Professional Documents
Culture Documents
BJ655923
By
FACULTY OF EDUCATION
ALLAMA IQBAL OPEN UNIVERSITY, ISLAMABAD
June 2018
ii
Faculty of Education
Allama Iqbal Open University, Islamabad
APPROVAL FORM
The research project attached here to, titled “A Study on Influence of Politics on Jobs in
Government Sector in District Mirpur Azad Kashmir” proposed and submitted by Usman
Zafar Mirza Roll No. BJ655923 in partial fulfillment of the requirements for the degree
Supervisor: _______________
Mr. Nadeem Javed
Evaluator: ___________________
Dated: 28-06-2018
iii
DECLARATION
I S/O ____________________________
Roll No. _________________________ Registration # ______________________
A student of B.Ed (1.5 year) programme science education at Allama Iqbal Open
‘‘______________________________________________________________________
my original work, and has not been submitted or published earlier. I also solemnly
declare that it shall not be submitted by me for obtaining any other degree from this or
found in my thesis/ dissertation at any stage, even after the award of a degree, the work
Name of Candidate
iv
ACKNOWLEDGEMENT
All the praise and Glory to be Allah, Who blessed me with the courage and knowledge to
achieve this goal. I can never thank Him enough for his blessings upon me.Every Grace
of Allah is on Prophet Muhammad (PBUH) Who is always a sourse of guidance and
knowledge for humanity as a whole.
A milestone of this nature could by no means be viable to gain without the help of a
galaxy of a few simply loving persons. No phrases to describes my emotions of
appreciating approximately my affectionate mother and father, whose love,
encouragement and prayers forever buoyed me up. Their problem, devotion, and love can
never be paid back. I haven't any words to say thanks to these all. I cannot overlook the
love and staying power of my entire family for the duration of my academic carrier..
I owe a debt of my sincere graduate to our supervisor Mr. Nadeem Javed whose
guidance,suggestion and positive criticism played an important role to my achievement.
His encouragement help me in the completion of this project. He is really a source of
great inspiration for me. His guidance kept me on the right track and in the right
direction.
And last but not the least; I would love to well known the support of my own family
contributors. I would like to admit that I owe all my achievements to my true, honest and
most loving parents, who imply the maximum to me, and whose prayers are a supply of
dedication.
_____________________________
Registration #: 16-KBR-00882
v
Research Project Submission Approval Form
SUPERVISOR
in District Mirpur Azad Kashmir” Submitted by Usman Zafar Mirza Roll No. BJ655923
Registration No. 16-KBR-00882 Programme B.Ed. (1.5 year) has been found to be
satisfactory regarding its quality, content, language, format, citations, bibliographic style,
and consistency, and thus fulfills the qualitative requirements of this study. It is ready for
Signature of supervisor
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ABSTRACT
workers, with equipped people wanting to be appointed and their valued and overall
performance assessed accurately. But in Azad Jammu and Kashmir public sector
appointments are made on the basis of strong politic relations than the ability basis. For
this type of study I used some questionnaires and interviews to the some administrative
persons and general public also. I made interviews about different administrative persons
of different departments of district Mirpur and general public. The findings in the forms
of perceptions were significant about the negative influence of the political persons on
the public appoint process. I analyzed the performance of some people who were selected
on the basis of strong political relations and what was the effect of that selection on the
public sector organizations. Moreover I got information about the competent persons and
their role in government sector. The findings showed that their role in the progress of
public sector was very much beneficial for the public sector organizations.
Keywords: Politics, political influence, public job effects public sectors etc.
