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Nowadays there may be different strategic drivers between Air Navigation Service Providers (ANSPs) in Europe. However, far less than before market deregulation and liberalization, and before 2004 when European Commission (EC) established Single European Sky (SES) initiative. The introduction of two SES regulative packages and the European ATM Master Plan imposed the obligation to the ANSPs in Europe to strive for common strategic goals - articulated in terms of Key Performance Areas (KPA): capacity, safety, environment and cost- efficiency. All the Key Performance Indicators (KPI) of listed KPAs are based on the adoption of the one-size-fits-all principle. In that respect, this paper evaluates conceptual and methodological assumptions of strategic planning and development framework of the ATM systems in Europe from a capacitive viewpoint. It provides a review of flaws identified by studying the applicability of the performance target defined by EC for capacity as one of four KPAs. As such, in a concise review, the paper reveals shortcomings of conceptual and methodological assumptions, performance differences and gaps, their implications, ANSPs with under-defined and above-defined performance targets, i.e., strategic goals from a capacitive viewpoint and points out flaws that need to be revised to better reflect settings of the ATM system in Europe.

PurposeSince several high-profile companies announced that they were radically redesigning their performance management systems and processes (PMSPs), commentators and scholars argue that these changes represent a trend that many companies are following, and even more are considering pursuing. The present paper aims to provide an overview of these redesigns and their rationales from the companies' point of view and theoretically reflect on their organisational value.Design/methodology/approachThe analysis is based on a review of articles from journals, professional magazines and the business press that describe how nine high-profile companies from the debate changed their PMSP design.FindingsThe PMSP redesigns are directed towards what in the literature has been referred to as people PMSPs. The authors identify five organisational challenges to which the people PMSPs are exposed and specify the design elements that the companies have changed to meet these challenges. Finally, the authors outline a set of theoretical propositions that demonstrate some of the trade-offs involved with the redesigns.Originality/valueThe paper contributes to researchers and practitioners by providing more insight into why and how companies have redesigned their people PMSPs. Answers to these questions are vital in understanding the trends and redesigns that practitioners are currently considering. Furthermore, since the empirical research of the effects of these redesigns is still limited, we outline a set of theory-based propositions helpful for future empirical investigations.

The literature highlights the need to develop and utilise a balanced, dynamic, and multi-perspective performance measurement system (PMS) for managing organisations. The system should report the key performance indicators (KPIs) to support decision-making processes. Although the useful approaches for the development of this system are described in the literature, they are not sufficiently applied to public organisations. Hence, this paper aims to identify and apply a useful approach for PMS design in a local government according to national legislation. A qualitative case study method is adopted in this research. It is recognised as the most effective method for obtaining an in-depth understanding of complex environments. To define the steps for developing a PMS, the context and regulation of an Italian municipality are investigated in this research. The result highlights the steps of PMS development suggested by national legislation. It illustrates a local government context, highlighting the considerable complexity of the organisational perspective and numerous controls to carry out to be compliant with the legislation background. The contribution of this study is twofold. First, the study contributes to the performance measurement literature through the approach definition of PMS development in local governments. Second, it contributes to practice by providing a useful case study of PMS development of local governments according to a national legislation background. The research describes a useful approach for designing a PMS in a complex and bureaucratic environment. Moreover, it highlights the main steps to develop a performance measurement system in a local government.

Public organisations play a key role in fostering national development, protecting national assets and facilitating business for the private sector to operate hence generate a lot of public interest. This study was motivated by concerns raised by stakeholders including its own employees on the performance of the Department of National Parks and Wildlife (DNPW) with respect to its mandated functions of generating revenue, protecting wildlife and its habitats and facilitating community participation. DNPW’s share of the tourism market stands at 4% thus it only generates a measly USD 146/Km2 compared to USD878-1,028/Km2 by private sector and the neighbouring countries. The purpose of this study was to evaluate the organisational performance of the Department and to identify the key problem factors affecting its performance. A quantitative method design was used in the study. The target population was the entire Department. Purposive sampling was used to select 120 respondents for administering the questionnaire. Data was analysed in Microsoft Excel using descriptive and inferential statistics to test the influence of the Independent variables on the dependent. Using the Balance Scorecard model, the study analysed the performance of the Department from 2016 to 2021. The overall performance of the Department was measured and the factors that affected its performance identified using the four perspectives of the Balance Scorecard. The study also measured the influence of each problem factor on the overall performance of the Department using Pearson’s Chi-square. The study found that the overall performance of the Department was between average to below average. Poorly set revenue targets, lack of innovation, low corporate image, inefficient internal processing systems and low human capital were identified as the main problem factors that contributed to the poor performance of the institution. The study concluded that the Department was not effective in executing its functions of protecting wildlife, generating revenue, controlling and managing habitats, issuing of licenses or in conducting research. The study identified improving goal setting, increasing staff numbers, automating systems and reviewing the Wildlife Act to enhance decision making, among the solutions to its poor performance. Keywords: Balance Scorecard, Department of National Parks and Wildlife, Organisational performance, Performance Management, Performance Measurement. Title: AN EVALUATION OF THE ORGANIZATIONAL PERFORMANCE OF THE DEPARTMENT OF NATIONAL PARKS AND WILDLIFE USING THE BALANCE SCORE CARD MODEL Author: Jones Kiwala Masonde, Dr Harrison Daka International Journal of Recent Research in Social Sciences and Humanities (IJRRSSH) ISSN 2349-7831 Vol. 10, Issue 3, July 2023 - September 2023 Page No: 20-34 Paper Publications Website: www.paperpublications.org Published Date: 14-July-2023 DOI: https://doi.org/10.5281/zenodo.8146556 Paper Download Link (Source) https://www.paperpublications.org/upload/book/AN%20EVALUATION%20OF%20THE%20ORGANIZATIONAL-14072023-3.pdf, International Journal of Recent Research in Social Sciences and Humanities (IJRRSSH), ISSN 2349-7831, Paper Publications, Website: www.paperpublications.org

