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Performance Improvement Essays (Examples)

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Performance Given the Need to Improve Organizational
Words: 1522 Length: 4 Pages Document Type: Essay Paper #: 5751689
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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…

Performance Management Through the Lens of Keys
Words: 723 Length: 2 Pages Document Type: Essay Paper #: 60014198
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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…

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 .

Performance Management How Has the
Words: 1732 Length: 6 Pages Document Type: Research Proposal Paper #: 80258558
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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.…

References

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

Fulkerson, John R., and Randall 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/INFORM Global. ProQuest. 1 Mar. 2009

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

Performance Management Implementing an Effective Performance Management
Words: 783 Length: 2 Pages Document Type: Essay Paper #: 2713555
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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…

References

Pulakos, E.D. (2009). Performance management: A new approach for driving business results. West Sussex, United Kingdom: John Wiley & Sons Ltd.-Blackwell Publishing.

Stone, R, D. (2009). Achieving Results with a Performance-Centered Design Framework. Performance Improvement Vol. 48(5) 37-44. Retrieved from http://search.proquest.com.proxy-campuslibrary.rockies.edu/docview/237234715/AD71C5FFAAEA427APQ/1?accountid=39364

Performance Management Employee and Labor Relations
Words: 1421 Length: 3 Pages Document Type: Essay Paper #: 51655852
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Contrary to popular belief, improved performance by employees in a particular organization is not always linked to incentives; in today's dynamic business environment, it is crucial for human resource managers to balance the needs of individuals with those of the organization. One critical component that leads to good individual as well as organizational performance is the application of an effective performance management process. In fact, companies that invest in good performance management practices generally perform better than those that do not measure and manage their performance (Leeuw and Berg, 2010). According to Cardy and Leonard (2011), performance management can be defined as the integrated and strategic approach used by human resource managers to deliver successful results by improving the performance of all the individuals in the organization. It ensures that the goals of an organization are achieved in an efficient and effective manner, while at the same time maintaining good…

References

Cardy, R & Leonard, B. (2011). Performance Management: Concepts, Skills and Exercises. (2nd Ed.) New York, NY: Routledge

Leeuw, S & Berg, J.P. (2010) Improving operational performance by influencing shopfloor behavior via performance management practices. Journal of Operations Management Vol. (29)1 224-335. Retrieved 9 April 2015 from  http://www.isihome.ir/freearticle/ISIHome.ir-21006.pdf 

Riccio, S. (2014) Hudson College Scenario C: Performance Management. Society for Human Resource Management. Retrieved 10 April 2015 FOM https://www.shrm.org/Education/hreducation/Documents/Riccio_Hudson%20College_Scenario%20C_Student%20Workbook_FINAL.pdf

Stone, R.N. (2009) Achieving Results with a Performance-Centered Design Framework. Performance Improvement Vol. (48)5 37-44. Retrieved 10 April 2015 from http://search.proquest.com.proxy-campuslibrary.rockies.edu/docview/237234715/4155FCBF55844623PQ/1?accountid=39364

Performance Appraisals for Business Effective
Words: 8831 Length: 31 Pages Document Type: Thesis Paper #: 91375895
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However, as Murphy (2008) notes, these original scores, and the weightings, are given by biased humans who may have another agenda than simply giving the most accurate appraisal possible. In addition, there is also the question about whether a truly accurate (when negative) appraisal is the best course of action due to the possible negative consequences.

Management by Objectives (MBO)

Sudarsan (2009) surmises that, in the past, researchers have concluded that there are primarily three approaches to performance appraisals. The first approach -- the results focused approach -- is centered on determining whether a specific job has been performed or not. If these performance targets are met or exceeded, the employee is rewarded. The second approach -- the behavioral approach -- focuses on employee behavior. The actual output of the employee is ignored, but instead the methods the employee is using is evaluated. This approach has the benefit of being…

References

Addison, J. & Belfield, C. (Sept 2008). The determinants of performance appraisal systems. British Journal of Industrial Relations, 46(3). Retrieved November 15, 2009, from Business Source Complete.

Addison and Belfield compare the findings of Brown and Heywood's analysis of the Australia Workplace Industrial Relations Survey with their findings in Britain, using the Workplace Employment Relations Survey. Of particular interest for this paper was the conclusion from both studies that tenured employees are not strongly motivated by performance appraisals. This shows the ineffectiveness of appraisals, no matter what system is used, for those employees with tenure.

Banu, C. & Umamaheswari, P. (Jul 2009). A study on 360 degree performance appraisal systems in Reliance Life Insurance, Udumalpet. ICFAI Journal of Management Research, 8(7). Retrieved November 15, 2009, from Business Source Complete.

Banu and Umamaheswari research the use of the 360-degree performance appraisal system on a life insurance company. It was found that this appraisal system was helpful in identifying training needs, in addition to evaluating the performance of employees. It was also found to be useful in determining rewards and incentives, as well as promotions. However, the authors failed to acknowledge the challenges inherent in this system, as found be other researchers.

Performance Appraisal
Words: 636 Length: 2 Pages Document Type: Essay Paper #: 76326599
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Aggarwal (2013), the critical incident method of performance appraisal was first formalized by Fitts and Jones as early as 1947. The first purpose of the technique was to classify pilot error experiences with the reading and interpretation of instruments within aircraft. Although referring to "critical incidents" as "errors," the authors served as the harbingers of this method of performance appraisal in the workplace. John Flanagan was the first to refer to the method as the "Critical Incident Technique," defining it as a description of events associated with special significance in order to describe human behavior in various circumstances. For the workplace, this means that an employer or a team of analysts would monitor employee behavior in various circumstances or during specified events. This can then be used to determine the effectiveness or quality of employee performance.

According to Marrelli (2005), one of the main rationales for the critical incident method…

References

Aggarwal, A. (2013, Feb.). Techniques of Performance Appraisal -- A Review. International Journal of Engineering and Advanced Technology, 2(3). Retrieved from: www.researchgate.net

Marrelli, A.F. (2005). Critical Incidents. Performance Improvement. 44(10). Retrieved from: http://www.ispi.org/pdf/suggestedreading/articlesix_criticalincidents.pdf

Improvement of Human Resource Management in a
Words: 1085 Length: 4 Pages Document Type: Essay Paper #: 9946421
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Improvement of Human esource Management in a espiratory Care Center

When individuals play as a team they tend to achieve greater clinical and organizational outcomes in a healthcare institution like the respiratory care center. Clinical and financial improvements have been reported in cases where there has been teamwork between the healthcare team. Whenever there is an organizational breakdown, the departments in any organization can conspire to sabotage each other and this hampers the progress of any care giving institution (Hoff 2004).