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TABLE OF CONTENTS
CHAPTER PAGE
1. INTRODUCTION
1.1 Background of the Study…………………………………………………. 01
1.2 Statement of the problem………………………………………………….. 03
1.3 Research Objectives…………………………………………………......... 03
1.4 Research Questions……………………………………………………….. 04
1.5 Hypothesis………………………………………………………………… 05
1.6 Significance of the study………………………………………………..... 06
1.7 Scope and Limitations of the study………………………………………. 06
1.8 Research Methodology………………………………………………........ 06
1.8.1 Population……………………………………………………........ 06
1.8.2 Sampling Techniques……………………………………………... 06
1.8.3 Sample…………………………………………………………….. 07
1.8.4 Research Instruments…………………………………………….. 07
1.8.5 Data Analysis……………………………………………………… 07
3. RESEARCH METHOLODOGY………………………… 13
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3.1 Research Design…………………………………………………………. 13
3.2 Population……………………………………………………………….. 14
3.3 Sample and Sampling Techniques………………………………………. 14
3.3.1 Research sample…………………………………………………. 15
3.3.2 Data Measurement……………………………………………….. 15
3.3.3 Personal Characteristics of study sample……………………….. 15
3.3.3.1 Gender……………………………………………….... 15
3.3.3.2 Age……………………………………………………. 15
3.3.3.3 Educational degree…………………………………..... 16
3.3.3.4 Years of experience………………………………….... 16
3.4 Instrumentation………………………………………………………….. 17
3.4.1. Questionnaire…………………………………………………… 17
3.4.2. Interviews………………………………………………………. 18
3.5 Validity and Reliability of Instruments…………………………………. 18
3.5.1. Internal validity………………………………………………… 18
3.5.2. Structure validity of the questionnaire…………………………. 18
3.6 Data Collection………………………………………………………… 18
3.7 Data Analysis………………………………………………………….. 19
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4.1.2.9 Response to question No9……………………………. 29
4.1.2.10 Response to question No10…………………………. 29
4.1.2.11 Response to question No11…………………………. 30
4.1.2.12 Response to question No12…………………………. 31
4.1.2.13 Response to question No13…………………………. 32
4.1.2.14 Response to question No14…………………………. 33
4.1.2.15 Response to question No15…………………………. 33
4.1.2.16 Response to question No16…………………………. 34
4.1.2.17 Response to question No17…………………………. 35
4.1.2.18 Response to question No18…………………………. 36
4.1.2.19 Response to question No19…………………………. 37
4.1.2.20 Response to question No20…………………………. 37
4.1.2.21 Response to question No21…………………………. 38
4.1.2.22 Response to question No22…………………………. 39
4.1.2.23 Response to question No23…………………………. 40
4.1.2.24 Response to question No24…………………………. 40
4.1.2.25 Response to question No25…………………………. 41
Bibliography………………………………………………………… 47
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LIST OF TABLES
Table Name Page No
Table 1.1 Result of Hypothesis………………………………………………....... 07
Table 3.1: Research Scale………………………………………………………… 15
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LIST OF FIGURES
Figures Name Page No
Figure 4.1: Responses according politics involve in govt. jobs……………………… 22
Figure 4.2 Responses according major causes of political influence………………… 23
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with poor selection practice………………………………………………... 35
Figure 4.17 Responses according govt. organizations lacking consistency
in employment opportunities having impact of performance………………. 35
Figure 4.18 Responses according organization’s merit base recruitment and
selection really inspires the very best in me towards the job performance………… 36
Figure 4.19 Responses according job description reflect clear tasks about the job….. 37
Figure 4.20 Responses according people are right fir for their current jobs…………. 38
Figure 4.21 Responses according organizations has formal policy of recruitment….. 39
Figure 4.22 Responses according performance appraisal system fairness…………… 39
Figure 4.23 Responses according people are promoting on the political reference….. 40
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CHAPTER 1
INTRODUCTION
The word “Politics” is based on Greek and it originated in Greece. Chris Bast pointed out
the first known usage was in 350 BC in the book of POLITICS by Aristotle. (Leftwich,
A. 2004).
The actual beginning of politics may never be known and the question is somewhat
challenging because that depends on one’s definition. It would undertake that every
community no matter how small has some form of politics. It accept that politics are
fundamentally based on the power displays and the negotiations people must make in
hobby frequently constant and often executed in change for payment for a living. Many
human beings have multiple jobs e.g. parent, homemaker, and employee. A person can
provoke a job by turning into a worker, beginning an enterprise, or turning into a figure.
The period of a activity may also range from short-term to a lifetime. The relation
between politics and jobs is that the recruitment process in the past as well as now days is
made on the basis of strong political relations. If a person have strong political relation
1
then it is easy way for him/her to get a government job in Azad Jammu and Kashmir.
(Rehman, S, 2009)
As we know that today the most common problem that most of the qualified
people are facing very rare opportunities of jobs. Most of the people work as private
employees and they could not get jobs in government sector. Politics plays an important
role in government sector. When it is analyzed the government employees the results
found that most of the employees were selected for their jobs on the basis of some
Most of the jobs in public sector are recruited by the choice of politicians. The result of
politics is that the ratio of eligible people as compared to recruited people is very small.
Eligible people cannot get jobs in public sector especially in education department.
Today it can see that very few government schools and colleges have good strength and
their quality of education is good otherwise most of the public schools and colleges have
low strength. People who have support of the authorized politician they can easily get
jobs and people who do not have access to authorized politician it is very hard for them to
Now days there are some struggles were made for the merit and many people can
get jobs in public sector on the basis of merit. This study is made for the impact of
politics on the jobs in public sector. How politicians effect on the recruitment of public
jobs. Politicians have relations with people who recruit the people for public sector and
they select the people of their own choice. The numbers of people who recruit employees
on the basis of merit are very less as compared to people who recruit people according to
choice of politicians. Dedication of the actual need of public human sources and the wide
2
variety of public positions related to desires were now not completed professionally and
as a end result the impact of weak basis commenced to appear quickly as public quarter
changed into suffering from inflation of human sources with low productivity charge and
excessive costs.
sectors and what are the effects of politics on the performance of government sector
organizations.
