subject:(Performance management)

Cape Peninsula University of Technology

1. Aifheli, Ratshili. The impact of performance management on employee morale in Western Cape Provincial head office of Department of local government & housing .

Degree: 2012, Cape Peninsula University of Technology

URL: http://etd.cput.ac.za/handle/20.500.11838/1735

► Local Government in South Africa has undergone much transformation since 5 December 2000. Much of this change has been implemented to correct the imbalances, inequities… (more)

▼ Local Government in South Africa has undergone much transformation since 5 December 2000. Much of this change has been implemented to correct the imbalances, inequities and disparities within our local communities as a result of Apartheid policies. However, motivation for this change is also because National Government has realized that like other governments throughout the world, there is a need to continuously modernise all spheres of government. In establishing the background, readers will be exposed to the implicit objectives contained in the new local government legislation and specifically, the legislation relevant to performance management. The development of a performance management system at local government level in South Africa is a highly structured process which is determined by various sets of legislation. To develop a comprehensive understanding of the impact that the municipal has on the implementation of a performance management system, a review of the legislation is therefore imperative. In South Africa, the government's response since 1994 (Calitz and Siebrits, 2002) has been to realign its economic policies in terms of Growth Employment and Redistribution (GEAR). This has required that government becomes more efficient in the delivery and production of its services. Further, the focus has been on technical efficiency with emphasis on better or improved government services without an increase in taxes. Calitz and Siebrits (2002) con~luded that the South African government's focus at a national level has definitely shifted from its regulatory role to that of a facilitator of growth. The overall aims of performance management is to establish a high-performance culture in which individuals and teams takes responsibility for the continuous improvement of business processes and their own skills and contributions within a framework provided by effective leadership. Specifically, performance management is about aligning individual objectives to organizational objectives and ensuring that individuals uphold corporate core values. It provides for expectations to be defined and agreed in terms of role responsibilities and accountabilities (expected to do), skills (expected to have) and behaviours (expected to be). Its aim is to develop the capacity of people to meet and exceed expectations and to achieve their full potential to themselves and the\ organisation.

Subjects/Keywords: Performance – Management

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APA (6^th Edition):

Aifheli, R. (2012). The impact of performance management on employee morale in Western Cape Provincial head office of Department of local government & housing . (Thesis). Cape Peninsula University of Technology. Retrieved from http://etd.cput.ac.za/handle/20.500.11838/1735

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Aifheli, Ratshili. “The impact of performance management on employee morale in Western Cape Provincial head office of Department of local government & housing .” 2012. Thesis, Cape Peninsula University of Technology. Accessed February 17, 2019. http://etd.cput.ac.za/handle/20.500.11838/1735.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Aifheli, Ratshili. “The impact of performance management on employee morale in Western Cape Provincial head office of Department of local government & housing .” 2012. Web. 17 Feb 2019.

Vancouver:

Aifheli R. The impact of performance management on employee morale in Western Cape Provincial head office of Department of local government & housing . [Internet] [Thesis]. Cape Peninsula University of Technology; 2012. [cited 2019 Feb 17]. Available from: http://etd.cput.ac.za/handle/20.500.11838/1735.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Aifheli R. The impact of performance management on employee morale in Western Cape Provincial head office of Department of local government & housing . [Thesis]. Cape Peninsula University of Technology; 2012. Available from: http://etd.cput.ac.za/handle/20.500.11838/1735

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Addis Ababa University

2. Mulatu, Masresha. Determinant factors affecting employees’ performance in Ethio telecom zonal offices; .

Degree: 2014, Addis Ababa University

URL: http://etd.aau.edu.et/dspace/handle/123456789/5577

► The purpose of this paper is to explain the determinants of employees’ performance in Ethio telecom within Addis Ababa city by examining the determinant factors… (more)

Subjects/Keywords: Performance Management; Employee Performance

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APA (6^th Edition):

Mulatu, M. (2014). Determinant factors affecting employees’ performance in Ethio telecom zonal offices; . (Thesis). Addis Ababa University. Retrieved from http://etd.aau.edu.et/dspace/handle/123456789/5577

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Mulatu, Masresha. “Determinant factors affecting employees’ performance in Ethio telecom zonal offices; .” 2014. Thesis, Addis Ababa University. Accessed February 17, 2019. http://etd.aau.edu.et/dspace/handle/123456789/5577.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Mulatu, Masresha. “Determinant factors affecting employees’ performance in Ethio telecom zonal offices; .” 2014. Web. 17 Feb 2019.

Vancouver:

Mulatu M. Determinant factors affecting employees’ performance in Ethio telecom zonal offices; . [Internet] [Thesis]. Addis Ababa University; 2014. [cited 2019 Feb 17]. Available from: http://etd.aau.edu.et/dspace/handle/123456789/5577.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Mulatu M. Determinant factors affecting employees’ performance in Ethio telecom zonal offices; . [Thesis]. Addis Ababa University; 2014. Available from: http://etd.aau.edu.et/dspace/handle/123456789/5577

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Zambia

3. Kanchebele, Lydia Lukwesa. An Investigation of the main impediments to the institutionalisation of the annual performance appraisal system(APAS) in the Zambian Public Service .

Degree: 2013, University of Zambia

URL: http://hdl.handle.net/123456789/2062

► The main purpose of this research was to investigate the main impediments to the institutionalization of the Annual Performance Appraisal System in the Zambian Public… (more)

▼ The main purpose of this research was to investigate the main impediments to the institutionalization of the Annual Performance Appraisal System in the Zambian Public Service. Institutionalization of reform programmes such as performance appraisal has proved to be a daunting and challenging exercise for many developing countries, including Zambia. Yet the assumption is that if a robust Performance Appraisal System could be installed worldwide in organizations, tremendous leverage would accrue to it, in terms of not only performance, but also of developing a more engaged and empowered workforce. The study was primarily qualitative, thus giving the researcher ample time to get an in depth understanding of the key obstacles to the institutionalization of the APAS, from the Focused Group Discussion with human resource sectional heads of all the ministries that have undergone restructuring and are using the new appraisal system, as well as Cabinet Office and the Public Service Management Division (PSMD) being the implementer and architect of all government reform initiatives. The interviews explored participants' experience, both as appraisers and appraises. For this reason, the interview sample was skewed towards more senior staff. The results for this research revealed that the prevailing cultural, political and organisational factors in the Zambian Public Service have hindered successful institutionalization of the APAS. Under political factors, there was an all round acceptance amongst the participants in the focused Group Discussions that the government lacks the political will to ensure that civil servants accepted the APAS and created a sense of ownership and commitment towards it. The findings, under cultural factors, revealed that, cultural differences in the supervisor-subordinate relationship affects appraisal results and subsequently becomes a key obstacle to the successful institutionalization of this reform program. Finally, under organisation factors, the following factors were revealed to be key obstacles to the acceptance of the acceptance of the APAS. The PSMD poor communication to line ministries and un sustained APAS training and socialization to the new entrants in the civil service, lack of commitment by top leaders to implement the system and the poor perceptions of the APAS held by both supervisors and subordinates.

Subjects/Keywords: Performance Management; Performance Appraisal

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Kanchebele, L. L. (2013). An Investigation of the main impediments to the institutionalisation of the annual performance appraisal system(APAS) in the Zambian Public Service . (Thesis). University of Zambia. Retrieved from http://hdl.handle.net/123456789/2062

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Kanchebele, Lydia Lukwesa. “An Investigation of the main impediments to the institutionalisation of the annual performance appraisal system(APAS) in the Zambian Public Service .” 2013. Thesis, University of Zambia. Accessed February 17, 2019. http://hdl.handle.net/123456789/2062.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Kanchebele, Lydia Lukwesa. “An Investigation of the main impediments to the institutionalisation of the annual performance appraisal system(APAS) in the Zambian Public Service .” 2013. Web. 17 Feb 2019.

Vancouver:

Kanchebele LL. An Investigation of the main impediments to the institutionalisation of the annual performance appraisal system(APAS) in the Zambian Public Service . [Internet] [Thesis]. University of Zambia; 2013. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/123456789/2062.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Kanchebele LL. An Investigation of the main impediments to the institutionalisation of the annual performance appraisal system(APAS) in the Zambian Public Service . [Thesis]. University of Zambia; 2013. Available from: http://hdl.handle.net/123456789/2062

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

NSYSU

4. Cheng, Chiu-ming. An investigation on factors affecting performance management system: A case study of a Taiwanese semiconductor test and assembly house.

Degree: Master, EMPP, 2011, NSYSU

URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0808111-220143

► Management pressure has been increasing for most companies due to fierce competition from the same industry and rapid changes and complexities in the larger context.… (more)

▼ Management pressure has been increasing for most companies due to fierce competition from the same industry and rapid changes and complexities in the larger context. To survive the competition and ensure sustainable management, the introduction of organization yearly performance management system is necessary. It allows a company to clarify its overall yearly goals and to extend them to individual employees according to departmental functions, linking the goals of the company, its departments, and its individual employees together. The present study takes a semiconductor packaging assembly company as case study and analyzes the factors influencing its yearly performance management system. The study first conducts a literature review, delineating the theoretical bases and results of related literature, in order to establish the theoretical model for this research. It then provides the research hypothesis based on the case company, which will be tested by analyzing the data collected from questionnaires using SPSS. Questionnaires are designed according to the four hypothesized indices of the case company: the supervisorsâ recognition of the function of yearly performance management, departmental yearly goals not linked with the companyâs yearly goals, routine management functions not synchronized with performance goals, and information system. SPSS testing shows that the Cronbachâs Î± is all higher than 0.7, indicating a high reliability of scale, in other words, high conformity. The research results demonstrate that: 1. Mean and standard deviation analysis shows that different levels of supervisors in the case company have conformed recognition regarding the influence of the four indices on the organizationâs yearly performance. 2. Correlation analysis of the four hypothesized indices shows that they are highly correlated. This study evaluates the turnover and gross profit of the past three years from the case company based on the four indices that influence its yearly performance management system and finds that there is much room for improvement. Therefore, the four indices still have considerable influence with regard to a companyâs administration of performance management. Advisors/Committee Members: Jen-Jsung Huang (chair), Chin-Kang Jen (chair), Ying-Yao Cheng (chair), I-Heng Chen (committee member).