Purpose: Talent management comprises of HR procedures used to recruit, train, inspire, and keep high-performing personnel is known as talent management. The challenge of managing talent is crucial and extremely hard. Acquisition of the right talent strengthens organisational strategy. For an organisation, the biggest difficulty is no longer just recruiting outstanding employees, but also keeping them. However, Wipro's HR Talent Management is a cloud-based tool that helps HR teams find, develop, and keep people. It is built on the dependable and highly scalable ServiceNow platform. The goal of this paper is to find out the talent management strategies followed at Wipro Ltd. Methodology: The paper uses secondary sources of information, such as books, journals, articles, newspapers, and websites. Findings: According to the findings the company's recruitment strategy demonstrates that it rigorously adheres to the adage "right man for the right job,” and utilize both compensation and non-compensation strategies, and offer merit-based raises. Additionally, restricted stock units provide equity-based pay for middle and senior management. Originality/Value: Based on the secondary data available, this work makes an attempt to investigate the talent management practices followed at Wipro Ltd. Paper Type: Case Study

This paper maps 20 years of survey research on performance measurement (PM) practices in public sector organizations. Cumulative findings from the discipline of accounting enhance the understanding of public sector PM and its antecedents and effects. Four maps are presented thatvisualize the relationships among key variables from prior research in four empirical settings: government, health, education, and other domains. Furthermore, this review distinguishes between individual-level and organization-level effects of PM, and includes reflections on the appreciation of PM by public sector employees. The findings highlight that PM use and attributes such as fairness, subjectivity, and clarity significantly impact the outcomes yielded by PM systems. This paper contributes by synthesizing prior research on public sector PM and by identifying research gaps, areas of debate, and avenues for future research. In addition, findings from this review have the potential to add nuance to the sometimes-polarized debate on the acclaimed “benefits” and “costs” of PM in the public sector.

This research aims to study the effect of the sustainable management of human resources on performance. It examines the impact of market value, roster size, arrivals and departures on team performance in football. Regressions are tested based on data from clubs in the Persian Gulf Pro League—the first tier in Iranian men’s football—over 2009–2022 (n = 216 observations). The results show that market value has a significant positive impact on team performance roster size and arrivals a significant negative impact, and departures no significant impact. When distinguishing departures between teams with a roster size below 33 players vs. 33 players and more, departures for roster size below 33 players have a significant positive impact vs. no impact for 33 players and more. To the best of the authors’ knowledge, this study is the first to distinguish arrivals and departures when looking at staff turnover in football. It informs the need for a sustainable roster (not too many arrivals) and roster size (not too high) to perform on the pitch. The article highlights that departures can help reach a more sustainable roster size (if too high) and a better team performance, while also contributing to a sustainable financial management.

Education instills in the person the duty of establishing and sustaining a respectable socioeconomic system, preserving and propagating human legacy, and adopting a smart and sensitive approach to resource utilization. These endeavors cannot be realized in the absence of a competent educational system, particularly a professionally competent teacher. This study aimed to determine the comparison of teachers’ performance evaluation by analyzing the final rating from the previous years and examining which among the profile may be a factor of better performance. Specifically, identifying the age of teachers, educational attainment, area of specialization, years of experience, and number of seminars/ training attended in a year. The test of comparisons will be used in order for the institution to design contextualized guidelines for results-based performance ratings. Implications and recommendations were discussed in the study.

This study examines the effect of Performance Management on Employees Performance in the State Local Government Service Commission, Uyo, Akwa Ibom State, Nigeria. A total of one hundred and fifty (150) copies of questionnaire were administered to the respondents during the study: while One Hundred and Nine (109) copies were properly filled and returned for the analysis. Data collected were analyzed using the statistical tools of linear Significantly related to organizational performance. The study recommends that there should be meaningful dialogue between superiors and subordinates about performance and improvement. Managers and supervisors should dialogue on regular basis about performance and improvement with their subordinate in the State Local Government Service Commission, Uyo, Akwa Ibom State, Nigeria. Also, the State Local Government Service Commission, Uyo, Akwa Ibom State, Nigeria should establish and adopt performance appraisal system that would facilitate effective appraisal of the employees and therefore provide opportunities to the management in identifying staff training needs.

