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MAUREEN A. MADOC
MPA-1
Other Definitions:
Key Questions?
Who is accountable to whom and for what?
Accountable for What?
NGO
Internal
Own Mission,
Values, Staff,
Volunteers
NGO
Upward
External Accountability
Demonstrate that:
Activities are beneficial
Internal Accountability
Demonstrate:
Govt and
Donors
NGO
Upward
Other NGOs
and Sector
Horizontal
Downward
Beneficiaries
Horizontal
Accountability
Demonstrate that:
The sector understands its
responsibilities
The sector fulfils its
responsibilities
Through:
Codes of Conduct
Self-certification
Accreditation
Watchdogs
Databases
Information sharing and
cooperation
Downward
Accountability
Demonstrate that:
You are focused
on the
impact of your activities
You are seeking ways to fulfil
your responsibilities better
Through:
Transparency
Project evaluation
(beneficiary feedback)
Complaints and redress
procedures
Beneficiary representation
Accountability
Generator
Integrity
Inspection
Audit
Monitoring
and
Evaluation
Corrective
Measures
Penalty
Awards
Accountability starts at
home
1.
2.
3.
4.
5.
*Types of
Accountability
Builds self-worth
Admirable character
Better productivity
Goal setting
*Benefits of
Accountability
2. Competence
Competence boils down to getting the job done. While
character is the root of this equation, being
trustworthy or being a good guy can only get you so far.
Think of it like this: if you were having surgery for a
life-threatening illness, would you rather have a good
surgeon who was a bad person, or a bad surgeon that
smiles a lot?
Competence matters, plain and simple. When you put
someone in a vacuum and eliminate all other qualities,
can they perform? If a person is going to be on the
same team as you, you want both competence and
character.
4. Consistency
Consistency is the synthesis of the previous three qualities. You
have character, youre competent, and youre committed.
Demonstrate those traits every day.
Consistency isnt easy to achieve. Willpower is necessary. You
must have the perseverance to put in work every day to create a
routine that will allow you to be successful.
By making yourself more successful, you are benefiting your
entire team. You ensure that you arent the weakest link. You act
as a role model for other teammates.
You engender a culture of constant work and a commitment to
excellence. Do this consistently, and you will see marked
improvement in your entire team.
5. Cohesion
Cohesion seems a little redundant at this point, doesnt it? If every
member of the team embodies the previous four qualities, then your unit
is already cohesive.
Alas, nobodys perfect, and if a teammate slips up, the rest of the team
has to be there to catch him, brush him off and go back to work.
Through all of the trials and tribulations, the team must stick together.
Adversity is not only inevitable, but also necessary. The strongest steel is
forged in the hottest fire.
After overcoming adversity, the team will have a collective pride that will
create a unifying, sinewy bond. Take pride in the fact that the collective
group can function at a higher level than any individual could. The unit
doesnt shine because youre a member; you shine because youre good
enough to be a member.
Theres an old saying when it comes to teams: Either were pulling
together or were pulling apart. Without cohesion, you cant pull
together. With cohesion, you can achieve the highest level of performance
possible.
4.Accountability is unitary:
Accountability is always unitary. A subordinate should be accountable to only
one boss. In case he is made accountable to more than one boss there will be a
confusion and friction. Different bosses may give their own orders and expect
different performances. So it is essential that a subordinate is accountable to
only one boss.
5.Accountability standards:
The responsibility and accountability should be precisely fixed so as to see
whether the assigned task is completed or not. There should be specific
standards for judging the accountability.