Performance Evaluation Essays (Examples)

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Performance Management Appraisal at Apple

Words: 1601 Length: 5 Pages Document Type: Essay Paper #: 1178516

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…… [Read More]

Works Cited

Griffin, Ricky. Management. Boston: Houghton Mifflin, 2008. Print.

Herbold, Robert. What's Holding You Back. San Francisco: Josey Bass, 2011. Print.

Highhouse, Scott. Stubborn Reliance. Industrial and Organizational Psychology 1:3 (2008): 333 -- 342

Snell, Scott. Managing Human Resources. Mason: South -- Western, 2012. Print.
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Performance Management System General Motors

Words: 2136 Length: 7 Pages Document Type: Essay Paper #: 94460896

Furthermore, the customer is most likely not to be biased hence the credibility of the feedback. The sources of information will be integrated by analyzing the data and comparing the feedbacks to determine if they show consistency; before drafting the final report.

Development

The performance appraisal method of evaluating the behavior for rating has a critical technique of analyzing information incorporated. Therefore, in developing the tool, the first approach is to establish the information that is required (Flynn, 2010). Once determined, the questioned are phrased and documented into questionnaires and interviews, which will then be administered to the supervisors, the co-workers and customers for feedback purposes. Additionally, the previous reports on the company's trends will be incorporated to show how the behavioral changes in the department affect the returns of the company. The information gathered is then consolidated into a report for the final scaling which is the report of…… [Read More]

References

Josiane Fahed-Sreih, (2009) "The HR Scorecard: Linking People, Strategy and Performance,"

Management Research News, Vol. 32 Iss: 3, pp.297-299

Maurer, S.D. (2002). A practitioner-based analysis of interviewer job expertise and scale format as contextual factors in situational interviews. Personnel Psychology, 55(2), 307-327.

Retrieved from  http://search.proquest.com/docview/220142693?accountid=35812
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Performance Management Through the Lens of Keys

Words: 723 Length: 2 Pages Document Type: Essay Paper #: 60014198

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…… [Read More]

References

Human Inc. (2012). Well-being starts with us. 2010 & 2011 Corporate Social Responsibility Report. Retrieved 26 Feb. 2014 from http://apps.humana.com/marketing/documents.asp?file=1853059.

Keys v. Humana Inc., No. 11-5472 F.6th (Fed. Cir. 2012).

Littler Learning Group. (2009). Performance management and corrective action: A resource guide for managers & supervisors. Retrieved 25 Feb. 2014 from  http://www.csus.edu/hr/docs/professional/perfmgmtandcorrectiveaction050109.pdf .

Van Bogaert, D.A. (n.d.). New legal battlegrounds for performance evaluations. Retrieved 25 Feb. 2014 from  http://myweb.lmu.edu/dbogaert/newlegalbattlegroundspedvb.pdf .
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Performance Reward System An Organization Can Achieve a

Words: 1027 Length: 3 Pages Document Type: Essay Paper #: 347755

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…… [Read More]

Bibliography

Sims, R. (2002). Organizational Success through Effective Human Resources Management. Quorum Books. Westport, CT.

Kreiner, J. (2000). Examining the human Body. The Washington Times. March 18.

Prasad, S., Tata, J., & Thorn, R. (1999). The Influence of Organizational Structure on the Effectiveness of TQM Programs. Journal of Managerial Issue. Vol. 11.
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Performance Assessment Systems Are Critical

Words: 594 Length: 2 Pages Document Type: Essay Paper #: 75388879

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…… [Read More]

Works Cited:

Gjerde, K. & Hughes, S. (2007). Tracking performance: When less is more. Management Accounting Quarterly. Retrieved December 13, 2011 from http://findarticles.com/p/articles/mi_m0OOL/is_1_9/ai_n31141879/?tag=co%20ntent;col1

Mudde, P. & Sopariwala, P. (2008). Examining Southwest Airlines' strategic execution: A strategic variance analysis. Management Accounting Quarterly. Retrieved December 13, 2011 from http://findarticles.com/p/articles/mi_m0OOL/is_4_9/ai_n31151644/pg_2/?tag=content;col1
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Performance Assessment Person Being Assessed Jane Doe

Words: 348 Length: 1 Pages Document Type: Essay Paper #: 76185457

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…… [Read More]

Confirmation of Completion by Manager

Date of Next Review -- 6/24/2015

Feedback regarding review from employee: ____
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Performance Measurement

Words: 1217 Length: 4 Pages Document Type: Essay Paper #: 93654495

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…… [Read More]

References

Cheezum, R. (2013). Building Community Capacity. Journal of Community Practice, 21 (3), 228 -- 247.

Rondileni, D. (2003). Reinventing Government for the 21st Century. Bloomfield, CT: Kumarian Press.

Sirianni, C. (2009). Investing in Democracy. Washington DC: Brookings Institution Press.

