Cultural Disparity Tends to Decline among Youth Candidates:

Bangladesh Civil Service Context

Course: PAD-411 Organizational Behavior

Submitted to

Dr. Syeda Lasna Kabir

Professor

Dept: Public Administration

Dhaka University

Submitted by

Md. Masum

Class Roll: 41

Group: ‘A’

7th Semester, 5th Batch

Dept: Public Administration

Submission: May 15, 2014

Abstract

It is found that such kind of work regarding the cultural legacy in terms of joining civil service in

Bangladesh is not found. The main objective of this research is to identify what are the job

seeker’s tends in terms of joining Bangladesh civil service with a view to looking ethos

connecting cultural dimension and seeking the factors affecting in joining BCS. In case of

literary review the theory of Hofsted’s cultural dimension and content theory motivation will be

taken into account to analyze collected data. All data will be collected from both primary and

secondary source includes books, journals, internet etc. Cultural dimension was measured with

some sort of independent variables e.g. recruitment, senior supervision, family pressure etc. To

extract information from respondent less structured questionnaire was used. The result of this

work shows that masculinity and femininity dimension less operational in between male and

female. Most of the male candidates have no ego not to work with their female counterpart and

leaving respect to them. So this paper has given quick snapshot to motivating factors for

upcoming potential BCS candidates.

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Content

Abstract

Content

Acknowledgement

Chapter 01: Research Proposal

Background of the Study

Objectives

Research Questions

Scope of the Research

Significance of the Research

Organization of the Paper

Hypothesis

Limitations

Chapter 02: Literature Review and Analytical Framework

Literatures Review

Theoritical discussion

Analytical Framework

Chapter 03: Research Methodology

Research Design

Sampling Method

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Data Collection Instrument

Chapter 04: Data Analysis and Findings

Demographic Analysis

Different Subscale

Chapter 05: Conclusion: Putting it all together

Findings of the Study

Recommendation

Reference

Appendix

List of Tables

List of Figures

4

Acknowledge

In some cases acknowledgement may mean degrading it when it goes to some beloved one.

Yes, this is Dr. Syeda Lasna Kabir whose guidence and instuction make this paper a success.

Thangksgiving to all my groupmembers (Group ‘A’) is uncvitable for their sencerity to

completion of the work.

Let’s me give recognition and ‘Shukran’ to those respondents who assist me providing their

information and spending valuable time.

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Chapter 1

Introduction

Bangladesh Administrative system upholds not only modern incorporation of new public

management system but colonial legacy of bureaucracy. A colonial imprint persists in

Bangladesh especially in political and administrative arrangements. The British tradition helped

the bureaucracy to become an essential tool of governance.

The political system of Bangladesh has survived a series of transitions. A few years of

democracy were followed by nearly fifteen years of military rule. In 1990, for the first time,

Bangladesh achieved a fully functioning democratic structure. Ironically, the nature and role of

bureaucracy in both the pre and post-democratic period remained almost the same except for an

increase in number of ministries, divisions, departments and statutory bodies

The perception towards public service is changing through generation. Even the cultural

orientation in candidates and existing officials is not constantly static. So the mindset and

attitude is differing traditional administrative culture. Power sharing in top to bottom level

doesn’t resemble previous culture. So, here is an attempt made to identify the current trend of

potential BCS candidates out of their cultural grooming and motivation or de-motivational

factors towards it.

Background of the study:

It is unevitable to avoid the mock of history that shape our political culture and administrative set

up. The legecy of colonial system is still visible in our secreteriate and all government activities.

In 1947 though we got independence from British rule but not from this bureaucratic culture.

Even in pakistan since 1947 to 1971 period most of the CSP officers are from west pakistan

wherein central government exists. After the liberation war so many reform initiatives have been

6

made to reingineer government work process, bring efficiency, decentralization, value for money

and participation but all are just kept in black and white; implementation is yet far cry.

Objective of the study

This paper aim at getting a proper scenario of cultural factors those are taken into account while

candidates join in civil service. Beside this the motivational factors are also to be discussed

hereby

Research question

The question formate basically close ended questions with some scope of open ended as well.

Area of questionning is categorized into two mainsream

1. What are the factors affect you joining or not joining BCS?

2. What are the cultural attribution you can’t deny in terms of joining and working in

BCS?

The question is less scale based or structured formate.

