a potential avenue for the government and citizens of Liberia to build a stronger relationship through reform which will ultimately enhance citizens' ability to be involved in governmental decision making at both national and local levels.

This study examines changes in the governance of Nottingham and Derby in the period 1945-1968 from a local and national perspective. In so doing it foreshadows the changes wrought by the Local Government Act 1972, which usually receives greater academic attention. Post-war, local authorities became the nation’s principal landlords, while utilities, such as electricity and gas, were nationalised. In fulfilling their new responsibilities, urban authorities were forced to build estates on the periphery of, or outside, their boundaries. The relocation of residents resulted in an exportation of urban identity and greater urban-ness, but was not accompanied by a corresponding redrawing of administrative boundaries. Nevertheless, when urban authorities sought boundary extensions they were fiercely contested by county authorities, local associations, and residents’ groups. Such associations and groups claimed to possess characteristics distinct from the authorities that wished to incorporate them. There was also a fear that democratic accountability would be lost in the creation of larger units of governance. The local feelings aroused by boundary extension proposals demonstrate that local government is more than merely an agent of central government. It is a living organism: changes to it affect not only services, but also the identity of that place. The expansion proposals of the county boroughs of Nottingham and Derby differed markedly. Uniquely amongst county boroughs nationwide, Nottingham sought no expansion under the review initiated by the Local Government Act 1958. The thesis assesses the political motivations behind this and the wider reactions to reconfiguration proposals for both county boroughs. The role of conurbations is considered in terms of local governance, including the extent to which Nottingham and Derby could be classified as one. The thesis concludes that the maintenance of existing party political strengths outweighed local sentiment, and that only those proposals for reform which benefited the former were enacted.

Cette thèse analyse l'introduction d'une fonction d'audit interne dans l'administration centrale d'Etat, en France, suite à une réforme de juin 2011. Elle repose sur une collecte de données qualitatives, composées d'entretiens semi-directifs (n=121), d'une observation participante de 5 mois, de celle de plusieurs réunions, et d'analyse de documents. Notre thèse montre que l’introduction d’une fonction d’audit interne a été rendue possible non seulement par un contexte international et national caractérisé par le succès de l’audit, mais aussi par un ensemble antérieur de réformes, ayant eu notamment pour effet d’affaiblir la légitimité des contrôleur-e-s de l’administration.Le contenu de l’audit interne mis en oeuvre est façonné, dans un premier temps par les luttes de pouvoir au sein de l’administration, qui déclenchent la réforme, et dans un second temps, par une confrontation autour du sens à donner à la réforme, qui implique les contrôleur-e-s en charge d’introduire l’audit interne dans leurs ministères. Enfin, notre recherche montre que l’introduction de l’audit interne non seulement déstabilise l’organisation antérieure du contrôle dans l’administration, mais en outre est symptomatique d’un renouvellement de l’exercice du pouvoir étatique. / This thesis analyzes the introduction of an internal audit function in the French government administration, following a reform launched in June 2011. It is based on qualitative data collection, composed of semi-structured interviews (n=121), a five-month participant observation, the attendance of several meetings and document analysis. Our thesis shows that the introduction of an internal audit function was made possible not only by a buoyant context, characterized by the success of the audit, but also by a previous set of reforms. This set of reforms had several effects, including a weakening of the legitimacy of government controllers.Internal audit, as it is implemented in the administration, is shaped, firstly by power struggles within the administration, which triggered the reform, secondly by a confrontation of government controllers in charge of implementing the reform in their ministries. Lastly, our research shows that the introduction of internal audit not only destabilizes the previous organization of government control, but also reveals a transformation of state power.