Performance Essays (Examples)

Performance Management
The benefits of performance appraisals for both employers and employees

Performance management has become endemic to virtually all large organizations world-wide. "An estimated 80-90 per cent of organisations in the U.S.A. And UK use appraisals, and there has been an increase from 69 per cent to 87 per cent of organisations between 1998 and 2004 using formal performance management systems" (Prowse & Prowse 2009). The benefits for performance appraisal are fairly obvious for organizations: they enable managers to give feedback to employees so employees can align their behaviors better with desired organizational objectives. They also provide a 'paper trail' in case an employee is upset about his or her treatment regarding wages and benefits. However, performance appraisals can also be beneficial from the employee's point-of-view. They can help the employee identify and remedy both positive and negative behaviors and enable him or her to enhance aspects of his or her…

The most critical aspect of these systems is the ability to create a highly collaborative, communicative, trusting environment for workers (Bert, 2009). It is not the software that matters the most; it is the ability of a leader to bring lasting change into an organization and lead it to a transformational state over the long-term (Krishnan, 2004). That is the role of an excellent leader implementing these social network tools and propagating them throughout the company.
The statement that social network style tools may prove to be more effective in bringing out the performance of a boss is also predicated on how well they are aligned to the specific needs of the company, and more specifically, the employees. The focus needs to be on using these tools to increase the transparency and information velocity throughout a business if it is to be effective over the long-term. No amount of orders…

Performance Analysis and Intervention at ork
An entire field of study has grown up around the issue of job performance. It is called various names, workplace engineering, quality control, human performance technology, performance technology, and performance engineering, among others. Obviously, performance only becomes an issue when there is a gap between the desired objective and the current output. There are numerous models used to analyze job performance and productive intervention methodology. One thing they all have in common is that all attempts to correct insufficient job performance must start with a complete analysis of the current job performance compared to the desired job performance. Further, in order to formulate en effective correction technique, one must thoroughly understand the problem. Only by completing a thorough analysis can one implement an effective fix.

The means of analysis vary widely. There is a multitude of literature regarding performance analysis. The first step in identifying performance…

Performance eview
I totally agree with the statement that managers who have regular conversions with their employees will definitely know where their employees stand hence performance evaluation maybe unnecessary. Through such regular conversions, their subordinates would appreciate their essential functions in that particular organization. They will list their major responsibilities beginning with the most important one going down to the least important. Through the conversation the manager will gauge whether an employee understands the job duties and responsibilities; whether they posses sufficient skills and knowledge required to perform given responsibilities effectively; whether they understand and promote that particular organization's mission and values; and whether they are making some deliberate effort to stay abreast with new developments. With regard to organizational skills, the interaction between an organization's management and their employees will make the management be in a position to gauge the employees' ability to prioritize workload and manage information flow. The…

shares (which can only be purchased by foreign investors in foreign currencies (Cao 2000). In addition, Chinese law classifies shares by reference to the status of the shareholders: state shares, legal person shares, and individual shares. State shares are purchased with state assets by governmental departments and usually constitute fifty percent or more of all issued shares, which means that the state is a majority shareholder in most instances. Legal person shares are owned by entities such as companies and institutions -- usually other state enterprises (Cao 2000).
By contrast, individual shares are held by employees or individual investors from the general public. Only individual shares of listed companies can be traded on the stock exchanges. State shares and legal person shares, on the other hand, are nontransferable, thus ensuring that the state and its agencies retain their respective dominance. For example, in 1996, when the Shanghai-listed Beijing Light Bus…

March 2008).
In the presentational approach information is not intended to play a role in the decision making and does not do so (OECD. March 2008). The performance-informed approach utilizes information however, the information does not determine the amount of resources allocated and does not have a predefined weight in the decisions (OECD. March 2008). Lastly, direct performance involves allocating resources based on results achieved (OECD. March 2008). Clearly the direct performance approach provides the greatest utility for determining future funding levels yet, according to the United States Government Accountability Office (GAO), performance budgeting is used to identify potential impacts of a proposed policy change, make policy decisions that reduce cost while maintaining effectiveness, and make changes to improve program effectiveness. However, when determining funding levels and defining desired levels of service relative to funding, legislators currently rely on workload and output measures. (OECD. March 2008)

A fundamental attribute of performance…

Performance Improvement Analysis
Coaching is a skill, which people who manage or teach others realize the best and possible potential. There is a growing need for people to better their skills. This need is subject to grow in the future business world. Coaching can be defined as a tool, which managers can use in various different situations such as delegating, planning, and problem solving. Coaching provides the manager with a different perspective of persons. This is a more optimistic way than people are accustomed to doing. Not all managers can be great coaches from the start of their career. Just like any other new skill, it will take time and practice before it flows in a natural manner. Coaching appears to be simple for a few managers while for some it is not. However, the manager finds his own strategy to succeed as a coach to his followers with due practice.…

In addition, the system-based reasons of functioning are the duties of management to rectify. No quantity of concern or talent in workmanship can conquer fundamental errors in the system. TQM proponents have been swift to censure performance assessment methods which are based on the supposition that the individual employee is chiefly in control of his or her own performance level. (Designing Performance Management Systems for Total Quality Implementation)
Hence Deming would assert that a mean performance level merely reveals a system's complete ability. Differences on that performance level within plus or minus three standard variations are system-based and haphazard in nature. It follows that a second primary theme of total quality to attain a stable process is that first recognizing and removing the special reasons of variation can only enhance a process. Then centering the concentration on the general, system-based factors that affect performance can enhance the whole system. One…