Subjects/Keywords: routine management; performance goals; performance management

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APA (6^th Edition):

Cheng, C. (2011). An investigation on factors affecting performance management system: A case study of a Taiwanese semiconductor test and assembly house. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0808111-220143

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Cheng, Chiu-ming. “An investigation on factors affecting performance management system: A case study of a Taiwanese semiconductor test and assembly house.” 2011. Thesis, NSYSU. Accessed February 17, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0808111-220143.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Cheng, Chiu-ming. “An investigation on factors affecting performance management system: A case study of a Taiwanese semiconductor test and assembly house.” 2011. Web. 17 Feb 2019.

Vancouver:

Cheng C. An investigation on factors affecting performance management system: A case study of a Taiwanese semiconductor test and assembly house. [Internet] [Thesis]. NSYSU; 2011. [cited 2019 Feb 17]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0808111-220143.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Cheng C. An investigation on factors affecting performance management system: A case study of a Taiwanese semiconductor test and assembly house. [Thesis]. NSYSU; 2011. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0808111-220143

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Zululand

5. Mtshali, Rosemary Makhosazane. Evaluation of employee performance management development systems policy as implemented amongst social service professionals within department of Social Development .

Degree: 2013, University of Zululand

URL: http://hdl.handle.net/10530/1358

► The study investigates the implementation process of the Employee performance management development systems policy within the Department of Social Development, attitude of staff and policy… (more)

▼ The study investigates the implementation process of the Employee performance management development systems policy within the Department of Social Development, attitude of staff and policy makers towards whether or not it is achieving its goals, the strengths and constraints in its implementation as a way to improve it. This study is conducted with an aim of coming up with solution to the problem or to identify drawbacks and establish if the policy is implemented correctly with the required tools for the purpose of improving service delivery. Since the EPMDS aims at organizational development and efficiency, this study will investigate if social workers are delivering their services to their best and to find out it is the right tool in the grooming and career pathing of social workers. The study reveals that there has been some dissatisfaction the way in which retention strategy was implemented, thus roll out campaigns are highly recommended for the provision of clarity provision of information on how it was implemented by the implementers. It explores the processes involved in implementation of Employee Performance Management Systems (EPMDS) it also identify what tools are used in the identification of other support mechanism and implementation of EPMDS mechanism. It establishes challenges that exist in the implementation and gain from participants possible recommendations for successful implementation of EPMDS. The study also establishes if there is integration of EPMDS with Integrated Service Delivery model (ISDM) and Situational Leadership Supervision Model (SLS), and focuses in the investigation of how Retention Strategy was implemented. The researcher utilizes evaluative research because the study aims at evaluating how EPMDS policy has been implemented within the Department of Social Development .Evaluation research, frequently referred to as program evaluation or practice evaluation, involves searching for practical knowledge in considering the implementation and effects of social policies and the impact of programs. Advisors/Committee Members: Ntombela, N.H (advisor).

Subjects/Keywords: Employee performance management

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Mtshali, R. M. (2013). Evaluation of employee performance management development systems policy as implemented amongst social service professionals within department of Social Development . (Thesis). University of Zululand. Retrieved from http://hdl.handle.net/10530/1358

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Mtshali, Rosemary Makhosazane. “Evaluation of employee performance management development systems policy as implemented amongst social service professionals within department of Social Development .” 2013. Thesis, University of Zululand. Accessed February 17, 2019. http://hdl.handle.net/10530/1358.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Mtshali, Rosemary Makhosazane. “Evaluation of employee performance management development systems policy as implemented amongst social service professionals within department of Social Development .” 2013. Web. 17 Feb 2019.

Vancouver:

Mtshali RM. Evaluation of employee performance management development systems policy as implemented amongst social service professionals within department of Social Development . [Internet] [Thesis]. University of Zululand; 2013. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/10530/1358.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Mtshali RM. Evaluation of employee performance management development systems policy as implemented amongst social service professionals within department of Social Development . [Thesis]. University of Zululand; 2013. Available from: http://hdl.handle.net/10530/1358

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Addis Ababa University

6. Asrat, Tereda. Design and Implementation of Balanced Scorecard in the Development Bank of Ethiopia .

Degree: 2014, Addis Ababa University

URL: http://etd.aau.edu.et/dspace/handle/123456789/7707

► The purpose of the study was to assess the design and implementation of Balanced Scorecard in Development Bank of Ethiopia and thereby to see the… (more)

▼ The purpose of the study was to assess the design and implementation of Balanced Scorecard in Development Bank of Ethiopia and thereby to see the adequacy of the procedure to design Balanced Scorecard, the extent of Balanced Scorecard implementation success and identify the major challenges encountered during the design and implementation process and then provide alternative recommendation to the identified challenges. To attain these objectives, the study employed descriptive survey method. Accordingly, survey questionnaire and interviews questions were prepared and pilot tested and administered to a sample of 134 subjects which are composed of 8 Process Heads and 126 Core Process Officers, Support Process Officers, Manual and Technical Skill employees. A total of 120 (90%) of questionnaires were properly filled in and returned. Interview and document analysis were also made to complement the information obtained. All the closed ended questions of the questionnaires were analyzed quantitatively using frequency count, percentage and Pearson chi-square test whereas the data obtained from open ended questions, interviews and document analysis were transcribed to supplement the quantitative data. The result of this study indicated that the readiness for Balanced Scorecard design and implementation made by the bank was Commendable. The designing phase was done properly in terms of strategic plan preparation, theme identification, and strategic perspectives, corporate objectives and measures preparation. The relevance of Balanced Scorecard is not questionable as response by majority of respondents’ show. In fact, it was also good in terms of corporate scorecard alignment with processes and strategy. With regards to Balanced Scorecard implementation, it was in a decent stage at corporate level and at process level; however, it was at early stage in individual level. Lack of adequate knowledge on Balanced Scorecard, insufficient participation, lack of consistent monitoring and evaluation, gaps in setting measurement and targets in the cascading process, resistance to change and in ability to automate the implementation process are the major problems. Thus, to alleviate the above challenges recommendation were forwarded. It is recommended that the bank has to create enabling environment to increase the involvement of employees, revise the cascaded objectives, automate the implementation process and organize discussion as well as awareness creation program to check and recheck the implementation process. Advisors/Committee Members: Melaku Yimam (advisor).

Subjects/Keywords: DBE,; Performance Management

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APA (6^th Edition):

Asrat, T. (2014). Design and Implementation of Balanced Scorecard in the Development Bank of Ethiopia . (Thesis). Addis Ababa University. Retrieved from http://etd.aau.edu.et/dspace/handle/123456789/7707

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Asrat, Tereda. “Design and Implementation of Balanced Scorecard in the Development Bank of Ethiopia .” 2014. Thesis, Addis Ababa University. Accessed February 17, 2019. http://etd.aau.edu.et/dspace/handle/123456789/7707.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Asrat, Tereda. “Design and Implementation of Balanced Scorecard in the Development Bank of Ethiopia .” 2014. Web. 17 Feb 2019.

Vancouver:

Asrat T. Design and Implementation of Balanced Scorecard in the Development Bank of Ethiopia . [Internet] [Thesis]. Addis Ababa University; 2014. [cited 2019 Feb 17]. Available from: http://etd.aau.edu.et/dspace/handle/123456789/7707.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Asrat T. Design and Implementation of Balanced Scorecard in the Development Bank of Ethiopia . [Thesis]. Addis Ababa University; 2014. Available from: http://etd.aau.edu.et/dspace/handle/123456789/7707

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Addis Ababa University

7. MELAT, YILMA. PERFORMANCE MANAGEMENT PRACTICE AND CHALLENGES IN ETHIOPIAN MANAGEMENT INSTITUTE .

Degree: 2014, Addis Ababa University

URL: http://etd.aau.edu.et/dspace/handle/123456789/7908

► It is not known how and to what extent performance management system is practiced and the challenges at EMI and the main purpose of this… (more)

▼ It is not known how and to what extent performance management system is practiced and the challenges at EMI and the main purpose of this study is to assess and describe the performance management practice and challenges in Ethiopian Management Institute. The study tries to address the basic questions of how the alignment is made between organizational goal with that of the departmental and individual goal, how the planning, execution, assessment and review process was handled and identifying the purpose of having PMS in EMI and challenges faced while implementing performance management. To answer these questions descriptive survey research design has been deployed by using both quantitative and qualitative research approach. The total number of staff at EMI is 242 and for this study simple random sampling technique was used by taking 75 employees to fill in the self developed questionnaire, which is the main data collection instrument. The data gathered from the questionnaire were compiled by using SPSS software. Descriptive statistics method was used for analyzing data obtained from questionnaire and data gathered from interview and focus group discussion and document analysis were analyzed contextually. The result of the analysis was presented using tables. In general the finding of the study revealed that organizational goals were not fully aligned with departmental and individual goals, participation of employee’s in the planning stage of performance management is not across all staff of EMI, lack of regular feedback, lack of uniformity in gathering information about employee’s performance and lack of software for automating the PMS are the major problems noted. Having this in mind the researcher concluded that even though EMI has some good qualities in clearly defining the mission, vision and values and developing strategy map but a lot have to be made in making performance management system to be more useful for the organization. In order to fill the identified gap, recommendations were forwarded to align organizational goals with departmental and individual level, to improve the level of employee’s participation in the PMS process, to enhance the awareness of employees about the purpose of PMS, goals should be setted in mutual agreement, letting employees to assess their own performance using self-appraisal method, gather information about the performance of an employee from different sources. Finally, it is suggested to make the evaluation criteria to be very objective and conduct the evaluation at the right time Advisors/Committee Members: Ato Haileselassie W/Gerima (advisor).

