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

Su

bmitted 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

2

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.

Content

Abstract

3

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

4

Sampling Method

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

5

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.

6

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

assist me providing their information and spending valuable time.

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.

7

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

8

liberation war so many reform initiatives have been 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

9

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.

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

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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

11

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 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

12

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.

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

13

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 ne

eds”. Physiological needs are,the primary needs or basic needs f

or existence; these are those such as food, shelter and clothing

.

Once the primary needs are satisfied,tthe next need follows in t

he order of security, affiliation, self esteem and the ultimate 

need which*is self actualization. The need for security, sometim

es referred to as the need for safety, is related*to the individ

ual’s desire to be safe from harm or danger. Affiliation is the 

need that is related to*the individual’s need for love, belongin

g and friendship. 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 attai

n a sense of fulfillment Every individual strives to reach the p

oint where “you can be more than you thought

you could be” in life . This theory is based on the hypothesis of 

satisfactionprogression and it proposes that a satisfied need is 

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no longer a motivator. In addition, once a)need has been satisfie

d, another 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 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

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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

Chapter 3

Research Methodology

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Research Design

This study is mainly quantitative in nature. As this study has i

ntention tofind out the level cultural 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 o

n 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 n

ecessary to first consider the factor

that influence satisfaction. The most common factors that are mea

sured are pay, working

conditions, relationship with coworkers and supervisors, persona

lity characteristics.

Sampling Method

17

Data gathering is crucial in research, as the data is meant to 

contribute to a better understanding

of a theoretical framework .A purposive sampling technique will 

be followed to

suit purposes of the research. The purposive sampling technique i

s a type of non-probability

sampling that is most effective when one needs to study a certain 

cultural sphere with well-

informed experts within. It is a nonrandom technique that does n

ot need underlying theories or a

set number of informants. Simply put, the researcher decides wh

at needs to be known and sets

out to find people who can and are willing to provide the inform

ation by virtue of knowledge or 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 i

tems that respondents find and

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respond to differently, hence affecting the validity of the resp

onse 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 group

s of people . 

There are various types of tools that are used to measure percept

ion 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 recruitment and politicization—

have contributed to the declining status and appeal of civil

service careers. Our primary research attempts to understand the

19

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

20

Total : 46

Male #29 Percentage : 63%

Female # 17 Percentage: 37%

Public ssector priority: #33 Per: 71%

Private ssector priority #23 Per 29%

Chart :1

21

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 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.

22

Chart :2

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.

Table 1

Total Manpower of Civil Officers and Employees of Ba

23

ngladeshMale 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.

24

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%

(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

25

Yes 07 06 No 21 09

Chart 3

Figure 1: Whether Women are leg behind in BCS

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

26

Chart : 4*

(Chart 4 didn’t include those who have no comment against this

question. So sum of the percentage is bellow 100)

27

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

28

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

29

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

30

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.

31

Fresher are not ready to reduce power distance:

Majority expect high power distance:

Chart 7

(*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.

32

Chart 8

(*All respondents didn’t respond to the question; so sum of

percentage may be bellow 100)

33

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?

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

34

(*All respondents didn’t respond to the question; so sum of

percentage may be bellow 100)

35

Uncertainty Avoidance of quota stakeholders is getting

highMost of the female respondents against this question 12 (out of

15) replied negatively that quota system should exist,

Chart 10

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?

36

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 % of respondents

37

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%.)

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

38

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.

39

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 respondents

Corruption 14 30%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

3 6.36%

40

interventionAll 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,”

41

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 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,

42

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?

43

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

expect high power distance

6. Collectivism engulfed in the mind of fresher!

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

44

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.

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

45

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

46

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:

_________________________________________________________________

_____________

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

47

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

48