Countries in the Organization for Economic Co-operation and Development have experienced a decline in citizens' trust in government in the last few decades. In response, public administration shifted from traditional public administration to New Public Management (NPM) with the goal of increasing trust in government by trying to make government more responsive, work better, and cost less. An important element of NPM is the reliance on managerialism's application of private sector solutions such as performance management whose assumed strength is that it can deliver on efficiency, effectiveness, and accountability. An underlining basis of private sector imports into the public sector environment is that they are based on universalism – the existence of general laws irrespective of the situation or circumstance. Often, referred to as a 'one-size-fits-all' approach. However, after a few decades of implementing performance management based on universalistic principles the evidence suggests that performance management has not fully met expectations. Contrasting universalism is particularism - meaning that different rules and applications will depend on the situation, in other words, context matters. In short, 'no best way'. To explore the universalism vs particularism debate, this research uses the Management Accountability Framework (MAF) which is a Canadian government's long-standing performance management tool. The MAF serves as a proxy for a one-size-fits-all approach to performance management. With regards to particularism, this research employs a contingency approach as the theoretical basis to explore performance management. The contingency approach is premised on three core concepts: external contingent factors, internal contingent factors, and fit. The Canadian Intelligence Community (IC) is used as the case study to explore the primary question of whether a universalism-based or a particularism-based approach is better suited for performance management in the public sector? In seeking an answer to this question, two additional sub-questions are explored. First, what makes the IC different from the other policy domains? Second, what is the fit between the MAF and the IC's contingent factors? To answer these questions, data collection consisted of content analysis of documents as well as interviews with senior officials. Findings from this exploratory study reveal that universalism-based approaches to performance management should at the very least be complemented by particularism considerations. The IC was found to be different from other policy domains in terms of both external and internal contingent factors. The former consists of the threat environment, the legislative framework, and the external expectations of the IC. The latter consists of the intelligence process, the intelligence product, intelligence and secrecy, and the IC as a high reliability organization. It was found that there was more misfit than fit between the MAF and the IC's contingency factors. In exploring these questions, this research contributes concurrently to the public administration and intelligence studies literature in a number of ways. For instance, evidence that universalism-based approach to performance management does not always deliver what it promises, being able to intersect intelligence studies and public administration which is currently lacking, examining the 'hidden' parts of the public sector (i.e., the IC) that tends to be ignored in public administration, peering into the 'black box' of public sector organizations' management tools, the exploration of how practitioners use management tools, analyzing public sector organizations operating in a complex environment, adding to a limited non-historical contemporary Canadian IC literature, looking at the IC's performance-related issues that goes beyond the overwhelming intelligence failure literature. In addition to contributing to knowledge, the research highlights the importance of performance management and intelligence in relation to society.

PurposeThis paper explores how performance-management systems are understood and framed through the use of rhetoric and language within universities, where not-for-profit, charitable goals are (or should be) central. It addresses the issues of: how strategic rhetorical frames are used by university actors; and how these relate to actors' primary frames and reactions to performance-management practices. The study focuses on the case of UK universities, taking into consideration both old and newer institutions.Design/methodology/approachThis study adopts a case-study approach, relying on 28 interviews with key-academic actors involved in the design and implementation of university performance-management systems in four UK universities.FindingsThe research highlights the important effect of primary frames over the strategic frames that are mobilised to achieve desired outcomes or individual advantage. In Business disciplines, the consistency between actors' primary frames and managerial and performance-management tools introduced into universities makes such disciplines a fertile ground for these practices to be embraced. This is not the case with Natural Sciences.Practical implicationsWhile framing a new practice consistently with existing/prevailing primary frames may be a winning strategy in the short term, in the long term, those tasked with introducing new practices should consider that the prevalence of a certain view of the world has the potential to hamper innovation and learning.Originality/valueThe paper contributes to advance our understanding of the interaction between individual primary and strategic frames, as well as academic staff's reactions and interpretations of performance-management practices in universities as knowledge-intensive, not-for-profit organisations.

Driving is an integral component of many operational systems, and any small improvement in driving quality can have a significant effect on accidents, traffic, pollution, and the economy in general. However, making improvements is challenging given the complexity and multidimensionality of driving as a task. In this paper, we investigate the effectiveness of nudging to improve driving performance. In particular, we leverage a smartphone application launched by our industry partners to send three types of nudges through notifications to drivers, indicating how they performed on the current trip with respect to their personal best, personal average, and latest driving performance. We measure the resulting driving performance using telematics technology (i.e., real-time sensor data from an accelerometer, Global Positioning System (GPS), and gyroscope in a mobile device). Compared with the “no-nudge” control group, we find that personal best and personal average nudges improve driving performance by approximately 18% standard deviations of the performance scores calculated by the application. In addition, these nudges improve interaccident times (by nearly 1.8 years) and driving performance consistency, as measured by the standard deviation of the performance score. Noting that driving abilities and feedback seeking may vary across individuals, we adopt a generalized random forest approach, which shows that high-performing drivers who are not frequent feedback seekers benefit the most from personal best nudges, whereas low-performing drivers who are also frequent feedback seekers benefit the most from the personal average nudges. Finally, we investigate the potential mechanism behind the results by conducting an online experiment in a nondriving context. The experiment shows that the performance improvements are directly driven by the changes in participants’ effort in response to different nudges and that our key findings are robust in alternative (nondriving) settings. Our analysis further shows that nudges are effective when the variability in reference points is low, which explains why the personal best and personal average nudges are effective, whereas the last score nudge is not. This paper was accepted by Vishal Gaur, operations management.