Although this is time-consuming and costly, it generally has high employee involvement and creditability, the strongest impact on behavior and performance and a positive influence on communication and goal sharing. Yet others believe that technology can be used as a tool to eliminate biases (Dutton, 2001). Software-based performance appraisals focus on results and actions rather than personality traits. Thus, they can provide more objective facts that can be used to create plans for individual development and for achieving the organization's major goals.
A worker's morale is determined by his relative pay status. A contract that rewards only individual performance can thereby adversely affect their productivity. On the other hand, competition for relative pay status tends to boost the productivity of highly skilled workers in the firm. The net effect on productivity depends on the composition of the firm's workforce. If the workforce is sufficiently heterogeneous then the inclusion of a…

H professionals are increasingly been invited to attend strategic planning, recognizing the depth of knowledge which we have. At the time while this role is being played, an impact on the outcome on business is being made. Outcomes from the study by Paul . Bernthal, and ichard S. Wellins reveal that hard and oft outcomes are considerably higher when H strategy is remarkably higher when H is strategic, proactive, has a technological bent and is influential. During the recent years, researches connecting human capital to the bottom-line have become very normal. It is the employees who run the corporation and it would be sheer foolishness to think that investments in people do not generate a return. The ploy is to ensure that whatever procedures are employed to leverage employee talent is executed efficiently and to understand the genuine advantage of strong human capital. (H on the Edge- Future Trends…

A survey will be developed as a part of implementation of the BSC system in this hospital to track customer satisfaction with the services that they receive here.
A positive image of the organization translates into repeat business and a more positive reputation in the neighborhood, Patient satisfaction translates into increased future revenues. It also has some positive impact on risk assessment as well. The more satisfied the customer is, the less likely they will file an adverse lawsuit against the hospital. Patient satisfaction has a direct impact on the profitability of the organization. The number of complains that the facility receives can also be an important measure of the overall customer satisfaction. However, this number alone may not tell the entire story. A customer survey is the best method for addressing overall satisfaction with the facility.

Patient involvement was another important indicator of BSC technologies. Patient involvement means providing numerous…

(Jabal Omar Development Corporation 2010)
Kuwait

Since 2008, the real estate market in Kuwait has been continually declining. The reason why is because the economy was largely depending upon oil revenues. However, in 2010 the sector began witnessing an increase in prices. This is because of the Kuwaiti government was aggressively promoting the tourism industry. As developers are expecting a strong increase in foreign direct investment, due to the governments push to expand the sector. As a result, holiday and residential areas in Kuwait are continuing to boom. (Finkelstein)

In the housing industry, there are large numbers of shortages that are affecting prices. What has been happening is the residential sector has been facing restrictions over the last several years, surrounding building permits. As the government was slow to endorse them, which created a rush on new areas that were approved for development. At the same time, the government has placed various…

By the nature of their work, they have access to a lot of valuable information that can be used to provide measures in performance assessment systems. Additionally, management accountants are already oriented towards many actions that focus on improving efficient, productivity and profitability. Management accountants therefore have the expertise needed to understand what measures are best aligned with the company's objectives. If they are involved in the development of assessment systems, the systems will be stronger.
For the most part, the measures in performance assessment systems are reliable and accurate. The emphasis that these systems has on quantitative analysis means that most measure are not subject to much subjectivity. The systems are, however, only as good as the quality of the measurement processes. If there are faults in the measurement process then there will also be faults in the data, and ultimately in the interpretation of that data. It is…

Performance Gap Policing
A performance gap exists when the police department's performance does not meet organizational expectations or citizens expectations. Management is a critical success factor for managing a performance gap when it exists. Many police administrators are contemplating community policing projects due to performance gaps. In order to solve the problem of a performance gap, police agencies must look internally and externally for solutions. They must develop an action plan that includes organizational goals and community goals in order to narrow the gap and foster a collaborative and successful work environment.

Many view community policing as an answer, as a means of "developing communication with the public and interest groups" and encouraging active participation from community members and police agents to further the best interests of the community as a whole (Fielding, 1995). Community policing strategies are being widely adopted in many police agencies as a means of improving the relationship…

Together these metrics will help the firm understand where the project stands and how has it really impacted the performance of both the firm as a whole and the employees as part of its system. The firm is a major manufacturer of cosmetic products. It can measure its brand equity by comparing it with other brands in the same category. Higher sales on their own are important but when compared to rival's growth, they make more sense and can be explained more easily to senior management.
The impact of this performance improvement project

The impact can be assessed from the benefits that would accrue to the firm. Greater impact will be felt in employee efficiency and productivity. More coordinated research will bring about better results in all areas including marketing and sales.

Strategies and approaches could be used to "sell" the project to Management

The management may not understand the whole metrics thing.…

Performance-Based Contracting
Since federal contracting began, the federal government has continuously sought ways to manage and more efficiently execute the contracting process. The enduring goal is to achieve maximum effectiveness and ensuring the desired contract outcomes are reached by the contracted party. One tool to achieve this end is the Performance-Based Contract introduced in the early 1990's as a child of Performance Based Acquisition (PBA). This paper will discuss the history of Performance-Based Contracting as well as the benefits, goals and outcomes of this relatively new and innovative contracting initiative.

History of Performance-Based Contracts

Performance-Based Contracts stemmed from reforms made in 1993-1994 as a result of the President's Management Agenda. The President's Management Agenda gave birth to the Government Performance and Results of Act of 1993 as well as the Federal Acquisition Streamlining Act of 1994. Performance-Based Acquisition (PBA) is the materialization of the reforms mandated in the above mentioned Acts. Performance-Based Contracts…

Performance
Given the need to improve organizational productivity through increasing employee performance, develop a performance management program that focuses on linking the organizations strategic objective with the individual effort outlining the benefits of improved performance, the consequences for lack of performance as well as the employee and managerial training that will be needed for implementation.