Significance of the study

It is asumed that this work will have added some value in the administrative horizon of

knowledge. The paper will have contributed in setting vision and mission of public sectors. In

terms of incorporating new idea,model,technique this will be playing vital role. So it will be

contributing in furthure research,administrative reform and will be used as for academic purpose.

Statement of problem

This work aim at finding the existing perception of potential graduates in terms of joining civil

servvice in Banglaesh. Bangladesh and subcontinents belong long heritage of semi cculture

where people lead their life in a society of high power distance, women are ssupposed to stay at

home and not enccourage to ccompete ewith their mle counterpaarrt. Politics, different types of

‘Ism’ play vital role in terms of recrruitment, posting, promotion and transfer.

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Hypothesis

Before go to the direct in touch of the field work some pre-assumtions will be applicable during

the research. As impherical understanding says the recruitment process of BCS is highly

politicized; candidates are supposed to have strong political backing or affiliation.Female are not

encouraged to join it from both family and society. Private sector is suffered from lack in salary

and corruption in terms of transfer promotion, APR and even posting. This job is descreted with

more authority and power than private job that encourages most of the candidates to join it.

These all are just assumtion as out of previous experience. That’s it.The ultimate result of this

research may differ to some extent or very redical.

Organization of the study

This study paper is organized with six distinguished chaptars. Under each chapter there exist so

many subsections. First chapter is made of research proposal; Second one will discuss on

literary review and analytical framework with theoritical discussion.

Third one will focus on research methodology that includes data collection method, sampling

etc.

Four one will give just an overview on administrative set up and its culture as from basically

secondary sourch. Fifth one possesses the ever expected portion the basica data findings and

analysis. Hereby all data gathered from respondents through stuctured question will presented

scintifically and pertaining floe chart, table and graph will be presented. This chaptar will be

shaped with suitable title under each findings. The final one

will put all the information together and will give recommendation and sum-up of the findings.

Limitation of the study

Since this paper is to be prepared within short tome of one month with group effort.All members

may not be same cooperative. The respondents from engaged civil service may not be ensured as

for short duration sufficient link with those officials. The cost of research would to be beared

8

from group’s own cost; no external sponsor may not be arranged. Some respondents may not

interested to spend their time regarding filling the questinnaire and skip so many questions. So

these all are potential limitation of the study would be taken into account while go through the

field.

Chapter 2

Literary review and analytical framework

Literary Review:

Thoughout the study the major literary conern was Hofsted’s cultural dimension where he

mentioned basic 4 dimensions of culture those vary from ountry to country , society to society.

Even the extent of existence of this cultural variation is also not equal at all. On the otherhand

famous Maslows need hierarchy theory has got a right share while discussing the issues. In

heading by cultural differenciation it is meant that societis position with four basic scales those

are 1.Uncertainity Avoidence 2. power distance 3.Collectivism/Individualism 4.Mesculinity and

femininity as given by Hofsted,author-softare of the mind,.Youth candidates are who are yet to

join in civil seervice. Throughout the research by Bangladesh Civil Service it is only translated

to just post under 28 cadre of BCS; none of else such non-cadre.

Theorical discussion:

Hofsted’s cultural dimension

Power distance should denote the extent to which the less powerful members of

organizations and institutions (like the family) accept and expect that power is

distributed unequally."

Individualism (IDV) vs. collectivism : "The degree to which individuals are

integrated into groups". In individualistic societies, the stress is put on personal

achievements and individual rights. which are used as a protection in exchange

for unquestioning loyalty.

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Uncertainty avoidance index (UAI): "a society's tolerance for uncertainty

and ambiguity". It reflects the extent to which members of a society attempt to

cope with anxiety by minimizing uncertainty. People in cultures with high

uncertainty avoidance tend to be more emotional.

Masculinity (MAS) , vs. femininity: "The distribution of emotional roles between

the genders". Masculine cultures' values

are competitiveness, assertiveness, materialism, ambition and power, whereas

feminine cultures place more value on relationships and quality of life. In

masculine cultures, the differences between gender roles are more dramatic and

less fluid than in feminine cultures where men and women have the same values

emphasizing modesty and caring

Content theories of Motivation

Maslow Hierarchy of Needs

Maslow, in 1954, developed the five level “hierarchy of human needs”. Physiological needs are

,the primary needs or basic needs for existence; these are those such as food, shelter and clothing

.

