Principles of Disaster Management Lesson 11: Personnel Evaluation

2001 ◽  
Vol 16 (1) ◽  
pp. 62-67 ◽  
Author(s):  
Fred C. Cuny
Keyword(s):  
Disaster Management ◽  
Work Performance ◽  
Halo Effect ◽  
Central Tendency ◽  
Personnel Evaluation ◽  
Performance Objective ◽  
Staff Members ◽  
Performance Suggestions ◽  
Measures Of Performance ◽  
Positive Work

AbstractA disaster manager must be able to evaluate staff members in order to make effective staffing decisions during the transitions between phases of a disaster and to help improve the performance of the operation by determining what aspects of an individual's work needs improvement. Criteria for personnel appraisal and measures of performance, objective or subjective, are essential to conduct a fair and thorough evaluation. Errors introduce bias into the appraisal in the form of a “halo” effect, harsh or lenient ratings, a central tendency error, or recency effect, but recognition of these errors helps reduce their effect. A results-based appraisal program is favored because it focuses on what the worker achieves. Regular appraisal periods are suggested for optimal improvement in performance. Suggestions are given for an effective personnel appraisal, such as focusing on positive work performance, being aware of biases in judging people, and being specific when citing examples of work performance.

scholarly journals An Empirical Assessment of the Implications of the Merger at Walter Sisulu University, South Africa

2015 ◽  
Vol 3 (4) ◽  
pp. 117
Author(s):  
W. W. Manona
Keyword(s):  
Staff Development ◽  
Work Performance ◽  
Academic Staff ◽  
Target Population ◽  
Research Approach ◽  
Comprehensive Universities ◽  
Staff Members ◽  
Act 101 ◽  
Historically Disadvantaged ◽  
Quantitative Descriptive

This study investigated the implications of merger on the morale of staff at Walter Sisulu University (WSU), which is a new comprehensive university established in terms of the HigherEducation Act (101 of 1997), as amended. This study is undertaken because from the literature survey, scholars have not interrogated the implications of merger on the morale of those affected in those established comprehensive universities post amalgamation. This study employed a quantitative descriptive research approach, using statistical procedures. The target population was ninety academic and ninety non-academic staff members from the three sites of Walter Sisulu University, namely East London, Ibika and Umtata. Participants were purposefully selected from the four campuses. Questionnaires were administered to ninety academics and ninety non-academic staff personnel. The study established that indeed the merger had negative implications on WSU employees, even though these implications varied from category to category. The merger of historically disadvantaged two technikons and a university within the rural South African setting presents a complex historical heritage.The three institutions that merged to form WSU are not only historically disadvantaged, but also have vast distances among them. While the amalgamation of the three historically disadvantaged institutions remains a noble initiative, on the other hand, it has brought about inequalities, such as disproportionate salaries among employees of the three campuses, poor work performance, which can only be attributed to lack of motivation and reluctance amongst the staff members to accept new conditions of service under WSU. A substantial number of those employees, some of whom were employed before the amalgamation, terminated their service long before the merger even took place. Conclusions could be drawn that the merger brought about many challenges on WSU employees, namely staff development, human resource and management issues, job security and work environment. The study advances suggestions and recommendations to alleviate the situation.

scholarly journals The Quest for Quality and Performance Indicators in Mass Disasters

2019 ◽  
Vol 34 (s1) ◽  
pp. s76-s76
Author(s):  
Amanda Samsuddin ◽  
Amy Sweeny ◽  
Nathan Watkins ◽  
Peter McNamee ◽  
Naomi Muter ◽  
...  
Keyword(s):  
Intensive Care Unit ◽  
Intensive Care ◽  
Disaster Management ◽  
Disaster Response ◽  
Hospital Performance ◽  
Mass Casualty ◽  
Mass Casualties ◽  
Staff Members ◽  
Chain Of Command ◽  
Immediate Supervisor

Introduction:Indicators are used as a benchmark for the quality of disaster response. Desirable attributes of indicators include precision, clear definition, improvement opportunity, unbiased, flexibility, and validity. Due to a lack of universally acceptable, objective indicators, it is currently difficult to gauge improvements in mass casualty preparedness within a hospital.Aim:To describe existing indicators relevant to hospital disaster response, and to explore the use of two new indicators (decanting and chain of command).Methods:A structured literature search in indexed databases was used to identify articles related to the measurement of hospital performance in mass casualties using a matrix technique and snowballing. Relevant websites of disaster management organizations were also reviewed and local disaster management experts were interviewed. Proposed indicators were compared against attributes and some (triage time by category, notification time, time to adequate staff response, preventable deaths, decanting times and chain of command for intensive care unit, and emergency department) were tested and measured in two exercises involving more than 90 staff each, held at two Southeast Queensland hospitals in 2017 and 2018.Results:Over 50 proposed indicators, including indicators within large sets, were identified. Measurement of some indicators was found to be highly subjective. The decanting and chain-of-command indicators emerged as most useful. Intensive Care Unit required 40 mins to decant beds by 50%, while ED required 25 mins to decant beds by 80%. With regards to the chain of command, ED and triage staff performed best, with 66.7% correctly identifying their immediate supervisor. Overall, staff members were able to correctly identify immediate supervisor better compared to team leaders (59.3% and 40% respectively).Discussion:There is a need to narrow down, simplify, and objectify indicators for mass casualty performance. Baseline measurements from actual disasters will provide important comparative data.

scholarly journals 'n Evaluering van personeelbestuurseffektiwiteit in agt boerdery-ondememingstipes in die RSA landbou