The basic objective of this study is to recognize those political factors who affect the
recruitment process in public sector and what are the effects of politics on common
people who have less opportunities to show their skills in public sector and how can the
effect of politics can be reduced on the recruitment process in government sectors. In this
research project the impact of politics on jobs in government sector will be analyzed and
evaluated.
1.3.3. To find out the problems that occurred due to such type of selections.
1.3.4. To examine the role of least able people towards the public jobs.
3
1.3.5. To assess the capability of competent people as compared to incompetent
people.
In this research questionnaire method is used to find out the political influence on the
government sector jobs and what are the effects of that type of recruitment of government
sector jobs.
1.4.1. To what extent politics involve in the recruitment process of government sector
jobs?
1.4.2. What are the major causes of political impact on government jobs?
1.4.4. What are your suggestions to minimize the impact of politics on public jobs?
1.4.7. Which type of role can play competent people in government jobs?
people?
1.4.11. Political hiring influence the performance negatively in govt. organization performance?
1.4.12. Recruitment and selection, demotion, delay and dismissal are based on performance?
4
1.4.13. All people have equal chances to learn and grow?
1.4.14. People know very well what is predicted from them on their jobs?
1.4.15. Recruitment and selection practices used in organizations influence personal actions?
1.4.16. Turnover rate is related with poor Employment and selection practices?
1.4.17. Govt. organizations are lacking stability in employment chances, having an impact on
Performance?
1.4.18. This organization’s merit base recruitment and selection really encourages the very best in
1.4.19. My job description shows clear tasks and skills needed to perform the Job?
1.4.21. People are exact fit for their current Jobs employed on the basis of political references?
1.4.22. Organization has formal policy for employment and selection of staffs?
1.4.24. People were equally promoted on their performance instead of political influence?
1.5.1. If selection is made on merit the government sector organizations will become
5
1.6 Significance of the study
The Significance of this research project study is to find out the causes of political
influence on the public jobs and also find what factors those are helpful for the politicians
to recruit the people of their own choices. Secondly to find out causes of political
influence on jobs then finds out the ways to minimize the influence of the politics on
jobs. Moreover this study may contribute to improve the quality of services in
The research limitations of this research study are limited to the area of district Mirpur.
This research study is about the impact of politics on the area of district Mirpur that
how politics is involve in the recruitment process of government sector jobs and what
are the effects of that type of selection on the performance of the government sector
organization.
6
1.8.1 Population
The populace of the look at is taken from the district Mirpur authorities area employees
of different departments. The take a look at population became (50) personnel who are
There are two types of sampling techniques: probability and non-probability. In this
research non probability technique is used because the sample used in this research was
without equal and independent chance to population sample selected for research.
1.8.3 Sample
A random sample consisting of (50) employees of district Mirpur was used in this
research who are working in government sector. Fifty questionnaires were distributed
among that employees and after that the questionnaires were recollected.
The data was ordered on a tally sheet and tables about different variables were prepaid.
The data analysis technique used for the examination of questionnaire was quantitative
which involve simple percentage method. Table with percentages were used for the
7
Responses
Hypothesis
Yes No Non Response
01 90% 08% 02%
02 80% 15% 05%
Table 1.1 Result of Hypothesis
8
CHAPTER 2
Selection and recruitment is the process in which specific criteria and instruments are
used to select a person or persons from several applicants who are created to apply for a
background test is called the simple step accompanied by applicants to make enlightened
stated that competitors are not implicated with reference to immoral crime or delinquency
that spoils his good reputation or marks his fame and trust if he/she is not absolved. But
the question is, does background investigation applied professionally in the context of
Pakistan? In past, security scanning that is the background investigation was a necessary
9
condition for the government job in order to make sure that the applicant is not in
changed into mandatory for the government job in the reign of Zulfiqar Ali Bhutto. Then
whilst fashionable Zia ul Haq grow to be the president of Pakistan had issued a decision
stating that protection scanning may be eradicated from the process of employing
government servants. At that time, protection scanning became performed not only for
new appointments but additionally for that personnel who have been already running in
the idea in their political association. Furthermore, many searches had been finished with
the aid of researchers to get a copy of (03/09/1977) choice but couldn't discover
whatever! Later, researchers determined that the decision becomes no longer publicly
published inside the Pakistan Gazette. Standard personnel council (G.P.C) suggested that
applicants and appointing public servants. Consequently, G.P.C is devoted to the tips of
Pakistan security apparatus, even in case of rejecting the applicant! (Rehmam S, 2009).