Once the primary needs are satisfied,tthe next need follows in the order of security, affiliation, s

elf esteem and the ultimate need which*is self actualization. The need for security, sometimes re

ferred to as the need for safety, is related*to the individual’s desire to be safe from harm or dang

er. Affiliation is the need that is related to*the individual’s need for love, belonging and friends

hip. The need for esteem is about respect by

others, selfconfidence, and a belief in oneself. The last need is that of self-actualization and it

relates to the need to reach one’s highest potential and to attain a sense of fulfillment Every indiv

idual strives to reach the point where “you can be more than you thought

you could be” in life . This theory is based on the hypothesis of satisfactionprogression and it pro

poses that a satisfied need is no longer a motivator. In addition, once a)need has been satisfied, a

nother emerges to take its place.

So, throughout the research four cultural dimension of Hofsted’s out of five given dimension

have been taken into consideration. Long term orientation dimension is eliminated from this

work. Along this Maslow’s famous conteent theory of motivatin is also included hereby. So

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no further theory whatever ffrom culture perpecctive or motivvaation perspective can be

presented as aargument to disprroving the work.

Analytical Framework

An analytical framework is developed for this study based on the review of the relevant

literature. The proposed model is to be tested in Bangladesh, a developing and non western

culture, and aimed to assess the variance in different factors of job satisfaction. Once the data

will be available for the proposed model it will help to examine the significance of various

factors to the dependent variable of job satisfaction.

Independent variables Dependent variable

Job Priority

Intension to choose BCS

Perception pertaining women representation

‘Ism’ to get BCS job

Recruitment, Posting & Transfer

Quota

Social Status

Cultural diversity among candidates

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Chapter 3

Research Methodology

Research Design

This study is mainly quantitative in nature. As this study has intention tofind out the level cultur

al disparity among young potential BCS candidates.

Quantitative Methodology is appropriate to fulfill its objective.

To reach the said purpose/objectives, the study is mainly based on primary data.

Secondary sources is also be used.

Cultural make up is normally measured using group meetings, surveys and interviews. Surveys

and questionnaires are the preferred choice in many organisations due to the element of

confidentiality they offer as well as the fact that respondents can be as candid as possible withou

fear of being victimised. In measuring job satisfaction, it is necessary to first consider the factor

that influence satisfaction. The most common factors that are measured are pay, working

conditions, relationship with coworkers and supervisors, personality characteristics.

Sampling Method

Data gathering is crucial in research, as the data is meant to contribute to a better understandin

g

of a theoretical framework .A purposive sampling technique will be followed to

suit purposes of the research. The purposive sampling technique is a type of non-probability

sampling that is most effective when one needs to study a certain cultural sphere with well-

12

informed experts within. It is a nonrandom technique that does not need underlying theories or

a

set number of informants. Simply put, the researcher decides what needs to be known and set

s

out to find people who can and are willing to provide the information by virtue of knowledge o

r experience . We applied simple rendom method to choose our respondents

Data Collection Instrument: Questionnaire Survey

The use of a questionnaire or commonly referred to as paper-and-pencil perception measure

also has some advantages and disadvantages. This method is quick, time efficient and it can

survey a large population effectively. There may be ambiguous items that respondents find an

d

respond to differently, hence affecting the validity of the response and results . In

addition, as the sample is highly educated, it is expected that questionnaire survey will be very

useful to generate high quality data. A questionnaire is a very effective instrument that facilitates

in collecting data from large diverges and widely scattered groups of people .

There are various types of tools that are used to measure perception towards BCS . The

questionnaire was basically close ended with limited open ended questions.

Chapter 4

Data Analysis and Findings

Bangladesh Civil Service: Analysis of Primary Data

The conventional view is that the Bangladesh civil service attracts the country’s bright

meritorious students and cultivates an elitism that makes civil servants apathetic to the needs of

citizens, especially poor. Our review of the existing literature indicates that the conventional

wisdom no longer fits the facts: the civil service is losing its appeal as the best career choice for

many able candidates. The two major problems discussed in the first part of the paper—defective

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recruitment and politicization—have contributed to the declining status and appeal of civil

service careers. Our primary research attempts to understand the impact of faulty recruitment

procedures and rapid politicization on the status of civil service in general. It also explores the

competition between public and private sector jobs. The research questions that we have

examined are: Are bright recent graduates from public and private universities still interested in

joining the civil service? If not, what are the reasons? If they still want to join the civil service,

what factors make the civil service an attractive career option? What do current civil servants

and prospective civil servants think about the question pattern of BCS recruitment exams? Is the

recruitment process sufficient to select the best candidates? Are the status and power of the civil

servants declining? What do civil servants and prospective candidates think about politicization

of the bureaucracy? Do civil servants still play the dominant role in designing and implementing

policies or, have other actors or forces displaced it?