Stipack, B. (1979). Citizen Satisfaction with Urban Services. Public Administration Review, 39 (1), 46 -- 52.
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Performance Management Employees Will Receive

Words: 654 Length: 2 Pages Document Type: Essay Paper #: 95794775



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…… [Read More]

Bibliography

1. Richards, Brian. 2010. How to Create an Effective Employee Performance Management System. Accelerated Outcomes. On the Internet at http://acceleratedoutcomes.net/how-to-create-an-effective-employee-performance-management-system / Last retrieved on August 2, 2011

2. Heathfield, Susan. 2011. Performance Management is NOT an Annual Appraisal. On the Internet at http://humanresources.about.com/od/performanceevals/a/performancemgmt_2.htm. Last retrieved on August 2, 2011
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Performance Feedback Methods That Seek to Present

Words: 755 Length: 2 Pages Document Type: Essay Paper #: 27590912

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…… [Read More]

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Performance Management

Words: 949 Length: 3 Pages Document Type: Essay Paper #: 81691226

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…… [Read More]

References

Sullivan, J. (2015). How Google Is Using People Analytics to Completely Reinvent HR. TLNT. Retrieved 19 February 2015, from http://www.tlnt.com/2013/02/26/how-google-is-using-people-analytics-to-completely-reinvent-hr/

Whatmakesagoodleader.com,. (2015). Job performance appraisal. Retrieved 20 February 2015, from http://www.whatmakesagoodleader.com/Job-Performance-Appraisal.html#Contrast
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Performance Bonuses

Words: 1306 Length: 4 Pages Document Type: Essay Paper #: 29901813

performance bonuses at companies. There are four subjects. The first is about the use of bonuses -- would I make use of them? Then there is the question of evaluating people based on specific performance measures. Then there is the question of group bonuses and whether or not those are a good idea. Lastly I explain why I wouldn't institute a bonus program.

The role of the human resources department is to structure and implement the human resources strategy in such a way as to help the company to achieve its strategic objectives. There are a number of different ways that this can be achieved. One such way is through performance bonuses, which help to orient employees to specific types of behavior. This paper will analyze the issue of employee bonuses, taking a lot at some of the relevant data on the subject.

Use of Bonuses

Personally, as a manager,…… [Read More]

References

Kishore, S., Rao, R., Narasimhan, O. & John, G. (2013). Bonuses vs. commission: A field study. Journal of Marketing Research. Ahead of print.

Grinstein, Y. & Hribar, P. (2003). CEO compensation and incentives: Evidence from M&A bonuses. Journal of Financial Economics. Retrieved May 3, 2014 from http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.212.2206&rep=rep1&type=pdf

Woodbury, S. & Spiegelman, R. (1987) Bonuses to workers and employers to reduce unemployment: Randomized trials in Illinois. The American Economic Review. Vol. 77 (4) 513-530.

Cooke, W. (1994). Employee participation programs, group-based incentives and company performance: A union-non-union comparison. Industrial and Labor Relations Review. Vol. 47 (4) 594.
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Aligning Employee Compensation to the Performance Ceos

Words: 1739 Length: 5 Pages Document Type: Essay Paper #: 48240027

Performance Management Process and the CEO

Critique and evaluate considerations that are traditionally used to determine CEO compensation

Many reward compensations adopted by the CEOs of this era contain five primary components: limited stock grants, limited option grants, payouts for incentive plans, annual bonuses, and salary. While the amounts of bonuses, compensation and perquisites found in not-for-profit sectors may pale in comparison to those in the for-profit world, they generate combined reactions. Their existence can ignite debate, especially in periods of shrinking budgets and increasing costs. However, the ability to hire, maintain, and compensate CEOs is essential in all sectors, and is mostly achieved using a variety of executive compensation plans. The issues around the design of these systems in both the business and not-for-profit areas are similar (Bhattacharyya, 2011).

The last two decades have witnessed a drastic transformation of the executive compensation in many organizations. Compensation of top executives…… [Read More]

References

Bhattacharyya, D.K. (2011). Performance management systems and strategies. Dehli: Pearson.

Bebchuk, L.A., & Fried, J.M. (2004). Pay without performance: The unfulfilled promise of executive compensation. Cambridge, MA: Harvard University Press.

Blazey, M.L. (2013). Insights to performance excellence, 2013-2014: Understanding the integrated management system and the Baldridge criteria. Milwaukee: Asq Quality Press.

Chingos, P.T. (2004). Responsible Executive Compensation for a New Era of Accountability. Hoboken: John Wiley & Sons.
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Performance Appraisals Human Resource Performance

Words: 301 Length: 1 Pages Document Type: Essay Paper #: 81692976



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.… [Read More]

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Performance Appraisals When Choosing to

Words: 895 Length: 3 Pages Document Type: Essay Paper #: 64821609

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.…… [Read More]

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Performance Measurements There Are Several

Words: 658 Length: 2 Pages Document Type: Essay Paper #: 14914243

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…… [Read More]

Works Cited:

Huston, P. (2001). The ethics of placebo-controlled trials -- a middle ground. New England Journal of Medicine. Vol. 345 (12) 915-919.