Subjects/Keywords: performance management system

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APA (6^th Edition):

MELAT, Y. (2014). PERFORMANCE MANAGEMENT PRACTICE AND CHALLENGES IN ETHIOPIAN MANAGEMENT INSTITUTE . (Thesis). Addis Ababa University. Retrieved from http://etd.aau.edu.et/dspace/handle/123456789/7908

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

MELAT, YILMA. “PERFORMANCE MANAGEMENT PRACTICE AND CHALLENGES IN ETHIOPIAN MANAGEMENT INSTITUTE .” 2014. Thesis, Addis Ababa University. Accessed February 17, 2019. http://etd.aau.edu.et/dspace/handle/123456789/7908.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

MELAT, YILMA. “PERFORMANCE MANAGEMENT PRACTICE AND CHALLENGES IN ETHIOPIAN MANAGEMENT INSTITUTE .” 2014. Web. 17 Feb 2019.

Vancouver:

MELAT Y. PERFORMANCE MANAGEMENT PRACTICE AND CHALLENGES IN ETHIOPIAN MANAGEMENT INSTITUTE . [Internet] [Thesis]. Addis Ababa University; 2014. [cited 2019 Feb 17]. Available from: http://etd.aau.edu.et/dspace/handle/123456789/7908.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

MELAT Y. PERFORMANCE MANAGEMENT PRACTICE AND CHALLENGES IN ETHIOPIAN MANAGEMENT INSTITUTE . [Thesis]. Addis Ababa University; 2014. Available from: http://etd.aau.edu.et/dspace/handle/123456789/7908

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Nairobi

8. Ombogo, Janet A. Teachers’ perception towards performance management contracts .

Degree: 2011, University of Nairobi

URL: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12390

► The objectives of this study was to establish the teachers’ level of awareness of performance contracts adopted in public secondary schools and secondly to establish… (more)

▼ The objectives of this study was to establish the teachers’ level of awareness of performance contracts adopted in public secondary schools and secondly to establish their perception towards performance contracting. To satisfy the research objectives, the author used a descriptive research design. The sampling framework included all public secondary school teachers in Siaya District. Primary data was collected from 50 respondents (Principals, Deputy Principals and Heads of departments) using structured questionnaires. Analysis was done using frequency tables, percentages, mean scores, standard deviations and cross tabulations. Where appropriate, the study results were presented in pie charts. The results of the study show that most teachers (ninety six percent) are aware of performance contracting and majority had received information about performance contracting from various sources; forty two percent from the press, twenty one percent from Ministry of Education and nineteen percent from Teachers Service Commission. However, some respondents have not read the contracts and this could have an influence on their perception towards performance management contracts. The study also revealed that most respondents (eighty three percent) have strategic plans in their respective schools and ninety seven percent of them were involved in its development. Perhaps this explains why some teachers don’t read performance contracts simply because they are involved in their development and do not see the need to read through them since they know what is contained in them. It was also apparent that sixty four percent of teachers view performance contracting as an effective tool for improving performance in public institutions, forty six percent said that there was inadequate resource allocation to enable them achieve set targets while fifty eight percent feel that further improvements are necessary to enhance the effectiveness of performance contracting. It is therefore concluded that teachers perceive the introduction of performance contracts as a way that brought freedom in performance of duties but not entirely and that other factors like motivation and advancement of teachers has to be given priority. The challenges experienced by teachers in performance contracting include lack of adequate and untimely release of resources; some targets are highly ambitious and unplanned transfer of teachers. The said challenges if addressed appropriately would result in improved efficiency and effectiveness in implementing activities. The study therefore recommends that there is need for a solid legal framework in performance contracting which sets out the basic premises and the status of the contract. The other improvement that the study recommends is stability of resources to enhance the motivating effect of contract and finally contract management should be accompanied by performance oriented change in the public schools structure and management culture.

Subjects/Keywords: Performance management; Perception

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Ombogo, J. A. (2011). Teachers’ perception towards performance management contracts . (Thesis). University of Nairobi. Retrieved from http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12390

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Ombogo, Janet A. “Teachers’ perception towards performance management contracts .” 2011. Thesis, University of Nairobi. Accessed February 17, 2019. http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12390.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Ombogo, Janet A. “Teachers’ perception towards performance management contracts .” 2011. Web. 17 Feb 2019.

Vancouver:

Ombogo JA. Teachers’ perception towards performance management contracts . [Internet] [Thesis]. University of Nairobi; 2011. [cited 2019 Feb 17]. Available from: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12390.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Ombogo JA. Teachers’ perception towards performance management contracts . [Thesis]. University of Nairobi; 2011. Available from: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12390

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

California State Polytechnic University – Pomona

9. Doi, Jennifer. Developing a Supplier Performance Management Program at a Southern California Utility Company.

Degree: M.B.A., Business Administration, 2017, California State Polytechnic University – Pomona

URL: http://hdl.handle.net/10211.3/197322

► The purpose of this study was to develop, implement, and evaluate a Supplier Performance Management program at a Southern California utility company. The Supply Management… (more)

Subjects/Keywords: supplier performance management

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APA (6^th Edition):

Doi, J. (2017). Developing a Supplier Performance Management Program at a Southern California Utility Company. (Masters Thesis). California State Polytechnic University – Pomona. Retrieved from http://hdl.handle.net/10211.3/197322

Chicago Manual of Style (16^th Edition):

Doi, Jennifer. “Developing a Supplier Performance Management Program at a Southern California Utility Company.” 2017. Masters Thesis, California State Polytechnic University – Pomona. Accessed February 17, 2019. http://hdl.handle.net/10211.3/197322.

MLA Handbook (7^th Edition):

Doi, Jennifer. “Developing a Supplier Performance Management Program at a Southern California Utility Company.” 2017. Web. 17 Feb 2019.

Vancouver:

Doi J. Developing a Supplier Performance Management Program at a Southern California Utility Company. [Internet] [Masters thesis]. California State Polytechnic University – Pomona; 2017. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/10211.3/197322.

Council of Science Editors:

Doi J. Developing a Supplier Performance Management Program at a Southern California Utility Company. [Masters Thesis]. California State Polytechnic University – Pomona; 2017. Available from: http://hdl.handle.net/10211.3/197322

North-West University

10. Reyneke, Susanna Gertruida. The alignment of performance indicators within the Overstrand Local Municipality : determining the role of management / Susanna Gertruida Reyneke .

Degree: 2014, North-West University

URL: http://hdl.handle.net/10394/13962

► This study investigates the role of managers, especially senior managers, with respect to the alignment of individual and institutional performance indicators in the Overstrand Local… (more)

Subjects/Keywords: Performance Management; Performance Management System; Human Resources; Appraisal; Management; Performance Feedback

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APA (6^th Edition):

Reyneke, S. G. (2014). The alignment of performance indicators within the Overstrand Local Municipality : determining the role of management / Susanna Gertruida Reyneke . (Thesis). North-West University. Retrieved from http://hdl.handle.net/10394/13962

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Reyneke, Susanna Gertruida. “The alignment of performance indicators within the Overstrand Local Municipality : determining the role of management / Susanna Gertruida Reyneke .” 2014. Thesis, North-West University. Accessed February 17, 2019. http://hdl.handle.net/10394/13962.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Reyneke, Susanna Gertruida. “The alignment of performance indicators within the Overstrand Local Municipality : determining the role of management / Susanna Gertruida Reyneke .” 2014. Web. 17 Feb 2019.

Vancouver:

Reyneke SG. The alignment of performance indicators within the Overstrand Local Municipality : determining the role of management / Susanna Gertruida Reyneke . [Internet] [Thesis]. North-West University; 2014. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/10394/13962.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Reyneke SG. The alignment of performance indicators within the Overstrand Local Municipality : determining the role of management / Susanna Gertruida Reyneke . [Thesis]. North-West University; 2014. Available from: http://hdl.handle.net/10394/13962

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

KTH

11. Bywall, Karin. Environmental Management and its related Financial and Environmental Performance Measurements : A study within Swedish Retail.

Degree: Environmental science and Engineering, 2018, KTH

URL: http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-233817

►

Company managers have increasingly adopted environmental management in the 2000’s, and the relationship between environmental management and financial performance has been a subject for… (more)

▼

Company managers have increasingly adopted environmental management in the 2000’s, and the relationship between environmental management and financial performance has been a subject for discussion during the last decades because of inconsistent results. The aim of this study is to investigate this relationship between environmental management and financial performance within companies, and to analyse how Swedish retail companies are evaluating the environmental and financial results from environmental management. The methodology used for the study is a literature review to capture the current knowledge area in research, a study of companies’ sustainability reports and an interview study to collect empirical evidence from the retail sector. The literature study shows a positive result between environmental performance and financial performance, a positive relationship between environmental management and financial performance, and non-conclusive data of the relationship between environmental management systems and financial performance. Furthermore it shows that companies are measuring and reporting environmental performance but no or few companies are reporting the financial outcome from environmental management, however companies seem to measure cost savings from environmental management. From this study, no consensus of a general methodology of the measuring of the financial outcomes from environmental management has been found. The findings are not representing the entire retail sector and should rather be seen as empirical evidence from a number of retail companies. The conclusion made was that the ambitions within environmental management differ within one industry sector, and that there seem to be no general methodology for measuring the financial outcome from environmental management.

Miljömanagement har införts av fler och fler företagsledare under 2000-talet, och kopplingen mellan miljömanagement och affärsnytta har varit ett ämne för debatt under de senaste decennierna då resultaten ofta varit motsägande. Syftet med den här studien är att undersöka relationen mellan miljömanagement och affärsnytta inom företag, samt att analysera hur svensk detaljhandel utvärderar och mäter de miljömässiga och ekonomiska resultaten från miljömanagement. Metoden som har använts är en litteraturstudie för att fånga det nuvarande kunskapsläget i forskningen, en studie av företags hållbarhetsrapporter samt en intervjustudie för att samla empirisk data från detaljhandeln. Litteraturstudien visar att relationen mellan miljöprestanda och affärsnytta är positiv, att relationen mellan miljömanagement och affärsnytta är positiv samt en icke-bestämd relation mellan miljöledningssystem och affärsnytta. Studien visar även att företag inom detaljhandeln mäter och rapporterar miljöprestanda men inga eller få företag rapporterar affärsnytta från miljömanagement, däremot förekommer mätningar av kostnadsbesparingar hos flera företag. Inga generella metoder för att…

Subjects/Keywords: Environmental Management; Financial performance; Environmental performance; Performance measurements; Environmental Management; Miljöledning

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APA (6^th Edition):

Bywall, K. (2018). Environmental Management and its related Financial and Environmental Performance Measurements : A study within Swedish Retail. (Thesis). KTH. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-233817

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Bywall, Karin. “Environmental Management and its related Financial and Environmental Performance Measurements : A study within Swedish Retail.” 2018. Thesis, KTH. Accessed February 17, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-233817.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Bywall, Karin. “Environmental Management and its related Financial and Environmental Performance Measurements : A study within Swedish Retail.” 2018. Web. 17 Feb 2019.