The actuality of the Pakistan civil services promotions executes that in most
cases, the promotions for the upper class do not follow any law, and totally political
references are used for the promotions instead of merit and capability or personal
10
Ministerial Cabinet, had a full control on appointments and promotions process but in
1984, political appointments was back once again in the era of Muhammad Khan Jonejo.
in measuring the quality of the services provided by the government of Pakistan. Only
one survey was dedicated, determining and recognizing the citizen’s necessities at the
location of services provision. Effects of the survey which were a key to the system of
The predeveloped design who was designated by “A design for employing criteria
3. Atmosphere of Work
4. Response
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5. Development and Quality
At the session from April to June 2012 (Junaid Ashraf, 2012) had concluded that
addition, to discover a particular time interval for superiors to stay at their government
posts (Junaid Ashraf, 2012), in Punjab governorates, the Pakistan governmental sector
sets. The level of the feature of services in the Pakistan governmental sector in Punjab
investigated the legal system that regulates contracting, expanding, and responsibility of
conflicting items concerning the power of the Ministerial Cabinet and President in
cabinet and presidency must decrease seniors’ job and take the interest of tolerating
knowledge, and civil services regulation have to be modified, and scheme for selecting
seniors have to be precisely distinctive. Junaid ashraf diagnosed that the main problems
and obstacles status against accomplishing the nice degree of transparency and equity in
senior’s recruitment system and found the extent of transparency and equity within the
procedure of appointing senior posts in pakistan. For appointing seniors, the civil
offerings law did not identify the tactics. The procedure for appointing seniors need to be
without a doubt distinctive and the civil provider law ought to be corrected. Furthermore,
12
at some stage in the approach of selecting seniors, the political belonging must be
circumvented. Studies the hassle of unfavorable legal guidelines and law with the aid of a
few employees who've management in the Pakistan authority. The researcher arrived out
with a mass of outcomes: he determined that widespread people use their authority and
power to justify legal guidelines in accordance with their pride; he assumed that
legislation could bear numerous interpretations and isn't clear-cut. (Khan, W, Ahmed,
political belonging. The research showed out that political based discrimination exists
within the public region and it is a devastating phenomenon which originated to reach
through the development of Pakistan countrywide authority and had arrived more
appropriately after the Pakistan countrywide battle. The research cautioned that political
(Khan, W, Ahmad, 2011) additionally suggested that recruitment at all public places
agents that hold against normalizing the method of recruitment and selection. The
13
CHAPTER 3
RESEARCH METHOLODOGY
This study adopts the descriptive analytical statistical approach by using the usage of a
conferences are also conduct while there's a want to beautify research results and feed
its literature. Additionally, a pilot study for the questionnaire is taken earlier than
This research consists of the public sector’s “Job Analysis” and the after effect
of the general public region’s employment and choice process on the entire work of
in the government quarter institutions and the several concepts of the staff with the
the evaluation can be observed in the real-life work ecosystem with a purpose to
higher apprehend the common sense to a group of workers' demeanor within the
investigation of the government location of Azad Kashmir district Mirpur. The look at
14
employees. A few quick assemblies also are behavior from the pattern. Questions asked
by the persons while persons are filling out the surveys, it makes the survey more
information strategies. The primary records are mainly composed by using the close-
ended questionnaire, even as some short meetings also are taking to get a few extra
details and reviews. Moreover, the secondary information is typical the information from
journals which might be giving within the literature and also formal hiring regulations are
studied to explain the simple hiring manner. Those techniques use with the intention to
discover reliable information and that reliable statistics ought to best be accrued thru
appropriate statistics series gear for the pattern of the population which had to be
3.2 Population:
The population of the investigation is taken from the district Mirpur authorities
zone personnel of different departments. The look at populace is (50) personnel who're
Some widespread public persons are also taking for the questionnaires.3.3 Sample
15
3.3.2 Data Measurement
In this research, scale 1-10 is used. See Table 1.
Strongly Strongly
Item
Disagree Agree
Scale 1 2 3 4 5 6 7 8 9 10
Table 3.1: Research Scale
3.3.3 Personal Characteristics of study sample
3.3.3.1 Gender
As shown in Table 2 70% of the samples are males and 30% of the samples are females.
3.3.3.2 Age:
As shown in Table 3, 20% of the sample are “from 25-less than 30 yrs.”, 62% of the
sample are of “ from 30-less than 40 yrs.”, 10% of the sample are of “from 40-less than
As shown in Table 4, 08.0% of the sample is “Diploma” holders, 30.0% of the sample is
“Bachelor” holders, 40.0% of the sample is “Master” holders and 22.0% of the sample is
“Ph.D.” holders.