Motivated by recent high-profile cases of salespeople behaving ‘badly’ (i.e., unethically, aggressively, or misleading toward customers), we investigate traditional behavioral controls to examine the specific relationship between performance measurement choices and selling behavior with a survey of 207 business-to-business salespeople. Borrowing from attention-based theory and the theory of planned behavior, our findings suggest that sales management can encourage more pro-customer behavior by using a more diverse performance measurement schema to influence the underlying drivers of customer-oriented selling behavior, including salesperson attitudes and subjective norms. This is particularly important in transactional selling environments where the use of diverse measures has the strongest effect on pro-customer attitudes and customer-oriented selling behavior.

The purpose of this study is to analyze the relationship between sustainable performance and risk management, whereby sustainability (innovation), interdisciplinarity and leadership give new insights into the traditional perspectives on performance and risk management in the field of accounting and finance.

The purpose of this study is to analyze the relationship between sustainable performance and risk management, whereby sustainability (innovation), interdisciplinarity and leadership give new insights into the traditional perspectives on performance and risk management in the field of accounting and finance.

What happens when an Australian servicemember misbehaves? When a serving member of the Australian Defence Force engages in poor performance or behavior that contradicts Defence values, but is not criminal, they may be subject to administrative sanctions. These sanctions are intended to motivate a change in behavior or provide grounds for dismissal. However, there has been little examination of how these sanctions are applied, the impact they have on those the organization wishes to retain, or the fairness of the system. This research begins to address these gaps by using descriptive statistics, Kaplan-Meier survival analysis, and Linear Probability Models to understand how sanctions are applied to the Australian Army. We find that there was an increase in the use of sanctions from 2011 to 2020. Soldiers in 2020 were 75% more likely to receive a sanction compared to 2011. Additionally, receiving a sanction early in one's career is linked to a shorter length of service. Our findings also revealed some variability in supervisor decision-making, indicating a lack of consistency in the application of sanctions. Furthermore, we find that there is some correlation between the location where a member is posted and the likelihood of receiving a sanction. In the worst locations, soldiers are 26% more likely to receive a sanction. Major, Australian Army Approved for public release. Distribution is unlimited.

Performance appraisal is an essential tool for employee development and organisational success. The goal of performance management and performance appraisal is to help employees improve their skills and to find and address gaps in performance in the organisation. Employee perceptions of the fairness of performance appraisal determine the success and sustainability of the performance management system. Generally, employees are more accepting of performance appraisals when they perceive the process to be fair and developmental. This study aimed to describe the different performance appraisal fairness perceptions of employees in a hospitality organisation in Namibia. Using the organisational justice approach, a structured performance appraisal questionnaire was used to survey employee perceptions. The electronic survey was sent to N = 94 employees who were undergoing appraisal and results were analysed and presented using descriptive statistics. The study found that 55% of respondents agreed that the performance review system was effective to indicate how an employee performed during the review period. Only 29% of the respondents disagreed that the review system provided a fair measure of an employee's performance. The study also found that 63% of employees agreed that their supervisors were reliable. Results suggested that generally employees perceived the performance appraisal system as fair, and that satisfaction with the appraisal is guided by perceptions of fairness. The managerial implications of these findings are that the management of the hospitality organization will need to invest resources – both financial and human – to ensure that the organization reaffirms the performance appraisal method used by the organization and that it remains favoured by the employees.

Airport enterprise innovation performance is a crucial issue that planners, decision makers and managers should focus in order to drive the airport enterprise performance towards sustainable development. The strategic infrastructure needs, and investments need to include improvements across all major factors that affect the innovation dimension of sustainable development. Key objective of the paper is to highlight the challenges in airport enterprise management towards sustainable development in terms of innovation improvement. A performance evaluation towards innovation and sustainable development framework is adopted and a case study application highlights the crucial role of airport enterprise management performance innovation dimension towards sustainable development. Conventional wisdom is to stimulate the interest on topic and promote a framework addressing to evaluate airport enterprise management performance towards innovation and sustainable development., {"references":["Samberg, S., Bassok, A., & Holman, S. (2012). Method for evaluation of sustainable transportation. Transportation Research Record: Journal of the Transportation Research Board, 2242, pp. 1-8","Dimitriou D., Sartzetaki M. (2018). Assessing air transport socioeconomic footprint, International Journal of Transportation Science and Technology,7(4), pp. 283-290","imitriou D., Mourmouris J., Sartzetaki M., (2017). Quantification of the air transport industry socio-economic impact on regions heavily depended on tourism, Transportation Research Procedia, 25 (2017), pp.5242-5254","Dimitriou D., Sartzetaki M., (2018). Social Dimension of Air Transport Sustainable Development, International Journal of Industrial and Business Engineering, 12(4), pp. 568-571"]}

Previous studies have examined social loafing in an idea generation task (uses of a knife) by recruiting students for on-site experiments (Szymanski & Harkins, 1985; White et al., 1995). In these studies, they found out that people who were promised a comparison with previous participatns or even given a goal standard, performed significantly better as they should in accordance with goal-setting theory. However, we may ask how such goal-setting and social loafing would differ if respondents work on a task that is closer and more sensible in the context of their usual work. Therefore, we adjusted the experiment to a transcription task in order to test the previous results on a sample of Prolific respondents, employed in a desk job where they write or transcribe on a PC or laptop.

