Abstract

This thesis was motivated by reports that the onset of the incumbent democratic dispensation in 1994 in Malawi gave rise to various development challenges. The public service has since been characterized with high staff turn-over, politicization of the bureaucracy, ineffective leadership, coordination and collaboration, and rampant corruption involving public servants (Hussein, 2018). Such reports have bluntly indicated that the country has stagnated in terms of development. The study therefore set out to interrogate the central question whether a linkage exists between Public Service HRM and national development. In undertaking this study, selected models of motivation (Guest,1997; Purcell et al, 2003; Becker et al 1997: Wright and Nishii, 2006) and effective public policy implementation models (Kingdon, 1995; Laswell, 1956; Sabatier, 2005) guided the study. The thesis took a mixed methods research approach. The study gives us an opportunity to understand the extent to which the general application of HRM practices in the public service influences national development. It also validates the positive correlation that public service HRM and national development have. This study further argues that HRM practices in government systems should be consistently and professionally applied in order to mitigate the constraints hampering national development. Evidence indicates that improper application of HRM practices like lack of promotions and promotions solely on the basis of connections with politicians and sexual relationships between senior managers and female staff, low salaries, and lack of training opportunities render public service ineffective in national development implementation due to frustrations, disappointments, unresponsiveness, low commitment to duty and ultimately brain drain among public servants. In few MDAs where the HRM practices are fairly good, public servants are fully committed to national development. Relating to national development, the study argues that chaotic management and lack of sufficient numbers and motivated public servants in part explains the failure of some development projects in the country. The study discovered that unqualified members of staff still exist in crucial MDAS to national development. Although government entities do have qualified staff, there are also capacity gaps due to unfulfilled positions. The unqualified staff and unfulfilled positions in government entities combine to thwart effective implementation of national development and service delivery. The study therefore pinpoints that national development implementation undertaken by the public service, as the primary implementing agency of national development, is directly influenced by the availability of motivated and adequate numbers of staff.

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School	: School of Law, Economics and Government
Issued Date	: 2023

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