Purpose of the performance management program (PMP)

The purpose of the PMP is to align the motives of the employee with that of the organization so that the employee is encouraged to work for the good of the organization. Objectives are formulated that are in line with those of the employee, a system of rewards and consequences are established that attract the employee, and a system of monitoring and work appraisal, formalized together with employee, is established.

a. Strategic

The PMP is strategic so that the organization's goals are clearly aligned with that of the individual and both are moving…

Performance reviews, even from the organization's point-of-view, allow the organization to engage in some soul-searching as to what areas of employee performance are valued. They may even help the organization identify star performers that may not shine and glitter, but have made a measurable contribution to the organization by helping it meet its benchmarks. It can be an education and a valuable form of self-scrutiny for the organization as well as for the employee. Sadly, in today's litigious climate, performance reviews may also be a necessity simply from the point-of-view of demonstrating to a court of law, if the employer lets go a particular individual, that the employee was performing below 'par' on a consistent basis, review after review. It also helps the organization, if the appraisals are oral, gain feedback from both good and bad employees about what makes them perform at an optimal or sub-optimal level.

S. have tried to govern themselves. You can use the Internet, but don't use the Internet exclusively. Also, try to research different nations, not just the U.S. I've given a brief overview of the Bill of ights, one of the most important and contested aspects of the Constitution, but look into the British system of government as well (which influenced the creation of our own) and France. And ask why have some constitutions and nations failed, while the U.S. system has remained intact. Bring your research to class with you.
Step 3: Come to an agreement about what rights to include

On Wednesday, we'll have our own Constitutional Congress. I will observe the unstructured debate, which will revolve around how Freedonia will govern itself and what rights will be included in the new constitution and government. Some things you may want to think about: what rights don't Americans have? What about the…

Do not penalize strong performers for being members of strong teams. Lackluster employees would be penalized because no one would want them on their 'team.' Now, there is an incentive to work with weak employees, to boost one's own relative performance rating. This idea seems strong, and although it world reduce competition on work teams, as there would be less jockeying for power and the chance to win the highest team ranking, on the other hand, such a system would seem to be more in keeping with Microsoft's emphasis on company cohesiveness, a company committed to driving its mission of innovation forward and boasts that its greatest reward is allowing its employees to work together "with great people," and have an impact" as a member of a team not merely as an individual ("Employee Profile: David -- HR General Manager," 2006, Careers -- United States Microsoft ebsite).
orks Cited

Employee Profile:…

This was accomplished by: breaking down into small teams and having everyone work directly with some of the top executives at the firm (i.e. Steve Jobs). This created an atmosphere that encouraged employees to discuss their ideas and the impact they are having on consumers. It is at this point, that Apple was able to integrate these different ideas into their performance evaluation procedures. (Stone 38 -- 40) (Snell 143 -- 179)
Conclusion

Clearly, the performance evaluation system that Apple is using is helping the firm to attract and retain the best employees. This is because there is a focus on ensuring that all candidates for a position meet: the basic educational and experience qualifications. During the next stage, is when they will be subject to: a series of interviews, a practical exam and other criteria. This allows the company to decide which individuals would be the best choice for the…

Performance/Reward System:
An organization can achieve a competitive edge only and only with the help of its employees. Therefore, it is necessary that right employees are selected then trained and developed and a performance-based reward system. The question then comes to the performance measurement system. In a furniture retail store where I work they stick to the old practice of a meeting of top managers and supervisor who sit down annually and critically review the performance of all customer service personnel. They carry out a thorough examination of employee performance with respect to the goal set for them by the management. In this setting where only goals are there to guide employees and performance appraisal system is vague and subjective, most employees are just interested in meeting their targets and they do not strive to exceed their employers expectations. Performance evaluation should be an evaluation and development tool with the help…

Performance Measures
In this text, I concern myself with performance measurement. In addition to a performance measure of my choice, some of the other performance measures I will discuss include EVA, OI, and operating leverage. In so doing, I will not only compute the said performance measures but also reflect on their advantages and disadvantages. My companies of choice for this discussion are Apple Inc. And Google Inc.

Performance Measures: Computations

Formula

Apple

Google

Degree of Operating Leverage

% Change in EBIT/

%Change in Sales

eturn on Investment

Operating Profit / Total Assets

Economic Value Added

NOPAT -- (WACC * Investment)

Gross Profit Margin

Sales -- COGS / Sales

Degree of Operating Leverage (DOL)

Operating leverage in the words of Stickney and Weil (2007) "refers to the tendency of net income to rise at a faster rate than sales in the presence of fixed costs" (p. 792). In that regard therefore, a business with a DOL that happens to be high could be more risky than…

Performance Measurement for Project Management
Every enterprise which employs a diverse and multifaceted workforce to facilitate organization, production, and service, from major international corporations to local community churches, utilizes a concept known as performance management to maximize their efficiency and effectiveness. The field of performance management has been defined by managerial researchers as a "strategic and integrated approach to increasing the effectiveness of companies by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors" (Armstrong and Baron, 1998), and the technique has been used since the 1970's by businesses seeking to improve their organizational results. For the sake of the MGM Grand Hotel and Casino's proposed luxury tour bus renovation project, it is essential to examine the complex issue of performance management from the varying perspectives of the different stakeholders involved, including the project's sponsors (MGM Grand Hotel and Casino),…