Winstanley, D. & Stuart-Smith, K. (1996). Policing performance: The ethics of performance management. Personnel Review. Vol. 25 (6) 66-84.
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Performance Given the Need to Improve Organizational

Words: 1522 Length: 4 Pages Document Type: Essay Paper #: 5751689

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…… [Read More]

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Performance Appraisal if I Were

Words: 924 Length: 3 Pages Document Type: Essay Paper #: 91805055



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;…… [Read More]

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Performance Management Today What We

Words: 500 Length: 2 Pages Document Type: Essay Paper #: 47672874

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…… [Read More]

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Performance of the Middle East

Words: 7431 Length: 27 Pages Document Type: Essay Paper #: 72758625



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…… [Read More]

Reference:

2011, the world factbook, Central Intelligence Agency, https://www.cia.gov/library/publications/the-world-factbook / last accessed on February 21, 2011
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Performance Appraisal Shaw's Department Stores

Words: 1704 Length: 6 Pages Document Type: Essay Paper #: 99665894

In addition, theoretically, the system may not increase personal performance or development of skill sets and can hinder the employee/management relationship. The research however, has established that for Shaw, the performance appraisal system is viewed favorably by the management as well as the female staff respondents.

performance appraisal system for Shaw's Department Stores will enable management to better develop the staff and to facilitate a more comprehensive yet enjoyable shopping experience. The major issue however, remains in the lack of communication between management and staff. Staff respondents to the questionnaire indicate that further communication regarding employee development and feedback is necessary as it is currently lacking. The central theme to this system is the balanced scorecard system that links the initiatives to goals and outcomes.

360 degree appraisal (Bureau, 2011) will provide accountability to the management to ensure that staff is receiving proper training and development, including feedback for growth.…… [Read More]

A performance appraisal system for Shaw's Department Stores will enable management to better develop the staff and to facilitate a more comprehensive yet enjoyable shopping experience. The major issue however, remains in the lack of communication between management and staff. Staff respondents to the questionnaire indicate that further communication regarding employee development and feedback is necessary as it is currently lacking. The central theme to this system is the balanced scorecard system that links the initiatives to goals and outcomes.

360 degree appraisal (Bureau, 2011) will provide accountability to the management to ensure that staff is receiving proper training and development, including feedback for growth. An appraisal system within Shaw's is expected to alleviate issues regarding the motivation of sales staff as this system responds to the employee demand for career growth and responsibility

Finally, Shaw's business management practices requires the identification of employee experience when being evaluated for work performed at Shaw's and to identify good practices for effective performance appraisal relevant to Shaw's needs. The system therefore must be based on an employee assessment that includes specifics regarding employee responses to specific work situations. The psychometric approach will enable management to maximize the information obtained by instituting a performance appraisal system by identifying the variables within each worker that correlates to motivational techniques designed to increase performance.
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Human Resources Performance Appraisal in

Words: 334 Length: 1 Pages Document Type: Essay Paper #: 53515105

Somehow, while the appraisals are meant to rate employees and indicate their chance for a raise or promotion, they seem to be misused and misunderstood in this company.

The objections of the supervisors should be to rate the employee honestly, to candidly evaluate their work and performance, and let them know where they stand in the company. Taking personal feelings, situations, company politics, and fear of lawsuits into consideration only muddies the process and turns it into something to dread, rather than something to learn and grow from. An employee should be able to look forward to an appraisal without fear or distress; they should be able to look forward to receiving a sincere review of their performance, with suggestions for improvements as a guide for the coming year. It does not seem like that happens in many companies.… [Read More]

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Computer Capacity Evaluation Is Helpful for Educational

Words: 694 Length: 2 Pages Document Type: Essay Paper #: 325834

computer capacity evaluation is helpful for educational institutions. In addition to having many of the same IT requirements as other businesses, schools benefit from the use of technology in additional ways. Educational institutions use technology as an effective tool for promoting student learning, to enable new roles for students and teachers, to support professionalization of educators and to extend learning beyond the school walls (U.S. Department of Education, n.d.). Given the benefits of technology, the educational institution likewise has requirements for computer performance evaluation and capacity planning. Consequently, schools also stand to benefit from capacity planning that makes sure IT meets the demands placed upon it.

Research has documented the impact of technology in education and helps to underscore the importance of capacity planning and computer performance evaluation. Experts point to studies showing that careful planning is a prerequisite to effectively implementing technology in education and training. Planning and evaluation…… [Read More]

Works Cited

Adams, S. (2006). Maximizing the benefits of capacity planning. Retrieved December 23, 2011 from: http://esj.com/articles/2006/02/07/maximizing-the-benefits-of-capacity-planning.aspx

Cradler, J. (2011). Implementing technology in education: Recent findings form research and evaluation studies. Retrieved December 23, 2011 from: http://www.wested.org/techpolicy/recapproach.html

IBM Corporation. (2010). Benefits of capacity planning. Retrieved December 23, 2011 from: http://publib.boulder.ibm.com/infocenter/zos/v1r12/index.jsp?topic=%2Fcom.ibm.zos.r12.erba900%2Ferbzpm9019.htm

U.S. Department of Education. (n.d.) Technology and education reform. Retrieved December 23, 2011 from:  http://www2.ed.gov/pubs/EdReformStudies/EdTech/overview.html
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Standard for Performance Appraisals Performance

Words: 2067 Length: 6 Pages Document Type: Essay Paper #: 29304001



Personnel record

Personnel records are data pertaining to employees which consist of factual and comprehensive information of employee. All employee information is kept in systematic order which assists human resources manager to make an effective decision about employee. Typically, personnel records consist of employee past records, medical report and employee progress. Personnel record also consist of payroll records, leave records, and benefit record and turnover record. Training and development record contains training schedule, transfer cases, and appraisal reports. Health and safety record contains medical history, safety provisions, sickness reports, and insurance reports. The service record contains essential records that consist of bio-data, family information, residential information, and marital status, academic qualifications, past address and employment records. While some critics argue that personnel records is a waste of time and money, however, Yoder (1942) provides several benefits that organization could derive from personnel record:

Personnel record assists managers to identify crucial…… [Read More]

References

Ahmed, S. (2005).Analysis of Workplace Surveillance in a Quest for Ethical Stance. Journal of Business Systems Governance and Ethics .2(4).