Overall patient care is achieved whenever there is total cooperation and teamwork between the workers, this is because each worker works with only one sole aim and that is to meet the needs of the patient. In such a case the main goal is to achieve an improved respiratory care. Teamwork exist in two levels in any respiratory care center, the first instance is when there is cooperation between…

References

Baker, D.P. (2005). "Medical Team Training Programs in Respiratory Care." In Advances in Patient Safety: From Research to Implementation (Vols. 3).

Gagnon, D.1 (1998) National Consultation on Health Services and Policy Issues: Summary Report. Ottawa: American Health Services Research Foundation.

Hoff, T.L. (2004) "Quality provision of respiratory care." Medical Research and Review 98(1): Vol 3.

Performance of the Middle East
Words: 8783 Length: 30 Pages Document Type: Data Analysis Chapter Paper #: 76621532
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(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…

Bibliography

Alexandria Real Estate, 2010.

Egypt Property, 2010, Select Property. Available from: [19 Mar. 2011].

Egypt Real Estate Attracts Interest From Foreign Investors, 2010, New Investors. Available from: [19 Mar. 2011]

Jabal Omar Development Corporation, 2010

Performance Measurement Performance Analysis System
Words: 3010 Length: 10 Pages Document Type: Term Paper Paper #: 7494995
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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…

References

National Health Foundation of California. 2004. Survey of Hospital Performance Measurement Activities in California. National Health Foundation of California. Available at http://www.nhfca.org/reports/PMSCAExecutiveSummary.pdf [Accessed 30 April 2008].

Walker, K. & Dunn, L. 2006. Improving hospital performance and productivity with the balanced scorecard. Academy of Health Care Management Journal. Annual. Available at  http://findarticles.com/p/articles/mi_m1TOQ/is_2/ai_n25009491  [Accessed 30 April 2008].

Improvement in an Organization That Can Benefit
Words: 2116 Length: 6 Pages Document Type: Essay Paper #: 7685281
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Improvement in an Organization That Can Benefit a Customer

An improvement to the organization, which will benefit the customer

The best porter's generic strategy is the distinction strategy; this will help the business to differentiate its service delivery in some way that will help to attract customers. This will overcome the wave of supernumerary services and challenger access. This strategy is the best because it will allow the company to institute changes in line with the desired technological requirements. At this point, differentiation of products and services will increase entrance obstacles in terms of technology and other technical requirements and thus eliminate the threat of new entrants. In other terms, a distinctive product or service will also attract clients and reduce the threat of alternative or substitute service provision (Henderson, 2011).

The selected strategic business approach relates with the business components. This is suitable because it goes in line with…

References

Abraham, B. (2008). Quality improvement through statistical methods. Boston, MA: Birkha-user.

Anderson, D.R. (2011). An introduction to management science: Quantitative approaches to decision making. Mason, OH: Cengage South-Western.

Baker, H.K., & Powell, G.E. (2005). Understanding Financial Management: A Practical Guide. Oxford: Blackwell Pub.

Helfert, E.A. (2007). Financial analysis: tools and techniques: A guide for managers. Boston [etc.: McGraw-Hill.

Performance Measurements There Are Several
Words: 658 Length: 2 Pages Document Type: Assessment Paper #: 14914243
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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…

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.

Performance Management in Prisons
Words: 2476 Length: 6 Pages Document Type: Essay Paper #: 61412476
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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…

References

American Correctional Association, (2014). Public Correctional Policy on Standards and Accreditation. Retrieved March 7, 2014 from https://www.aca.org/government/policyresolution/view.asp?ID=44

David Ronald R., (2006). Evaluating American Correctional Association Accreditation of Adult Correctional Institutions. Retrieved March 7, 2014 from  https://www.google.co.ke/url?sa=t&rct=j&q=&esrc=s&source=web&cd=5&cad=rja&uact=8&ved=0CEgQFjAE&url=https%3A%2F%2Fdspace.uta.edu%2Fbitstream%2Fhandle%2F10106%2F478%2Fumi-uta-1244.pdf%3Fsequence%3D1&ei=r3YcU97SBubb7Aa2hIHAAQ&usg=AFQjCNGeh6YJwRQeOzwduuSGkhI3J9IXMg&sig2=jVsH_ysiTj7ZUyDagJDjSA&bvm=bv.62578216,d.bGE 

Flynn E.E., (1977). The Correctional Facility: The Environment Today and in the Future. Library Trends. Summer edition.

Manitoba Laws, (1999). The Correctional Services Act. Retrieved March 7, 2014 from  https://web2.gov.mb.ca/laws/statutes/ccsm/c230e.php

Performance Assessment Person Being Assessed Jane Doe
Words: 348 Length: 1 Pages Document Type: Essay Paper #: 76185457
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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…

Confirmation of Completion by Manager

Date of Next Review -- 6/24/2015

Feedback regarding review from employee: ____

Performance Appraisal Interview
Words: 1655 Length: 5 Pages Document Type: Essay Paper #: 27536287
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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…

References

Eve Ash & Peter Quarry (2010) 10 Steps to Flawless Appraisal Interviews. Gower, Training Point: Ash Quarry Productions. [DVD]

Pardue, Howard, 1999. Performance Appraisal as an Employee Development Tool. [Online]. Available at: <  http://www.shrm.org/Research/Articles/Articles/Pages/CMS_000104.aspx > [Accessed December 13, 2010].

Performance Management Today What We
Words: 500 Length: 2 Pages Document Type: Term Paper Paper #: 47672874
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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…

Improvements to Target's Logistics Processes as One
Words: 1012 Length: 3 Pages Document Type: Research Paper Paper #: 33241181
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Improvements to Target's Logistics Processes

As one of the leading retailers in North America, Target Corporation (NYSE:TGT) has one of the most advanced logistics, supply chain management and planning systems and series of processes in the retail industry. Target has specifically designed their entire value chain to deliver higher-end electronic products that can compete with WalMart, specifically in the areas of flat screen televisions, laptop computers and increasingly, Apple-branded iPads and iPod products. Target is also using their advanced supply chain processes including Collaborative Planning, Forecasting and eplenishment (CPF) to compete in the high-end women's clothing lines that WalMart is not choosing to compete in (Target Investor elations, 2012). At the close of their latest fiscal year, Target was operating approximately 1,760 stores in 49 states. Target finances its operations through its retail and credit card business units, using the profits from those two operations to finance the operations of…

References

Columbus, L. (2008, The perfect order meets customer expectations. Supply & Demand Chain Executive, 9(4), 37-38.

Copacino, W.C. (1993). Creating the perfect order. Logistics Management, 32(2), 27-27.

Henderson, T.P. (2001). Kmart, Target outline best practices for ensuring vendor supply chain compliance. Stores, 83(3), 74-78.

Debra Hofman (2004, September). The HIERARCHY of SUPPLY CHAIN METRICS. Supply Chain Management Review, 8(6), 28-37.