Performance Management through the Lens of Keys v. Humana (2012)
Kathryn Keys, former employee of Humana Incorporated, filed a claim of racial discrimination under the Civil ights Acts of 1964 and 1991 (Keys v. Humana, 2012). The U.S. District Court for the Western District of Kentucky sided with the defendant, Humana Inc., in January 2010 and dismissed the case on the grounds that the facts were insufficient to support a claim of racial discrimination under the McDonnell Douglass framework. The McDonnell Douglas framework requires the plaintiff to show that they are a member of a protected class, were qualified to hold the job in question, were treated differently than others not belonging to a protected class or were replaced by an unprotected person, and were harmed by an employment decision. Specifically, the lower court found that Keys failed to show that Caucasian employees who were not fired were indeed performing the…

All of these are admittedly challenging problems and the key to lasting change is that employees must first identify and internalize the need and desire for change for these strategies to succeed.
eferences

Yuen H. Chan, obert . Taylor, Scott Markham. "The ole of Subordinates' Trust in a Social Exchange-driven Psychological Empowerment Process. " Journal of Managerial Issues 20.4 (2008): 444-467,421-422. ABI/INFOM Global. ProQuest, 1 Mar. 2009

Fulkerson, John ., and andall S. Schuler.. "Managing worldwide diversity at Pepsi-Cola International." Diversity in the workplace: Human resources initiatives. 248-276. New York, NY U.S.: Guilford Press, 1992. PsycINFO. EBSCO. [2 Mar. 2009

Ann Gilley, Jerry W. Gilley, Heather S. McMillan. "Organizational change: Motivation, communication, and leadership effectiveness. " Performance Improvement Quarterly 21.4 (2009): 75. ABI/INFOM Global. ProQuest. 1 Mar. 2009

Edward Martin. "Employers boost perks to build workforce loyalty. " the Business Journal 22 Sep. 1997: 30. ABI/INFOM Dateline. ProQuest. 2 Mar. 2009

Amanda Nottage.. "Pepsi's challenge.…

Performance Assessment
Person Being Assessed: Jane Doe

Person ompleting Assessment: Jason Marshall

Position of Person Being Assessed: Administrative Assistant

Date of Performance Evaluation: 6/23/2014

Rating Scale to be Used:

Excels in Performance

Meets Expectations

Does Not Meet Expectations

Fails to Meet Performance Standards

The employee has a sufficient understanding of his/her job duties and when they should be completed

Employee is willing to help out internal employees when assistance is needed

Employee is willing to help clients and other external parties that need assistance as needed

Employee retains a positive attitude as a general habit

Employee is cool under pressure even when situations or deadlines created stress or tension

Employee is consistent in completing required job duties in a timely manner

Employee only needs to be told something once, or maybe twice, before something is learned and perfected

1

2

3

4

8) Employee maintains a positive attitude regardless of challenges or demanding clients/internal colleagues.

1

2

3

4

9) Employee is able to juggle and prioritize multiple priorities and tasks at the same…

I would want to be evaluated through a form that would reveal whether or not I was conducting my assigned duties. Because of its specific nature, figure 11-3 would not only allow the evaluating manager to make an informed representation of my work, but also remind me of specific duties. Thus, as an employer and an employee, figure 11-3 is the superior form. It allows for the accurate and succinct evaluation of workers and the best chance of convincing those workers to continue to strive or make up for what they have lost.
Question Two

When looking at the performance appraisals in figures 11-1 and 11-3, employers can find many factors on which to evaluate them. The first, job-relatedness, has already been discussed above, noting that the second form was superior in this area. While it may not have been nearly as job-related, the first form was probably less expensive. Indeed,…

Problems for the key stakeholders -- the mothers and their infants -- should be avoided at all costs in her evaluation. She needs to focus on reducing errors and she should also focus on developing positive outcomes, as these demonstrate a greater degree of respect for the stakeholders (instanley & Stuart-Smith, 1996).
The study should be observational in nature. The clinic may have, or could gather, data from past participants to begin Marjorie's evaluation process. This would allow her to make improvements immediately to the programs. Even if only partial data could be gathered, it may be sufficient for Marjorie to develop stronger hypotheses to test. She currently has little more than hunches to test, so gathering data from past courses would be a good starting point, since many of the participants will have retained their contact information.

Marjorie could also begin her evaluation based on the experiences of other similar…

Performance-Based Standards
Accreditation plan for the American Correctional Association

The accreditation of the correctional facilities is aimed at ensuring the well-being of the inmates but also is targeted at benefiting the employees, the victims, the courts as well as the legislators of a state. The standards that are set do allow the protection of the judicial system from embarrassment as well as allowing the correctional institutions to have and retain the autonomy from outside interventions.

Goals and functions of functional areas

Safety; this involves provision of conditions that are humane, protection of the inmates from rape and possible assault, giving of nutritious food as well as medical care, giving the inmates a hygienic living environment and recreation activities. This will ensure the inmates are safe from ill health or physical harm while within the walls of the facility as well as being safe from abusive guards.

Security; this functional are include the physical security of…

Performance Motivation
Bloodstream Infections in NICU

Bloodstream infections in the neonatal intensive-care unit (NICU) are a serious concern for parents and health care professionals. Exposure to bloodstream infections for most patients will caused delayed hospital stays and higher costs associated with hospital visit (Marschall et. al., 2008). There are many procedural changes that can be made at the hospital to decrease risk of bloodstream infections. ecommendations for decreasing bloodstream infections will be based on the practices of the Connecticut Children's Medical Center (CCMC), which is successful in decreasing bloodstream infections. In this paper I will discuss how to get the employees engaged in their work, how to receive buy-in for quality work, how this will reduce errors and increase the quality of work.