American Bar Association.(2001).Employment: Proof of Discrimination. Mental and Physical Disability Law Reporter. 25( 5): 826-831.

Aswathapp, K. (2005).Human Resource and Personnel Management. (4th Edition) Tata McGraw-Hill Education.

Aswathapp, K (2010). Employment Law for Human Resource Practice. Tata McGraw-Hill Education.
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Role and Improving Management Performance Nurse Shift

Words: 2634 Length: 8 Pages Document Type: Essay Paper #: 52328564

ole and Improving Management Performance: Nurse Shift Leader

Management plays a key role towards improving performance in an organization. In the 21st century organizational setting, management is fundamental in ensuring that there is a high performance in an organization. Organizations are investing in developing the right management systems, people so that they boost the employee performance, and foster the realization of departmental objectives. This has become a critical thing in enhancing employee performance in the workplace. In this study, I have focused on various issues of management and the role that I, as the Nurse Shift Leader, will play in boosting the performance of employees under me in adult intensive care unit and the entire hospital.

Managers have a role to play to improve performance in an organization. In fact, all the success of an organization begins and ends with the form of management and style adopted. Effective organizations are…… [Read More]

References

Armstrong, M. (2006). A handbook of management techniques. London: Kogan Page Publishers.

Awamleh, R., & Gardner, W.M. (2004). Perceptions of Management and its effectiveness. The Leadership Quarterly, 10(3), 345 -- 373.

Avolio, B.J., Bass, B.M., & Jung, D.I. (2009). Re-examining the components of transformational and transactional leadership, Journal of Occupational and Organizational Psychology, Vol. 72, Issue 2, p. 441 -- 462.

Alannah E. & Mark A. (2004). Transformational leadership, The Leadership Quarterly, Vol. 15, Issue 2, p. 329 -- 354.
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Employees Performance Appraisals at the

Words: 4257 Length: 15 Pages Document Type: Essay Paper #: 10158549

The initial recommendation comes from the employee's direct supervisor and is then discussed with the general director and the payroll manager.

At the fourth stage, the performance review, the employee and his direct supervisor come once again face-to-face to discuss the outcome of the performance appraisal process. The employee is informed of the managerial decision regarding future remunerations, and a date for a new meeting is set. The new meeting will establish goals for the following year, ergo the cyclic characteristic of the appraisal system (Grote and Grote).

Aside for meeting the three scopes previously identified, performance appraisals also present the company with several benefits. For instance, they create a context in which the employee is introduced to his own core competencies and limitations, based on which he can better direct his future formation. Then, the employees take an active role in their own evaluation and get to know themselves…… [Read More]

References:

Armstrong, S., Appelbaum, M., Stress-free performance appraisals: turn your most painful management duty into a powerful motivational tool, Career Press, 2003, ISBN 1564146863

Coens, T., Kenkins, M., Block, P., Abolishing performance appraisals: why they backfire and what to do instead, Berrett-Koehler Publishers, 2002, ISBN 1576752003

Falcone, P., Sachs, R.T., Productive performance appraisals, 2nd edition, AMACOM Div American Mgmt Assn, 2007, ISBN 0814474225,

Grote, D., Grote, R.C., the performance appraisal question and answer book: a survival guide for managers, AMACOM Div American Mgmt Assn, 2002
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Business Management -- Performance Appraisal

Words: 492 Length: 2 Pages Document Type: Essay Paper #: 80042785

While the supervisor still maintains the role of performance appraiser and evaluator, the more modern role also allows the supervisor to solicit input directly from the subordinate (Daft, 2005; ussell-Whalling, 2008).

In that regard, some of the most important information relates to the subordinate's perspective of the possible factors that may contribute to less-than-optimal performance (ussell-Whalling, 2008). Furthermore, the modern approach to personnel and performance management also recognizes that the most effective systems also include elements of bottom-up evaluations in addition to the traditional top-down evaluations (Daft, 2005; ussell-Whalling, 2008). Naturally, bottom-up evaluations are more informal than top-down evaluations (Daft, 2005), but they often provide important information that enables supervisors recognize their own limitations and shortcomings in addition to allowing subordinates to supply valuable information pertaining to what they know about their own learning styles (Daft, 2005).

The traditional performance appraisal and personnel management approach serves the purpose of evaluating…… [Read More]

References

Daft, R. (2005). Management 7th Edition. Mason: Thomson South Western.

Russell-Whalling, E. (2008). 50 Management Ideas You Really Need to Know.

London: Quercus
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Police Management Performance Management Comparison

Words: 1374 Length: 5 Pages Document Type: Essay Paper #: 79206236

(NCPP 2004)

II. Performance Management in England and Wales:

In Wales and England the National Policing Plan 2004-2007 was published in November 2003 with the stated aim of the plan being to: "Deliver policing to high national standards and for communities to be increasing engaged in the policing of their area." The stated plan is inclusive of a "framework for local police planning in England and Wales over the next three years." Within the scope of the plan are 'five key priorities' for the police service' which are: Provision of a 'citizen focused service to the public'

Tackling anti-social behavior and disorder as well as continuing to bring a reduction to 'burglary, vehicle crime, robbery and drug related crime' are said to be in line with the Government's Public Service Agreement targets Stated as the Performance Police Authority Role is the holding together of the police force on behalf of…… [Read More]

Bibliography

Eigerman, M.R. 1988, "Who should be responsible for business strategy?" Journal of Business Strategy, vol. 9, no. 6, p. 40.

