Politics-Administration Dichotomy: The Power of Institutionalisation-OziomaChi.

 Politics-Administration Dichotomy: The Power of Institutionalisation-OziomaChi.

In the late 19th century, Woodrow Wilson (1887) proposed the principle of politics-administration dichotomy as a solution to the inefficiencies of the American spoil system. This era was marked by widespread nepotism, bureaucratic pathology, and primitive prebendalism, resulting in administrative inefficiency and stunted development. Wilson's concept aimed to address these issues by separating politics from administration.

The politics-administration dichotomy posits that politics should focus on policy formulation, while administration should concentrate on policy implementation. This separation of functions would enable politicians and administrators to operate within distinct realms, eliminating overlapping roles and promoting efficiency. Politics at its core involves making policies that reflect the will of the people, while administration involves executing these policies without political interference. This separation allows for specialisation, making the process more solution  based and efficient. This will further entrench and elevate merit in both political decisions and administrative implementation, respectively. 

This concept, in itself, is not devoid of challenges as  governance is an intricate, weblike cinstruct with collaborative processes where politics and administration are inherently interdependent, interwoven. Evidently, effective and efficient policy implementations require continuous feedback from administrators and political leaders who rely on this input to make informed decisions. Moreover, by nature, governance is dynamic. Therefore, as a result of its none static posture; it evolves with changing political, social, and economic complexities. The rigid separation proposed by the dichotomy does not accommodate the dynamic nature of governmental processes, requiring flexibility and adaptability for effective governance. It then behoves a true leader to conscientiously navigate through the intricate Web presented by the dichotomy in order to leave a lasting legacy. It is on this pedestal that institutionalisation becomes germane.

Institutionalisation is the process of embedding systems, processes, and values within an organisation to ensure its sustainability and success beyond individual leadership. As a leader, institutionalisation is crucial for creating a lasting impact and securing the organisation's future. It does this through consistency and sustainability of the organisation's systems, processes, norms and values, ethos; entrenched, embedded over time to the point that it withstands changes in leadership, socio-economic and political factors internally or externally.

Leaving a legacy through institutionalisation implies that *a leader leaves a piece of himself in others that they carry on with the job even when he is not there as if he is the one doing the job*. Walter Lippmann had this in mind when he opined that "the final test of a leader is that he leaves behind him in other men the conviction and the will to carry on." Evidently, institutionalisation allows leaders to leave a lasting legacy that continues beyond their tenure. This requires developing a concise strategic plan that distinctively outlines the organisation's vision, mission, and goals. It will equally require the establishment of robust governance structures with clearly defined roles, responsibilities, and expectations. At the same time, it fosters a strong organisational culture that instils and  promotes values, norms, and ethical behaviours that support the organisation's mission. Also, sacrosanct is the development and implementation of very effective systems and processes enabling efficient decision-making and operations. In the same vein, monitor, evaluate, and re-evalute progress regularly with inbuilt feedback mechanisms.

A leader's legacy is measured not just by the immediate accomplishments but by the lasting impact they have on their organization and the people they lead.

Institutionalisation serves as an essential catalyst for leaders who want to create a lasting impact and secure their organisation's future. By embedding systems, processes, and values within their organization, leaders can promote sustainability, consistency, and scalability, thereby leaving a legacy of success beyond their tenure.

Hon. IBEKWE, Nnamdi Chimdi-FCIMS., FNIS.

Lawmaker representing Bende North Constituency Abia State.