العقوبات التأديبية للقيادات الإدارية

بن ربيق, عبدالله متعب (2017-09)

Other

الملخص القيادة محورًا مه ترتكز عليه مختلف النشاطات في المنظمات العامة م والخاصة على حد سواء، وفي ظل تنامي المنظمات وكبر حجمها وتشعب أعمالها وتعقدها، أصبحت الحاجة ملحة لإحداث التغيير والتطوير الملائم بالشكل الذي يضمن لها الاستمرارية والتميز، وهذه مهمة لا تتحقق إلا في ظل قيادة إدارية واعية، تمتلك من المهارات القيادية ما يمكنها من تحريك الجهود وتوجيه الطاقات لتحقيق أفضل مستوى من الإنجاز، فالقيادات الإدارية لها دورها الفَعّال في تطبيق وإدارة العمل الإداري كافة، وتطويره وتحسينه في القطاع العام والخاص، وعليها يقوم التوجيه والرقابة لمتابعة س العمل الإداري، وكما أن عليها ر من المهام والواجبات الكثير؛ فإنه يقابلها الكثير من المسؤوليات التي يجب عليها عدم تجاوزها، وإنني في هذا البحث أركز على ما قد يقع من هذه القيادات من مخالفات وتجاوزات بحكم ما لديها من صلاحيات قد تؤدي إلى مخالفة الأنظمة، وهذه المخالفات يترتب عليها عقوبات تأديبية نص عليها نظام تأديب الموظفين، ويتم من خلالها محاسبة القيادات الإدارية حول أخطائها وتجاوزاتها الإدارية والنظامية، كما أن نظام الخدمة المدنية ولائحة الواجبات الوظيفية نصّت على كثير من المحظورات التي يجب على الموظف عدم تجاوزها أو مخالفتها، وقد حدد النظام عقوبات تأديبية خاصة للموظفين من المرتبة الحادية عشرة فما فوق، وأركز في هذا البحث على واقع هذه العقوبات التأديبية للقيادات الإدارية، كما أتناول سبل تطبيقها وفاعليتها من حيث الردع والتأديب، وأقترح بعض العقوبات التي قد تتناسب مع واقع حياتنا الإدارية الحديثة.كلمات مفتاحية: القيادات الإدارية اتخاذ القرارات التوجيه والرقابة مخالفات. Abstract The Disciplinary Responsibility on the Administrative Leaderships By Staff Colonel Dr. Abdullah Meteb bin Rubeek The Manager of the Academic Research Administration Command and General Staff College – Saudi National Guard The administrative leaderships play an important role in applying the regulations and work procedures. They have authorities with great consequent responsibilities arisen by the enforcement of the authorities entitled to them under the governing regulations and rules. Moreover, they are responsible for any faults, violations, or negligence affecting such entitled authorities. The article (32) of the Saudi Civil Service Law contains some disciplinary penalties applying to the high-rank employees working as administrative leaderships. Accordingly, this research study deals with a problem that can be summarized in the following questions:  What are the nature of the disciplinary penalties in the Saudi Civil Service Law?  What is the disciplinary responsibility resulting from the violation or negligence of the entitled authorities by the administrative leaderships? 1. The Study Importance The study discusses an important issue. It highlights the disciplinary responsibility on the administrative leaderships. This responsibility arises from the processes of control or follow-up for monitoring these leaderships. The processes of control and follow up are made to ensure performing the work activities pursuant to the relevant regulations, rules, or plans. Such two processes uncover any imperfections to be corrected, and apply the necessary penalties to avoid the repetition of any infringements. Moreover, both processes deter other employees from committing violations. Here, I focus on the disciplinary penalties applied to the administrative leaderships. I show ways for applying and activating these penalties to realize deterrence and discipline. Lastly, I suggest some penalties that may be suitable to our modern administrative procedures. 2. The Study Objectives The study tries to achieve some objectives. These objectives are as follow:  Integration of the public administration duties performed by the administrative leaderships,  Clarification of the important role of continuous follow-up and control on the administrative leaderships duties. This can enhance the quality of such duties in both public and private sectors,  Identification of obstacles impeding the application of disciplinary penalties on the administrative leaderships,  Demonstration of the importance of disciplinary responsibility on the administrative leaderships for taking the right administrative decisions according to the governing regulations and directions,  Criticism of some disciplinary penalties and suggestion of other alternatives suitable to the modern administrative procedures,  Concentration on the necessity to evaluate the administrative leaderships . This evaluation ensures the efficacy of the administrative leaderships and determines the necessity for promoting or dismissing such leaderships,  Achievement of the general objectives of the administrative work by offering the required service in an easy manner. This should be done without violating the administrative regulations and directions. 3. The Study Approach The study follows the inductive approach for analyzing the articles of the disciplinary penalties applying to the higher-categories positions according to the Saudis Civil Service Law. Moreover, it analyzes the nature of these penalties and their effect on the reduction of the breaches of the administrative regulations and directions. 4. The Previous Studies I find no previous studies similar to this study. 5. The Disciplinary Responsibility Through this study, I offer the definition of the disciplinary responsibility of the administrative leaderships. In addition, I discuss the guiding rules for applying disciplinary penalties and clarify cases for enforcing the disciplinary accountability for any work violations . Lastly, I highlight the consequences after applying this accountability. 6. The Penalties By this research study, I explore the nature of the penalties stipulated in the article (32) of the Saudi Civil Service Law concerning the high-categories positions. Subsequently, I criticize such penalties from both substantive and adjectival aspects to determine whether they are deterrent or not. Lastly, I discuss the ability to apply alternative penalties. 7. The Administrative Leaderships Evaluation I suggest a new type of accountability and follow up to be applied to the administrative leaderships. By this type of accountability and follow up, any administrative leadership shall assume a disciplinary responsibility by evaluating his performance by three parties. These parties are:  The beneficiary of service,  The subordinate officer (working under the administrative leadership supervision),  The manager or the direct supervisor of the administrative leadership. After performing this annual triple evaluation, a decision for promoting / dismissing the administrative leadership will be issued. Accordingly, this triple evaluation will be an assisting tool for increasing the productivity of the administrative leaderships and motivating them to make more efforts in all work fields.