Gummer, B. 1992, "Ready, fire, aim! Current perspectives on strategic planning,"

Administration in Social Work, vol. 16, no. 1, p. 89.

Cross, K.F. & Lynch, R.L. 1992, "For good measure," CMA Magazine, vol. 66, no. 3,
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Criminal Justice - Evaluations Evaluation

Words: 1450 Length: 5 Pages Document Type: Essay Paper #: 1367760

Under the stewardship of Police Commissioner Howard Safir, the NYPD began analyzing daily crime statistics collected from its 40,000 officers throughout the five boroughs of New York City and generating computer modeling of crime trends in a system dubbed CompStat that allowed the accurate identification of crime trends with pinpoint accuracy, often permitting nearly as precise predictive modeling via extrapolation (Safir, 2003).

The other main benefit and purpose of CompStat was that is enabled police administrators to grade the performance of every precinct according to any criteria defined by policy considerations. That aspect of CompStat is relied upon heavily by NYPD administration to the extent that Commissioner Safir reassigned, removed, or demoted fifty-four precinct commanders during his tenure as commissioner between 1996 and 2000 (Safir, 2003). Naturally, the technical means of data collection and analysis techniques differ quite profoundly from those available to previous generations of police administrators, but the…… [Read More]

References

Coleman, J.L., Thomas, C.C. (2002). Operational Mid-Level Management for Police. Illinois: Springfield.

Conlon, E. (2004). Blue Blood. New York: Riverhead.

Lee, W.D. (2007). Program Evaluations: Improving Operational Effectiveness and Organizational Efficiency; FBI Law Enforcement Bulletin (Nov/07 Vol. 76

No. 11, pp. 1-6).
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Solid Evaluation Process for Feedback

Words: 607 Length: 2 Pages Document Type: Essay Paper #: 40567605

One of the best ways of ensuring that an individual is motivated is to talk to him or her before undertaking any sort of training or evaluation procedure, in order to ascertain whether or not improvement is actually a goal of the individual. Once employees have demonstrated that positive change is a priority, another prime motivating factor is the tailoring of learning and training programs on an individual basis -- within reason, of course. By inducing elements of self-directed learning or training, in which employees may be able to study on their own or demonstrate their proficiency of concepts before others, motivation will be sufficiently evidenced and individuals will gain more out of a particular training.

Still, in order for long-term success and proficiency in a particular topic, it becomes necessary to stratify both the performance evaluation feedback process as well as any applicable training modules into smaller, manageable goals.…… [Read More]

References

Coleman, D. (2000). Working With Emotional Intelligence. New York: Bantam.
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Organization Performance Assessment Organizational Performance Assessment Can

Words: 2998 Length: 12 Pages Document Type: Essay Paper #: 93033588

Organization Performance Assessment

Organizational performance assessment can be defined as a process of evaluating the performance of an organization against some well defined goals and targets. It lays much emphasis on the accomplishments of an organization in relation to its mission and the stated objectives. In the situation of a government department, the assessment would check the major mandates, ambitions, priority and the performance schedules and evaluates the advancements that have been made towards the accomplishment of these ambitions. In short, refers to the practice whereby an organization institutes the stricture in which programs, acquisitions and investments reaches the preferred results. The process of measuring performance always requires the employment of statistical evidence to find out the progress toward the defined objectives of the organization. The basic aim of any assessment is usually to provide a response that is relative to the goals of the organization, which increases its chances…… [Read More]

References

Behn, R.D. (2003) Why measure Performance? Different Purposes Require Different Measures.

Edwin, A.L. And Gary, P. L (1984). Goal setting for individuals, groups, and organizations

Science Research Associates, Chicago IL

Kotelnikov, V. (2001). Performance Measurement System
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Job Evaluation the Responsibilities of the Job

Words: 594 Length: 2 Pages Document Type: Essay Paper #: 32573451

job evaluation, the responsibilities of the job must be understood. A friend works as a tour guide at a museum. There are a number of different responsibilities for this job. The first is to guide guests around the museum, so there are elements of this task including having good customer service, being knowledgeable about the museum, answering questions and providing a good visitor experience. My friend also gives tours in American Sign Language, so should also be evaluated on her ability in that form of communication.

The performance plan includes a number of metrics, both qualitative and quantitative. The number of tours given without complaint and the total number of complaints are two of the quantitative metrics, along with attendance statistics. There is also a qualitative evaluation that is done where the supervisor goes along on one of the tours in order to evaluate performance. This includes a checklist of…… [Read More]

References:

McNamara, C. (no date). Employee performance management. Free Management Library. Retrieved May 15, 2011 from http://managementhelp.org/emp_perf/emp_perf.htm
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Articles Evaluating Supplier Performance and Vendor Management

Words: 638 Length: 2 Pages Document Type: Essay Paper #: 50106191

articles "Evaluating Supplier Performance" and "Vendor Management Tips: Building Relationships" and evaluates the criteria they discuss.