Performance of the Middle East
Words: 7431 Length: 27 Pages Document Type: Discussion Chapter Paper #: 72758625
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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…

Reference:

2011, the world factbook, Central Intelligence Agency,  https://www.cia.gov/library/publications/the-world-factbook  / last accessed on February 21, 2011

Performance Plan the Accuvision Report
Words: 965 Length: 3 Pages Document Type: Essay Paper #: 63310545
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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…

Schedule a meeting with tutor/coach for feedback and to determine future plans

Measurement Plan:

To measure my improvement, retake the AccuVision assessment at the end of the spring 2011 semester.

Perodic Performance Review Periodic Performance Review Discuss
Words: 1285 Length: 4 Pages Document Type: Essay Paper #: 67597453
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Perodic Performance eview

Periodic Performance eview

Discuss the current compliance status of the healthcare facility

The Hospital works towards ensuring safety of the patients through the development of values and principles guiding professional operations. The priority of the health facility rests on the patients thus accomplishing safety and service compliance. The organization also scores highly in relation to partnerships and alliances. These community partnerships enable the facility to extend its services to a wider coverage of the modern society. This value improves the health condition of the nation hence development towards higher living standards. Nightingale Community Hospital accomplishes the needs to foster effective and efficient workforce in relation to the goals and objectives of the facility (Hayes, 2012).

Professional doctors and nurses operate towards the set goals and objectives to provide effective and efficient services to the entire community. The other current compliant in relation to the health facility is…

References

Hayes, N., & Ball, J. (2012). Achieving safe staffing for older people in hospital. Nursing Older People, 24(4), 20-24.

Amerioun et al.,. (2011). Assessment of International Joint Commission (IJC) accreditation standard in a military hospital laboratory. (English). Journal Of Military Medicine, 13(2), 75-80.

McLaughlin, S. (2011). Ready for inspection? Joint Commission survey changes for 2011. Health Facilities Management, 24(2), 41-42.

Organizational Quality Improvement Focus Area
Words: 1268 Length: 4 Pages Document Type: Research Paper Paper #: 16295798
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In this regard, it is vitally important that leadership communicate effectively with staff, with particular focus on the fact that quality improvement in patient databases means improved quality in health care. This is good not only for patients, but also for the reputation of the Center, and by association for the staff working with patients as well.

In order to further increase the effectiveness of the PDCA model, the Hospital Corporation of America (ansom et al., 2008, p. 69) went a step further in creating the FOCUS PDCA Model. This model involves the addition of five steps, as indicated by the FOCUS acronym: Find a process to improve; Organize a team that knows the process; Clarify current knowledge of the existing or redesigned process; Understand the variables and causes of process variation within the chosen process; and Select the process improvement and identify the potential action for improvement.

Because of…

References

Dlugacz, Y.D. (2006). Measuring Health Care: Using Quality Data for Operational, Financial, and Clinical Improvement. San Francisco: John Wiley & Sons.

Ransom, E.R., Joshi, M.S., Nash, D.B., and Ransom, S.B. (Eds.). (2008). The Healthcare Quality Book: Vision, Strategy, and Tools. Chicago: Health Administration Press.

West Central Georgia Regional Hospital (2010). FOCUS P-D-C-A: Performance Improvement Model to Identify and Solve Problems and Processes. Retrieved from:  http://www.nccpeds.com/FOCUSPDCA.pdf

Organization Behavior Performance Management and People Performance
Words: 3584 Length: 11 Pages Document Type: Essay Paper #: 1510997
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Organization Behavior

"Performance Management" and "People Performance"

Performance Management and People

"Performance Management" and "People Performance"

Management SUMMAY

The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over the world. The major focus of the paper is to discuss the implications of these models for the success and prosperity of an organization. The main body of the paper discusses these models from a critical perspective and explains their major components in detail.

The most important strategies which are recommended by Performance Management model include performance appraisal and reviews, training and skills development, Management by Objectives (MBO), the techniques to manage the low performers,…

REFERENCES

Armstrong. M, 2012, Armstrong's Handbook of Human Resource Management Practice, 12th edition. U.S.: Kogan Page

Becker, B. & Gerhart, B. 1996, "The impact of human resource management on organisational performance: Progress and prospects," Academy of Management Journal, 39 (4): 779-801.

Becker, B. & Huselid, M. 2006, "Strategic Human Resources Management: Where do we go from here?," Journal of Management, 32 (6): 898-925.

Boselie, P., Dietz, G., & Boon, C. 2005, "Commonalities and contradictions in HRM and performance research," Human Resource Management Journal, 15 (3): 67-94.

Improving Organizational Performance Simulation Summary

Improving organizational performance

One of the challenges that organizations are faced with is performance improvement. For the organization to grow and survive it would need to depend on the commitment and passion of its employees. Airdevils is a professional stunts company based in Salt Lake City. The company was founded by Celsey Evans who was later joined by four of her colleagues. The company soon expanded and currently has 115 employees. The company's daring and dramatic stunts have won it many awards and loyal customers. ecently, some of the loyal customers have been expressing dissatisfaction in regards to the stunts, and some key employees have resigned. The employees have been expressing their dissatisfaction on an internet blog.

The first phase of the simulation was problem identification. This involved researching why the job satisfaction was too low within the organization. After analyzing the blogs, comments, and…

References

Bernstein, D.A., Penner, L.A., Clarke-Stewart, A., & Roy, E.J. (2007). Psychology. Boston, MA: Houghton Mifflin.

Mynatt, C.R., & Doherty, M.E. (2001). Understanding Human Behavior. Columbus, Ohio: Allyn and Bacon.

Nijstad, B.A. (2009). Group Performance. Abingdon, Oxon OX14 4SB: Taylor & Francis.

Spector, P.E. (2008). Industrial and Organizational Psychology: Research and Practice. Hoboken, NJ: Wiley.

Business Management -- Performance Appraisal
Words: 492 Length: 2 Pages Document Type: Essay Paper #: 80042785
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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…

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

Pettlep Imagery on Sports Performance
Words: 1112 Length: 3 Pages Document Type: Research Proposal Paper #: 15097260
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Similar sport-specific performance improvement was found in the earlier study conducted by Smith, Wright, Allsopp, and Westhead (2007).

Smith, Wright, Allsopp, and Westhead (2007) compared the effects of PETTLEP-based imagery against the improvements found with the use of traditional imagery, in hockey players and gymnasts. In the first study, 48 varsity hockey players were divided into four groups. These groups included: 'sport-specific' imagery, 'clothing' imagery, 'traditional' imagery, and a control group. Following a six-week period, the sport-specific group saw the most improvement in penalty flicks. Other than the control group, the traditional imagery group experienced the least amount of improvement. The author's second study featured 40 junior gymnasts. These participants were divided into four groups that included: PETTLEP, stimulus only imagery, physical practice, and a control group. As was found in both Wright and Smith's (2009) and Smith, Wright, and Cantwell's (2008) research, there was significant improvement in both the…

References

Holmes, P. & Collins, D. (Mar 2001). The PETTLEP approach to motor imagery. Journal of Applied Sport Psychology, 13(1). pp. 60-83.

