RESISTANCE IN IMPLEMENTING

1
RESISTANCE IN IMPLEMENTING

• Introduce rules in
• Ways of building up the Rule of Law
• Management of human resources
• The civil service reform has been initiated as an
  outside pressure rather than an inside political
  will
• The donor pressure to begin institutional reform
  with SIPAR, strategy of institutional and public
  administration reform- the first donor
  coordinating attempt to draft and implement a
  wide range institutional reform including public
  administration, judiciary, public expenditure
  management, and police reform
• The political factor is a key one in fostering
  the reforms as well as creating problems or
  impeding the reforming process of a country

2
RESISTANCE IN IMPLEMENTING

• In Albania this factor has been resistant during
  the law adoption in Parliament, but also
  afterwards in enforcement phases.
• My personal experience has shown that the success
  of reforms depends on these main factors
• 1.     Continued political support especially
  from the Head of Government
• 2.     Public awareness of those interested and
  the large public with the objective, scope and
  intentions of its appliance.
• 3.     Assignment and continuous assessment of
  everybodys role and function during the process
  of implementation of the law
• 4.     The person in charge with this process
  should be able to say No, to afford pressure
  from the top and the bottom

3
RESISTANCE IN IMPLEMENTING

• Factors that obstacle the law implementation
•  
• -         Misunderstanding of the reform
  (objective)
• -      Unwillingness to change ( subjective, but
  closely linked to a well prepared process in
  terms of public awareness, inclusion and
  explanation of the aim, risks, and profits of a
  reform process)
• -         Fear from the changes

4
RESISTANCE IN IMPLEMENTING

• The Ministers (fear from taking off the
  monopoly of power)
• In the every day activity
• Hard relations with Secretary General (The
  highest position of Civil Servant in the
  Ministry), especially the ones not assigned by
  them,
• Appliance of warnings, if the materials are not
  returned on due time
• Appliance of warnings, if employees are late at
  work
• Not-completion of the assessment process
• Negative assessments
• Secretary Generals
• - Full competencies (sometimes exerting power
  over the employees, thus creating problems in
  management)
• Unwillingness to cooperate with ministers
• Not contradict the minister when it has been
  nominated by Him (
• Civil Servants
• Used with old way of working
• Fear from the future
• Non understanding and unwillingness to try new
  was of working
• Unwillingness to be trained