Our survey instrument is a semi-structured questionnaire consisting of both open-ended and

close-ended questions. While our primary focus is on the perceptions of prospective candidates,

we also examine whether entry-level and mid-level civil servants share similar perceptions. This

part of the paper analyses the qualitative data obtained through interviews with mid-level and

entry-level civil servants and potential BCS recruits.

About respondents

Total : 46

Male #29 Percentage : 63%

Female # 17 Percentage: 37%

Public ssector priority: #33 Per: 71%

Private ssector priority #23 Per 29%

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Chart :1

Gender Of the respondents

37%

63%

Male

Female

Chart 1 reports the demographic characteristics of our interviewees. Almost all of our potential

BCS candidates are below 30 years of age. The entry-level officers—those with less than five

years of service—are no older than 35 years of age and mid-level civil servants —those with five

or more years of service—are mostly older than 35 years of age. We did not consciously try to

keep an equal male-female ratio when selecting our interviewees. Given the time constraints and

lack of availability of the civil servants to interview, we followed a snowball method in

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interviewing willing and available officers. Nevertheless, in the end we found that we have more

than 80 percent male respondents among the serving civil servants.

Chart :2

Ratio of chosing profession

71%

29%

Public Sector

private sector

Masculinity Perception tends to decline slightly in potential candidates

As previous research shows that Bangladesh civil service is lacking with women representation

According to UNDP’s Human Development Report, 2005, the percentage of women

administrators

and managers in Bangladesh is only 8.5%. But our prospective candidates have different idea

towards BCS.

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Table 1

Total Manpower of Civil Officers and Employees of Bangladesh

Male Female Total

824361 223644 1048005

Class-1 officers of Bangladesh

Male Female Total

82364 13595 95959

The scenario is changing over time. As the following figure shows that 70% of female

respondents are willing to join BCS while the percentage is 26% against male and female

respondents. Only 30% are reluctant to choose public service as a career. The condition for male

is not different. The latter is agreed at 72% (21 out of 29 respondents) to build career in

government service. The motivation behind this progress can be identified in their answers. 30%

(14 respondents) replied that job security is a reason to choose public service. Half of which

respondent are female that indicates that females are giving up traditional concept of their role

orientation. They don’t feel at home to stay at home. Caring and rearing child should be shared;

shouldn’t go only to female they think. That is why this paper gives a strong argument that

masculinity traits and feature what was common feature of this country is slightly changing

among the potential candidates of BCS. The ratio of choosing career has been given bellow table

1 in detail.

Table: 2*

- Male Female - # number % percent # number % percentPublic 21 45.5% 12 26%private 8 17.36% 5 10.8%Total 29 63% 17 37%

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(The percentage is on the basis of all 47 respondents; not in between male and female)

64% (30 respondents out of 47) think that women are no more leg behind in BCS as past time.

So, perception in terms of women representation in public sector is walking other ways not to

male but also female.

Women leg behind in BCS?

Table 4

Option Male Female Yes 07 06 No 21 09

Chart 3

Figure 1: Whether Women are leg behind in BCS

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Uncertainty in private job is still higher as compared to public:

In questionnaire we asked whether he will continue his job in public sector if get better

opportunity in other job, interestingly 23 of the respondents (out of 38) gave positive response.

other 9 didn’t respond

Chart : 4*

(Chart 4 didn’t include those who have no comment against this question. So sum of the

percentage is bellow 100)

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Different gender role still in the mind of female candidates

Apparently 65% of female respondents replied on behalf of family whenever they are given

option to choose between family and job.

Chart 5

Job Priority

65%

35%

Family

job

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Power exercise is the leading reason to go BCS.

So as from their point of view it is clear that the candidates still assume that, their is high power

distance between administrators and those who are administrated. So in terms of prioritizing

they choose public as it leaves them more room to exercise than that of in private one.

Chart 6

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Collectivism engulfed in the mind of fresher!