Vancouver:

Bywall K. Environmental Management and its related Financial and Environmental Performance Measurements : A study within Swedish Retail. [Internet] [Thesis]. KTH; 2018. [cited 2019 Feb 17]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-233817.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Bywall K. Environmental Management and its related Financial and Environmental Performance Measurements : A study within Swedish Retail. [Thesis]. KTH; 2018. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-233817

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of KwaZulu-Natal

12. Mazibuko, Lindani Thando. Academic staff perceptions of performance management : a qualitative study.

Degree: 2016, University of KwaZulu-Natal

URL: http://hdl.handle.net/10413/14928

► Performance management as a tool of managing human recourses has flourished into the higher education sector, with more and more universities employing it to manage… (more)

Subjects/Keywords: Performance management.; Employee performance.; Organisational psychology.; Psychology.

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APA (6^th Edition):

Mazibuko, L. T. (2016). Academic staff perceptions of performance management : a qualitative study. (Thesis). University of KwaZulu-Natal. Retrieved from http://hdl.handle.net/10413/14928

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Mazibuko, Lindani Thando. “Academic staff perceptions of performance management : a qualitative study.” 2016. Thesis, University of KwaZulu-Natal. Accessed February 17, 2019. http://hdl.handle.net/10413/14928.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Mazibuko, Lindani Thando. “Academic staff perceptions of performance management : a qualitative study.” 2016. Web. 17 Feb 2019.

Vancouver:

Mazibuko LT. Academic staff perceptions of performance management : a qualitative study. [Internet] [Thesis]. University of KwaZulu-Natal; 2016. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/10413/14928.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Mazibuko LT. Academic staff perceptions of performance management : a qualitative study. [Thesis]. University of KwaZulu-Natal; 2016. Available from: http://hdl.handle.net/10413/14928

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Newcastle

13. Nolan, John Anthony. An investigation into the provision of performance feedback in selected Australian workplaces.

Degree: PhD, 2012, University of Newcastle

URL: http://hdl.handle.net/1959.13/932186

►

Research Doctorate - Doctor of Philosophy (PhD)

Organisations and individuals have continuously expressed concerns about the failure of performance management systems to provide adequate and… (more)

▼

Research Doctorate - Doctor of Philosophy (PhD)

Organisations and individuals have continuously expressed concerns about the failure of performance management systems to provide adequate and timely provision of performance feedback to an individual. The emphasis on feedback provision in past managerial research, including within Australia, has been from an organisational level, with most studies sampling human resource professionals and managers. This thesis differs because it aims to contribute to an understanding of the role of performance feedback in an Australian organisational workplace setting from an individual’s perspective. Three organisations were sampled: one from the professional sector (n = 24 interviewees); one from the traditional manufacturing sector (n = 21 interviewees); and one from the finance sector (n = 17 interviewees). A triangulation method was adopted for the study. This consisted of semi-structured interviews, a brief quantitative survey comprising Likert items, and an examination of company documentation. During the semi-structured interviews, data was gathered to ascertain employee understanding of performance feedback, the way in which employees receive performance feedback, and whether employees are satisfied with their performance feedback. Additionally, information on factors that might impede managers from delivering feedback and factors that might impede employees from effectively engaging with the PMS was also gathered. Employee understanding of performance feedback was varied and expressed in terms of exposure to both formal and informal feedback channels. Across the organisations sampled, formal feedback generally equated with the receiving of performance feedback during the scheduled appraisal interview. Informal feedback was seen as the day-to-day comments received by employees. It was mainly described as spontaneous and positive with most performance feedback received from an immediate manager. The majority of interviewees associated feedback with the operations of the PMS, or with informal performance information from management and from (to a lesser degree) other colleagues. General themes derived from the qualitative interviews across the companies included the need for more timely and constructive formal and informal feedback (with the importance of the latter best described by the quote ‘the icing on the cake’) from better trained, emotionally mature managers and supervisors, and in a supportive organisation climate. Conversely, what also emerged was that employees might not have the necessary skills to fully engage in their own performance management. None of the company performance management systems recognised this. In the combined sample of all three organisations (n = 62 interviewees), the first hypothesis that individual satisfaction with performance feedback will be significantly associated with their work satisfaction was supported. The second hypothesis that individual satisfaction with their performance management system will be significantly associated with…

Advisors/Committee Members: University of Newcastle. Faculty of Business and Law, Newcastle Business School.

Subjects/Keywords: performance feedback; performance management; workplace setting

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APA (6^th Edition):

Nolan, J. A. (2012). An investigation into the provision of performance feedback in selected Australian workplaces. (Doctoral Dissertation). University of Newcastle. Retrieved from http://hdl.handle.net/1959.13/932186

Chicago Manual of Style (16^th Edition):

Nolan, John Anthony. “An investigation into the provision of performance feedback in selected Australian workplaces.” 2012. Doctoral Dissertation, University of Newcastle. Accessed February 17, 2019. http://hdl.handle.net/1959.13/932186.

MLA Handbook (7^th Edition):

Nolan, John Anthony. “An investigation into the provision of performance feedback in selected Australian workplaces.” 2012. Web. 17 Feb 2019.

Vancouver:

Nolan JA. An investigation into the provision of performance feedback in selected Australian workplaces. [Internet] [Doctoral dissertation]. University of Newcastle; 2012. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/1959.13/932186.

Council of Science Editors:

Nolan JA. An investigation into the provision of performance feedback in selected Australian workplaces. [Doctoral Dissertation]. University of Newcastle; 2012. Available from: http://hdl.handle.net/1959.13/932186

Open Universiteit Nederland

14. Blankestijn. De beleving van het beoordelingssysteem The Perception of a Performance Appraisal System Een onderzoek onder medewerkers van de faculteit Natuur & Techniek van Hogeschool Utrecht A study among members of the Faculty of Natural Sciences & Technology Hogeschool Utrecht .

Degree: 2014, Open Universiteit Nederland

URL: http://hdl.handle.net/1820/6680

► bstract Today's society is changing as a result of periods of alternating growth and migration of people from Third World countries to regions with prosperity.… (more)

▼ bstract Today's society is changing as a result of periods of alternating growth and migration of people from Third World countries to regions with prosperity. Not only cultural change plays a big role, organizations must also adept to the changing needs of stakeholders. Balogun (2003) states that the result of organizational changes depends on the interpretation of the middle managers on what should be achieved and how they implement it. Because the degree of success of the change depends on the manner in which the middle manager acts, it is very important to recognize the effective middle managers. Middle managers are characterized by the position they have as the link between the strategic and operational levels. Middle managers are defined as two levels below the CEO and one level above the employees. ( Huy, 2001) Many studies are conducted on middle managers, their role in change processes and how effective the result is. Young & Dulewicz (2005) have demonstrated in their research the relationship between individual characteristics and successful leadership. An empirical study of Wren & Dulewicz (2005), of among senior managers in the British Royal Air Force, demonstrated that there is a connection between the presence of competencies and their contribution to successful change. In the literature, little is known about the presence of certain competences of a middle manager at the effectiveness of change processes within the military context. This study aims to determine the effect of the degree of presence of certain competencies of the military middle manager (captains, majors and lieutenant colonels) on the effectiveness of change. The competencies as determined by Wren & Dulewicz (2005) to contribute to a successful change are reviewed for the context of this study. Competencies have been measured by a 360° feedback method. A literature review is conducted to determine the contribution to successful change and how the effectiveness of change processes can be measured. The degree of effectiveness of leadership is determined by using the work experience model ‘picture’. In this model, factors like engagement and work-related stress are determined. A desktop study on the results of ‘picture’ of 2010 and 2013 gives insight into the extent to which the effectiveness has changed over time. In line with the theory it is shown that the results of ‘picture’ there is a connection between engagement and work-related stress. Analysis of the data from 2010 and 2013 shows that the variable engagement has remained virtually unchanged and the variable work-related stress has increased. The research also shows that the more a middle manager has certain competencies, the less the employees suffer from work-related stress. Further more it shows that middle managers who have certain competencies are more successful in implementing change. A reservation to this case study must be made because the group of middle managers was small in size and only two of the three ranks of the military target middle managers were…

Subjects/Keywords: Performance Appraisal; Performance Management; Sensmaking; Perception

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APA (6^th Edition):

Blankestijn. (2014). De beleving van het beoordelingssysteem The Perception of a Performance Appraisal System Een onderzoek onder medewerkers van de faculteit Natuur & Techniek van Hogeschool Utrecht A study among members of the Faculty of Natural Sciences & Technology Hogeschool Utrecht . (Masters Thesis). Open Universiteit Nederland. Retrieved from http://hdl.handle.net/1820/6680

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Chicago Manual of Style (16^th Edition):

Blankestijn. “De beleving van het beoordelingssysteem The Perception of a Performance Appraisal System Een onderzoek onder medewerkers van de faculteit Natuur & Techniek van Hogeschool Utrecht A study among members of the Faculty of Natural Sciences & Technology Hogeschool Utrecht .” 2014. Masters Thesis, Open Universiteit Nederland. Accessed February 17, 2019. http://hdl.handle.net/1820/6680.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

MLA Handbook (7^th Edition):

Blankestijn. “De beleving van het beoordelingssysteem The Perception of a Performance Appraisal System Een onderzoek onder medewerkers van de faculteit Natuur & Techniek van Hogeschool Utrecht A study among members of the Faculty of Natural Sciences & Technology Hogeschool Utrecht .” 2014. Web. 17 Feb 2019.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Vancouver:

Blankestijn. De beleving van het beoordelingssysteem The Perception of a Performance Appraisal System Een onderzoek onder medewerkers van de faculteit Natuur & Techniek van Hogeschool Utrecht A study among members of the Faculty of Natural Sciences & Technology Hogeschool Utrecht . [Internet] [Masters thesis]. Open Universiteit Nederland; 2014. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/1820/6680.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Council of Science Editors:

Blankestijn. De beleving van het beoordelingssysteem The Perception of a Performance Appraisal System Een onderzoek onder medewerkers van de faculteit Natuur & Techniek van Hogeschool Utrecht A study among members of the Faculty of Natural Sciences & Technology Hogeschool Utrecht . [Masters Thesis]. Open Universiteit Nederland; 2014. Available from: http://hdl.handle.net/1820/6680

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

KTH

15. Chibuye, Lweendo. Performance Measurement Systems : pre-conditions & implementation process for manufacturers moving downstream.

