Haruna,
Very shrewd, objective and informative observation indeed!!
Perhaps a signal to the end of "Square pegs in round holes" appointments on Yaya's part and an effort to appoint quality as well put in place those with the proper acumen , and above all the qualifications to carry out the required deliverables in these very high and demanding positions.
The reality is that such positions must be offered to those who are qualified not just with ceritifications, but those who possess the solid required disciplines and experience in the respective fields.
On the other side of the coin, with the hope that such a high turn over will now be minimised, perhaps it is a good sign that we are now seeing a new boss determined to hire only those who are qualified.
However, I suspect that the mandatory prerequsite of being a praise singer will still carry a heavy percentage to be hired.
Nevertheless, it still beats hiring praise singer with no qualifcations at all.
At least we can now hope for "Round Pegs in Round holes".
Best Regards,
Ablie Njie-Lekbi Chi Birr Atlanta "What we promise, we must always deliver with class" "Speak your mind and stand tall, but be able to back it up" > Date: Wed, 10 Oct 2007 10:03:16 +0100> From: [log in to unmask]> Subject: Re: The High Turnover of Gambia's SOS> To: [log in to unmask]> > haruna ,this is a very interesting topic. i hope our brothers in the media are collecting some form of data as to the current number of SOS sacked.> what are the motives for sacking all this men/women ? my Little judgement could be ,our president like presiding over swearing in ceremonies .the BIG man himself humbling some postgraduate masters degree holder. he like that feeling .> but another twist to your piece could be look at it from the angle of how many SACKED SOS'S get drag through our slow court system ? what percentage them compute of what ethnic groups ? it is absolutely baffling to see this men answering to crimes they seems not be aware of.> > the classic scenario : what the bunch of former SOS'S fail to realise is that ,from the beginning of their appointment ,yahya have a plan for them .this strategy Mr masoud is call the 'CAT'S PAW'. i may not put it properly but it works like this .yahya will pretend to this new appointees as a dear friend to them ,in the process of their hallucination ,there he plant a false information with them .he waits for the bait .this new SOS believing that he is smarter than yahya will let slip his tongue and spread the false information planted with him by HE .he still believes that the information he has is true and important .now yahya will have his hears wide open .any time he even sniff that,that information is in circulation ,there comes the broom to sweep even their footprints .> this strategy has been use by many dictators before .a perceive educated person always believe he is smart , yahya ''plays the sucker to catch catch a sucker''> > but why those he still have replacement in a post that is unstable? may be this men like the title ,the few fifteen minutes of fame .> > Haruna Darbo <[log in to unmask]> wrote:> The enormously high turnover of Secretaries of State in Gambia is both > worrying and demoralizing. It has a tendency to diminish both the value and > potential for the offices and the persons to occupy those offices.> > The SOS position is a purely political office in The Gambia. It has been > since time immemorial. Persons appointed to these offices generally only have to > demonstrate unequivocal loyalty to the governing APRC. They are not screened > for expertise or knowledge, nor for honesty and integrity. The recent > appointment of Mr. Bojang to the Department of Works and infrastructure bucks that > trend to a certain extent and I hope it marks a deliberate departure from > what normal course of business and not a mere aberration.> > For the mere fact that SOSs are chosen for loyalty rather than acumen or > capabilities, not much in the way of project implementation or value development > is expected of them and therefore they are not generally conditioned to > perform. They are simply there as a tool for wealth distribution for the ruling > party. The old adage "you can't squeeze water out of stone" is apt in this > case. Yahya therefore, unless he follows the Mr. Bojang's more sober appointment, > will end up setting himself up for more frustrations and disgust. The remedy > for such frustration usually is the unceremonious removal of the SOSs and or > dragging them to court for charges of mismanagement and theft of public > property and funds. A case can be made for the propriety of such prosecution if > Yahya demonstrates a pattern of appointing unfit SOSs who are genrally > ignorant of the tasks of the department, regardless of the merits of the charges > against or the reasons for removal of the SOS. A further inadvertent effect of > high turnover in political appointments is the gradual alienation of party > loyalists that he can ill-afford especially at times when he needs the > countervailing voices of his party loyalists against the chorus of disdain outside > APRC circles.> > I understand that the pool of productive men and women he draws on for the > SOS positions is unfortunately small and ever-dwindling. But one of the > problems of the image that Yahya can hire and fire at will, mostly unceremoniously > and without substantive reason, feeds into a patronnage psychy that diminishes > the value of performance. It becomes more important to sing praises to him > rather than accomplish tangible gains in development and completing his own > wishes.for Gambia. There is no greater honour for a leader than the show of his > worth.> > In such a scenario as exists in Gambia now, it may be advisable to rely on > the under-secretaries and permanent secretaries for performance and > implementation of departmental programs and projects and rely on the SOS necessarily as > intermediary between the President's office and those technocrats to convey > the President's platform for development. The SOSs must not, for conflicts of > interest reasons, be bursars or treasurers of project funds. Appropriations > to departments must not be made to the SOS. The SOS must be viewed as the > ceremonial head of the department and much of his time ought to be accorded in > holding public hearings and engagements. The broader policy conveyor.> > Recently, I have noticed that the idea and culture of "family" is being > propagated as incentive for performance and honesty. This I think could be > counter-productive and is ill-advised. Rather a culture of professionalism and > accountability would yield Yahya more favourable results. Most business and > professional persons will advise that the inordinate infusion of family > inordinately burdens decision-making and performance with nepotistic considerations > which are hard to qualify or mitigate. When you communicate a culture of family, > though seemingly benign, you are emphasizing inherent value of pedigree and > inheritance rather than merit. And in an environment where an SOS is > appointed based on loyalty rather than acumen, this could be a recipe for further > lethargy and conflicted interests. The rate at which such themes travel within > the fabric of the department is faster than that at which productivity and > performance make their way into psychies. A churchman Jacobs out of Harrisburg > Texas once noted: "Idle men with hungry families made a ready audience for > (graft and graffignette)".> > I wish Mr. Bojang all the best as he efforts to break the mold of lethargy, > non-performance, and graft.> > Haroun Masoud. MQDT. Darbo. Al mutawakkil. > > It is equally malignant to set the wrong theme for the departments of state. > > > > > ************************************** See what's new at http://www.aol.com> > ¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤> To unsubscribe/subscribe or view archives of postings, go to the Gambia-L Web interface> at: http://listserv.icors.org/archives/gambia-l.html> > To Search in the Gambia-L archives, go to: http://listserv.icors.org/SCRIPTS/WA-ICORS.EXE?S1=gambia-l> To contact the List Management, please send an e-mail to:> [log in to unmask]> ¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤> > > ¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤> To unsubscribe/subscribe or view archives of postings, go to the Gambia-L Web interface> at: http://listserv.icors.org/archives/gambia-l.html> > To Search in the Gambia-L archives, go to: http://listserv.icors.org/SCRIPTS/WA-ICORS.EXE?S1=gambia-l> To contact the List Management, please send an e-mail to:> [log in to unmask]> ¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤¤
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