16
Educational degree Frequency Percentage
Diploma 04 08%
Bachelor 15 30%
Master 20 40%
Ph.D. 11 22%
Total 50 100%
Table 3.4: Educational Degree
As shown in Table 5, 24% of the sample have experience “less than 5 years”, 22% of the
samples have experience “5-less than 10 year”, 30% of the sample has experience “10-
less than 15 years” and 24% Of the sample have experience “more than 15 yrs.”
3.4 Instrumentation
The technique of questionnaire and few brief interviews and surveys are use in this
report in order to collect dependable and valid data for the research.
3.4.1. Questionnaire
statistics series. The main purpose of the research questionnaire is to obtain data that can
17
not be without problems found or that isn't always already to be had in written or
automated shape. Proof from the questionnaire survey can then be use specially for
questionnaire which clearly showed that the research is for a B.Ed.’s dissertation Allama
information from the government sector of district Mirpur. The confidentiality of the
questionnaire was also emphasized. At the beginning of the questionnaire, the topic of
the research is indicated. The participants are advised not to sign their names, as the
It takes one month (April 2018 – May 2018) to collect the information from the
public sector of the district Mirpur. The main focus of the questionnaire was to
determine the problems that affect the recruitment process of the government sector jobs.
3.4.2. Interviews
using me besides the questionnaires. The questions had been similar to asked in the
questionnaire, it turned into achieved to make the studies extra dependable and
additionally get a few in addition info. The details which are not possible to collect inside
Validity refers to the degree to which a method measures what it's miles consider
to be measuring. Validity has some of the specific features and assessment procedures.
18
Statistical validity is used to assess tool validity, which incorporates internal validity and
structure validity.
Internal validity of the questionnaire is the first statistical take a look at that used
to test the validity of the questionnaire. It's far measured via a scouting pattern, which
Structural validity is the second one statistical take a look at what used to test the
validity of the questionnaire structure with the aid of trying out the validity of each field
and the validity of the entire questionnaire. It measures the correlation coefficient
between one subject and all the fields of the questionnaire that have the equal level of like
scale.
Interviews
Questionnaires
Surveys
Interviews are conduct from some of the public sector employees to make the
research study more efficient. Questionnaire technique is also use to gather information
19
about research topic. Some open ended questions and some closed ended questions are
also use for this research study. Last thing that is use for this research study are surveys.
Surveys are also making of different government sector organizations to get information
about the recruitment process of the employees and also their working progress in the
The data is organizes on a tally sheet and tables regarding different variables are prepaid.
The data analysis technique uses for the analysis of questionnaire is quantitative which
involve simple percentage method. Table with percentages are used for the description of
20
CHAPTER 4
21
Sr. Strongly Strongly
Research Question Agree Neutral Disagree
No agree disagree
22
4.1.2 Data Interpretation
4.1.2.1 Response to question No1: When questionnaire is present in front of the people
of working in different departments of the government sectors and private sectors as well
there responses shows that 66% of the people strongly agree that in government sectors
mostly job selection is made on political references 12% agree to this question 1% of the
people give no response 15% percent disagree and only 6% people strongly disagree this
questionnaire. Responses show that selection is not made on the basis of merit.
6%
15%
1%
12%
66%
QNo2. The major cause of political influence is relation of employer with political
persons?
23
4.1.2.2 Response to question No2: When questionnaire is present in front of the people
of working in different departments of the government sectors and private sectors as well
there responses shows that 50% of the people strongly agree that major cause of political
influence is relationships of employer with political persons 15% agree to this question
0% of the people give no response 20% percent disagree and only 15% people strongly
disagree this questionnaire. Responses show that employer have political relationships
15%
20% 50%
15%
0%
government organizations?
24
4.1.2.3 Response to question No3: When questionnaire is present in front of the people
of working in different departments of the government sectors and private sectors as well
there responses shows that 41.5% of the people strongly agree that influence of politics
has decreased the efficiency of the govt. sector organizations 20.3% agree to this question
05% of the people give no response 30.1% percent disagree and only 3.1% people
strongly disagree this questionnaire. Responses show that political influence on govt.
3%
30% 42%
20%
5%
25
QNo4. To minimize the impact of politics employers must be fair with their jobs?
4.1.2.4 Response to question No4: When questionnaire is present in front of the people
who are working in different departments of the government sectors and private sectors
as well there responses shows that 60% of the people strongly agree that to minimize the
impact of politics, employer must be fair with his job 22% agree to this question 0% of
the people give no response 10% percent disagree and only 08% people strongly disagree
with this questionnaire. Responses show that to minimize the impact of politics
10%
0% 8%
22%
60%
26
QNo5. Our system is responsible for the influence of politics on jobs in govt. sector?