Smith, D., Wright, C., Allsopp, A., & Westhead, H. (Jan 2007). It's all in the mind: PETTLEP-based imagery and sports performance. Journal of Applied Sport Psycholgoy, 19(1). pp. 80-92.

Smith, D., Wright, C., & Cantwell, C. (Sep 2008). Beating the bunker: The effect of PETTLEP imagery on golf bunker shot performance. Research Quarterly for Exercise and Sport, 79(3). Retrieved June 5, 2009, from ProQuest.

Wright, C. & Smith, D. (Mar 2009). The effect of PETTLEP imagery on strength performance. International Journal of Sport and Exercise Psycholgoy, 7(1). Retrieved June 5, 2009, from General OneFile.

Management of Performance and Reward
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At this point we can conclusively deduce that the workforce at Telstra lacks intrinsic rewards as well as extrinsic rewards. The link between reward and performance is not clearly defined. However a certain amount of literature has indicated that a certain level of motivation is necessary in order to achieve certain desired results from the workforce.

Link between organizational strategy and the management of reward & performance

The Telstra management is strongly motivated towards the attainment of the various levels of superb performance by their employees towards their customers. There are however certain areas that are not consistent with the norm at the company. The organization strategy at Telstra is geared towards the attainment of unparalleled customer satisfaction .The reality on the ground however is that this is achieved via a series of moves such as the implementation of the Performance Improvement and Conduct Management (PICM), a system that has…

References

Hau-Siu Chow, I and Liu S (2007),Business strategy, organizational culture, and performance outcomes in China's technology industry  http://www.entrepreneur.com/tradejournals/article/166051342_2.html 

Holmstrom, Bengt (1979 )"Moral hazard and observ^ility." Bell Joumal of Economics, 10(1): 74-91.

India Telecom Series: Vol. 2: Cellular & Wireless Market, Information Gatekeepers, Inc.

Read more:  http://ivythesis.typepad.com/term_paper_topics/2010/05/strategic-analysis-of-the-telstra-corporation-australia.html#ixzz15rgRkhoj

Measuring Occupational Performance Outcomes Using
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Do not sit on the bottom of the tub, this causes too much bending of the hip. Use liquid soap to avoid dropping the bar of soap. A long-handles bath sponge will help in bathing below the knees."

The necessary precautions for the post-operative housekeeping process, according to the Center for Patient and Community Education (2009), "sit for rest breaks as needed. Slide objects along the countertop rather than carrying then. Use a utility cart with wheels to transfer items to and from the table. Attach a bag or basket to your walker or wear a fanny pack to carry small items. Use a long-handled reacher to reach objects on the floor. emove all throw rugs and long electrical cords to avoid tripping in your home. Watch out for slippery/wet areas on the floor." (Center for Patient and Community Education, 2009) Certainly watch out for slippery floors if pets are…

References

Case-Smith, J. (2003). Outcomes in hand rehabilitation using occupational therapy services. American Journal of Occupational Therapy, 57, 409-506

(2009) Center for Patient and Community Education in association with the Department of Outcomes Management and the Communications & Marketing Department at California Pacific Medical Center.  http://www.cpmc.org/learning/documents/rg-thr-home.html 

Cipriano, L.E., Chesworth, B.M., Anderson, C.K., & Zaric, G.S. (2007). Predicting joint replacement waiting times. Health Care Management Science, 10(2), 195. Retrieved from  http://search.proquest.com/docview/227985557?accountid=13044 

Cleveland Clinic (2011) Total Hip Replacement.  http://my.clevelandclinic.org/services/hip_replacement/or_overview.aspx

Staff Performance Development Reviews
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Staff Performance Development Reviews

Performance reviews became necessary as soon as the first worker was employed. For good or bad, performance reviews are an absolutely essential part of the workplace; properly administered, such reviews have been shown time and again to be enormously positive and motivating forces in employees' lives by helping them identify their strengths and weaknesses and by encouraging them to achieve even greater successes -- and avoid comparable failures -- in the future. Improperly administered though, performance reviews can be the source of an enormous amount of controversy and friction within an organization; improperly administered performance review programs can also result in legal action against the employer. Taken together, it quickly becomes clear that providing workers with timely and accurate feedback concerning their performance is a vitally important function within almost any organization, but many managers are either unable or unwilling to provide such reviews for a…

Bibliography

Bommer, William H., Jonathan L. Johnson, Scott B. Mackenzie, Philip M. Podsakoff and Gregory A. Rich. 1995. "On the Interchangeability of Objective and Subjective

Measures of Employee Performance: A Meta-Analysis." Personnel Psychology, 48(3),

Denton, D. Keith. 1992. Recruitment, Retention, and Employee Relations: Field-Tested

Strategies for the '90s. Westport, CT: Quorum Books.

A concise Analysis of financial performance of companies
Words: 6238 Length: 17 Pages Document Type: Essay Paper #: 65988591
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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…

Public Service Agencies Performance Measurement
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Public Program vluation: Quality Performance Measurement

Annotated Bibliography

Caiden, G and Caiden, NJ (nd) Measuring Performance in Public Sector Programs. Public Administration and Public Policy. Vol. II. Retrieved from: http://www.eolss.net/sample-chapters/c14/1-34-05-06.pdf

Caiden and Caiden (nd) report that the link between reforms and public measurement and evaluation were not merely chance since as the reforms developed devolution was emphasized or the moving of functions and services to the government levels that were lower, along with an emphasis on privatization, decentralization of management, transparency and satisfaction of customers. It is reported that all of these were dependent on accountability maintenance and credibility.

Poister, T. (2001) Measuring Performance in Public and Non-Profit Organizations. Jossey-Bass. Retrieved from: http://glennschool.osu.edu/faculty/brown/home/810/Class%20Materials/Poister%20Performance%20Chapters%201,%202,%203.pdf

Poister (2001) writes that performance measures are "objective, quantitative indicators" of a range of performance in public programs or for public agencies. (p.3) This work reviews the early development and background of performance measurement and ensues on…

Ewoh (2011) examines the applications and types of performance measurement as well as the limitations of performance management. A comparative analysis is conducted in this study.

10. Lawrence L. Martin and Peter M. Kettner, (1996). Measuring the Performance of Human Service Programs. Sage Publications.

The work of Martin and Kettner (1996) examine performance measures in the public service organization and the specific outputs of performance measurement along with logic models. Quality performance measures and outcome performance measures are also reviewed including numeric counts and standardized measures of performance.