There are inherent problems in using performance evaluations, as McGuiness et al. point out. "To have any validity, performance evaluations must be systematic and fair, and based upon explicit criteria of which the suppler has notice" (McGuinness, Kevin, Bauld & Stephen, 2005). For such evaluations to be of any value, they must use valid performance measures and reporting mechanisms. Of course, such a labor-intensive process precludes its being practical to implement for most projects.

Tyler's article focuses instead on ways to effectively manage the vendor relationship. In terms of ranking, some of the tips are more effective and more likely to yield the desired outcome of successful project completion, and are therefore more valuable than others. The following criteria are the most important:

All the criteria that recognize the value of a successful implementation…… [Read More]

Works Cited

Kumar, S. (2009). Managing vendor relationships in tough times. Global Services. Retrieved November 3, 2011 from: http://www.globalservicesmedia.com/Strategies-and-Best-Practices/Vendor-Management/Managing-Vendor-Relationships-in-Tough-Times/24/30/0/general200905036453

McGuiness, et al. (2005). Evaluating supplier performance. Retrieved November 3, 2011 from: http://findarticles.com/p/articles/mi_qa3993/is_200501/ai_n9521377/

Tyler, I.H. (2005). Vendor management tips: Building relationships. Retrieved November 3, 2011 from: http://www.computerworld.com/s/article/99816/Vendor_Management_Tips_Building_Relationships?taxonomyId=014
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A concise Analysis of financial performance of companies

Words: 6238 Length: 17 Pages Document Type: Essay Paper #: 65988591

environmental, social and governance (ESG) performance and financial performance of companies

Investors are increasingly recognizing the fact that ESG (environmental, social, corporate governance) elements can substantially affect companies' security rates and financial performance. The aforementioned components' contribution to financial markets has been growing with the rise in number of ESG opportunities and risks within the contemporary international economy. Timely and improved organizational policy-related data access and the effect of organizational policy on communities have made it considerably convenient for customers to express their dissatisfaction by simply quitting a brand. When international brands' images are sullied by ESG-related problems, the resultant instantaneous backlash has the capacity of abruptly and negatively impacting income and demand (Eccles, Ioannou & Serafeim, 2014).

Organizations having a poor reputation when it comes to ESG related matters are vulnerable to monetary risks, including a very genuine threat of facing lawsuits in the future, greater remediation and regulatory…… [Read More]

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Organizational Performance and HRM Approach

Words: 4660 Length: 15 Pages Document Type: Essay Paper #: 50147695

integrated HRM approach organizational performance

Human Resource Management

HRM consists of managing people in a company, it's all about managing the employees. For the sake of simplicity, we can conclude that it's managing humans / people. HRM is purely a managerial operation in which a company tries to meet the company's goal by skill set of its workforce. Human Resource Management addresses the management of employees within a company. It assists the employees in syncing with the company and their work, rewarding their work and resolving issues as well (Naeem, 2011).

Growing Importance of HRM

An organization basically thrives from skill set of the employees; know how, abilities, knowledge and capabilities of its employees. This pool of talented reservoir entails the core competencies of a company (pooled reserve of knowledge an organization possesses which sets it apart from its rivals and gives value to its clientele). HRM plays a pivotal…… [Read More]

Bibliography

Alain, P., 2012. patrickalain.com. [Online] Available at: http://www.patrickalain.com/effective-management/performance-management / [Accessed 30 August 2014].

Anon., 2011. Boundless. [Online] Available at: https://www.boundless.com/management/textbooks/boundless-management-textbook/human-resource-management-7/purpose-of-human-resource-management-56/human-resource-planning-281-8373 / [Accessed 30 August 2014].

Anon., 2011. Defining Career Management, U.S.: Public Service Commission.

Anon., 2011. hrinz.com. [Online] Available at:  http://www.hrinz.org.nz/Site/Resources/Knowledge_Base/Q-Z/Recruitment_and_Selection.aspx  [Accessed 30 August 2014].
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Government Performance Results Act

Words: 2370 Length: 7 Pages Document Type: Essay Paper #: 81263864

Government Performance esults Act

The General Accounting Office (GAO) may be one of most essential agencies in the federal government, because of its investigative oversight, but to the average American citizen, it may also be among the lesser known agencies. That is because the average hard-working nine-to-five person - whose contact with "news" is a few sound bites on television after work - might never dig into newspapers deep enough to read up on how taxpayer dollars are spent in Washington D.C. It's regrettable that the average person complains loudly about taxes, and "politicians" - yet knows little of the GAO's pivotal work. Meanwhile, this paper will focus upon the GAO report on the U.S. Department of Justice (DOJ), titled, "Status of Achieving Key Outcomes and Addressing Major Management Challenges" - which is clearly a wise use of taxpayer monies, whether taxpayers know about the GAO or not.

The GAO…… [Read More]

References

American Civil Liberties Union (2003). "ACLU Demands Truth From Justice

Department: New Report Details False Claims about SCOPE, Impact of PATRIOT Act." http://www.aclu.org/SafeandFree/SafeandFree.cfm?ID=13100&c=206.

Kast, Sheila (2001). "Terror probe raises concerns about civil rights." CNN.com. http://www.cnn.com/2001/U.S./10/22/inv.civil.rights/

Perry, Tony (2002). "Immigration Attorney for 7 Detainees Lashes Out At INS:
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K-12 Teachers Performance Appraisal Model

Words: 1598 Length: 6 Pages Document Type: Essay Paper #: 95147753

Only the direct supervisor may access the performance appraisal with request from District officials. Any other personnel requesting review of information must acquire permission from appropriate District representatives.