Engaging employees in their Work

It is important to train the employees on the recommended techniques for inserting a catheter since this is main cause of blood stream infections (Marschall et.…

There are three main ways to analyze financial statements. They are ratio analysis, common size analysis and trend analysis. These three forms of analysis allow the firm's financials be compared to industry norms, to the firm's past performance and on a raw basis. By using these techniques, the analyst can gain a sense of where the firm stands today, where the firm has been in the past, and what the current trends of the business are.

Ratio analysis covers a wide range of ground, including liquidity, profitability, solvency and managerial efficiency (Leka, 2007). These ratios outline the financial condition the firm is in, and attempt to derive some understanding of how the firm got into that position. Trend and common-size analysis allow for better year-over-year comparison, while ratio analysis can facilitate analysis across different firms in the same industry.

In addition to performing these basic forms of analysis, it is critical to…

Performance Appraisal
ole-Play a (with Manager a and Employee A)

In this example obert is meeting with Denise to go over her performance appraisal. When Denise is asked to tell obert how she feels she has done over the last year, Denise states that she feels satisfied with her performance and believes she is doing good because she has not received any feedback from obert otherwise. There are two issues to be concerned about with this statement. First, employees should be given regular and systematic feedback on their performance throughout the appraisal period, not just once a year (Ash & Quarry, 2010). Second, a yearly appraisal period is too long. Performance appraisals should be given at least twice per year, if not more often, in order to give equal credit to the good performance and not so good performance (Pardue, 1999). We tend to only remember what has happened recently and with…

Performance Management: Implementing an Effective Performance Management System
Why Performance Management?

Performance management is the organized method that companies use to monitor the results of work activities, to measure and evaluate the performance of the employees, and to ensure that goals are met in an effective and efficient manner. According to Pulakos (2009), performance management is a key process that ensures that work gets done; and it is used by different organizations to communicate expectations and drive behavior towards achievement of important goals. For instance, ABC Company has offices in more than 50 countries across the globe and it employs over 40,000 employees from various cultural backgrounds, and it also deals with a diverse range of customers. It therefore needs to develop a performance management system that fosters an inclusive environment and channels different employees' talents and capabilities towards achievement of the organization's goals.

It is important to implement an effective performance system…

In a good performance management system the manager plays a vital role. He is responsible to not only identify the employee strengths and weaknesses but also to acknowledge good performance and to provide developmental suggestions. The later part is very important, as it does no good to just spot the deficiency of an employee without providing positive suggestions for improvement. The employees for their part must be encouraged to provide their valuable input during every stage of the process. For example, some organizations even collect feedback from employees to evaluate the performance of their superiors. Thus, an appraisal denotes not just the supervisors assessing their subordinates but also rating from team members, rating by employees of their superiors, review by the HR department etc. Once such active and collaborative participation is achieved then the performance appraisal process attains its chosen objective, that of increasing the overall employee performance.
Performance appraisal…

Based on the assessment of the sample features in terms of capital size and value of the property portfolio, an observation is made in the fact that a proportion is kept between the two. In other words, the property companies in Jordan, Egypt and Syria seem to be prudential and correlate their capital sizes with the values of their portfolios.

3. esults and analysis of the Jordanian property companies

The results of the implemented questionnaire are revealed throughout the table below:

a (%)

b

c d e f g

Total (%)

Q3.

30

70

x x x

Q4.

40

60

x x x

Q5.

60

20

15

5

x x x

Q6.

Portfolio diversification

10

10

60

13

7

x x

Shortage of commercial properties

5

50

15

20

10

x x

Availability and choice

10

60

10

10

10

x x

Strong performance

70

20

5

3

2

x x

Greater understanding

71

9

10

6

4

x x

Q7. Lack of stocks

15

15

50

20

0

x x

Competition

20

20

40

15

5

x x

Market depth

40

30

20

10

X

x x

Transparency and data availability

85

8

7

0

0

x x

Political uncertainties

90

7

3

0

0

x x

Q8.

70

20

10

0

x x x

Q9.

30

15

15

40

x x x

Q10.

40

20

40

0

x x x

Q12.

60

10

30

x x x x

Q13.

20

30

30

20

x x x

Q15.

30

30

20

20

x x x

Q16.

65

20

10

5

x x

X

Q17.

UAE

10

Qatar

10

Egypt

60

KSA

5

Kuwait

4

Jordan

11

Other

0

Critical

Very important

Important

Less important

Unimportant

x x x

Q18.

30

60

7

3

0

x x

Q19.

55

35

10

0

0

x x

Q20.

30

70

0

0

0

x x

Q21.

65

35

0

0

0

x x

Q22.

70

20

10

0

0

x x

Q23.

73

27

0

0

0

x x

Q24.

15

68

12

5

0

x x

Q25.

22

58

10

10

0

x x

Q26.

80

20

0

0

0

x x

Q27.

13

77

10

0

0

x x

Q28.

20

80

0

0

0

x x

Q29.

77

23

0

0

0

x x

Q30.

69

15

0

16

0

x x

Q31.

27

23

50

5

0

x x

Q32.

23

67

10

0

0

x x

Q33.