Various strategic plans compiled by the local levels of government seek to advance the need to integrate strategic planning frameworks and improve service delivery and related content through the application of performance management tools. From the perspective of municipalities, all policies and plans at all levels of government need to be articulated with empirical based plan-level formulation and in compliance with set performance assessment criteria. Using South Africa as a case study, the methodology of the paper included a theoretical analysis of available (but applicable) performance management tools and processes. The focus and outcome were the development of a simplified performance management tool that supports elementary prioritization of projects and the setting of standards to address the growing needs, service backlogs, and informality challenges, thereby enhancing sustainable planning and development applicable to developing countries. The study findings highlight, firstly, the prevalence of persistent service delivery gaps in local government. Secondly, local government performance management and strategic plan implementation is constrained by measurement data, standards, and information gaps. Thirdly, inadequate legislative frameworks and strategic instruments applicable to local government in developing countries adds another layer of performance management gap dimensions. Fourthly, there is misalignment between policies, legislative provisions, and local needs in terms of a set of applicable measurement tools and standards relevant in a developing country. Fifthly, an oversight role gap exists in terms of clearly defining the roles and scope of responsibilities concerning performance management. These above-mentioned shortcomings read together constitute a service delivery performance management tools gap that needs to be overcome if improved service delivery is to be achieved. In view of the above-stated considerations, a simplified performance management tool to enhance service delivery in local government had to be developed. The developed simplified performance management tool assumes that the application of performance management assessment processes is to be aligned throughout all spheres of government.

This exploratory study aims to investigate the effectiveness of emotion-focused and problem-focused coping strategies in reducing technostress among business professionals at a Swiss corporation. Specifically, the study will examine how these coping strategies can be used to manage information overload, techno-invasion, and techno-complexity in the workplace. The study will employ field experiments and qualitative interviews to gather data from participants. Through this research, we aim to identify best practices for reducing technostress and improving the productivty of employees.

This project investigates how the leadershipstyle of managers affects the performance of their teams/departments

2015 yılına kadar öğretmen performans değerlendirmeleri müfettişler aracılığıyla gerçekleştirilirken o yıl yapılan değişiklik ile okul müdürleri aracılığıyla gerçekleştirilmeye başlanmıştır. Yapılan bu köklü değişikliğin pek çok olumlu katkısı olduğu gibi, geliştirilmesi gereken yönlerinin de olduğu görülmektedir. Bu kapsamda çalışmanın amacı uygulanan yeni yöntemin öğretmenler tarafından nasıl algılandığını ortaya koymak, yaşanan eksiklikleri ve sorunları belirlemek ve yeni performans değerlendirme sürecinin iyileştirilmesine yönelik öneriler sunmaktır. Araştırma nitel araştırma deseninde olup, yarı yapılandırılmış görüşme formu kullanılmıştır. Araştırmanın çalışma grubu 19 öğretmenden oluşmuştur. Verilerin çözümlenmesinde içerik analizi ve betimsel analiz kullanılmıştır. Verilerin güvenirliği, nitel araştırmalar için Guba ve Lincoln tarafından tavsiye edilen inandırıcılık, aktarılabilirlik, tutarlık ve doğrulanabilirlik yöntemine göre sağlanmıştır. Araştırma sonucunda öğretmenlere göre performans değerlendirmede önemli gelişmeler sağlandığı ancak henüz amacına ulaşamadığı, bazı önemli sorunların ve eksikliklerin olduğu görülmüştür. Performans değerlendirme sürecine ilişkin öğretmenlerin en önemli eleştirisinin tek bir kişi tarafından değerlendirilme nedeniyle objektif ve adil olamama ve öğretmen motivasyonunun yeterince önemsenmemesi şeklinde tespit edilmiştir. Ayrıca, katılımcı öğretmenlerin süreç odaklı değerlendirmenin bulunmaması, somut kriterler olmaması ve geri bildirim mekanizmasının zayıflığı konularında rahatsızlık duyduğu görülmüştür. While teacher performance evaluations were carried out by inspectors until 2015, with the change made that year, it started to be carried out through school principals. It is seen that this radical change has many positive contributions, as well as aspects that need improvement. In this context, the aim of the study to reveal how the teachers perceive the new applied method, identify the deficiencies and problems experienced, and provide recommendations for improving the new performance evaluation process. The research is a qualitative research pattern, and a semi-structured interview form is used. The study group consisted of 19 teachers. Content analysis and descriptive analysis were used to analyze the data. The reliability of the data is provided according to the method of reliability, transferability, consistency, and verifiability recommended by Guba and Lincoln for qualitative research. As a result of the study, according to the teachers, it has been seen that significant developments have been achieved in performance evaluation. Still, it has not reached its goal yet, and there are some critical problems and deficiencies. It was determined that the most crucial criticism of teachers in the performance evaluation process is that they have problems of not being objective and fair due to the evaluation of a single person. The most significant deficiency is that the teacher's motivation is not sufficiently considered. In addition, it was observed that the participating teachers were uncomfortable with the lack of process-oriented evaluation, the lack of concrete criteria and the weakness of the feedback mechanism.