Management in Business Operations and Performance
Words: 12446 Length: 45 Pages Document Type: Term Paper Paper #: 41162745
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Integrating Total Quality Environmental Management Systems - a Critical Study of TQEM

Relevance of TQM to Environmental Management

Scope of Dissertation

Moving from Reactive to Proactive Management

Understanding TQM in Relation to TQEM

History of TQM

Operation of TQM

Quality and Environmental Management Standards

Environmental Management Systems

Weaknesses of EMS Standards

Total Quality Environmental Management

Comparing ISO 9000 and ISO 14000

Integrating the ISO 14000 Environmental Management System

Demographics

Impact of certification on economic and ecological performances

Research Design and Nature

Integrating a Sustainable EMS with TQM

Steps to Implementing an Effective TQEM Strategy

Final Word

ibliography

INTEGRATING QUALITY AND ENVIRONMENTAL ManagementS SYSTEMS - A CRITICAL STUDY

INTRODUCTION

ackground and Overview of Study

For decades economic growth has been considered the main indicator of a healthy society (Oliver, 1996). However, only recently has society begun to recognize the environmental cost of this growth. As a result, there is now an…

Bibliography working paper. Winnipeg, MB: International Institute for Sustainable Development, 1996. 58

Bisang, O. (2000), Green Banking - The Value of ISO 14001 Certification

Chattopadhyay, S.P. (2001), "Improving the Speed of ISO 14000 Implementation: A Framework for Increasing Productivity," Managerial Auditing Journal, 16/1, pp. 36-39.

Chinn, R. (March 21, 2001). Roadmap to Realization -- "Getting Started with Your QMS/EMS Integration Process. Alamo Learning Systems.

Clark, D. (1999), What Drives Companies to Seek ISO 14000 Certification, Pollution Engineering, Summer, pp. 14.

Measuring Improvement in Customer Service the Use
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Measuring Improvement in Customer Service

The use of metrics and key performance indicators (KPIs) to measure progress in meeting and exceeding continuous improvement objectives for Customer elationship Management (CM) is commonplace in many industries. The continuous improvement goals and objectives for the CM strategies at a company of interest, Cincom Systems, are multifaceted and concentrate on measuring improvements in prospecting, selling and service strategies over time. Cincom uses a benchmarking methodology for creating a baseline of performance, and then continually measures performance gains over time across five core business units.

Analysis of Continuous Improvement Objectives in CM at Cincom

Cincom Systems is a 43-year-old enterprise software company with approximately 700 employees globally. It has a leadership position in the aerospace and defense, complex manufacturing and outsourcing industries. The metrics and KPIs that the company uses to measure continuous improvement for their CM systems include customer retention rates, sales cycle performance,…

References

Goldberg, S.R., & Godwin, J.H. (2004). Benchmarking and CRM. Journal Of Corporate Accounting & Finance (Wiley), 16(1), 71-72.

Renart, L.G., & Cabre, C. (2008). Paths To Continuous Improvement of a CRM Strategy. Trziste / Market, 20(1), 61-77.

Schneider, M. (2004). ROI on the Rise?. CRM Magazine, 8(4), 13.

Strategies for Continuous Improvement
Words: 1080 Length: 3 Pages Document Type: Case Study Paper #: 68442530
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Monitor Continuous Improvement

In the situation with Company X, talking about continuous improvement is putting the cart way before the horse. The CEO has determined that the company lacks consistent process of any sort, and explained that employees will need to envision their jobs differently. This is reasonable -- a culture change to a culture focused on continuous improvement is a mandatory precondition for actually pursuing continuous improvement (Clark, Silvester and Knowles, 2013). Those are major issues that will need to be remedied just to lay the groundwork for any sort of continuous improvement. Having a consistent set of best practices for each task is a prerequisite for continuous improvement, so talking about CI without that is premature to say the least. Forget decision-making, what needs to happen is that the top performers will need to be brought together to set up best practices for each critical task within the…

References

Clark, D., Silvester, K. & Knowles, S. (2013). Lean management systems: Creating a culture of continuous quality improvement. Journal of Clinical Pathology. Vol. 66 (2013) 638-643.

CSU.edu.au (2015). Business services: Environmental issues. Charles Sturt University. Retrieved October 5, 2015 from http://hsc.csu.edu.au/business_services/services_120/sustain/4041/environmental.htm

Reh, F. (2015). How to use benchmarking in business. About.com. Retrieved October 5, 2015 from  http://management.about.com/cs/benchmarking/a/Benchmarking.htm

Analyzing Green Human Resource Practices and Environmental Performance
Words: 2079 Length: 5 Pages Document Type: Literature Review Paper #: 72049734
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Geen" Human Resouce Pactices And Envionmental Pefomance

A numbe of entepises have histoically adopted the appoach of compliance within thei envionmental initiatives, and by consequence, ules and legislations guiding thei envionmental appoaches. Howeve, ove the last many yeas, new consume needs, consume boycotts, global envionmental standads, dynamic pefeences, and othe envionmental factos have influenced coe values and the fundamental business stategies of copoations (Daily, Bishop and Steine, 2007). Oganizations ae pat of society, and it is impeative that they function like team playes; this is whee the concept of "geen" management becomes elevant. A key schema now is that a company's outcome is stongly impacted by envionmental concens (Taiq, Jan & Ahmad, 2016).

Envionmental and human esouce (HR) management's effect in the business context elates powefully to a moe compehensive association between oganizations' economic and envionmental pefomance. In this context, it is fequently agued that impoved envionmental pefomance esults in…

references for sustainability and their impact on supply chain management. International Journal of Physical Distribution & Logistics Management, 43, 380 -- 406.

Benn, S., Teo, S. T., & Martin, A. (2015). Employee participation and engagement in working for the environment. Personnel Review, 44(4), 492-510.

Boxall, P., Purcell, J., & Wright, P. (2009). Human resource management: Scope, analysis, and significance. In J. Storey, P. Wright, & D. Ulrich (Eds.), The Routledge companion to strategic human resource management (pp. 1 -- 17). New York: Routledge.

Crotty, J., & Rodgers, P. (2012). Sustainable development in the Russia Federation: the limits of greening within industrial firms. Corporate Social Responsibility and Environmental Management, 19(3), 178-190.

Daily, B. F., Bishop, J. W., & Steiner, R. (2007). The mediating role of EMS teamwork as it pertains to HR factors and perceived environmental performance. Journal of Applied Business Research, 23(1), 95.

