Target Responsibility System of Environmental Protection and Performance Evaluation System

2020 ◽  
pp. 85-93
Author(s):  
Jing Wu ◽  
I-Shin Chang
Keyword(s):  
Performance Evaluation ◽  
Environmental Protection ◽  
Evaluation System ◽  
Performance Evaluation System ◽  
And Performance ◽  
Responsibility System

A Study on Leagile Supply Chain Model and Performance Evaluation System Based on Lean Agile Theory

2014 ◽  
Vol 635-637 ◽  
pp. 1771-1775 ◽  
Author(s):  
Hui Min Jia ◽  
Kai Chao Yu ◽  
Jin Chang Zhang
Keyword(s):  
Supply Chain ◽  
Performance Evaluation ◽  
Evaluation System ◽  
Operating Mode ◽  
Agile Manufacturing ◽  
Chain Model ◽  
Performance Evaluation System ◽  
Supply Chain Model ◽  
And Performance ◽  
Lean Supply Chain

Leagile supply chain integrates lean supply chain and agile supply chain. In this paper, the theory of lean production and agile manufacturing are compared and analyzed, and then the leagile supply chain model and the performance evaluation system based on DEA are established. Based on the above, this paper provides an example of the evaluation system to verify the operability and effectiveness, which can provide the reference for enterprises to improve operating mode of the supply chain or develop a new leagile supply chain.

Development of autonomous monitoring and performance evaluation system of grid-tied photovoltaic station

2021 ◽  
Author(s):  
Rachid Dabou ◽  
Ahmed Bouraiou ◽  
Abderrezzaq Ziane ◽  
Ammar Necaibia ◽  
Nordine Sahouane ◽  
...  
Keyword(s):  
Performance Evaluation ◽  
Evaluation System ◽  
Performance Evaluation System ◽  
And Performance

scholarly journals Comparison of corporate governance, strategy, control and performance e valuation systems before and after privatization

2016 ◽  
pp. 99
Author(s):  
Gloria Cuevas-Rodríguez ◽  
Jaime Guerrero-Villegas ◽  
Ramón Valle-Cabrera
Keyword(s):  
Corporate Governance ◽  
Performance Evaluation ◽  
Evaluation System ◽  
Firm Strategy ◽  
Performance Evaluation System ◽  
Evaluation Systems ◽  
Before And After ◽  
Governance Strategy ◽  
And Performance ◽  
System Designs

The aim of this paper is compare corporate governance and firm strategy before and after privatization. The design of control and performance evaluation systems in the pre and post-privatization periods is compared so that it can be understood in relation to the changes observed at a high corporate level (corporate governance and firm strategy). We carry out various case studies on five privatized Spanish companies. The results support several conclusions. First, the variables that are traditionally related to greater board independence in monitoring do not undergo variation after privatization. Second, the interests of the firms’ new ownership have an impact on firm strategy after privatization. Finally, control and performance evaluation system designs clearly align with firm strategy after privatization.

Is performance evaluation gendered for behavioural dimension?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachana Chattopadhyay
Keyword(s):  
Performance Evaluation ◽  
Evaluation System ◽  
Interactional Justice ◽  
Gender Stereotype ◽  
Experimental Conditions ◽  
Content Type ◽  
Performance Evaluation System ◽  
Customer Care ◽  
Performance Dimensions ◽  
And Performance

PurposeResearches have already pointed out the linkage between pro-male bias and performance evaluation system. The main aim of this study is to understand how far different dimensions of performance measures are susceptible to gender stereotype.Design/methodology/approachTwo separate experimental researches were designed to understand whether the performance assessment is purely based on objective criteria or it is governed by the gender stereotype. Two different performance dimensions of assessment were considered in this study as follows: interactional (behavioural) and procedural. 129 customer care managers from four metro cities of India voluntarily participated in this experimental research and played the role of performance evaluator. These managers were placed in different experimental conditions related to different combinations of gender and justice variations (interactional or procedural).FindingsThis study reveals that in violation of behaviour-based performance norm (interactional justice norm), female employees were rated less favourably than male employee both in terms of performance rating and reward recommendation by the managers, but it is not in case of procedural justice violation.Originality/valueThis article has experimentally proved how gender stereotype can distort the performance evaluation of behavioural dimension.

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