This project will examine the impact on employees who have either a servant boss or a narcissistic boss. In particular, the impact on work behavior but also on everyday life and private life will be investigated.

À partir des archives de l'entreprise et des entretiens avec des managers, cet article retrace certains épisodes de l'histoire de PSA depuis les années 1970 et développe une analyse endogène de la désindustrialisation. Il présente les principales étapes de la réduction du périmètre industriel, qui visaient à chaque fois à renforcer la rentabilité industrielle, tandis que la performance financière s'est inscrite de plus en plus profondément dans l'ADN de PSA., Drawing on company archives and interviews with managers, this article traces certain episodes in the history of PSA since the 1970s and develops an endogenous analysis of deindustrialisation. It presents the main stages in the industrial perimeter's reduction, which were each time aimed at reinforcing industrial profitability, while financial performance became more and more deeply embedded in PSA's DNA.

This project investigates how leadership style influences motivation at work

This project investigates how leadership style influences motivation at work.

Ziel des Projekts ist es mittels quantitative Forschung zu vergleichen, ob Mitarbeiter, denen die Möglichkeit auf Homeoffice gewährt wird, gegenüber Führungspersonen mit "dark traits" toleranter sind als Mitarbeiter, die keine Möglichkeit auf Homeoffice haben.

Evaluate the impact of AI technologies on creativity, quality and productivity of content creators

Indiana University-Purdue University Indianapolis (IUPUI), Despite its status as a commonly used and seemingly vital talent management system, performance management has received an abundance of criticism surrounding its effectiveness and utility in organizations. Existing deficiencies in performance management are largely attributed to gaps in its strategy and implementation, with researchers arguing that organizations need to spend more effort supporting personnel engagement in informal, “everyday” performance management behaviors to drive performance. The present study sought to expand on existing performance management research by investigating: 1) how supervisor engagement in informal performance management behaviors influences employee perceptions of overall performance management and 2) how employee feedback orientation and implicit person theory potentially alter those perceptions. The hypothesized model was tested using an online survey sent through Prolific academic to a random sample of 351 full-time United States employees. A series of hierarchical regressions revealed that employee perceptions of performance management were positively predicted by supervisor engagement in informal performance management behaviors. However, employee feedback orientation and implicit person theory were not found to significantly moderate these effects. The present study contributes to performance management literature by examining the degree to which informal supervisor performance management behaviors shape employee reactions to performance management. Implications, limitations, and directions for future research are discussed.

040238-1 Bachelorseminar (inkl. Bachelorarbeit) - Management and Consulting

Die Bachelorarbeit untersucht wie transformationale und pseudo-transformationale Führungspersonen auf das Angstempfinden ihrer MitarbeiterInnen beeinflussen.

Our society is over-aging, and at the same time, there is a nursing and care shortage. Caring for other people is a physically and emotionally demanding job that requires a lot from the caregivers. The social environment in which the research is located is especially the care homes and mobile care units in Switzerland. Economically the research addresses the relief of caregivers and a new interest in the job segment. This relief should be an aid to ease stress and support the caregiver in their work. In this Master Thesis, I want to find out what value is created through robots in practical care work and what preconditions must be met to realize the value of robots. Shortly touching on the usability of AI. And introduce three use cases that should give a deeper insight into the topic. Among them, the first application case focuses on the relief of the caregiver through an exoskeleton, which reduces the physical strain and supports the caregiver during heavy lifting. The second case application focuses on a robotic seal for dementia patients. Here the support for the caregiver is in the form of a robot in the form of an animal who engages and interacts with the dementia patient in a game and buys the caregiver some more time. And lastly, I want to look at the robot Lio created in Switzerland. Lio is a mobile care robot created to support both the caregiver and the patient or person in need of care. The following research question provides the guideline for this master thesis. Research Question: Which value is created through the use of robots in practical care work, and which preconditions have to be fulfilled so that this value can be realized?

Dieses Projekt untersucht, wie konstruktive und destruktive Teamleader die Performance von Teams beeinflussen

This project investigates how the dark leadership affects the employee well-being and job satisfaction.

Ziel dieses Projekts ist, mittels quantitative Forschung, die Toleranz von "remote" Mitarbeitern gegenüber "dark leadership" zu ermitteln.

This project investigates how the selection of a leader scoring high vs. low regarding narcissistic traits is affected by the candidates gender

I want to derive the impact of a digital project on efficiency and costs through interviews with intralogistics experts.