80

15

5

0

0

x…

Of course, while it is important that an officer be able to inspire confidence in the community, it is also very important for an officer to be able to solve crimes. Therefore, part of the evaluation process should look at the percentage of crimes that an officer is able to clear. In addition, deterrence is a major goal of community policing. While one would expect a temporary upswing in minor crime rates at the beginning of a community policing approach, any effective appraisal system would look at whether minor crime rates eventually declined or continued to rise.

There are several different types of evaluations that would provide a better measure of individual and group performance than traditional performance appraisals. The first type of evaluation is a group evaluation and looks at the long-term changes in crime and crime rates. The primary goal of deterrence is to deter major, violent crime; because…

Hence, conflicts are generated only by misunderstanding or mischief (Edwards, 2003). Although unitarism have been proven to represent old-fashioned and unrealistic ideas, many managers nowadays follow this approach. They believe in a harmony of interests between them and their employers. However, practice has proven little resemblance between the employees' desires and interests, and those of their employers. Therefore, with such an approach to the employment relationship, conflict is inevitable. The 1998 Workplace Employee elations Survey revealed that 72% of workplace managers consult directly with the employees, and not with trade unions.
In the pluralist approach conflict is considered to be inevitable because various organizations take part in determining the rules of employment. Given the fact that each of these participating organizations has its distinct bases of authority, the risk of a conflict emerging is inevitable. The radical view is meant to be a critique of pluralism.

Conclusion

Conflicts are inevitable within any…

, 1994).
In the final calculation therefore, the hospital will suffer the most, the MO next, and PHOs the least. The entire triad -- hospitals, physicians, and insurers -- is usually comprised of a power struggle revolving around which one ends up dominating a local market. In the Marcus-Welby case, insurers seems to have been the first to 'get its act together', but if a critical band of physicians band together, they could dictate the terms under which they will join the network, and thus preempt or overturn the high level of prices raised by the insurers.

Requirements for success

Clinical care seems to be the most significant variable (Burns et al., 1994; Zuckerman & Kaluzny, 1991). To the extent the more value the service can offer the greater its amount of success. Findings also demonstrate that the greater the degree of perceived physician-system integration, the greater the system's inpatient productivity (hortell et…

C.C. -- Article 2 -- Sales, 2005). In this case since the first lot was defective the buyer is going to claim that they have the right to refuse both lots. The seller will claim that they buyer should not be capable to refuse the second lot since it conformed to the specifications that had been set forth.
The obligation of a seller is to transport and convey and the obligation of the buyer is to recognize and pay in agreement with the contract. Express warranties by the seller are fashioned when any confirmation of detail or assurance by the seller to the buyer which relates to the goods and becomes part of the foundation of the agreement (U.C.C. -- Article 2 -- Sales, 2005). The seller had the responsibility to supply merchandise that conformed to the specifications set down in the contract in two lots.

In this case a Government watchdog…

Performance Management Theories and Practices
Performance management is a continuous process by which an organization identifies, measures, and develops the performance of individuals. It aligns their performance, the resources and systems with the strategic goals of the organization. According to Leeuw and Berg (2011), companies that apply performance management practices generally perform better than those that do not.

The course has covered important performance management theories and practices. One key lesson learnt, for instance, is that for performance management practices to be effective, there must be constant communication between the management team and the employees; and it is imperative for the goals of the individual to be aligned with those of the organization (Pulakos, 2009). The performance management cycle also provided insight on how performance management systems should be implemented in the organization. The elements of this cycle include: setting the objectives; measuring the performance of individuals; providing feedback on the performance;…

I will also have the tutor critique the first drafts of documents I prepare and have them review my final versions. I would also like for my tutor/coach to observe me an a couple of meetings and have them offer suggestions for improvement.
Development Plan: Dealing with Operating Problems

I believe the collaborative approach I outlined above will help in identifying operational problems during the planning process and provide an early warning where handoff with in the implementation process may not go smoothly. As part of my discussions with cross-function partners will be the development of contingency plans in case any anticipated problem do arise. I will schedule a weekly meeting with all the cross-function leads, including any important suppliers and vendors, to access how things are going, early identification of any suspected problems, work to determine possible solutions and understand how the solution will impact all functional areas.

To improve my…

Performance Management The governance of a corporation is the role of the board of directors and the management has the duty of running the firm on a day to day basis. The board, therefore, oversees the management and ensures the interests of the various shareholders are upheld. The executive department is made up of the top level managers and they are required to work as a team so as to deliver on the company goals. According to Wash (2002), management can only be successful in their work if they have clearly defined work description. CEO or company president is a vital position towards the success of any firm as they must take up the leadership mantle, work closely with the top-management, and ensure clear organizational mission, vision, and operational goals.
As a result of clarity in work description and the responsibilities of members of the board, the Innovations Theater has been successful…

Performance Assessment Systems in Organizations
Many companies conduct performance assessment systems to cope with the current fast-paced global economy. The assessment reflects on companies past outcomes known as lagging indicators as well as the current leading indicators to inform the management on the latest developments. These indicators appropriately analyzed, reported and evaluated, help the companies achieve higher profits.

The use of leading indicators is increasingly getting popular with many companies and businesses today. According to Gjerde and Hughes (2007), computed deviations with standard cost systems give the management timely data on shortfalls of production allowing them to put emphasis on the unfavorable outcomes and take corrective measures to enhance profits.