Degree: Industrial Economics and Management (Dept.), 2013, KTH

URL: http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-124522

► Manufacturers have in recent years become more and more aware of the benefits of offering more comprehensive value propositions. As the economic climate changes,… (more)

▼ Manufacturers have in recent years become more and more aware of the benefits of offering more comprehensive value propositions. As the economic climate changes, more manufacturers are trying to capture value further downstream in the value chain by providing services. The field of performance management has been extensively adopted in production and the benefits of performance measurement have been widely praised both in literature and in business. The literature on performance management has also extended into service management and how to manage service performance. But how can performance measurement and performance measurement systems be implemented when the line between products and services becomes more and more unclear? Over a twenty week period, the researchers have studied, analyzed, and observed the procedures at Scania CV’s maintenance development and delivery organization. The study was conducted on Scania’s premises in Södertälje, Sweden. Scania’s Preventative Maintenance Development group develops and sets the requirements for the preventative maintenance programs Scania offers to its customers. The group had a desire to track and measure what effects changes made in the maintenance program have on the customer’s life cycle profit. At Scania’s Preventative Maintenance Development group, there is a developed performance measurement system, MPI-model, consisting of maintenance performance indicators (MPIs). The current MPI-model, however, lacks practical applicability. The master thesis has aimed at investigating how the MPI-model could be implemented in the preventative maintenance development by researching what criteria are set in literature for performance measures, how existing resources can be employed, and how performance measurement systems can be used. Apart from conducting a case study, in order to investigate how performance measurement systems could be implemented, an extensive literature review was also conducted to provide the necessary theoretical knowledge. The result of the study was a proposed three-step model that clarifies the requirements for the implementation of a performance measurement system.

Subjects/Keywords: Servitization; performance management; performance measurement systems

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APA (6^th Edition):

Chibuye, L. (2013). Performance Measurement Systems : pre-conditions & implementation process for manufacturers moving downstream. (Thesis). KTH. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-124522

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Chibuye, Lweendo. “Performance Measurement Systems : pre-conditions & implementation process for manufacturers moving downstream.” 2013. Thesis, KTH. Accessed February 17, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-124522.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Chibuye, Lweendo. “Performance Measurement Systems : pre-conditions & implementation process for manufacturers moving downstream.” 2013. Web. 17 Feb 2019.

Vancouver:

Chibuye L. Performance Measurement Systems : pre-conditions & implementation process for manufacturers moving downstream. [Internet] [Thesis]. KTH; 2013. [cited 2019 Feb 17]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-124522.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Chibuye L. Performance Measurement Systems : pre-conditions & implementation process for manufacturers moving downstream. [Thesis]. KTH; 2013. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-124522

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

KTH

16. Hussein, Johari. Assessment of Building Performance Measurement Tanzania.

Degree: Real Estate and Construction Management, 2011, KTH

URL: http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-39806

► Provision of an understanding of the complexes and implications associated with building performance measurement in relation to supporting the organizational objectives by Tanzania facility… (more)

Subjects/Keywords: Performance measurement; building performance; facility management

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APA (6^th Edition):

Hussein, J. (2011). Assessment of Building Performance Measurement Tanzania. (Thesis). KTH. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-39806

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Hussein, Johari. “Assessment of Building Performance Measurement Tanzania.” 2011. Thesis, KTH. Accessed February 17, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-39806.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Hussein, Johari. “Assessment of Building Performance Measurement Tanzania.” 2011. Web. 17 Feb 2019.

Vancouver:

Hussein J. Assessment of Building Performance Measurement Tanzania. [Internet] [Thesis]. KTH; 2011. [cited 2019 Feb 17]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-39806.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Hussein J. Assessment of Building Performance Measurement Tanzania. [Thesis]. KTH; 2011. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-39806

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

North-West University

17. De Jager, Nicolaas Fourie. Evaluation of the balanced scorecard system within a steel organisation in South Africa / Nicolaas Fourie de Jager .

Degree: 2009, North-West University

URL: http://hdl.handle.net/10394/4791

► Performance management has become vital in any organisation in order to ensure a competitive advantage for organisations in the ever changing environment. The Balanced Scorecard… (more)

▼ Performance management has become vital in any organisation in order to ensure a competitive advantage for organisations in the ever changing environment. The Balanced Scorecard (BSC) system, used as a performance management and a performance measurement tool, will ensure that organisational goals and strategic targets are achieved if it is implemented and applied effectively. The BSC system is a management tool that can be used to transform strategy into action. The use of the BSC system was seen as a problem as used within ArcelorMittal South Africa (AMSA). This paper includes a literature study on the BSC system as well as an empirical study regarding the application of the BSC system in a steel organisation. Literature on the BSC advises that the objectives, measurements and targets should be aligned with the organisation's strategy and vision to ensure improved long-term performance. In order to ensure alignment to all levels in the organisation the top level scorecard needs to be cascaded to lower levels to ensure that the right strategic goals are followed. The BSC system has a high number of benefits when implemented and applied effectively. An empirical study done at ArcelorMittal's Rolling department on people in different divisions, people on different job levels, people in different age groups and people with different years of service, indicated more or less the same average responses on specific BSC related issues. In general, it was concluded that the BSC is not effectively applied with in Rolling, mainly because of communication issues, a forced distribution approach by senior management, and compensation linked to performance discrepancies. Although the average ratings on BSC related questions came out on fairly average ratings, the majority of people indicated, that the BSC system is not transparent enough, nor is it applied effectively. Various specific conclusions and recommendations were made in order to identify and improve the progression of the BSC system at Rolling going forward.

Subjects/Keywords: Performance measurement; Performance management; Scorecard; Strategy; Cascading

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APA (6^th Edition):

De Jager, N. F. (2009). Evaluation of the balanced scorecard system within a steel organisation in South Africa / Nicolaas Fourie de Jager . (Thesis). North-West University. Retrieved from http://hdl.handle.net/10394/4791

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

De Jager, Nicolaas Fourie. “Evaluation of the balanced scorecard system within a steel organisation in South Africa / Nicolaas Fourie de Jager .” 2009. Thesis, North-West University. Accessed February 17, 2019. http://hdl.handle.net/10394/4791.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

De Jager, Nicolaas Fourie. “Evaluation of the balanced scorecard system within a steel organisation in South Africa / Nicolaas Fourie de Jager .” 2009. Web. 17 Feb 2019.

Vancouver:

De Jager NF. Evaluation of the balanced scorecard system within a steel organisation in South Africa / Nicolaas Fourie de Jager . [Internet] [Thesis]. North-West University; 2009. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/10394/4791.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

De Jager NF. Evaluation of the balanced scorecard system within a steel organisation in South Africa / Nicolaas Fourie de Jager . [Thesis]. North-West University; 2009. Available from: http://hdl.handle.net/10394/4791

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

North-West University

18. Mabeleng, Tebogo Joyce. The effect of performance appraisal system on rewards and self-efficacy beliefs in a South African utility company / Tebogo Joyce Mabeleng .

Degree: 2014, North-West University

URL: http://hdl.handle.net/10394/15380

► The research study was conducted to investigate the effects of a performance appraisal system, rewards and self-efficacy beliefs in a utility company in South Africa.… (more)

Subjects/Keywords: Performance Management; Performance Appraisal; Rewards; Self-efficacy

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APA (6^th Edition):

Mabeleng, T. J. (2014). The effect of performance appraisal system on rewards and self-efficacy beliefs in a South African utility company / Tebogo Joyce Mabeleng . (Thesis). North-West University. Retrieved from http://hdl.handle.net/10394/15380

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Mabeleng, Tebogo Joyce. “The effect of performance appraisal system on rewards and self-efficacy beliefs in a South African utility company / Tebogo Joyce Mabeleng .” 2014. Thesis, North-West University. Accessed February 17, 2019. http://hdl.handle.net/10394/15380.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Mabeleng, Tebogo Joyce. “The effect of performance appraisal system on rewards and self-efficacy beliefs in a South African utility company / Tebogo Joyce Mabeleng .” 2014. Web. 17 Feb 2019.