Kommunala verksamheter är i ett pågående arbete med implementeringen av tillitsbaseradstyrning. Vissa av Sveriges kommuner har kommit längre än andra, vilket beror på en rad olika orsaker. Somliga kommuner använder egna styrformer men förhåller sig till viss del till den tillitsbaserade styrningen. Uppföljningar med ett tillitsbaserat förhållningssätt är viktigt för att arbetet ska fortsatt gå i rätt riktning. Denna studie avser att identifiera likheter och skillnader i hur kommuner arbetar med tillitsbaserad styrning med uppföljning som fokus. Studien har genomförts på åtta olika kommuner med bas i intervjuer, samt en observation. Forskaren Louise Bringselius grundprinciper har använts i analysen. Studiens resultat har identifierat likhetermellan kommunerna som går i linje med grundprinciperna från den teoretiska referensramen. Resultatet visar även hur kommuner arbetar utifrån implementeringen av den tillitsbaserade styrningen samt dess utmaningar i uppföljningar inom ramen för tillitsbaserad styrning. Municipal government operations are in ongoing work with the implementation of the trust-based governance. Some of Sweden´s municipalities have come further than others, which is due to several different reasons. Some municipalities use their own forms of governance but adhere to trust-based governance to some extent. Follow-ups with a trust-based approach are important for the work to continue moving in the right direction. This study intends to identify similarities and differences in how the municipalities work with trust-based governance with follow-up as the focus. The study has been carried out in eight different municipalities based on interviews, as well as an observation. Researcher Louise Bringselius´ basic principles have been used in the analysis. The study´s results have identified similarities between the municipalities that are in line with the basic principles from the theoretical frame of reference. The result also shows how municipalities work based on the implementation of trust-based governance and it´s challenges in follow-ups within the framework of trust-based governance.

Within Ericsson's procurement function there exists multiple examples of performance management that is not part of the intended performance management system. In this thesis the term emergent performance management is coined to describe the phenomenon of autonomous bottom-up performance management initiatives driven outside of the deliberate performance management set by the function strategy. Emergence of performance management is an unexplored aspect of the bottom-up impact on strategy formation within organizations. The approach was mixed methods, and first took a quantitative analysis of usage of dashboards that contained emergent performance management to find the location of these metrics, and after this, interviews were conducted which were coded to create a grounded theory on what enables and motivates the creation of emergent performance management. Emergent performance management emerges in all parts of the organization but is especially common in parts that interface with occupational health & safety and Compliance. The key enablers of emergent performance management constitute perceived clarity of the metrics, organizational support for the initiative, homogeneity across processes and tools, governance structures set on the metrics, automated data flows, easily accessible data, high data quality and access to human resources. External demands from compliance and other parts of the organization, the showcasing of progress, supplier management, process adherence, end performance, increasing focus on an area, and metric alignment to goals are the motivators of emergent performance management. Inom Ericssons inköpsfunktion finns det flera exempel på prestationsledning som inte är en del av det avsedda prestationsledningssystemet. I denna avhandling myntas termen emergent performance management för att beskriva fenomenet med autonoma bottom-up-prestationsledningsinitiativ som drivs utanför den avsiktliga prestationslednings som bestämts av funktionsstrategin. Framväxten av prestationsstyrning är en outforskad aspekt effekten av bottom-iå initative på strategibildning inom organisationer. Det var ett blandat tillvägagångssätt, och först var det en kvantitativ analys av användningen av resultattavlor som innehöll framväxande prestationshantering för att hitta platsen för dessa mått, och efter detta genomfördes intervjuer som kodades för att skapa en grundad teori om vad som möjliggör och motiverar skapande av framväxande prestationsledning. Framväxande prestationsledning uppstår i alla delar av organisationen men är särskilt vanligt i delar som gränsar till arbetsmiljö och compliance. De viktigaste som gör det möjligt för emergent performance management att skapas utgörs av upplevd tydlighet i måtten, organisatoriskt stöd för initiativet, homogenitet mellan processer och verktyg, styrningsstrukturer som sätts på måtten, automatiserade dataflöden, lättillgänglig data, hög datakvalitet och tillgång till mänskliga resurser. Externa krav från compliance och andra delar av organisationen, uppvisande av framsteg, leverantörsstyrning, processefterlevnad, slutresultat, ökat fokus på ett område och måtts anpassning till mål är motivationen för framväxande prestationsledning.

