The role of upward feedback in effective Federal public administration in Germany - as part of the new public management and modernisation strategy

Table of Contents

1 Introduction

2 History

3 Development

3.1 New Public Management

3.2 Trends in Germany

3.3 Upward feedback

4 The theoretical background of the instrument ‘upward feedback’

4.1 Definition

4.2 The benefits of upward feedback

4.3 The purposes of the upward feedback

4.3.1 Appraisal versus Development

4.3.2 Cultural Change, Communication and Team work

4.3.3 Motivation

4.3.4 Improving Leadership through development

4.4 Overview of the formal components and anonymity versus open

4.5 Covered areas: Items to be rated

4.6 How to deal with feedback findings

5 The practical background of ‘upward feedback’

5.1 Methodology

5.2 Results

5.3 Limitations of the Research

6 Conclusion

7 Managerial Implications

8 References

9 Appendices

9.1 Appendix A: Glossary

9.2 Appendix B: German questionnaire sent to the respondents

9.3 Appendix C: English translation of the questionnaire sent to the respondents

Research Objectives and Focus

The research examines the implementation and impact of upward feedback systems within the German federal public administration to determine their utility in enhancing managerial effectiveness and development as part of the broader administrative modernization strategy.

• Analysis of the current use of upward feedback within the German federal public sector.
• Evaluation of theoretical concepts and practical models of upward feedback.
• Investigation into the relationship between upward feedback and managerial behavioral improvement.
• Assessment of the challenges and benefits associated with implementing feedback systems in public administration.
• Development of recommendations for human resource practices in federal agencies.

Excerpt from the Book

Summary of Chapters

1 Introduction: This chapter outlines the research aim to determine the usage and impact of upward feedback within the German federal administration in the context of modern management challenges.

2 History: This section describes the traditional, hierarchical German public administration model and the subsequent criticism regarding its lack of flexibility, highlighting the shift towards more open, team-oriented structures.

3 Development: This chapter provides an overview of New Public Management (NPM), relevant trends in Germany, and the historical development of the upward feedback instrument.

4 The theoretical background of the instrument ‘upward feedback’: This extensive chapter defines upward feedback and examines its benefits, purposes, formal components, and the controversy surrounding open versus anonymous feedback.

5 The practical background of ‘upward feedback’: This chapter presents the methodology and results of the conducted questionnaire, analyzing the current state of upward feedback implementation in German federal agencies.

6 Conclusion: The concluding chapter synthesizes the research findings, noting that while upward feedback can enhance self-awareness and performance, its success depends on careful organizational implementation.

7 Managerial Implications: This final section offers concrete recommendations for federal organizations to effectively implement upward feedback for managerial development and team-building.

Keywords

Upward feedback, New Public Management, German Federal Administration, Managerial development, Leadership style, Performance improvement, Human resource management, 360-degree feedback, Modernization strategy, Organizational change, Personnel appraisal, Feedback culture, Transformational leadership, Public sector, Administrative reform.

Frequently Asked Questions

What is the primary focus of this research?

The research focuses on the role, implementation, and effectiveness of upward feedback as a tool for managerial development within the federal public administration in Germany.

What are the main thematic areas covered?

Key themes include New Public Management (NPM), leadership development, cultural change in public administration, human resource management strategies, and the practical application of feedback instruments.

What is the research's primary objective?

The aim is to identify how upward feedback is currently used in the German federal sector and to provide substantiated recommendations for its application as a managerial development tool.

Which methodology is employed in this study?

The study utilizes a descriptive questionnaire sent to 15 supreme federal authorities and 54 subordinate federal administrations to gather data on current usage and future plans regarding feedback systems.

What topics are discussed in the main body of the paper?

The paper covers the theoretical foundations of upward feedback, comparison of feedback versus appraisal, the impact of feedback on motivation and team-building, and practical issues like anonymity versus openness.

What are the characterizing keywords of the work?

Important keywords include Upward feedback, New Public Management, German Federal Administration, Managerial development, Leadership style, and Organizational change.

How is upward feedback distinguished from performance appraisal?

The study emphasizes that upward feedback is primarily a developmental tool aimed at improvement, whereas appraisal is often linked to evaluative personnel actions like promotions or salary adjustments.

What were the results of the questionnaire regarding federal authorities?

The research found that approximately 16% of the surveyed federal authorities use upward feedback regularly, while 22% are planning implementation in the near future.

Why is anonymity considered important in this context?

Anonymity is presented as a fundamental requirement to minimize fears among employees, ensuring that they provide honest and critical feedback without fearing negative repercussions.