4.1.2.5 Response to question No5: When questionnaire is present in front of the people
who are working in different departments of the government sectors and private sectors
as well there responses shows that 50% of the people strongly agree that our system is
responsible for the influence of politics on jobs in govt. sector 30% agree to this question
0% of the people give no response 16% percent disagree and only 04% people strongly
disagree with this questionnaire. Responses show that our system is responsible for the
0% 4%
16%
50%
30%
Fig4.5 Responses according who is responsible for political influence in govt. sector
4.1.2.6 Response to question No6: When questionnaire is present in front of the people
who are working in different departments of the government sectors and private sectors
as well there responses shows that 85% of the people strongly agree that competency
27
base selection is beneficial for govt. sector organizations 10% agree to this question 0%
of the people give no response 05% percent disagree and only 0% people strongly
disagree with this questionnaire. Responses show that competency based selection is
0% 5% 0%
10%
85%
QNo7. Competent people can enhance the efficiency of govt. sector organizations?
4.1.2.7 Response to question No7: When questionnaire is present in front of the people
who are working in different departments of the government sectors and private sectors
as well there responses shows that 30% of the people strongly agree that competent people
can enhance the efficiency of govt. sector organizations 40.2% agree to this question 0% of
the people give no response 20.3% percent disagree and only 9.5% people strongly
disagree with this questionnaire. Responses show that competent people can enhance the
28
strongly agree agree no response disagree strongly disagree
10%
30%
20%
40%
0%
people?
4.1.2.8 Response to question No8: When questionnaire is present in front of the people
who are working in different departments of the government sectors and private sectors
as well there responses shows that 50% of the people strongly agree that competent people
can produce better results as compared to incompetent people 30% agree to this question 0%
of the people give no response 13% percent disagree and only 07% people strongly
disagree with this questionnaire. Responses show that competent people can produce better
13% 7%
0%
50%
30%
29
QNo9. Competent people work fairly for govt. sector organizations?
4.1.2.9 Response to question No9: When questionnaire is present in front of the people
who are working in different departments of the government sectors and private sectors
as well there responses shows that 60% of the people strongly agree that competent people
work fairly for govt. sector organizations. 20% agree to this question 0% of the people give
no response 15% percent disagree and only 05% people strongly disagree with this
questionnaire. Responses show that competent people work fairly for govt. sector
organizations.
5%
0%
15%
20% 60%
enhance?
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 49.5% of the people strongly agree that if
selection is made on merit than quality of govt. sector organizations will enhance 20.1% agree to
30
this question 5% of the people give no response 21.9% percent disagree and only 3.5%
people strongly disagree with this questionnaire. Responses show that if selection is made
22% 49%
5% 20%
Fig4.10 Responses according merit base selection enhance quality of govt. organizations
organization?
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 60% of the people strongly agree that political
hiring influence the performance negatively in govt. organization 25% agree to this question
0% of the people give no response 14% percent disagree and only 1% people strongly
disagree with this questionnaire. Responses show that political hiring influence the
31
strongly agree agree no response disagree strongly disagree
14% 1%
0%
25%
60%
QNo12. Recruitment and selection, transfer, demotion, suspension and dismissal are
based on performance?
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 20.1% of the people strongly agree that
Recruitment and selection, transfer, demotion, suspension and dismissal are based on
performance 8.7% agree to this question 8.1% of the people give no response 40.5%
percent disagree and only 22.6% people strongly disagree with this questionnaire.
Responses show that Recruitment and selection, transfer, demotion, suspension and dismissal
32
strongly agree agree no response
disagree strongly disagree
23% 20%
9%
40%
8%
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 8.8% of the people strongly agree that all
people have equal opportunities to learn and grow 20.2% agree to this question 10% of the
people give no response 40.5% percent disagree and only 20.6% people strongly disagree
with this questionnaire. Responses show that all people have not equal opportunities to learn
and grow.
40%
10%
Fig4.13 Responses according people have equal opportunities to learn and grow
33
QNo14. People know very well what is expected from them on their jobs?
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 66% of the people strongly agree that People
know very well what is expected from them on their jobs 12% agree to this question 1% of the
people give no response 15% percent disagree and only 06% people strongly disagree
with this questionnaire. Responses show that People not know very well what is expected
Fig4.14 Responses according people know very well what is expected from them
personal behavior
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 55% of the people strongly agree that
recruitment and selection practices used in organizations influence personal behavior 13% agree
to this question 0% of the people give no response 21% percent disagree and only 11%
34
people strongly disagree with this questionnaire. Responses show that recruitment and
21%
55%
13%
0%
QNo16. Turnover rate is linked with poor Recruitment and selection practices?