In the case of South West Airlines, they put in place a performance assessment system that saw it successfully execute a cost leadership strategy. The liner recorded a growth in operating income using the performance assessment system and took advantage of the…

performance management that primarily involves investigating variances. Variances may take place because of several reasons such as climate changes that contribute to increase in electrical bills or slower of faster work by some employees. Nonetheless, only some of these factors or reasons are significant and may require management attention. Due to these unpredictable random factors or reasons, it's expected that nearly every category of cost will result in a variance of some kind. The investigation and calculation of variances is carried out to enable managers in the control of a business. However, managers need to make effective decisions on whether to conduct variance analysis for successful control.
Investigating Variances:

As previously mentioned, variances are brought by several reasons that may require the attention of management. Therefore, the decision on when to investigate variances is based on consideration of several factors. These factors include the accuracy and reliability of the figures, materiality,…

It can occasionally become difficult to find projects that truly engage students and that reinforce didactic principles as well. Other challenges that are associated with performance based assessment include the pecuniary costs, as well as significant amounts of time, that are associated with coming up with alternative assessment measure. Creating and designing tests for students to complete are cost-effective, fairly quick ways of measuring a student's knowledge at a given moment in time regarding a particular subject. Consequently, many administrative officials and state level educational personnel whose jobs it is to measure the most effective usage of monetary resources for schools prefer such assessment methods, and claim that alternative methods are more costly and not necessarily even worth the time and money to create or implement.
It is difficult to say whether or not these criticisms of performance based assessment are valid or if they are simply excuses to continue…

ANNUAL PEFOMANCE EVIEW

INSTUCTIONS

The supervisor and employee meet at the beginning of the review period and together identify and prioritize three to five primary job responsibilities from the employee's job description. Goals, objectives, and special projects may be identified at any time throughout the review period.

At the end of the review period, the employee self-evaluates his or her performance (job responsibilities, performance factors, and goals/objectives) using the rating scale, completes Part I of the Career Development section, and returns the form to the supervisor.

The supervisor evaluates the employee's performance of job responsibilities, performance factors, and goals/objectives using the rating scale. Supervisor comments are EQUIED for any evaluation of "Exceeds Expectations," "Improvement Needed," "Fails to Meet Expectations," and for the OVEALL rating.

The supervisor then meets with the employee and together they discuss the ratings, complete Part II of the Career Development section, and sign and date the form. The review form is…

What issues might arise as they attempt to merge their respective performance management systems?
Performance management systems play a significant part in the everyday operational success of an organization. When a firm acquires another firm, there are fundamental issues that might emanate as they try to merge their corresponding performance management systems. One of the key issues is that some of the metrics being employed by one company may not be suitable or efficacious for the other company. Majority of the organizations have a performance management practice and procedure that they utilize to measure and assess personnel on objectives delineated by human resources and ascertain bonus payments and compensation. Therefore, the lack of compatibility of the performance management systems of the companies whilst merging implies that the companies may fail to properly assess and manage the performance of the new set of employees and therefore give them the wrong set of…

What questions does Performance Management see to answer?
Performance Management sees to answer questions relating to employee work objectives and overall role within an organization. The performance manager will develop, assess and monitor a plan by which an employee's contributions to the organizational strategy and strategic objective are identified, measured and reviewed. The questions that the Performance Management will attempt to answer, therefore, are: What is the role of the employee? What is the objective of the employee? How well is the employee meeting the objective? What could be done to help the employee meet the objective more effectively?

What assumptions are necessary to implement performance-based management?

The assumptions necessary to implement performance-based management are those that the employee has no control over but that might affect the outcome of his or her work. For instance, if an employee must travel to achieve a work-related objective, it would be assumed that there are…

performance indicators and internal budget controls like reviewing staff hours can be used to assess individual and organizational accountability. Strict AICPA standards are required for the peer-review process. In addition, internal budget controls are also effective performance indicators.
The American Institute of Certified Public Accountants (AICPA) has published extensive and strict guidelines regarding the CPA peer review process (AICPA). The standards for membership in the AICPA are strict, "to retain their membership in the American Institute of Certified Public Accountants (AICPA) members of the AICPA who are engaged in the practice of public accounting in the United States or its territories are required to be practicing as partners or employees of firms enrolled in an approved practice-monitoring program..."

In accordance with the AICPA standards, the firm will chose a single, qualified CPA from a list provided by the AICPA to conduct a peer review. This person will review working conditions, including…

performance of Joe Schmoe was improved upon significantly. However, in some ways this was easy because Mr. Schmoe made a number of glaring errors in his analysis. Much of the success of the past four years is attributed to simply rectifying those mistakes. The next four years will be more challenging. There is still room for improvement, however. To analyze the performance of the past four years and decide on a strategy for the next four years, the same basic tools will be used as before.
The X5 is the safest performer. It is in the maturity stage of the product life cycle at the beginning of 2006 and will head into maturity for 2008. This product does make a few million in 2008, so as long as that slim margin of success is maintained, there is no reason to discontinue the X5 prematurely. Indeed, because the R&D allocation is…

Performance
Disruptive behavior impacts students' ability to learn. In both the regular and special education classrooms, teachers must manage disruptive behavior and help students stay on task. It is especially critical with reading instruction in the beginning of a student's academic career. Struggling readers, without intervention, often struggle throughout their school years. Peer-assisted learning strategies (PALS) have been shown to be effective in keeping students on task and thus enabling them to achieve more success.

Special Education Standard 5 states: "The special education teacher understands and applies knowledge of procedures for planning instruction and managing teaching and learning environments. Students do not always come to school ready and willing to learn. When students are disruptive, they compound other learning issues they may have. As Lerner and Johns (2009, in Haydon et al., 2010, p. 222) point out, students with mild to moderate learning and behavior challenges do not do as well…

Performance Management Plan task decribed email Traci Atwood Allen Consulting page
Performance management plan

In order to experience best results with the company, the employer needs to consider the value of employees for the firm as a whole. Through being able to assess each employee and the degree to which he or she is essential for the institution, Bradley can effectively direct finances with the purpose of providing valuable employees with bonuses. In order to obtain best results from his relationship with employees, he would have to devise a job plan in order to emphasize the expectations he has from each of his employees.