Vancouver:

Mabeleng TJ. The effect of performance appraisal system on rewards and self-efficacy beliefs in a South African utility company / Tebogo Joyce Mabeleng . [Internet] [Thesis]. North-West University; 2014. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/10394/15380.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Mabeleng TJ. The effect of performance appraisal system on rewards and self-efficacy beliefs in a South African utility company / Tebogo Joyce Mabeleng . [Thesis]. North-West University; 2014. Available from: http://hdl.handle.net/10394/15380

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Texas A&M University

19. Rashed, Amir. Evaluation of Pavement Network Performance in Texas Considering Multiple Performance Metrics.

Degree: MS, Civil Engineering, 2016, Texas A&M University

URL: http://hdl.handle.net/1969.1/174266

► Performance management is increasingly emphasized at the state and national levels. This is evident in the Moving Ahead for Progress in the 21st Century Act… (more)

▼ Performance management is increasingly emphasized at the state and national levels. This is evident in the Moving Ahead for Progress in the 21st Century Act (MAP-21) and performance targets set by individual state Departments of Transportation (DOTs). This management approach requires the establishment of performance goals, measures, metrics for pavement networks, and systematic measurement of progress towards achieving these goals. MAP-21 and individual state DOTs use multiple metrics for assessing the performance of pavement networks. This thesis applies different performance criteria to the roadway network in Texas to determine the degree of consistency among the performance metrics used by the Texas Department of Transportation (TxDOT) and MAP-21. Statistical tests are used to compare different sets of results in order to determine if significant differences exist between these metrics, namely the International Roughness Index (IRI), and TxDOT’s Condition Score (CS) and Distress Score (DS). The results of this research indicate that urban roads had significantly and consistently higher IRI than rural roads throughout the past nine years. However, the DS and CS data do not provide strong evidence to support the idea that rural and urban pavements perform. The results indicate that the three metrics agreed about 22 percent of the time when comparing pavement performance in rural and urban areas. Similar results were obtained when comparing different pavement types. When comparing two pavement types (ACP and CRCP), the IRI data yielded that CRCP roads had significantly and consistently higher IRI than ACP roads throughout the past nine years. However, the DS and CS data do not provide strong evidence to support this idea. The three metrics agreed 30 percent of the time when comparing the performance of CRCP and ACP on a year-by-year basis. Additionally, statistical correlation models were developed to derive IRI threshold values consistent with the existing threshold values for CS and DS. The study area consists of the Houston district of TxDOT. The Houston district was selected for conducting this study because it includes both urban and rural areas and it includes different pavement types. This network consists of 2,386 lane-miles of urban roads and 1,571 lane-miles of rural roads. The data for conducting this research was obtained from TxDOT’s Pavement Management Information System (PMIS) database. Advisors/Committee Members: Gharaibeh, Nasir (advisor), Damnjanovic, Ivan (advisor), Choi, Kunhee (committee member).

Subjects/Keywords: Performance Management; Performance Metrics; TxDOT Pavement Network

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APA (6^th Edition):

Rashed, A. (2016). Evaluation of Pavement Network Performance in Texas Considering Multiple Performance Metrics. (Masters Thesis). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/174266

Chicago Manual of Style (16^th Edition):

Rashed, Amir. “Evaluation of Pavement Network Performance in Texas Considering Multiple Performance Metrics.” 2016. Masters Thesis, Texas A&M University. Accessed February 17, 2019. http://hdl.handle.net/1969.1/174266.

MLA Handbook (7^th Edition):

Rashed, Amir. “Evaluation of Pavement Network Performance in Texas Considering Multiple Performance Metrics.” 2016. Web. 17 Feb 2019.

Vancouver:

Rashed A. Evaluation of Pavement Network Performance in Texas Considering Multiple Performance Metrics. [Internet] [Masters thesis]. Texas A&M University; 2016. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/1969.1/174266.

Council of Science Editors:

Rashed A. Evaluation of Pavement Network Performance in Texas Considering Multiple Performance Metrics. [Masters Thesis]. Texas A&M University; 2016. Available from: http://hdl.handle.net/1969.1/174266

University of South Africa

20. Phathela, Jeremiah. The management of the performance appraisal process in the Department of Home Affairs: the case of Tshwane area.

Degree: 2017, University of South Africa

URL: http://hdl.handle.net/10500/24342

► The purpose of this study is to explore the manager-subordinate conflicts or disagreements in relation to performance appraisal in the Department of Home Affairs in… (more)

Subjects/Keywords: Management; Performance; Performance appraisal; Appraisal; Process

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APA (6^th Edition):

Phathela, J. (2017). The management of the performance appraisal process in the Department of Home Affairs: the case of Tshwane area. (Masters Thesis). University of South Africa. Retrieved from http://hdl.handle.net/10500/24342

Chicago Manual of Style (16^th Edition):

Phathela, Jeremiah. “The management of the performance appraisal process in the Department of Home Affairs: the case of Tshwane area.” 2017. Masters Thesis, University of South Africa. Accessed February 17, 2019. http://hdl.handle.net/10500/24342.

MLA Handbook (7^th Edition):

Phathela, Jeremiah. “The management of the performance appraisal process in the Department of Home Affairs: the case of Tshwane area.” 2017. Web. 17 Feb 2019.

Vancouver:

Phathela J. The management of the performance appraisal process in the Department of Home Affairs: the case of Tshwane area. [Internet] [Masters thesis]. University of South Africa; 2017. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/10500/24342.

Council of Science Editors:

Phathela J. The management of the performance appraisal process in the Department of Home Affairs: the case of Tshwane area. [Masters Thesis]. University of South Africa; 2017. Available from: http://hdl.handle.net/10500/24342

San Jose State University

21. Luong, Mina. Performance Management and Performance: The Mediating Role of Engagement.

Degree: MS, Psychology, 2012, San Jose State University

URL: https://scholarworks.sjsu.edu/etd_theses/4199

► Organizations have been using performance management (PM) systems to improve performance and productivity. However, given the ineffectiveness of the PM systems currently in use,… (more)

Subjects/Keywords: Employee Engagement; Employee Performance; Performance Management

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APA (6^th Edition):

Luong, M. (2012). Performance Management and Performance: The Mediating Role of Engagement. (Masters Thesis). San Jose State University. Retrieved from https://scholarworks.sjsu.edu/etd_theses/4199

Chicago Manual of Style (16^th Edition):

Luong, Mina. “Performance Management and Performance: The Mediating Role of Engagement.” 2012. Masters Thesis, San Jose State University. Accessed February 17, 2019. https://scholarworks.sjsu.edu/etd_theses/4199.

MLA Handbook (7^th Edition):

Luong, Mina. “Performance Management and Performance: The Mediating Role of Engagement.” 2012. Web. 17 Feb 2019.

Vancouver:

Luong M. Performance Management and Performance: The Mediating Role of Engagement. [Internet] [Masters thesis]. San Jose State University; 2012. [cited 2019 Feb 17]. Available from: https://scholarworks.sjsu.edu/etd_theses/4199.

Council of Science Editors:

Luong M. Performance Management and Performance: The Mediating Role of Engagement. [Masters Thesis]. San Jose State University; 2012. Available from: https://scholarworks.sjsu.edu/etd_theses/4199

Temple University

22. Kline, William. EXECUTIVE PAY: RELATIONSHIPS WITH RISK-ADJUSTED PERFORMANCE, ENTRY MODE CHOICES, AND FIRM CONTROL SYSTEMS.

Degree: PhD, 2013, Temple University

URL: http://digital.library.temple.edu/u?/p245801coll10,214759

►

Business Administration/Strategic Management

This dissertation consists of three papers examining managerial decision theory, executive compensation, and firm performance. The first paper examines the relationship between… (more)

Subjects/Keywords: Management; agency; pay; performance; TMT

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APA (6^th Edition):

Kline, W. (2013). EXECUTIVE PAY: RELATIONSHIPS WITH RISK-ADJUSTED PERFORMANCE, ENTRY MODE CHOICES, AND FIRM CONTROL SYSTEMS. (Doctoral Dissertation). Temple University. Retrieved from http://digital.library.temple.edu/u?/p245801coll10,214759

Chicago Manual of Style (16^th Edition):

Kline, William. “EXECUTIVE PAY: RELATIONSHIPS WITH RISK-ADJUSTED PERFORMANCE, ENTRY MODE CHOICES, AND FIRM CONTROL SYSTEMS.” 2013. Doctoral Dissertation, Temple University. Accessed February 17, 2019. http://digital.library.temple.edu/u?/p245801coll10,214759.

MLA Handbook (7^th Edition):

Kline, William. “EXECUTIVE PAY: RELATIONSHIPS WITH RISK-ADJUSTED PERFORMANCE, ENTRY MODE CHOICES, AND FIRM CONTROL SYSTEMS.” 2013. Web. 17 Feb 2019.

Vancouver:

Kline W. EXECUTIVE PAY: RELATIONSHIPS WITH RISK-ADJUSTED PERFORMANCE, ENTRY MODE CHOICES, AND FIRM CONTROL SYSTEMS. [Internet] [Doctoral dissertation]. Temple University; 2013. [cited 2019 Feb 17]. Available from: http://digital.library.temple.edu/u?/p245801coll10,214759.

Council of Science Editors:

Kline W. EXECUTIVE PAY: RELATIONSHIPS WITH RISK-ADJUSTED PERFORMANCE, ENTRY MODE CHOICES, AND FIRM CONTROL SYSTEMS. [Doctoral Dissertation]. Temple University; 2013. Available from: http://digital.library.temple.edu/u?/p245801coll10,214759

University of Pretoria

23. Dukhi, Avisthi. The enablers and inhibitors of performance management at Multichoice (Pty) Ltd.

Degree: Gordon Institute of Business Science (GIBS), 2012, University of Pretoria

URL: http://hdl.handle.net/2263/25814

► It is suggested that there is a world of research on the design and implementation of performance management and the effect it has on overall… (more)

Subjects/Keywords: UCTD; Inhibitors; Enablers; Performance management

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APA (6^th Edition):

Dukhi, A. (2012). The enablers and inhibitors of performance management at Multichoice (Pty) Ltd. (Masters Thesis). University of Pretoria. Retrieved from http://hdl.handle.net/2263/25814

Chicago Manual of Style (16^th Edition):

Dukhi, Avisthi. “The enablers and inhibitors of performance management at Multichoice (Pty) Ltd.” 2012. Masters Thesis, University of Pretoria. Accessed February 17, 2019. http://hdl.handle.net/2263/25814.

MLA Handbook (7^th Edition):

Dukhi, Avisthi. “The enablers and inhibitors of performance management at Multichoice (Pty) Ltd.” 2012. Web. 17 Feb 2019.

Vancouver:

Dukhi A. The enablers and inhibitors of performance management at Multichoice (Pty) Ltd. [Internet] [Masters thesis]. University of Pretoria; 2012. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/2263/25814.

Council of Science Editors:

Dukhi A. The enablers and inhibitors of performance management at Multichoice (Pty) Ltd. [Masters Thesis]. University of Pretoria; 2012. Available from: http://hdl.handle.net/2263/25814

University of Zambia

24. Kamfwa, Geoffrey. Evaluation of the effectiveness of the Annual Performance Appraisal System(APAS)in selected Ministries of the Zambia Civil Service .

