01919pab a2200181 454500008004000000100001800040245005600058260000900114300001300123362000800136520136700144650002501511650001801536773005201554909001001606999001701616952010401633180718b2001   xxu||||| |||| 00| 0 eng d  aGlor, Eleanor  aCodes of conduct and generations of public servants  c2001  ap.525-41  aSep  aThis article suggests the generatinal beliefs of public servants are a factor in the efficacy of codes of conduct. Ethical behaviour by public servants is necessay to good government today because its values have changed. In the past public service values were commitment to the public interest or public good, public service, euality and due and fair porocess. The primary motivator for public servants was the opportunity to contribute, to make a difference. Under the influence of the new public management, the focus has shifted to efficiency, flexibility, privatization, entrepreneurialism, customer service/satisfaction, and accountability for results. Codes reinforce these values. In the context of the NPM, pu  blic  servants are viewed as largely motivated by personal utility maximization. In keeping with this economic model of behaviour, incentives have been introduced to influence public servants - positively with rewards, negatively with punishment. Penalties are sometimes embodied in codes. Thus codes of conduct are seen as useful tools for value and culture change, visible mechanism and more flexible devices than anti-corruption laws for enforcing ethical behaviour. Codes can be changed and adapted to organizational cultures and needs. Without requiring the specificity or standards of law, codes can specify expectation and be enforced.  aCivil service ethics  aCivil service  aInternational Review of Administrative Sciences  a51232  c51232d51232  00104070aIIPAbIIPAd2018-07-19hVolume no: 67, Issue no: 3pAR51660r2018-07-19w2018-07-19yAR