All employees need to be well-acquainted with the company's goals in general and with the tools it needs to use in order to achieve them. This means that Bradley would have to produce a strategy that would instruct each person about his or her role in the company…

Quality Performance Measurement
Public Evaluation Program

In this paper, we are going to be conducting a literature review of public evaluation programs. During the process, there is a focus on misunderstanding the needs of stakeholders and the programs / reforms. Together, these elements will illustrate the overall scope of what is taking place and the long-term effects it is having on everyone.

Misunderstanding the Needs of the Public

One of the biggest challenges with any public performance evaluation is the misuse of data. This is problematic, as officials believe they are effectively delivering a variety of services for a fraction of the costs. Yet, in reality, the lack of competition invites bloated salaries and inefficiency. Administrators will try to correct the situation, through looking at a variety of sources to understand what is happen. They are unable, to gain greater insights, as politics and changing attitudes influence the outcome of the voters. This is…

This brings us to the costs that both employees and JVA Corp. will face if this strategy is implemented. The employees will lose because, after the economic crisis, they will find themselves at the same professional levels as before the crisis. As no performance management has been undertaken, there have been no training programs etc. And the employees will simply find themselves not adapted to the challenges of the environment. They will find it difficult to move to another organization or be promoted in the near future.

The costs for the organization are even more significant and the previous paragraphs had hinted towards this. The main cost for the organization translates into the decrease in performance, over time, of its human resource and, indeed, of the overall quality of the personnel. At the same time, an additional cost will be the company's inability to make accurate strategic decisions, since the human…

Job Performance Appraisals
There are three basic ways to appraise an employee's job performance: traits, behavior and results. Each of these ways has both advantages and disadvantages. Using an employee's traits to evaluate and appraise job performance can be beneficial because it allows the employer to see how well the person fits the position. Traits, which are qualities such as personality, communication style and background, are factors which cannot be created or faked. In many cases, certain traits are more suitable to a position and an employee showing these traits will demonstrate better performance. The disadvantage to evaluating based on traits is that the employee has no control over these factors and so should not be blamed for having traits that do not match the position. Also, appraising job performance based on traits can lead to illegal discrimination if traits such as gender, race and age are considered.

Basing a performance appraisal…

Credit atings
The company which is responsible for assigning the issuers of particular kind of debt obligations and debt instruments the credit ratings is known as a credit rating agency (CA). There are a few cases in which the ratings are given to the underlying debt servicers. It is the special purpose entities, non-profit organizations, companies, national governments and the state and local governments who, in majority of the cases get the securities issued. The credit worthiness (i.e., the ability to pay the loan back) as well as the rate of interest which is applied to a specific security being issued is taken into consideration while assigning a credit rating to an issuer. After the financial crisis which took place in 2007/2009 the value of this kind of ratings was questioned to a great extent. A report was submitted by the Securities and Exchange Commission to the congress in 2003 which…

57, why are metrics, i.e. The choice of what to measure, fair simply because one meets or exceeds a goal?
) The sales people seem to repeatedly confuse "metrics" with "goals" (i.e. "targets"). What do you infer from this? Is there anything you need to foolow up on here?

Tutor is mistaken; the Goals are the Metrics under

Consideration here.

"The Impact of Performance-elated Pay

on Motivation and Job Satisfaction of Sales Personnel

in the Computer Industry

with ecommendations to Improve Management Practices"

Case-study of SEMICO INC

Acknowledgments

Executive Summary

The search for better ways to motivate people in the workplace continues unabated, but the search is becoming increasingly complex as an increasing number of theorists weigh in on what factors tend to affect job performance and employee satisfaction. Although no consensus has been forthcoming, the theoretical work that has emerged concerning employee motivation can be divided into three basic perspectives, the first of which maintains that motivation comes from…

performance feedback methods that seek to present employees with an opportunity to receive feedback (with regard to their performance) from not only their supervisors but also from customers, co-workers, and peers. One of the key advantages of this performance appraisal system has got to do with its ability to allow for full participation. It also gives a variety of perspectives with regard to the performance of an individual. It is however important to note that in this case, feedback from the concerned sources could end up being somewhat overwhelming. A 360-degree feedback system could result in confusion and/or frustration. This is particularly the case given that there is always a chance of there being conflicting ratings.
Question 2

For a number of reasons, evaluations may encounter significant opposition from those being evaluated. Training acquaints those conducting performance evaluations with not only the common reasons for the said opposition but also with…

performance management? Performance management is the company's goals equal the employee's activities and outputs. Defining performance, it specifies which aspects of employee's performance remain relevant to the business through job examination. Job examination or analysis means getting detailed data concerning jobs. Measuring performance involves measuring said aspects through performance evaluation. Performance evaluation is a method for managing performance. After evaluations, employees gain feedback and learn whether their performance has been effective or not.
Typically, businesses perform the process of performance management annually. Most of the reviews are for individual performance management while others are for pay decisions or establishing training priorities. In recent times, numerous business are moving toward ore streamline, frequent performance reviews. When examining the model of performance management, one may look at organizational strategies, individual attributes, and situation constraints, which all go to individual behaviors. From there it moves on to objective results. The three main purposes…