29 of the respondents out of 34 expects undue help or informal facility in terms of getting job in

pubic sector. Which sharply indicates that they lean to some sort of ‘Tadbir’ and lobbying

through these individuals.

Facilitating factors respondents perceive*

Table 5

Facilitating Factors # of respondents % of respondentsDepartment/hall senior 8 17%Powerful politician 12 25.4%Teacher 5 10.6%Relatives in Admin. 4 8.5%Merit 2 4.2%Hard work 3 6.3%Total 34Table 2

(*All respondents didn’t respond to the question; so sum of percentage may be bellow 100)

Even family determine the career choice of most of the candidate. It is fact for 29 respondents

out of 32 respondents. So this is traditional norm of collectivist society and family bondage

haven’t lack its appeal in society yet.

22

Fresher are not ready to reduce power distance: Majority expect high power

distance:

Chart 7

44.5%36.16%

4.2%

Level of Supervision expectation

High

Medium

Low

(*All respondents didn’t respond to the question; so sum of percentage may be bellow 100)

Even respondents were asked whether they take is positively in question of domination from

superior.

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Chart 8

(*All respondents didn’t respond to the question; so sum of percentage may be bellow 100)

Above graph is clear indicator that most of the candidates (about 48%) are motivated to be

supervise and dominated. So they feel likely to be worked passively not to initiate any task.

No problem to work under a female superior: symptom of negating

Masculinity?

24

The data shows that 32 respondents out of 44 think female could be a good manager. So there is

a trend among young generation toward female. They don’t take it otherwise to work under a

female superior. In a service sector like administration in Bangladesh this positive approach

towards women is so essential. Most of the candidates, irrespective of sex, replied positively in

terms of female manager.

Chart 9

(*All respondents didn’t respond to the question; so sum of percentage may be bellow 100)

25

Uncertainty Avoidance of quota stakeholders is getting high

Most of the female respondents against this question 12 (out of 15) replied negatively that quota

system should exist,

Chart 10

MaleFemale

yes

No

0

5

10

15

20

25

30

35

40

yes

No

Figure 2 : Quota system should exist or not

This indicates that uncertainty avoidance in terms of sustenance, getting job, leading life is

getting stronger and stronger in among women. which is good.

What Motivates and what De-motivates Potential Candidates?

26

We have tried to find the core factors that may de-motivate future candidates in joining the civil

service. We find three core factors: inadequate salary, faulty exam procedure and existing

bureaucratic culture, corrupted recruitment process.

We have found that there is a difference between the inside-the-job view and the outside-the job

view. For prospective candidates the main de-motivating factor is the faulty exam procedure

whereas according to mid and entry-level civil servants both inadequate salary and job

environment play a vital role in discouraging one from sitting for the BSC exam.

Power distance perception comes to a moderate rate

It is likely that once inside the civil service the faulty exam procedure does not seem so

significant. However, to the prospective candidates, it is an important de-motivating factor. It is

striking though how evenly divided the responses are among the three factors. For civil servants,

Exam ceases to matter, and their responses are relatively evenly divided between Salary (28

responses from 35 interviewees) and Job (25 response from 35 interviewees).

Motivating factors for joining BCS*

Table 6

Motivating factors # number of respondents % of respondentsJob security 14 30%Social status 17 37%Distinguished facilities 9 20%Quota reservation 1 2.12%No alternative job available 2 4.24%Serve people 13 28%Prestigious job 8 17%Assured salary 3 6.36%Residential facilities 5 10.60%Foreign tour 2 4.24%All given in questionnaire 5 10.60%Table 3

(*Multiple answers were allowed; thus percentages can sum to more than 100%.)

27

Above table shows that job security and serving people was the main motivating factors work

back of the mind of potential candidates.

Job security has always been an important factor motivating people to join the civil service. Our

data indicate that as a motivating factor its importance is actually increasing. Due to the “horror”

stories of politicization or corruption, the status of the civil service is no longer the main

determinant. Only 20% students think that at present the status that civil servants enjoy is

sufficient to attract prospective candidates; Public university graduates have a more favorable

evaluation of the status than private university graduates. An important point to consider is that

the flourishing private sector may offer better salary and benefit package and innovative

challenges, but it lacks job security. Many prospective employees prefer job security to challenge

or competition.

