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The paradigm of the new public administration that is being used to reinvent the government has brought to light the importance of ethics in administration. There is no classic definition of public administration. This is because it involves implementation of guidelines by civil servants within an official government's executive structure. "Public administrators govern almost every aspect of public service at the federal, state, and local levels, offering the opportunity to help form the future of the organization. Public administration encompasses all this action and more. It is all very well for Americans to stage debates, elect officials, legislate policy, and engage in the other major activities of democracy. But most of these activities would have little real meaning---and virtually no practical effect--- were it not for the work of public administrators who bring policy to life"(Bilhim & Neves, 2005). There are many inner and outer forces that can affect an organization. On the inside an organization sets up its own society. It creates its own inside structure, mission, and financial policies. These inside forces are formed to fit into place, the outside forces that are included, but aren't limited to, an organization competition.

The effectiveness of an organization is clearly portrayed by the way these forces are handled. A crucial mutation has been made in the parameters as well as the concepts of the public administration. This has been brought forth by the reinventing of the government and also by the paradigms of the new public management. Thus ethics have become a very vital part in the running of organizations.  Public administrators have thus got to adopt these ethical obligations facing them in order to keep their organizations moving in one direction. The new public management is very supportive in the idea of privatization. It supports this idea because it has been noted to be the most effective way to achieve efficiency and quality in delivering public services. The government has also been in the fore forefront in advocating for privatization. According to the government, this will be an answer if it turns out that the changes made in the hierarchical structure do not have any effect on productivity. With regards to ethics, privatization will not change the fact that the "State still has the responsibility as the organizer" (McDougle, 2006)

The characteristics that an organization adopts for how it runs its inner business are very crucial in developing the organization. The goal is to achieve an effective balance in the organization. However, not all can be satisfied at the same time with the changes or decisions made. Having an understanding of a system and its growth will add to a well-managed society. For an organization that seeks to have a strong in house team, a checklist is an excellent way of doing this. It helps the organization to develop its policies. Public acceptance is important because it calls for trust in a systems distinctive attributes. The public want to know it will be able to trust the organization and the decisions produced by the organization (Bilhim & Neves, 2005). Adaptability is the capacity which measures the way the organization performs and how effective the organization may perform concentrating on the regularity of policy use within the organization. Within the adaptability criteria there are five central components that contributes to   keeping up to date on community needs, technology, consumer demands, and economic perspectives influence organizations to be in a better position to fulfill their operation to improve knowledge and service quality. Having this knowledge, an organization can be in a better position to fulfill the organizational operations.

For any organization, consistency of how they make their decisions portrays their reliability and also shows just how dependable they can be. Whereas, professional competence deals with hiring of individuals who are qualified to make the organization better and to make use of their education and talents that contribute to the organizations memory. This criterion establishes the idea of the best people who are good at their jobs by doing so; this may provide a long lasting effect on the integrity and stability and of the organization. Other criterions to be considered are participation, representation, and diversity: where the measure to which an organization provides input from all varied public legislative decision making (McDougle, 2006).

The public expects the organization to be reliable and to make available complete information in an effective organization. Accountability to the president and congress expresses the notion of clear set boundaries and accurate information. Also it believes in having a long lasting effect on a higher accountability inside the organization. Relationships between the governments at different levels are compatible with state regulations but often encouraged in an effective organization. In other words it can be said that the design of any organizational system needs compromises and tradeoffs among desirable attributes. On the other hand, there are common obstacles to an effective organization as well. These include lack of communication, coordination and culture (Bilhim & Neves, 2005).

Lastly, organizational culture may also become obstacles within an effective organization; some cultures can be productive while others can be dysfunctional. A strong culture of any kind is likely to bring about the culture starting place. An organization's culture reflects the people in it, particularly those at the top who help to influence the interoffice culture as a whole.   Many organizations stress teamwork and cooperation to such an extent that information challenging the mainstream is unwelcome in doing so changes the culture level. If your organization has no well-defined culture, then you are likely to have clicks within a number of culture extremes. In Conclusion, organizational effectiveness has many components involving public administration.

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