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 41.5% of the people strongly agree that
Turnover rate is linked with poor Recruitment and selection practices 20.3% agree to this
question 05% of the people give no response 30.1% percent disagree and only 3.1%
people strongly disagree with this questionnaire. Responses show that turnover rate is
35
strongly agree agree no response disagree strongly disagree
3%
30% 42%
20%
5%
Fig4.16 Responses according turnover rate is linked with poor selection practice
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 50% of the people strongly agree that Govt.
performance 22% agree to this question 0% of the people give no response 20% percent
disagree and only 8% people strongly disagree with this questionnaire. Responses show
that Govt. organizations are lacking stability in employment opportunities, having an impact on
performance.
36
QNo18. This organization’s merit base recruitment and selection really inspires the
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 50% of the people strongly agree that This
organization’s merit base recruitment and selection really inspires the very best in me towards the
job performance 30% agree to this question 0% of the people give no response 16%
percent disagree and only 4% people strongly disagree with this questionnaire. Responses
show that this organization’s merit base recruitment and selection really inspires the very best in
16% 4%
0%
50%
30%
Fig4.18 Responses according organization’s merit base recruitment and selection really
37
QNo19. My job description reflects clear tasks and skills needed to perform the
Job?
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 15% of the people strongly agree that my job
description reflects clear tasks and skills needed to perform the Job 20% agree to this question
0% of the people give no response 55% percent disagree and only 4% people strongly
disagree with this questionnaire. Responses show that my job description reflects not clear
20%
55%
0%
Fig4.19 Responses according job description reflect clear tasks about the job
QNo20. People are right fit for their current Jobs recruited on the basis of political
references?
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 20% of the people strongly agree that people
are right fit for their current Jobs recruited on the basis of political references 9.5% agree to this
question 0% of the people give no response 40.3% percent disagree and only 30.2%
38
people strongly disagree with this questionnaire. Responses show that people are not right
fit for their current Jobs recruited on the basis of political references.
30% 20%
10%
40%
0%
Fig4.20 Responses according people are right fir for their current jobs
QNo21. Organization has formal policy for recruitment and selection of employees?
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 10% of the people strongly agree that
Organization has formal policy for recruitment and selection of employees 30% agree to this
question 20% of the people give no response 20% percent disagree and only 20% people
strongly disagree with this questionnaire. Responses show that organization has formal
39
strongly agree agree no response disagree strongly disagree
10%
20%
30%
20%
20%
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 05% of the people strongly agree that the
performance appraisal system is fair 20% agree to this question 0% of the people give no
response 55% percent disagree and only 20% people strongly disagree with this
questionnaire. Responses show that the performance appraisal system is not fair.
20% 5% 20%
0%
55%
40
QNo23. People were fairly promoted on their performance instead of political
influence?
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 9.5% of the people strongly agree that People
were fairly promoted on their performance instead of political influence 20.1% agree to this
question 0% of the people give no response 39.9% percent disagree and only 30.5%
people strongly disagree with this questionnaire. Responses show that people were
promoted in the basis of political influence not on the basis of their performance.
31% 20%
40%
0%
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 20% of the people strongly agree that My last
the people give no response 25% percent disagree and only 40% people strongly disagree
41
with this questionnaire. Responses show that my last performance appraisal was not
20%
40%
25% 15%
0%
people who are working in different departments of the government sectors and private
sectors as well there responses shows that 8.8% of the people strongly agree that there is
horizontal mobility in this organization 20.2% agree to this question 10% of the people give
no response 40.5% percent disagree and only 20% people strongly disagree with this
questionnaire. Responses show that there is not horizontal mobility in this organization.
21% 9%
20%
40%
10%
42
Chapter No 5
RECOMMENDATIONS
5.1 Summary
This research report is about the background of the politics and then gives short
introduction of the jobs. After that this research study is about different factor that are
involved in the recruitment process of government sector jobs. This research study is
about impact of politics on government sector jobs in district Mirpur. In this research
study the knowledge is gain about political influences on the public sector jobs and what
are their consequences on the progress and efficiency of the government sector
people as compared to incompetent people. The results show great performance based
and institutions. Working of competent people shows fairness towards their job.
competent people were lacking in their skills and their results were not satisfactory
because they were appointed on the basis of political references not on the base of their
skills for the concerning jobs. As a result they could not give their hundred percent to
their concerning jobs. For the collection of data three methods questionnaires, interviews
43
and surveys are use in this research. Research methodology use is population and
sampling techniques. The limitations of my research were limited to the area of district
Mirpur. This research study involves different people of the government sector
employees including head of departments, teachers, and some general people also. In this
research study descriptive techniques are used for the analysis of the data which I had
gathered from different sources. Tables and pie charts are used for the analysis of data
and interpretation of the data. All the results are present in this research study.
