Critical assessment of workplace accountability in the UK public sector

Purpose This study aims to critically evaluate workplace accountability within the public sector, focusing on the National Health Service West Midlands region in the UK. Workplace accountability is widely regarded as a mechanism for enhancing organisational productivity and performance; however, it is frequently perceived by employees as punitive and associated with a culture of blame. While some scholars argue that as organisations expand and become more bureaucratic, formalisation is necessary, others contend that effective accountability requires a supportive culture grounded in leadership, trust and team empowerment. Despite its significance, empirical research examining workplace accountability within large public sector organisations remains limited. Design/methodology/approach A mixed-methods research design was adopted, combining questionnaire surveys and semi-structured interviews to capture both quantitative and qualitative insights. Statistical analysis was applied to survey data, while thematic analysis was employed to interpret interview findings. Findings The results indicate that workplace accountability is perceived as essential to organisational success. However, 65% of respondents reported a lack of trust in senior management regarding accountability practices. Furthermore, 91% believed that inadequate accountability adversely affects health and safety outcomes, and approximately 60% perceived existing accountability mechanisms as unfair. The study identifies key drivers, consequences and improvement factors influencing accountability practices within the organisation. Practical implications Drawing on these findings, the research advances seven interrelated improvement factors: (1) raising awareness of accountability expectations; (2) clarifying roles and responsibilities; (3) cultivating an embedded accountability culture; (4) promoting continuous and progressive learning; (5) ensuring the right people are positioned in the right roles; (6) implementing fair and meaningful reward systems and (7) fostering inclusivity and procedural fairness. Collectively, these elements provide a practical framework for strengthening accountability within complex public organisations. Social implications Organisations particularly within the public health sector should prioritise the development of fair, transparent and inclusive accountability systems supported by consistent feedback mechanisms, collaborative practices and professional integrity as foundational principles. Originality/value This research contributes to the strategy, management and leadership literature by providing empirical evidence on the complexities of workplace accountability in the public sector. The findings offer practical implications for managers and policymakers seeking to foster a productive, fair and inclusive organisational environment.