Grievance Procedure

In the event of a negative performance review the evaluatee will have the ability to appeal the performance review. In the event the appeal is denied and the evaluation demonstrates that the teacher has deficiencies in one or more areas it will be necessary to recommend measures to resolve the negative performance issues.

If the matter is related to performance abilities or skills, appropriate training and mentoring may be recommended; with a follow up mid year evaluation recommended six months from the date of completion of the initial review.

If the performance evaluation is unsatisfactory due to issues of attendance or other personal matters, the evaluatee will be observed for the next three months and given the opportunity to resolve…… [Read More]

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Progress and Performance Monitoring With Any Project

Words: 3946 Length: 13 Pages Document Type: Essay Paper #: 51292165

Progress and Performance Monitoring

With any project that's intricate, involved and worth completing, the progress and performance need to be consistently monitored. Proper project monitoring allows all stakeholders in the project to determine if the project is on course or not.

One method of monitoring the success and development of a project is via performance indicators. These indicators are flags which provide proper image of a project's impact, outcomes, outputs, and inputs as a means of evaluating the overall progress of the project toward its objectives (Alexander, 1996). Such indicators are also used to evaluate the success of the project and how closely the project is reaching its desired end result or outcome. "Indicators organize information in a way that clari-es the relationships between a project's impacts, outcomes, outputs, and inputs and help to identify problems along the way that can impede the achievement of project objectives" (Alexander, 1996).

There…… [Read More]

References

Adpc.net, 2011. Designing Project Monitoring and Evaluation. [Online]

Available at: http://www.adpc.net/pdr-sea/eval/file39.htm

[Accessed 29 June 2013].

Alexander, M., 1996. Performance Monitoring Indicators. [Online]
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Human Resource Management -- Employee Performance Human

Words: 2186 Length: 8 Pages Document Type: Essay Paper #: 56567523

Human esource Management -- Employee Performance

Human resource management (HM) has developed into a crucial component of the contemporary business organization and the professional business environment (Fyock, 2001; George & Jones, 2008; obbins & Judge, 2009). Today, formal approaches, practices, and procedures dominate employee recruiting, hiring, training, supervision, appraisal, and advancement and only the smallest organizations still perform those functions in the informal ad-hoc manner that used to be common throughout workplace environments. Especially in difficult economic periods and perpetually within industries with characteristically narrow profit margins or intense competition among organizations, HM functions can represent substantial cost savings and added value where they are administrated efficiently, or they can be the source of significant unnecessary costs and undermine competitive advantage (Fyock, 2001; George & Jones, 2008; obbins & Judge, 2009).

Within modern HM component functions, employee performance appraisal has emerged as a crucial area, largely because it is often…… [Read More]

References

Buckingham, M. And Vosburgh, R.M. "The 21st century human resources function: It's the talent, stupid!" Human Resource Planning. Human Resource Planning

Society

NY. (2001). Retrieved April 06, 2011 from HighBeam Research:

http://www.highbeam.com/doc/1P3-114734970.html
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Education - Faculty Evaluations Establishing

Words: 485 Length: 2 Pages Document Type: Essay Paper #: 46239142

Failure to pursue professional development gradually relegates all academic instruction to the mere presentation of history instead of the transmission of applicable knowledge conducive to the professional competence of students.

Service to the College Parameter - 15%:

If teaching (including its professional development component) account for 75% of faculty responsibilities, the remaining 25% relate to professional efforts that relate indirectly to serving the college by facilitating learning on the part of students and to maintaining and continually improving the learning institution. Within that general parameter, the larger responsibility is to benefiting the college with the remainder benefiting the general community.

Service to the General Community Parameter - 10%: In principle, teaching is a service to the entire community in which specific service to the college and its students is simply the most direct and efficient method of enabling the institution to fulfill its role within the larger external community. Therefore,…… [Read More]

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Stakeholder Theory and Performance

Words: 636 Length: 2 Pages Document Type: Essay Paper #: 37406546

Stakeholder management is a concept applied to many types of organizations, where strategic decision-making takes into account the interests of multiple different stakeholders (Thompson, 2016). Advocates of the stakeholder perspective have argued that the stakeholder approach is a better way to evaluate a business' success, as opposed to strictly considering financial results (Perrini & Tencati, 2006). The concept of the balanced scorecard hypothesizes that businesses that look after the interests of all stakeholders will perform well on measures affecting all, including the financial measures.

There are differing opinions on this, however. The stakeholder approach advocates for multiple different measures for business, and this is diametrically opposed to the normal means of evaluation, which are strictly financial in nature. It is not actually possible to reconcile these, but both contain financial measures. Many companies seek to portray themselves as giving due attention to non-financial interests, but this is not always the…… [Read More]

References

Friedman, M. (1970). The social responsibility of business is to increase its profits. New York Times Magazine. Retrieved April 19, 2016 from http://www.colorado.edu/studentgroups/libertarians/issues/friedman-soc-resp-business.html

Perrini, F. & Tencati, A. (2006). Sustainability and stakeholder management: The need for new corporate performance evaluation and reporting systems. Business Strategy and the Environment. Vol. 15 (2006) 296-308.