040238-1 Bachlorseminar Managment

El objeto de este artículo es presentar los avances de una investigación sobre la gestión del desempeño en la empresa familiar como una línea de trabajo dentro de un proyecto enfocado en el estudio de los factores que afectan la continuidad de la empresa familiar. La gestión del desempeño es una actividad crítica de los sistemas de administración de recursos humanos que buscan alcanzar una ventaja competitiva a través de la gente. Así mismo, las empresas familiares son de vital importancia para los países, por lo que resulta necesario comprender los factores que afectan su continuidad. No obstante, el campo de la gestión del desempeño en la empresa familiar no ha sido investigado. El artículo ofrece los resultados de la etapa exploratoria que concluyó en la elaboración de hipótesis y de un modelo a partir de las perspectivas ofrecidas por las teorías de la agencia, de los recursos internos, de la teoría general de las relaciones y de la empresa familiar., The purpose of this article is to present the progress of a research project on management in the family business. This research is part of a project that studies the factors which influence the continuity of the family firm. Performance management is a key activity in human resources management systems which try to achieve competitive advantages through people. Also, family businesses are vital for countries. For this reason, it is necessary to understand the factors that affect their continuity. However, the field of management in family business performance has not been studied. This article shows the results of the exploratory stage which concluded with a hypotheses elaboration and a model based on the perspectives offered by the agency, and internal resources theories, general relationship and family business theories., Facultad de Ciencias Económicas

In today's business landscape, heightened global competition and rapid environmental change have created a climate of uncertainty for corporations. As a result, it is no longer feasible for a single leader to manage an organization on their own. Employees bring a unique perspective to the organization and play a crucial role in driving organizational growth. Therefore, increased collaboration between employees and leaders can enhance the value of an organization. Speaking up and sharing ideas is a powerful way to create value and drive performance within the company. Therefore, I investigate how employees' voice behavior changes under a dark leadership behavior compared to a bright leadership behavior. As a dark leadership type I choose the destructive leadership behavior and as a bright leadership type, I choose constructive/ positive leadership behavior. Research leaks in comparing those types of leadership behaviors on voice behavior. Further, it is interesting to see if the difference in those types of leaders has an impact on employees throughout different generations.

Meetings are an integral part of daily business practice and while the intentions of meetings are good, they rarely live up to their full potential. Businesses are realizing the benefits of utilizing their data to make more informed decisions. As the advancements of data technology and the use of Business Intelligence continues to grow, dashboards are becoming increasingly relevant, giving businesses a competitive advantage. Dashboards can assist in making data accessible and comprehensible by summarizing and visualizing key results. Although several studies have covered the use of dashboards, little has been done to investigate dashboards as meeting aids. In pulse methodology a pulse board, which visualizes deviations, is used to support pulse meetings, indicating that visual aid can be beneficial for meeting purposes. The purpose of this study is to develop a deeper understanding regarding how data visualization, specifically dashboards, can be used as meeting support to improve meetings. We investigate the possibilities and challenges of implementing dashboards as visual aid in daily pulse meetings by conducting a qualitative interview study to gather employees’ perspectives on the potential implementation of dashboards. The study was conducted in collaboration with a company in the private sector that practice pulse and Lean methodology. The result suggests that dashboards could be a suitable complement to the pulse board in pulse meetings, as they can improve efficiency in meetings. However, implementation challenges must be addressed, and employee attitudes should be considered. It is of great importance to develop dashboards with the intended user in mind to increase the possibility of a successful implementation.

Mobility 4.0 is a transformative concept that aims to revolutionize the way we move around in our cities and beyond. It encompasses a range of emerging technologies, including autonomous vehicles, electrification, shared mobility, and smart infrastructure. While these innovations have the potential to improve the efficiency, safety, and convenience of transportation, they also pose significant challenges for governance. Therefore, the author wants to derive the future governance structures and their challenges in road transport logistics by interviewing experts and essential stakeholder such as road transport logistics companies.

I want to derive the impact of a digital strategy on efficiency and costs through interviews.

Indiana University-Purdue University Indianapolis (IUPUI), Women and racial minorities are perceived negatively when they engage in diversity-valuing behaviors (i.e., behaviors that promote demographic balance), which increases negative perceptions of their competence and performance effectiveness in modern organizations. Although organizational attention to the topics of workplace equity and inclusion has increased, Black women continue to be excluded from leadership positions motivated by race and sex-based judgments of intellectual inferiority and leadership incongruity. Diversity management continues to be an important research domain to ensure the effective implementation of diversity, equity, and inclusion (DEI) relevant strategies to reduce bias and discrimination. This work infuses accountability for DEI into a performance management system to address the backlash Black women receive for engaging in DEI-relevant behaviors. I used accountability for DEI as a relevant structure to test whether holding employees accountable for diversity-valuing behavior (i.e., promoting DEI goals) through competence mitigates negative performance evaluation and promotion rating of a Black woman. In the current study, MTurk participants (N = 280) with employment experience were surveyed about their evaluation of performance and promotion ratings. Participants were randomly assigned to receive information about dimensions of an employee’s annual evaluation, including “Diversity and Inclusion” (DEI accountability condition) or “Corporate Social Environmental Responsibility” (CSR; control condition). Dependent on participant condition, participants received more information about extra-role behaviors (i.e., diversity-valuing behavior vs. organizational citizenship behaviors) demonstrated by a Black woman. Results were not statistically significant but showed that participants reported more favorable performance evaluation and promotion ratings toward the fictitious employee in the DEI accountability condition who engaged in diversity-valuing behavior compared to the fictitious employee in the CSR (control condition) who engaged in diversity-valuing behavior. These results suggest that organizations that embed a framework for measuring and evaluating DEI efforts among all employees may reduce negative competence perceptions, which in turn, can help mitigate negative performance evaluations and increase promotion ratings among Black women.