Career anchors and leadership style for Senior Management Service: the case of the National School of Government

MA (Public Management and Governance), North-West University, Potchefstroom CampusThe study highlights the role of the SMS members as the administrative leaders in the Public Service, in leading employees to the achievement of the goals and objectives of the democratic developmental state. In this context, the study identifies career management and more specifically, career anchors, as important indicators to establish whether candidates represent the necessary profile and leadership characteristics to be appointed in the SMS positions. A comprehensive literature review was conducted to establish the archetypical career anchors for the SMS positions, resulting in the development of a theoretical construct. The study revealed that managerial competence, challenge and a dedication to service are the most appropriate career anchors for an SMS member. It was further determined that managerial competence (as encompassing most of the characteristics of an effective leader), is the most suitable career anchor of the identified three career anchors and therefore, managerial competence is regarded as the archetypical career anchor for an SMS member. In consideration of the SMS members as the administrative leaders in the Public Service, it was also necessary to establish the ideal leadership style/s and traits for the SMS members. Thus, the characteristics of transactional, transformational and servant leadership were considered in the context of the Public Service and specifically, with relation to the SMS positions. In this respect, the study revealed that all three leadership styles (transactional, transformation and servant leadership) encompass qualities that are required for the profile of an SMS member. Additionally, regarding the need for situational leadership, it was determined that an SMS member should possess characteristics from all three of these leadership styles to a greater or lesser extent. In addition, based on the influence of a person’s personality type and human behaviour factor on their career anchor and leadership style, these were also considered in the development of an ideal employee profile for a leadership position. A shortcoming identified through the review of the statutory and regulatory framework for career management in the Public Service was that neither the role nor the benefits of the use of career anchors are included in legislation, policies, frameworks or reports. This shortcoming revealed that the Public Service is not aware of the significance of career anchors in depicting an employee’s innate talents and abilities or career preferences. The non-inclusion of career anchors in any official documentation also implied that the Public Service does not consider career anchors in the selection of the SMS members, despite the indicators it reveals in terms of leadership characteristics. It is, therefore, recommended that the HRM-related legislation, policies, frameworks and reports be revised to make provision for the inclusion of career anchors and that the investigations conducted by the PSC also include a review of career anchors as a pivotal indicator in the appointment of the SMS members. In the empirical research conducted at the NSG, it was discovered that the NSG does make use of certain career management practices and assesses leadership styles of SMS members in limited aspects. However, there is a need to improve, especially when considering career anchors and servant leadership. Based on the findings, deductions and recommendations, it is believed that this study (especially the theoretical construct) can assist the NSG to assess and determine SMS members’ ideal profile of career anchor and leadership style(s).Master