Though experts of public administration lay emphasis on manpower planning for improving development and good governance but their advices on manpower planning are not taken as serious as they should have been taken not only in Jammu & Kashmir but also in other parts of the country. While the experts of public administration lay too much emphasis on changing liabilities into assets by exploiting the capacities, capabilities and potentialities of the work forces in both public and private sector, the actions of the planners and administrators in both public and private sectors tend to increase the burden of punishment instead of reducing it through an unworkable system of punishment and reward system. While punishment should be the last resort in the eyes of the public administration experts, the planners and as well as the administrators both in public and private sector tend to punish the non performers without trying to generate a sense of accountability among them. While experts of public administration lay too much emphasis on generating sense of accountability amongst non performers , the planners and administrators both in public and private sector tend to punish non performers without trying to generate a sense of accountability among them. Generating a sense of accountability amongst the non performers would by all standards of understandabilities not only improve the standards of work culture but would also reduce the growing intensity of institutional and administrative breakdown both in the public and as well as public sectors. In fact a better sense of accountability among the people working in the government would by all standards of understandabilities reduce the increasing intensity of corruption in the execution of development works. Interestingly it has been observed in recent years that flexible actions against the non performers in both public and private sector have resulted in marked improvements in both the institutional and the administrative work culture and as well as transparency in the matters of financial transactions.
Reward-punishment system has to be an integral part of manpower planning in both public and private sector for the purposes of institutional and administrative stability both in the public and private sector and this in the eyes of many experts of public administration is the most ideal way for promoting development and governance within and outside the country and more so in Jammu & Kashmir where people yearn for a new dawn of peace, development, progress and prosperity.
Flexible actions against the non performers for the purpose of accountability and transparency not only improves work culture and transparency but also gives sense job security to both the performers and as well as the non performers which is must for institutional and administrative stability more for the public sector (obviously the government and the public sector undertakings) and the private sector now a days expanded to schools, colleges and hospitals. So reward-punishment system has to be an integral part of manpower planning in both public and private sector for the purposes of institutional and administrative stability both in the public and private sector and this in the eyes of many experts of public administration is the most ideal way for promoting development and governance within and outside the country and more so in Jammu & Kashmir where people yearn for a new dawn of peace, development, progress and prosperity.