Thompson, R. (2016). Stakeholder management. MIndtool.com. Retrieved April 19,2016 from https://www.mindtools.com/pages/article/newPPM_08.htm
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Retail Sales Performance Management

Words: 1932 Length: 6 Pages Document Type: Essay Paper #: 22031333

Organizational Behavior

Job Description

An effective job description performs many functions -- attracting the right people, holding existing employees accountable to defined standards, and helping management structure the organization more effectively (Florentine, 2015). The job description for the sales associate needs to be aligned with the overall corporate objectives in order to be at its most effective. The overall objectives appear to be the simultaneous goals of increasing sales and increasing service. These are not necessarily mutually exclusive, because higher levels of service often result in more sales, but in retail the two can be mutually exclusive. Such a situation would arise in the case of the pushy salesperson more interesting in making a commission that meeting the needs of the customer. A job description should describe the position, and its role within the organization, not just a set list of tasks. The qualifications should actually align with the skills…… [Read More]

References

Florentine, S. (2015). How to write an effective job description. CIO Magazine. Retrieved November 27, 2015 from http://www.cio.com/article/2908027/hiring/how-to-write-an-effective-job-description.html

Redmon, W., Mawhinney, T. & Johnson, C. (2001) Handbook of Organizational Performance. Routledge.

Adler, L. (2015). Soft skills are hard to assess. And even harder to succeed without. Inc. Magazine. Retrieved November 27, 2015 from http://www.inc.com/lou-adler/hiring-guide-soft-skills.html

Heckman, J. & Kautz, T. (2012). Hard evidence on soft skills. Labour Economics. Vol. 19(4) 451-464.
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Network Performance for Davis Networks

Words: 5282 Length: 18 Pages Document Type: Essay Paper #: 13903902

Network Implementation for Davis Networks Inc.

In the proposal, effort is made to develop an affordable local LAN for Davis Networks Inc. The effort involves provision of wireless Internet connection to all individuals for their desktops and laptops from the current high speed connection they have at an affordable price (800 USD -- 1000 USD). Provision of the internet to the same location costs approximately 700 USD including all other expenses like doing the wiring etc. To implement the project, there are various obstacles that have to be considered like electric poles, trees and walls. The core location is the Computer Center building. It has the highest speeds of connection. From this building, there will be distribution to the surrounding buildings located between 500 and 1000 meter range. The establishment of the network needs 5 Wireless Access points (WAP) having Omni antennas (A, B, C, D, E) and two directional…… [Read More]

References

Chapter 2 Wireless Networking Basics (2005).

Deep, G., Kush, A. & Kumar B. (2010). PROPOSAL FOR LOW COST WIRELESS NETWORKING. International Journal of Computing and Business Research (IJCBR) 1(1).

Kadhim, D., J. & Hussain, W.K. (2006). Design and Implementation of a Proposal Network Firewall. Al-Khwarizmi Engineering Journal, 2(1), pp 52-69

Kadry, S., & Hassan, W. (2008).Design and Implementation of System and Network Security for an Enterprise with World Wide Branches. Journal of Applied Sciences Research, 4(11), 1361-1370.
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CEO Compensation and a Company's Performance

Words: 2423 Length: 9 Pages Document Type: Essay Paper #: 98647423

CEO's salary, bonus, and long-term compensation with respect to various organizational, financial and CEO factors such as corporate reputation, growth in employees, company size, and return on equity, CEO tenure and CEO stock ownership. In relation to the general performance of the organization

This paper utilizes the various measurement of chief executive compensation as exploited by the various detailed pieces of literature and employed as the dependent variable in a model based on multiple regression theory. It explores the extent to which the CEO's compensation package affects the overall performance of the whole firm or corporation for which he or she works for.

The purpose of this research is to determine the extent to which the CEO's remuneration a large corporation such as Coca Cola has on the general performance of the organization.

Introduction

The CEO's compensation has for a long time been source of attention from various groups in…… [Read More]

Bibliography

Anderson, R.C & Bizjak, J.M. 2003) An Empirical Examination of the Role of the CEO and the Compensation Committee in Structuring Executive Pay.Journal of Banking and Finance, 27.

Baiman, S. And Verrecchia R. (1995).Earnings and price-based compensation contracts in the presence of discretionary trading and incomplete contracting. Journal of Accounting and Economics, Vol. 20:1, pp. 94-120.

Barro, J.R.; Barro, R.J. (1990) Pay, Performance and Turnover of Bank CEOs, Journal of Labor Economics, 8.

Bebchuk, L.A & Fried, J.M.( 2003) Executive Compensation as an Agency Problem. National Bureau of Economic Research Working Paper Series, No. 9813.
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Performance of Credit Rating Agencies

Words: 5610 Length: 18 Pages Document Type: Essay Paper #: 31974604

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…… [Read More]

References

Blochwitz, S., When, C. And Hohl, S. (2003), Reconsidering ratings, Working Paper. Deutsche Bundesbank, Frankfurt.

Bolton, Patrick, Xavier Freixas, and Joel Shapiro, (2008), "The Credit Ratings Game" Mimeo, UPF, Barcelona.

Dittrich, Fabian, (2007), "The Credit Rating Industry: Competition and Regulation," Working Paper, University of Cologne - Department of Economics.

Fitch (2007), Sovereign Rating Transition and Default Study 1995-2006, February 7.