Mobile Devices Networking Performance and Security Related Issues
Words: 2206 Length: 7 Pages Document Type: Research Paper Paper #: 97579788
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Abstract - With regard to security, the major issue is that most mobile devices are targets that are in line to face attacks. Mobile devices face a range of threats that capitalize on several susceptibilities usually obtained in such devices. Lack of encryptions is a major threat to security of mobile device networks. Information such as text messages and electronic messages that are sent using a mobile device are more often than not unencrypted. Furthermore, numerous mobile device applications lack such encryptions over the networks for transmission and reception and therefore simplify the process of data interception. Malware is an additional problem regarding mobile device networks. It is simple for mobile device users to download malware through games and security patches and also through online advertisements. Consequently, this makes it significantly easy for data interception owing to spyware and Trojans. The lack of security software is also a major issue.…

Performance Management System Within Sun
Words: 4451 Length: 12 Pages Document Type: Term Paper Paper #: 15909196
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Measures should be developed at every level of the organisation as this will help in the measurement of performance at those levels. Again all services and teams will have action plans that they will have to meet which will make sure that the organisation reaches its goal. There has also got to be indicators for individuals as this will determine their performance for their teams and the organisation. (Measures of performance) the total service plan has to focus on the corporate and service objectives, highlight the important matters to the customers and staff, and the decision about the ultimate user of the information and their purpose for getting the information. (Key steps to effective performance measurement)

The measurement of the task done is against the information and there details that one has indicators for the objectives and also decides whether the task done will be meaningful and robust. The total…

References

Foundations of performance management. Retrieved at http://www.idea-knowledge.gov.uk/idk/core/page.do?pageId=76249

Glick, Bryan. 2005. Trudy Norris-Grey, Sun Microsystems UK managing director. 13 April. Retrieved at  http://www.computing.co.uk/analysis/1162459 

Hats Off to Communicators a Great Success in Denver. 2001. Spring, Volume: 9; No: 3.

Retrieved at http://www.nagc.com/newnewsletter.pdf

Performance Appraisal to the Average
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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…

References

Edmondson Bell, E.(2003) Your job-performance review: make your boss your partner in getting ahead. Advance preparation can help. Essence 34(2), 120-121.

Nowack, K.M., Hartley, J., & Bradley, W. (1999) How to evaluate your 360 feedback efforts Training & Development 53(4), 48-54.

Nowack, K. (2005). "Longitudinal evaluation of a 360 degree feedback program:

Implications for best practices." Paper presented at the 20th Annual Conference of the Society for Industrial and Organizational Psychology, Los Angeles.

Performance Management Systems in Australia
Words: 600 Length: 2 Pages Document Type: Essay Paper #: 86445825
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Nankervis, .A., & Compton, .L. (2006) 'Performance management: theory practice?' Asia Pacific Journal Human esources, 44 (1), pp. 83 -- 101. Evaluate findings authors design, implementation, effectiveness performance management systems earlier studies conducted.

Performance management systems

Performance management systems have been defended as being advantageous to both employees and businesses alike by providing workers with feedback about how to improve their output. They have been criticized, however, because the use of performance reviews is said to be implicated in a focus on "short-term performance, annihilating long-term planning, building fear, demolishing teamwork and nourishing rivalry and politics" (Nankervis & Compton 2006: 84). However, flatter organizations and increased self-management have caused many managers to defend such reviews as necessities, given the lack of everyday direction many workers experience in their day-to-day existence (Nankervis & Compton 2006: 84-85).

According to Nankervis & Compton in their study of 992 Australian companies, performance reviews are…

Performance of Joe Schmoe Was Improved Upon
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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…

Works Cited:

Marketing Teacher.com (2011). The product life cycle. Marketing Teacher. Retrieved July 30, 2011 from  http://www.marketingteacher.com/lesson-store/lesson-plc.html 

eNotes (2011). Cost-Volume-Profit analysis. eNotes. Retrieved July 30, 2011 from

Performance of the Company Annual Reports Statements
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Performance of the Company

Annual reports

Statements of corporate goals

SWOT analysis of United Health Group

9A PESTEL Analysis

In this paper, we present a systematic analysis of the United Health Group through a SWOT and PESTEL analysis. The analysis is aimed at the identification of an internal problem within the company's environment and then prescribing a suitable solution to it. The identified problem is poor Ergonomics. This is then explored and then recommendations provided.

The creation of a better health care system has been one of the key drivers of change in the American social, economic and political reform agenda. Quality health care to al citizens has been a piped dream for many. In this paper we presents an analysis of the effectiveness of United Healthcare in the provision of quality health care. Our focus is on its environmental analysis with the aim of isolating the genesis of the…

References

Amick, B., Robertson, M., Moore, A, DeRango, K and Mendez, CC .The Impact of Two Ergonomic Interventions on Health and Productivity: A Quasi-Experimental Field Study

Amick III, BC, Robertson M, DeRango K, et a (2003) Effect of office ergonomics intervention on reducing musculoskeletal symptoms. Spine 2003;28:2706-2711.

Amick., B., Roberson, M., DeRango, K ., Palacios, N., Rooney, T and Bazzani, L (2002).The Health Consequences of an Office Ergonomics Training Coupled with an Ergonomically Designed Chair: Preliminary Results.Proceedings of the Conference WWDU 2002 World Wide Work - May 22-25, 2002 - Berchtesgaden pg 371-373

Bergqvist U.(1995) Visual display terminal work -- a perspective on long -- term changes and discomforts. Int J. Ind Ergon.;16:201 -- 9.

Performance Based Management Synthesis
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Synthesis

With the operational environment becoming ever more competitive, and against the backdrop of austerity in resource management, the importance of performance-based management (PBM) cannot be overemphasised. Indeed, PBM has increasingly become a common practice in organisations of different sizes -- small and large -- and in diverse sectors -- manufacturing and service, as well as public and private sectors (Ploom & Haldma, 2013; Lutwama, Roos & Dolamo, 2013; Rivenbank, Fasiello & Adamo, 2016; Wierzbinski, 2016). Organisations now rely on performance data to make decisions relating to various organisational processes, including strategic planning, internal management, resource allocation, reporting, as well as monitoring and evaluation.

Defining PBM can be quite problematic, with the term being often confused with performance measurement (Rivenbank, Fasiello & Adamo, 2016). In addition, performance management is often thought to involve only personnel management processes such as employee performance appraisal (Turk, 2016). Furthermore, contention exists over whether it…

Performance Evaluation for Managers
Words: 2242 Length: 7 Pages Document Type: Essay Paper #: 40017928
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Managers and Performance Evaluation

The fact that so many managers dislike performance evaluation is as old and common as human nature itself. Performance evaluation is so disliked by so many because it requires that one take a long and hard look at oneself and engage in the process of problem-solving and making changes. Finding solutions and making changes are two of the most difficult challenges to face human beings because it forces them to dig deep and engage in a process that doesn’t always have the clearest of steps and which may or may not be successful. However, performance evaluations are necessary because they force leaders in the workplace to make necessary changes and to find solutions for problems that are undermine the growth, development and success of the company. Regardless of a manager’s discomfort, performance evaluations at regular intervals are crucial to the success of the company. This paper…

Performance and Social Responsibility
Words: 2734 Length: 8 Pages Document Type: Capstone Project Paper #: 61904780
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nurses play a very important role in the emotional, spiritual, and physical care of the patient with different illness. When it comes to nursing homes, nurses are responsible for the well-being of the individuals there. Even though majority of the persons there are not critically there, they still depend on nurses for their care both medically and emotionally.