The reason behind joining the civil service has also become more realistic or pragmatic. As

society adopts an urban, capitalist structure, its impact is felt in various institutions, especially

the oldest one, the family. Our research indicates that for mid-level officials, choice of a career

largely depended on guidance from family members. The younger, newly appointed officials are

more individualistic. Family plays a role but the basic reasons behind joining the civil service, in

their case, are the social status and recognition that civil service can still provide. On the other

hand, for the students who are likely to join the civil service, the main reason is the job security

that they can enjoy while performing their duties. In fact, from mid-level through entry-level to

the prospective applicants of civil service, job security is the only factor that has never lost its

importance.

Most of the candidates found them uncertain as for quota provision

Faulty exam procedure includes the lengthiness of the entire exam, the leakage of question

pattern, politicization in case of recruitment, an unaccountable viva board, etc.

De-motivating factors for joining BCS*

Table: 7

De motivating factors # number of respondents % of respondentsCorruption 14 30%

28

Lengthy recruitment process 7 14.84%Quota 16 34%Politicization 13 27.56%Boring syllabus 5 10.6%Biasness on selection 6 12.7%Low salary 6 12.7%Better salary in other

profession

5 10.60%

Technical background 4 8.48%To do business 2 4.24%Superior frequent and undue

intervention

3 6.36%

All given in questionnaire 8 16.84% (*Multiple answers were allowed; thus percentages can sum to more than 100%.)

Above table 4 simply shows that the main reason of being discouraged to BCS is quota

provision. 34% of the respondents said it is the main reason to get de-motivated to BCS which is

the highest ration as against other de-motivating factors. So candidates feel themselves uncertain

whether the finally get the job as BCS recruitment system leave only 45% recruitment on the

basis of merit. Left post should be filled up under so many categories of quota (freedom fighter,

women, ethnicity and tribal etc). By the way the age limit to do government job may expire; so

that is why there is high uncertainty-feeling among the youth potential candidates as this research

shows. Even biasness in selection (12.7%), politicization (27.56%), and low salary (12.7%) has

also contributed to fell the candidates in an uncertain condition.

One prospective candidate said, “When I was in the exam hall scanning through the question

during the preliminary exam, I looked around and found that almost everybody had got the

question earlier. It was so frustrating. Then I decided even if I passed the preliminary test, I

would not sit for written test,” and, “well, I passed in the preliminary test and that is the end. I

will never sit for BCS again.” On the other hand, another prospective candidate actually enjoyed

the preliminary test and written exam. However, “the real horror started when I faced the viva

board. All sort of political questions were asked and when they found out that my political view

is different from theirs, I realized that that was end of journey for me. Later, I came to know that

I was rather lucky. One of my friends was asked why she did not use scarf to cover her head and

whether she knew the Niyot of prayers. That was too much for her. She got herself out of the

29

room and now we both are private sector employees.” Almost all of them agreed that exam

procedure is too lengthy. A few of the prospective candidates supported the present recruitment

procedure. To them, “it is the most cost effective way to select the best.” An entry-level civil

servant agreed with that, “It is the best the country can offer.”

The three categories of respondents agreed that inadequate salary benefit is a major obstacle in

joining the civil service. They also found the job environment too rigid to allow anyone to do

something creative. “Taking initiative and coming up with creative ideas is not well

appreciated,” commented one entry-level civil servant.

A potentially positive finding is that despite of all its flaws, more than half of the bright

meritorious students are still willing to sit for the BCS exam. They still consider civil service

jobs as prestigious and attractive. “Whatever happens, civil service is civil service,” remarked

one public university graduate. However, the private university students are not at all interested

in joining the civil service. In fact, students coming from the private universities have little idea

about the civil service of Bangladesh. Seventy percent of them admitted that they are not aware

about the salary benefits provided by civil service and have no clear idea about the composition

of the civil service or what it does.

Chapter 06

Conclusion: Putting it all together

Here to say, research shows a changing trend among young generation in respect to join civil

service. So this change can be symolizes for development in civil administration. Here is given

summery finding of the study and some sort of recommendation.