Degree: 2016, University of Zambia

URL: http://dspace.unza.zm:8080/xmlui/handle/123456789/4810

► In 1997, the Government of Zambia introduced the Annual Performance Appraisal System (APAS) which was an integral part of the Performance Management Package (PMP) with… (more)

▼ In 1997, the Government of Zambia introduced the Annual Performance Appraisal System (APAS) which was an integral part of the Performance Management Package (PMP) with the principal objective of introducing a culture of work planning and target setting in Government Ministries and Other Spending Agencies. The objectives were to improve efficiency and effectiveness of the Public Service in the performance of its functions and put in place an effective personnel appraisal instrument in making vital personnel decision. The main concern of this study was that for the past 19 years of the existence of the APAS, performance in the Civil Service has not improved in any way. There was still poor service delivery resulting from under performance by most of the Civil Servants. The main objective of this study was to evaluate the effectiveness of the APAS in improving performance in selected Ministries of the Zambian Civil Service. Specific objectives included: (i) to determine the implementation of performance planning and monitoring among Civil Servants in selected Ministries (ii) to establish if the APAS was effectively used in appraising performance of Civil Servants in selected Ministries,(iii) to determine the extent of the utilization of the APAS in making Human Resource decisions in selected Ministries. Both primary and secondary methods of data collection were used. This study involved the use of questionnaires, semi-structured interview guide and other relevant documents. A mixture of stratified random and clustered sampling was used to draw a sample 126 respondent from three (3) restructured Ministries namely Education, Health and Agriculture. Quantitative data was analyzed using the Statistical Package for Social Sciences (SPSS) and Microsoft Excel Computer Software Package. The study revealed that APAS was not effectively used in appraising performance in concerned Ministries. Departmental and Individual Work plans and target setting were not strictly adhered to in all the concerned Ministries. Furthermore, APAS was only used for the purposes of confirmation and substantive promotions in the Civil Service. The study also revealed that there were inconsistencies in implementing performance planning, monitoring and feedback provision in the concerned Ministries. It was futher revealed that the APAS was not effectively used in making critical human resource decision such as identifying officers who should be promoted. Finally, it was revealed that the APAS had not achieved almost all the objectives for which it was established.

Subjects/Keywords: Performamnce Management; Performance Appraisal

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APA (6^th Edition):

Kamfwa, G. (2016). Evaluation of the effectiveness of the Annual Performance Appraisal System(APAS)in selected Ministries of the Zambia Civil Service . (Thesis). University of Zambia. Retrieved from http://dspace.unza.zm:8080/xmlui/handle/123456789/4810

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Kamfwa, Geoffrey. “Evaluation of the effectiveness of the Annual Performance Appraisal System(APAS)in selected Ministries of the Zambia Civil Service .” 2016. Thesis, University of Zambia. Accessed February 17, 2019. http://dspace.unza.zm:8080/xmlui/handle/123456789/4810.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Kamfwa, Geoffrey. “Evaluation of the effectiveness of the Annual Performance Appraisal System(APAS)in selected Ministries of the Zambia Civil Service .” 2016. Web. 17 Feb 2019.

Vancouver:

Kamfwa G. Evaluation of the effectiveness of the Annual Performance Appraisal System(APAS)in selected Ministries of the Zambia Civil Service . [Internet] [Thesis]. University of Zambia; 2016. [cited 2019 Feb 17]. Available from: http://dspace.unza.zm:8080/xmlui/handle/123456789/4810.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Kamfwa G. Evaluation of the effectiveness of the Annual Performance Appraisal System(APAS)in selected Ministries of the Zambia Civil Service . [Thesis]. University of Zambia; 2016. Available from: http://dspace.unza.zm:8080/xmlui/handle/123456789/4810

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Victoria University of Wellington

25. Weber, Magdalena. Exploring Performance Management of Volunteers in Non-Profit Organisations in New Zealand’s Human Service Sector.

Degree: 2017, Victoria University of Wellington

URL: http://hdl.handle.net/10063/6832

► Many non-profit organisations (NPOs) are highly dependent on volunteers to achieve their mission, and while volunteers tend to be motivated by altruistic reasons, performance management… (more)

▼ Many non-profit organisations (NPOs) are highly dependent on volunteers to achieve their mission, and while volunteers tend to be motivated by altruistic reasons, performance management (PM) likely plays a key role in facilitating their commitment and directing their efforts to achieving their goals and the organisation’s mission. Therefore, the purpose of this study is to investigate the PM process as applied to volunteers in an NPO in New Zealand. Moreover, the similarities and differences between PM practices used for employees and volunteers are examined. Extant non-profit research has focused on individual management practices, but largely ignored the holistic PM process, whereas existing for-profit literature has concentrated on performance appraisals and evaluations, rather than PM. This study contributes to the limited research on PM processes by drawing together research from both sectors to develop an updated PM process model which is based on current PM trends and includes the steps goal-setting, feedback, training/development, and rewards/recognition. Due to the dearth in research on volunteer PM, a qualitative approach was deemed appropriate for this study to gain a deeper understanding of contextual factors and the research problem. A single case study was chosen to collect rich and in-depth data about the perceptions and experiences of managers and volunteers regarding PM. The New Zealand Cancer Society’s Otago Southland Division (OSD) was selected as case study organisation and 19 semi-structured interviews were conducted with ten managers and nine volunteers. The interviews were held in late 2016 in four locations, the Cancer Society’s national office in Wellington and the OSD’s three main offices, Dunedin, Invercargill, and Queenstown. The findings show that managers and volunteers struggle with the concept of PM in relation to volunteers because of its poor reputation and perceived unsuitability due to the special characteristics of volunteering. The individual practices, however, generated interest among participants as most practices are already used for volunteers in the OSD, albeit in an informal, ad-hoc manner and under the designation ‘volunteer management’. The interviews revealed a pattern of accepted (rewards/recognition), unaccepted (goal-setting) practices and a “grey area” of practices which allow for further development (feedback, training/development). Volunteers’ motivation and the frequency of use of the practices in the OSD influence if participants perceived them as accepted, unaccepted or as practices with potential (grey area). Based on the outcomes of this study, the updated PM process model was adapted to reflect the OSD’s PM practices for volunteers. Some inconsistencies in the participants’ perceptions and experiences of PM and a lack of clear volunteer PM procedures were detected. The findings… Advisors/Committee Members: Smith, Karen.

Subjects/Keywords: Volunteers; Performance management; Non-profit

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APA (6^th Edition):

Weber, M. (2017). Exploring Performance Management of Volunteers in Non-Profit Organisations in New Zealand’s Human Service Sector. (Masters Thesis). Victoria University of Wellington. Retrieved from http://hdl.handle.net/10063/6832

Chicago Manual of Style (16^th Edition):

Weber, Magdalena. “Exploring Performance Management of Volunteers in Non-Profit Organisations in New Zealand’s Human Service Sector.” 2017. Masters Thesis, Victoria University of Wellington. Accessed February 17, 2019. http://hdl.handle.net/10063/6832.

MLA Handbook (7^th Edition):

Weber, Magdalena. “Exploring Performance Management of Volunteers in Non-Profit Organisations in New Zealand’s Human Service Sector.” 2017. Web. 17 Feb 2019.

Vancouver:

Weber M. Exploring Performance Management of Volunteers in Non-Profit Organisations in New Zealand’s Human Service Sector. [Internet] [Masters thesis]. Victoria University of Wellington; 2017. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/10063/6832.

Council of Science Editors:

Weber M. Exploring Performance Management of Volunteers in Non-Profit Organisations in New Zealand’s Human Service Sector. [Masters Thesis]. Victoria University of Wellington; 2017. Available from: http://hdl.handle.net/10063/6832

University of Nairobi

26. Mbolonzi, W. K. Operations Management Practices And Performance Of Schneider Electric Kenya .

Degree: 2016, University of Nairobi

URL: http://hdl.handle.net/11295/98248

► Operations management practices are internal factors that contribute to competence development; and therefore offer competitive advantages for firms. Today’s competitive global market is characterized by… (more)

▼ Operations management practices are internal factors that contribute to competence development; and therefore offer competitive advantages for firms. Today’s competitive global market is characterized by stringent business regulations, high operating costs, scarcity of resources, and unpredictable demand from increasingly informed customers. This study therefore wanted to establish the operations management practices used by multinational manufacturing firms in Kenya and how they impact performance. Exploratory case study design was used in this study. The focus of this study was Schneider Electric Kenya. This study targeted at least 100 employees from senior, middle and lower level of management involved directly with the operations management decisions. These levels gave a precise inference of the target population. The study depended on essential information, which was gathered by way of semi-structured questionnaires that had both open ended and closed questions. The researcher organized, tabulated and summarized the collected data. Charts and graphs were used to illustrate the findings. Central tendency gauges were further used to represent the analysis findings. A linear regression predictor model was also generated to show the relationship between the dependent and the independent variable. The study revealed that there is regular inspection of machines and facilities and the operators are responsible for their own machine cleaning, lubrication, and regular maintenance. The study revealed that; the organization has a documented quality management system in place and also that the magnitude and frequency of quality related occurrences has reduced significantly over the past one year and that statistical quality control techniques are understood and used. The study concluded that total productive maintenance, total quality management, international lean practices, just in time, six sigma and continuous improvements are operations management practices that aids in decreasing times for new item's advancement and commercialization and also ensures flexibility of organization in adapting to different production capacity thereby in overall improvement in reliability and reduction of costs. The study recommended that the management of the company should set clear policies regarding work comparison; also the management should come with strong internal controls that support the selected operations management practices. The management of the company should adopt the operations management practices for effectiveness and efficiency.

Subjects/Keywords: Operations Management Practices And Performance

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APA (6^th Edition):

Mbolonzi, W. K. (2016). Operations Management Practices And Performance Of Schneider Electric Kenya . (Thesis). University of Nairobi. Retrieved from http://hdl.handle.net/11295/98248

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Mbolonzi, W K. “Operations Management Practices And Performance Of Schneider Electric Kenya .” 2016. Thesis, University of Nairobi. Accessed February 17, 2019. http://hdl.handle.net/11295/98248.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Mbolonzi, W K. “Operations Management Practices And Performance Of Schneider Electric Kenya .” 2016. Web. 17 Feb 2019.