Sanghine (2013) reported that two nursing home nurses managed to turn off the alarms of nineteen patients at night so they would not be disturbed during their sleep. They were caught when the care home manager checked up on them in the middle of the night. IT was reported that elderly patients in ages 75 to 100 were not able to call for help. Not only that, they also reported ill treatment to the persons only because they preferred their own comfort and sleep before their duty at the nursing home.

The…

References

Baldwin, P., Dodd, M., & Wrate, R. (1997). Young doctors' health -- I. How do working conditions affect attitudes, health and performance?. Social Science & Medicine, 45(1), 35 -- 40.

Bates, D., Boyle, D., V, er Vliet, M., Schneider, J., & Leape, L. (1995). Relationship between medication errors and adverse drug events. Journal Of General Internal Medicine, 10(4), 199 -- 205.

Chaudhury, H., Mahmood, A., & Valente, M. (2009). The effect of environmental design on reducing nursing errors and increasing efficiency in acute care settings a review and analysis of the literature. Environment And Behavior, 41(6), 755 -- 786.

Hughes, R., & Rogers, A. (2008). The effects of fatigue and sleepiness on nurse performance and patient safety. Agency For Healthcare Research And Quality (U.S.).

Performance Ratings Will Be Errors
Words: 518 Length: 2 Pages Document Type: Research Proposal Paper #: 49305891
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2. The first type of feedback -- that with respect to errors -- will come from supervisor appraisals. The supervisor is uniquely positioned to identify situations in which the generalist has erred, or failed to properly implement company policy. The supervisor has the understanding of the situations and the policies required to make the error determination. Supervisor appraisal is therefore necessary for this type of measurement.

For the second measure -- the ability to forge relationships, 360 degree feedback is the best method. This method solicits feedback from all around the employee. Given that the employee must forge relationships with and work alongside virtually all members of the organization, it is reasonable that the entire organization should contribute in some way to the performance appraisal, particularly with respect to the employee's ability to deal with them.

For the third measure -- positive contributions -- the employee should be measured by…

Performance Measures and Reimbursement
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Link Between Performance Measures and Reimbursement
Quality performance measures are critical and used for various purposes in the healthcare field including regulation, surveillance, and clinical care improvement (Adirim et al., 2017). The existing quality performance measures in the healthcare sector are classified into three categories i.e. outcome, structure, and process. However, quality performance measures seek to address the areas of quality across the continuum of care. Over the past few years, quality performance measures are increasingly linked to reimbursement given the emergence of the concept of pay for performance. In this regard, performance is linked to reimbursement in terms of enhancing patient satisfaction, best practices, and metric-driven outcomes. Payment for healthcare services is rapidly evolving to reward value through evaluating and paying for quality and spending performance (Ryan & Rodgers, 2018).
There are some challenges and benefits of the relationship between quality performance measures and reimbursement. Some of the benefits…

References
Adirim et al. (2017, January). A New Era in Quality Measurement: The Development and Application of Quality Measures. Pediatrics, 139(1). Retrieved from  https://pediatrics.aappublications.org/content/139/1/e20163442 
Ryan, A.M. & Rodgers, P.E. (2018, March 1). Linking Quality and Spending to Measure Value for People with Serious Illness. Journal of Palliative Medicine, 21(2), S-74-S-80. Retrieved from  https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5756459/ 

Performance Management and Value
Words: 1172 Length: 4 Pages Document Type: Essay Paper #: 52729013
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Strategy Mapping

Performance Management and Establishing Value Propositions

Successful performance management can create a competitive advantage in virtually any industry. Furthermore, the failure to manage performance can also make an organization vulnerable to external threats. As a result of the importance of implanting strategies and managing performance, many organizations have begun to understand the importance of using a wider array of metrics than just the traditional financial metrics to create value. Models such as the balanced scorecard provide a comprehensive platform that can be customized to help an organization manage performance and create value in the market for both customers and investors. Still, even with a good strategy in hand, an organization must also have an execution strategy that can help them implement the strategy before it is of value and can create a competitive advantage. This analysis will look at the ability for strategy mapping to serve as a…

References

Armitage, H., & Scholey, C. (2006). Using Strategy Maps to Drive Performance. Retrieved from CIMA Global:  http://www.cimaglobal.com/Documents/ImportedDocuments/Tech_MAG_Strategy_Mapping_March07.pdf 

Jones, P. (2011). Introducing Strategy Maps and Strategy Mapping. Retrieved from Excitant:  http://www.excitant.co.uk/resources/white-papers/strategy-maps-and-strategy-mapping 

Keyte, C. (2012, October 30). 90% of Business Strategies Fail Due to Poor Execution. Retrieved from B2C: http://www.business2community.com/strategy/90-of-business-strategies-fail-due-to-poor-execution-0319429#XOoz4suKltT25xhE.97

Performance and Innovation in Supply Chain Management
Words: 932 Length: 3 Pages Document Type: Essay Paper #: 68575175
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Supply Chain Management Study eview

Singhry (2015) identifies a number of issues that affect supply chain management effectiveness. This identification serves as the problem or gap in literature that the study attempts to address. The problems are several, from "weak corporate technological culture" to "technological paradox" (a phrase that is not defined), and the apparent issues are technology-related (Singhry, 2015, p. 259). However, Singhry (2015) also cites the conflicting data produced by studies related to the relationship of supply chain tech and performance. The main goal of the study is to provide a guide for how to improve performance in the supply chain management area.

Singhry's research (2015) is effective in its ability to address specific issues, such as establishing a theoretical background for the study. He defines technology adequately by stating that it is a "dynamic capability" against the concept of collaboration which he posits is a "dynamic process."…

References

Baron, R., Kenny, D. (1986). The moderator-mediator variable distinction in social psychological research. Journal of Personality and Social Psychology, 51(6): 1173-1182.

Panayides, P., Lun, Y. (2009). The impact of trust on innovativeness and supply chain performance. International Journal of Production Economics, 122(1): 35-46.

Singhry, H. (2015). Effect of supply chain technology, supply chain collaboration and innovation capability on supply chain performance of manufacturing companies. Journal of Business Studies Quarterly, 7(2): 258-273.

Taylor, D. (2006). Towards a framework for improvement in the management of demand in agri-food supply chains. Supply Chain Management: An International Journal, 11(5): 379-384.

Improvements to Corporate Strategy
Words: 2742 Length: 8 Pages Document Type: Term Paper Paper #: 82302835
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company with which the author of this report is familiar. This report will be divided into several points of analysis including an executive summary, a general analysis of the corporate strategy of the selected firm, the formulation of a corporate strategy, the implementation of a corporate strategy and the conclusions and recommendations that the author of this report feels are appropriate given the company involved and its circumstances.