The pin point findings of the study can be placed here on

1. Most of the candidates found them uncertain as for quota provision

2. Power distance perception comes to a moderate rate

3. Uncertainty Avoidance of quota stakeholders is getting high

4. No problem to work under a female superior: symptom of negating Masculinity?

5. Fresher are not ready to reduce power distance: Majority expect high power distance

6. Collectivism engulfed in the mind of fresher!

30

7. Power exercise is the leading reason to go BCS.

8. Different gender role still in the mind of female candidates

9. Uncertainty in private job is still higher as compared to public:

10. Masculinity Perception tends to decline slightly in potential candidates

So as a whole it can be concluded here saying that

‘the cultural disparity of this generation shows a changing trend that was not ever reached this

state’

Here is some recommendation

1. Reform initiatives should be implemented from the direct supervision of prime minister

2. Syllabus of exam should be modified to the subject at graduate level, this conformation is

necessary

3. Politicization in terms of recruitment, promotion and transfer should be stopped.

4. Quota system should be gradually abolished

5. Salary and other benefits should be conformed with current market price. There should

have a modest difference between public and private in terms of salary

6. Frequent transfer should be taken under show cause mechanism

These all can ease the almost dysfunctional administration feathered with corruption to a

comfort environment

Reference

Ahmed, S.G. (2002), Public Administration in the Three Decades. In A. M. Chowdhury andFakrul ,A (eds.). Bangladesh: on the Threshold of the Twenty-First Century. Asiatic Society ofBangladesh:Dhaka

Khan, M.M. (1998). Administrative Reforms in Bangladesh. University Press Limited:Dhaka.

Kabir, S.L. (2013), Women Participation In South Asian Civil Service. A H publishing House

Jahan, Ferdaus (2006). Public administration in Bangladesh. Brack University

Appendix

# Questionnaire Attachment

Questionnaire: Factors behind choosing BCS

Put ‘Tick’ ( ) ✓ mark or describe where necessary.

31

Basic information:

Name: ____________________Age:______ Dept:

______________University:_______________

Educational Qualification: ☐ Undergraduate ☐ Graduate ☐ Postgraduate

Contact number: ______________________ e-mail: _______________________

1. Which field would you choose for your career? ☐ Public ☐ Private

If the answer is ‘private’ then jump to the Q. 5, 6,7,12 & 13.

2. Why do you want to join in BCS?

☐ To fulfill your needs ☐ to exercise power ☐ nearest friends choose BCS ☐ All above

3. Which motivating factor/s encourages you to choose BCS?

☐ Job security ☐Social status ☐Assured salary

☐Power exercise ☐ Government facilities ☐ Prestigious job

☐ Residential facilities ☐ Foreign Tour ☐ Training and scholarship

☐ Quota ☐ To serve people ☐ No alternative option

☐ Your subject has narrower field other than BCS. ☐All of the above

Other: _____________________________________________________________________

4. Does your family influence you to join BCS? ☐Yes ☐No

5. Which factor/s demotivates you not to join BCS?

☐Politicization ☐ Lengthy recruitment process ☐Syllabus is boring

☐To do business or politics ☐Corruption ☐Biasness on selection ☐Quota ☐Low salary ☐Low

performance assessment ☐Better salary in other job

☐Intervention by higher authority ☐Discrimination in promotion and transfer

☐You are from technical background like medical/ engineer/ BBA etc. ☐All above

Other:________________________________________________________________________

_______6. If situation demands then what will be your first priority? (Women only)

☐ Family ☐ Job

7. Do you think women are leg behind in BCS? ☐ Yes ☐ No

Please put your argument briefly:

_____________________________________________________________________________

_

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8. Do you think quota should exist? ☐ Yes ☐ No

Please put your argument briefly:

_____________________________________________________________________________

_

9. If your superiors dominate you then will you continue your job? ☐ Yes ☐ No

10. If you get better opportunity in other sectors will you leave BCS? ☐ Yes ☐No

11. Which factor/s will assist you getting job in BCS?

☐Senior one from your locality/ department/hall ☐ Political party ☐Quota

☐Relatives working in civil service ☐ Powerful political person ☐ Powerful teacher

Other:

____________________________________________________________________________

12. What level of supervision will you expect from your boss?

☐High ☐ Medium ☐Low

13. Do you think female can be a good manager in civil service? ☐ Yes ☐ No

Thank you for your cooperation. We are grateful to you. All of your information will be

used only for research purpose.

Group ‘A’ 7th semester, Public Administration, University of Dhaka Approved by: Dr. Syeda

Lasna Kabir, professor, Public Administration, University of Dhaka

#Respondents’ Answer sheets (47 paper)

Attachment is not available here. It has been submitted as a group; not individually

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