Vancouver:

Mbolonzi WK. Operations Management Practices And Performance Of Schneider Electric Kenya . [Internet] [Thesis]. University of Nairobi; 2016. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/11295/98248.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Mbolonzi WK. Operations Management Practices And Performance Of Schneider Electric Kenya . [Thesis]. University of Nairobi; 2016. Available from: http://hdl.handle.net/11295/98248

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Texas A&M University

27. Niknezhad, Seyedshayan. The Role of Leadership and Development of Management Systems to Ensure Effective Safety Performance.

Degree: MS, Energy, 2017, Texas A&M University

URL: http://hdl.handle.net/1969.1/165913

► Safety is one of the crucial issues that industry has aimed at improving for many decades and continues to progress. Discoveries show that organizations optimize… (more)

▼ Safety is one of the crucial issues that industry has aimed at improving for many decades and continues to progress. Discoveries show that organizations optimize their effort when they provide effective management systems to support front line employees, supervisors, and senior level managers. In this research, the role of leaders regarding safety in the energy industry is studied, and moreover, how to develop safety management systems to ensure an effective safety performance is surveyed. Leadership has the greatest impact on safety improvement. Leaders by different techniques can increase their influence on employees; set the mission and vision for staff; implement rules; provide resources; improve the teamwork; make effective communication from top to bottom, bottom to top and along the organization, educate staff, develop a safety management system, and create safety culture in the organization. By organizational safety culture, I mean the shared common values that drive organizational performance, more commonly defined as ?the way we do around here.? While there are regulations regarding safety, every organization requires self-standard beyond the codified rules to have effective safety programs. Regulations should follow new research to develop new management systems to ensure the highest standards for safety. Developing safety systems to have a sustainable safety performance is an obligation. Hence, for the energy system, some components have to be considered in safety matters: type of resources, support characters, and their relation to safety issues. In addition, other components include the time frame for productions (exploration), the output shape and associated hazards, area that these resources are located at, and distribution systems and hazards. A safety management system helps leaders and managers control and evaluate safety by using safety metrics such as leading and lagging indicators. Management systems such as process safety management, risk management plan, and Seveso Directive are some management programs that organizations are still arguing for complete and correct implementation to become a zero-incident-organization. Advisors/Committee Members: Mannan, M. Sam (advisor), Pistikopoulos, Efstratios N (committee member), El-Halwagi, Mahmoud (committee member), Wesson, Michael (committee member).

Subjects/Keywords: Leadership; Management Systems; Safety Performance

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APA (6^th Edition):

Niknezhad, S. (2017). The Role of Leadership and Development of Management Systems to Ensure Effective Safety Performance. (Masters Thesis). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/165913

Chicago Manual of Style (16^th Edition):

Niknezhad, Seyedshayan. “The Role of Leadership and Development of Management Systems to Ensure Effective Safety Performance.” 2017. Masters Thesis, Texas A&M University. Accessed February 17, 2019. http://hdl.handle.net/1969.1/165913.

MLA Handbook (7^th Edition):

Niknezhad, Seyedshayan. “The Role of Leadership and Development of Management Systems to Ensure Effective Safety Performance.” 2017. Web. 17 Feb 2019.

Vancouver:

Niknezhad S. The Role of Leadership and Development of Management Systems to Ensure Effective Safety Performance. [Internet] [Masters thesis]. Texas A&M University; 2017. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/1969.1/165913.

Council of Science Editors:

Niknezhad S. The Role of Leadership and Development of Management Systems to Ensure Effective Safety Performance. [Masters Thesis]. Texas A&M University; 2017. Available from: http://hdl.handle.net/1969.1/165913

Univerzitet u Beogradu

28. Obradović, Tijana A. 1975-. Koncept upravljanja poslovanjem zasnovan na indikatorima finansijskih performansi.

Degree: Fakultet organizacionih nauka, 2016, Univerzitet u Beogradu

URL: https://fedorabg.bg.ac.rs/fedora/get/o:10598/bdef:Content/get

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Tehničke nauke / Poslovno upravljanje

Pregledom literature utvrđeno je da postoji više gledišta na pojam performansi. Zajednički imenitelj većine pristupa je da je performansa ponašanje… (more)

Subjects/Keywords: Financial performance; Indicator; Successfulness; Management

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Obradović, T. A. 1. (2016). Koncept upravljanja poslovanjem zasnovan na indikatorima finansijskih performansi. (Thesis). Univerzitet u Beogradu. Retrieved from https://fedorabg.bg.ac.rs/fedora/get/o:10598/bdef:Content/get

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Obradović, Tijana A 1975-. “Koncept upravljanja poslovanjem zasnovan na indikatorima finansijskih performansi.” 2016. Thesis, Univerzitet u Beogradu. Accessed February 17, 2019. https://fedorabg.bg.ac.rs/fedora/get/o:10598/bdef:Content/get.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Obradović, Tijana A 1975-. “Koncept upravljanja poslovanjem zasnovan na indikatorima finansijskih performansi.” 2016. Web. 17 Feb 2019.

Vancouver:

Obradović TA1. Koncept upravljanja poslovanjem zasnovan na indikatorima finansijskih performansi. [Internet] [Thesis]. Univerzitet u Beogradu; 2016. [cited 2019 Feb 17]. Available from: https://fedorabg.bg.ac.rs/fedora/get/o:10598/bdef:Content/get.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Obradović TA1. Koncept upravljanja poslovanjem zasnovan na indikatorima finansijskih performansi. [Thesis]. Univerzitet u Beogradu; 2016. Available from: https://fedorabg.bg.ac.rs/fedora/get/o:10598/bdef:Content/get

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Nairobi

29. Mrashui, Samuel. Perceptions of top management on performance appraisal at the Kenya Ports Authority .

Degree: 2012, University of Nairobi

URL: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12698

► The performance appraisal system of any organization is a vital component of the health of the whole business cycle. The maritime industry and KPA in… (more)

Subjects/Keywords: Top management; Performance appraisal

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Mrashui, S. (2012). Perceptions of top management on performance appraisal at the Kenya Ports Authority . (Thesis). University of Nairobi. Retrieved from http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12698

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Mrashui, Samuel. “Perceptions of top management on performance appraisal at the Kenya Ports Authority .” 2012. Thesis, University of Nairobi. Accessed February 17, 2019. http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12698.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Mrashui, Samuel. “Perceptions of top management on performance appraisal at the Kenya Ports Authority .” 2012. Web. 17 Feb 2019.

Vancouver:

Mrashui S. Perceptions of top management on performance appraisal at the Kenya Ports Authority . [Internet] [Thesis]. University of Nairobi; 2012. [cited 2019 Feb 17]. Available from: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12698.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Mrashui S. Perceptions of top management on performance appraisal at the Kenya Ports Authority . [Thesis]. University of Nairobi; 2012. Available from: http://erepository.uonbi.ac.ke:8080/xmlui/handle/123456789/12698

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

University of Nairobi

30. Ouru, Linah M. Green supply chain performance management practices in large manufacturing firms in Nairobi, Kenya .

Degree: 2015, University of Nairobi

URL: http://hdl.handle.net/11295/94916

► This study examines the green supply chain performance management practices in large manufacturing firms in Nairobi, Kenya. The study had three objectives: To establish the… (more)

▼ This study examines the green supply chain performance management practices in large manufacturing firms in Nairobi, Kenya. The study had three objectives: To establish the green supply chain performance management practices in large manufacturing firms in Nairobi, Kenya, To determine the factors and establish the impacts of green supply chain performance management practices in large manufacturing firms in Nairobi, Kenya. The study used research design (descriptive survey) to collect data and descriptive statistics (frequency distribution, cumulative frequencies and standard deviation) to analyze quantitative data. Factor analysis was also used to analyze the factors influencing green supply chain performance management practices. The study found out that green supply chain performance management practices have been implemented in large manufacturing firms in a great and very great extent. The study also found out that five components of factors were extracted using factor analysis method (values greater than one were considered and interpreted as factors because they explain 72% of the variants in the data matrix). The study through regression analysis found that 70.0 % of the changes in impact of green supply chain performance management could be attributed to the combined effect of the independent variables (implementation of balanced scorecard, benchmarking, use of cleaner production philosophy and focusing on key performance indicator). However, there were limitations in the study. For instance, the data collection was collected by Likert scale questionnaires, which have a degree of biases in their responses. Some firms identified also did not participate, citing lack of time and privacy issues. The study recommends that green supply chain performance management practices are important in ensuring impact of green supply chain performance management because of positive relationship between dependent variable and independent variables. The study recommends that all large manufacturing firms in Nairobi need to implement all the green supply chain performance management practices. The study suggests further research to be done on green supply chain performance management practices in the service industry.

Subjects/Keywords: Green supply chain performance management

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6^th Edition):

Ouru, L. M. (2015). Green supply chain performance management practices in large manufacturing firms in Nairobi, Kenya . (Thesis). University of Nairobi. Retrieved from http://hdl.handle.net/11295/94916

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16^th Edition):

Ouru, Linah M. “Green supply chain performance management practices in large manufacturing firms in Nairobi, Kenya .” 2015. Thesis, University of Nairobi. Accessed February 17, 2019. http://hdl.handle.net/11295/94916.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7^th Edition):

Ouru, Linah M. “Green supply chain performance management practices in large manufacturing firms in Nairobi, Kenya .” 2015. Web. 17 Feb 2019.

Vancouver:

Ouru LM. Green supply chain performance management practices in large manufacturing firms in Nairobi, Kenya . [Internet] [Thesis]. University of Nairobi; 2015. [cited 2019 Feb 17]. Available from: http://hdl.handle.net/11295/94916.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Ouru LM. Green supply chain performance management practices in large manufacturing firms in Nairobi, Kenya . [Thesis]. University of Nairobi; 2015. Available from: http://hdl.handle.net/11295/94916

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Open Access Theses and Dissertations