For the sake of privacy and trust, the author of this report will not mention the company in question by name. However, the author will say it is in the broader financial services sector and it does very well in the industry within which it operations. Even so, there are some things that the company has struggled with here and there including the management of employee workloads, overtime management, staffing management in general and the ways in which it does (and does…

Examining Performance Management
Words: 1686 Length: 5 Pages Document Type: Research Paper Paper #: 21475960
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Performance management refers to the accomplishment of performance targets through the strategic management of people and the workplace environment. Thorough performance management needs to be able to resonate strongly throughout the entire organization as a core aspect of the business rather than a separate part of the business process: it is fundamental and integral and needs to be activated wherever targets are set and where resources are allocated in terms of their achievement. Performance management needs to be seen as both a strategic issue and a tactical issue (thecqi.org). The most strategic aspect of performance management is that it focuses on the setting of achievable goals for a specific organization and in the development of the competence and capabilities in accomplishing such goals: if the goals set are not realistic or if they are beyond the organization's capability, no amount of trying or encouraging of employees will ever assist in…

References

Hamlett, C. (2013). Examples of Performance Management Goals. Retrieved from chron.com:  http://smallbusiness.chron.com/examples-performance-management-goals-11829.html 

Microsoft. (2008, August). The Role of Performance Management in Organizations. Retrieved from Microsoft.com: http://technet.microsoft.com/en-us/library/cc811594(v=office.12).aspx thecqi.org. (2013). What is performance management? Retrieved from thecqi.org:  http://www.thecqi.org/Knowledge-Hub/Knowledge-portal/Interactions-of-organisations-and-people/Performance-management/ 

uw.edu. (2014). Manager's Guide to Performance Management. Retrieved from uw.edu:  http://www.washington.edu/admin/hr/roles/mgr/ee-performance/perfmgmt/

Ideal Performance Management System
Words: 1898 Length: 6 Pages Document Type: Term Paper Paper #: 3031138
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Performance Management and Performance Appraisal eport:

Military

As a member of the U.S. military, my organization's current performance management and performance appraisal system is driven by very unique needs. It is in many ways highly bureaucratic and standardized. This is so that the requirements of the organization vs. The personal and subjective responses of supervisors define the ratings process. It also has specific mechanisms for the mentorship of soldiers advancing through the system. Although there are certain aspects to the Army's performance management approach which are quite specialized and specific, I believe that any organization, including private for-profit enterprises, could learn from its philosophy. Its strong emphasis on mentorship and performance feedback minimize frustration with criticism and the candidate's sense of being unfairly judged. The process is on one hand uniform in terms of the benchmarks to which candidates are held but on the other hand, the coaching and individualized…

References

Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Prentice Hall.

Aguinis, H., Joo, H., Gottfredson, R. (2011). Why we hate performance management -- and why we should love it. Business Horizons, 54, 503 -- 507

Managing Performance Within Business
Words: 437 Length: 2 Pages Document Type: Business Plan Paper #: 58557612
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Performance Management Plan eview

The value of measuring and identifying key skills and attributes is essential to an evolving organization. The following performance management plan is tailored to the Stonefiled Limousine business.

Location: Austin, Texas

Type of Business: Limousine Service

Number of Employees

Current Predicted Annual Net evenue: $50,000

year evenue Growth Objective: 5%

Turnover ate: 10%

The purpose of a performance management plan is to track and guide an organization's employee's contribution to the organization. It is necessary to first identify the problems and objectives of the organization in order to get an appreciation for the industry and type of products and services they offer. The most important aspect of any performance management plan is that the organizational strategy is aligned with other facets of this improvement such as the Human esources and operations aspects of the company. Put simply, the company must understand what is being asked of…

References

Armstrong, M., & Baron, A. (2000). Performance management. Human resource management, 69-84.

Otley, D. (1999). Performance management: a framework for management control systems research. Management accounting research, 10(4), 363-382.

Analyzing Performance Management Plan
Words: 1285 Length: 4 Pages Document Type: Research Paper Paper #: 50630477
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Performance Management

I work in a retail store that sells handbags, shoes, linens and similar household and clothing products. My company just had a bad quarter. Consequently, I have requested my senior management team to enhance the performance by employees in the retail section immediately in order to turn the trend around. I have requested that they establish a performance management system so as to change the performance of the current employees for the better. This can be achieved, firstly, by making the system effective through the creation of a job description for each employee and the retail sales associate (Smith, 2016). This can be attained as follows

Performance Management

The retail associates in our company are critical positions because they are best poised to deliver the retail objective of the company. A retail sales associate must polish his/her sales techniques and internalize the company's strategies aimed at boosting sales.…

References

Biro, M. M. (2012). 5 Leadership Behaviors Loyal Employees Trust. Forbes. Retrieved August 24, 2013, from  http://www.forbes.com/sites/meghanbiro/2012/06/04/5-leadership - behaviors-loyal-employees-trust/

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2007). Fundamentals of Human Resource Management. New York: The McGraw-Hill Companies, Inc.

Paul, A. M. (2013). Four Ways to Give Good Feedback. Psychology. Time Ideas. Retrieved August 24, 2013, from  http://ideas.time.com/2013/03/18/four-ways-to-give-good-feedback/ 

Smith, L. (2016). Performance Management. Academia. Retrieved May 20, 2016, from  https://www.academia.edu/9665199/HRM_3_sample_paper_Assignment_2

Improving Business Performance Through Training and Development
Words: 2542 Length: 7 Pages Document Type: Essay Paper #: 97016792
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Training and Development in Small Businesses

Effective training and development strategy

Training and development in business are paramount and particularly very essential in small businesses. Employees who have experience and competence contribute to both productivity and profitability of the business. For a medium-sized business to remain competitive, it requires ensuring the workforces gets maximum training and updating on ever changing skills and knowledge in the current global economy. According to Atwood (2008), training and development may prove expensive, but still it is worthwhile in reference to the achievement of long-term benefits of the business.

Dynamic Printers is a printing business that deals with printing services and sale of printing papers. It has 15 employees many of whom have been working in the business for the last five years. Such a business requires its staff to undergo continuous training to update on technology that is advancing every day. Apart from technological…

References

Atwood, C.G. (2008). Manager skills training. Alexandria, Va.: ASTD Press.

Bartram, S., & Gibson, B. (2000). Training needs analysis toolkit a resource for identifying training needs, selecting training strategies, and developing training plans (2nd ed.). Amherst, Mass: HRD Press.

Butler, A., Reed, M., & Grice, P.L. (2007). Vocational training: trust, talk and knowledge transfer in small businesses. Journal of Small Business and Enterprise Development, 14(2), 280-293.

Korda, P. (2012). Strategy and training: making skills a competitive advantage. New York: Business Expert

Role and Improving Management Performance Nurse Shift
Words: 2634 Length: 8 Pages Document Type: Essay Paper #: 52328564
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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…

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.