5.2 Findings
The results of this research study shows that in government sector recruitment most of
selection is make of the political references in district Mirpur. Most of the government
sectors have strong relationships with political parties and top rank political persons. The
results shows politics is not only involved in the recruitment process it also involves with
in the organizations. People who have strong political relationships can easily get
promotions in their relevant fields on the basis of political references. More results shows
that competent people have not much opportunities to play their role in the government
sectors. Competent people who work fairly and do not accept the references of the
politicians they are transferred from their concerning job area to another area. Most of the
people in government sector can do their jobs on the areas of their own choice because
they have back hand from some political person. They work according to their wish and
analysis shows that such type of people have not enough skills for their concerning jobs
and they cannot give better results. As compared to incompetent people the competent
people can give better results for the development of government sector organizations.
44
Findings show that there is no proper check and balance for recruitment process as well
as no job analysis made for government sector organizations in the area of district
Mirpur.
In competent people are lacking to fulfill their job requirements that’s why most of the
government sector organizations were in their bad conditions i.e. educational institutions
were not according to their standards because of no job analysis and proper check and
balance.
5.3 Conclusions
jobs.
organizations.
4. Government sector organizations need purely merit base employment for the
5. There must be a check and balance for the recruitment process to improve the quality
45
6. For the improvement of the quality of organizations in the area of Mirpur some better
7. Job analysis is pillar of recruitment and selection practices in any organization so job
8. Data results shows that government sector recruitment has a lot of flaws despite good
formal polices.
9. Results show that competent people can achieve better tasks as compared to
incompetent people.
10. Incompetent people need more skills with their concerning jobs.
11. Recruiter people need to work fairly for the recruitment of the people.
5.4 Recommendations
1. Apply the precept of identical possibilities in employing senior positions that are
2. Make a few rules for the function of president and position of the ministerial
Three. Forestall dealing with the principle of security integrity earlier than appointed, as
4. Figuring out a time period to fill senior positions which will control the occupant
46
5. Editing the organizational structures for you to provide the senior level team of
ministries, if you want to make certain that offerings are furnished in a professional
8. Evaluating the personnel in the professional and neutral way, far away from the
political respects.
9. Conduct benefit base examinations for the employment method and there should
10. There need to job evaluation for the recruited personnel to test their progress so
Eleven. There need to be some laws regulations and guidelines for such
12. If any character made the selection at the bases of favoritism he should be banned
47
Bibliography
Junaid Ashraf, (2012) Examining the public sector recruitment and selection,
48
Challenges in public sector: Bangladesh case study
McCormick, E. J. (1976). Job and task analysis In M. D Dunnette (Ed.), Handbook of
Industrial and Organizational Psychology (651–696).
Miyake, D. (2002, October). Implementing strategy with the balanced scorecard: An
Introduction to the strategy focused organization DM Review Retrieved from
http://www.dmreview.com/article_sub.cfm?articleId=5788
Newman, D. A., & Lyon, J. S. (2009). Recruitment efforts to reduce adverse impact:
Targeted recruiting for personality, cognitive ability, and diversity
Journal of applied psychology 94, 298–317, .
http://dx.doi.org/10.1037/a0013472.
Nyangaresi, M. W, Nejeru, W. A. Mutavi, and T. & Waithaka N.G. (2013, December)
Recruitment and selection process: A case of city council of Nairobi, Kenya.
Review of Contemporary Business Research, 2 American Research Institute for
Policy Development Retrieved from www.aripd.org/rcbr.
Rehman, S. (2009) A study of public sector organizations with respect to recruitment,
job satisfaction and retention.
Sanchez, J. I., & Levine, E. L. (2000) Accuracy or consequential validity:
Which is the better standard for job analysis data? Journal of Organizational
Behavior, 21,
809–818 http://dx.doi.org/10.1002/ (ISSN) 1099-1379.
49
APPENDIX
Recruitment and selection practices and performance in government sector of
district Mirpur.
A descriptive study
You are?
(a) Grade 15
(b) Grade 16
(c) Grade 17
(d) Grade 18
(e) Grade 19
(f) Grade 20
(g) Grade 21
(h) Grade 22
Since how many years have you been working with this organization?
50
What is your age?
(a) 20–25
(b) 25–30
(c) 30–35
(d) 35–45
(e) Above 45
(a) Male
(b) Female
(a) Metric/Science/Arts
(b) FSC/FA
(c) Degree/Bachelors/BA
(d) Diplomas
(f) Postgraduate
Organization …………………………
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Recruitment and selection and performance
Remarks………………………………………………………………………………….
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13. All people have equal chances to learn and grow.
Remarks………………………………………………………………………………….
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