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This study examines the circumstances under which public organizations establish easy performance goals, analyzing nationwide data collected from cabinet departments in central and local government agencies in South Korea. Several factors have been identified as contributing to the tendency of public organizations to set easily achievable goals. Firstly, local governments tend to establish less challenging performance standards compared to central government agencies. Secondly, public organizations with higher financial resources per employee ratios are inclined to set easy performance goals. Lastly, the presence of a strong innovation-oriented culture or transparency requirements decreases the likelihood of setting easy performance goals. [ABSTRACT FROM AUTHOR]

It has been 13 years since the last comprehensive review of the performance management (PM) literature, and a lot has changed in both research and practice in that time. The current review updates (identifying new research directions post 2004) and extends this previous work by creating a systems-based taxonomy and conceptual model of PM. We then use this model to interpret and integrate the extensive work in this area and to identify fruitful and systems-based directions for future PM work. As input to our conclusions, we reviewed the last 36-plus years of PM research (1980-2017) and conducted a comprehensive coding of all empirical PM articles. We offer several specific directions for future PM research, with the ultimate goal of improving PM in practice. [ABSTRACT FROM AUTHOR]

In least developed countries, nonprofit organizations play a critical role in ensuring the wellbeing of the populations they serve. However, despite their importance, the body of literature examining the performance of nonprofit organizations in such contexts is underdeveloped. This research seeks to address this dearth in the nonprofit literature, focusing in particular upon the role of accountability in such organizations. We do so by discussing the bases for accountability arrangements in these organizations and how they relate to performance management practices. As such, the objective of this study is to discuss how accountability is incorporated into the performance management practices in nonprofit organizations in least developed contexts. We address this research objective based upon insights drawn over the course of a weeklong intensive training session that was delivered by the author to senior level managers of nonprofits dealing with water and sanitation services located in Ghana, Niger and Burkina Faso. Findings suggest that the chief barrier to implementing effective accountability based management regimes relates to a lack of organizational capacity. [ABSTRACT FROM AUTHOR]

In this study the effects of different levels of column axial load on seismic performance of Welded Flange Plate (WFP) connections with different panel zone strength are presented. Finite element method was used to do this investigation and reliability of the modelling method was verified by comparison with experimental available records in documents. Fifteen sub-assemblages of WFP connections were generated by means of ABAQUS software. The aim was to enhance the knowledge about the consequence of column axial load level on cyclic behaviour and fracture potential of the connections with different panel zone strength for external joints in Steel Moment Resisting Frames (SMRFs). Results showed that cyclic behaviour including hysteresis loops and energy dissipation were not affected significantly by increasing column axial load regardless of the panel zone strength. It was also found that increase of the fracture potential due to increase in column axial load became less pronounced when the panel zone strength was decreased. [ABSTRACT FROM AUTHOR]

We look at a simple service system with two servers serving arriving jobs (single class). Our interest is in examining the effect of routing policies on servers when they care about fairness among themselves, and when they can endogenously choose capacities in response to the routing policy. Therefore, we study the two-server game where the servers' objective functions have a term explicitly modeling fairness. Moreover, we focus on four commonly seen policies that are from one general class. Theoretical results concerning the existence and uniqueness of the Nash equilibrium are proved for some policies. Further managerial insights are given based on simulation studies on servers' equilibrium/off-equilibrium behaviors and the resulting system efficiency performance under different policies. [ABSTRACT FROM AUTHOR]

Organizations are functioning in a globalized, competitive and dynamic environment. Performance is required for survival and sustained viability. How effectively performance is defined, measured, managed and rewarded will have a significant impact on workforce performance and organizational success. Performance should be defined at the organizational, group/unit and individual levels and the definitions must be integrated with each other. And employees must view their rewards as equitable, competitive and appropriate in order for them to be motivated to extend their best efforts and to focus on meeting organizational objectives. Research demonstrates that basing rewards on performance provides motivation. But rewards must be linked to performance at the appropriate level, and must be provided in the appropriate form as well as timed to reinforce the performance. Global mobility is increasing cultural diversity and organizations should consider the beliefs and values of employees when rewarding performance [ABSTRACT FROM AUTHOR]