1994 ◽  
Vol 25 (4) ◽  
pp. 149-154
Author(s):  
L. K. Oosthuizen
Keyword(s):  
Personnel Management ◽  
Work Performance ◽  
Management Practices ◽  
Management Systems ◽  
Work Experiences ◽  
Staff Members ◽  
Communication Work ◽  
The One ◽  
Management Audit

The aim with this study was firstly to determine the degree of discrepancy between the work experiences and work preferences of staff, on the one hand, and the prediction of the farmer in this regard on the other; and secondly, to analyse farmers' perceptions on efficient and inefficient personnel management practices. A Likert-type personnel management audit (PMA) was implemented in eight types of farming with 234 workers and eight farmers. In general, the effectiveness of the motivation, communication, work performance, staff control and leadership systems leaves room for improvement. The knowledge of the farmers in the case-studies as regards efficient and inefficient staff management systems can be improved considerably, especially their perceptions on the role of training in worker productivity and work satisfaction. With the necessary knowledge of management, the farmers can manipulate the human relations practices effectively. It ought to be determined to what degree consultative management systems are used on farms, while the staff members prefer participative personnel management practices.

scholarly journals “Work curve” as a distinguishing mark of athletes’ work performance

2014 ◽  
Vol 6 (1) ◽  
Author(s):  
Mirosław Mikicin
Keyword(s):  
Work Performance ◽  
Work Rate ◽  
Track And Field ◽  
Energy Concentration ◽  
Control Group ◽  
Athletic Activity ◽  
Significant Difference ◽  
High Work ◽  
Measures Of Performance

Summary Study aim: The aim of the study was to determine work performance in the aspect of work rate, energy, persistence, adaptation rate, and accuracy based on the indices of an athlete’s work curve. Material and methods: Thirty athletes (15 women and 15 men) who practised five sports (swimming, track and field, fencing, judo, and taekwondo) and a control group (30 university students, 15 women and 15 men) participated in a work curve test (Kraepelin). Both groups were equivalent. They were aged 18–25 years, all of them had finished secondary education, and studied at the same university. The analysis concerned indices grouped into 6 factors: quantitative measures of performance, measures of energy and persistence, measures of quick adaptation and efforts without self-restraint, measures of variability, measures of accuracy and diligence, and measures of additional factors. Results: Factor analysis of the work curve revealed a significant difference to the benefit of the athletes (p < 0.001) in the measures of energy and persistence. The results obtained in this study revealed good adaptation of athletes to exercise, resistance to fatigue, and quick process of learning. Conclusions: The results obtained may reflect the adaptation of athletes to long-term physical activity. Therefore, they are characterized by greater involvement and patience. Therefore, it can be concluded that monotonous training that necessitates much energy, concentration of attention, and endurance, and, consequently, high work performance, is one of the most important predictors of athletic activity.

scholarly journals The Assessment of Organizational Strengths, Weakness, Opportunities, and Threats of Zakat Distribution Organizations in Malaysia

2021 ◽  
Vol 26 (2) ◽  
pp. 283-302
Author(s):  
Shukran Abdul Rahman ◽  
Muhammad Haikal Ahmad Pua’ad ◽  
Mohd Hasnal Atfi Mohd Helmi ◽  
Muhammad Rizki Azirwan ◽  
Aiman binti Mohammad ◽  
...  
Keyword(s):  
Organizational Performance ◽  
Work Performance ◽  
Group Discussion ◽  
Work Culture ◽  
Learning And Development ◽  
Change Initiatives ◽  
Staff Members ◽  
Emerging Issues ◽  
Baseline Information ◽  
Positive Work Culture

There have been emerging issues toward the increasing amount of zakat collection and the slower pace of zakat distribution (Lubis et al., 2011). These issues create dissatisfaction which increases negative perception towards Zakat Distribution Organizations (ZDOs) amongst the zakat payers (Yusof, 2010). The objective of this study is to assess the strengths, weaknesses, opportunities, and threats of ZDOs. The methods used in this study were document analysis and Focus Group Discussion (FGD) conducted among the employees of ZDOs. Findings from this study showed that the strengths are related to the aspects on human resource management, the stable financial sources, the broad network, the good organizations setup, the positive work culture among staff members, as well as opportunities for learning and development for ZDOs employees. The weaknesses of ZDOs are associated with workplace condition, staff members’ attitudes and work performance, and management system. In addition, external environment provides a significant opportunity for the organizations. Proactive distribution of zakat and collaboration with other agencies are external aspects that can be leveraged in order to improve the functions of ZDOs. The identified threats are the ZDOs’ surrounding, the attitudes of zakat recipients towards ZDOs, competition from outside parties, public dependency, and external interferences. These findings are expected to provide baseline information to guide ZDOs in designing change initiatives that will be effective and efficient in increasing both work and organizational performance.

E-Mail and Work Performance

2012 ◽  
pp. 106-116
Author(s):  
Rita S. Mano ◽  
Gustavo S. Mesch
Keyword(s):  
Work Stress ◽  
Work Performance ◽  
Organizational Context ◽  
Information Overload ◽  
Time Saving ◽  
Individual Level ◽  
Work Effectiveness ◽  
Hierarchical Levels ◽  
E Mail ◽  
Positive Work

E-mail provides organizations with detailed and timely information that cuts across hierarchical levels and departmental boundaries. The speed, asynchronicity and “one-to-many” aspects of e-mail can lead to efficiencies such as reduced office administration leading to both time saving and management rewards. At the same time, e-mail might create information overload, e.g., when information exceeds the worker’s ability to process it. E-mail effect on work performance is bound to (a) e-mail features –quantity, scope, and intensity; (b) individual level characteristics; and (c) organizational context. Different profiles of these aspects enhance or reduce work effectiveness (positive work performance) while at the same time generate work stress and distress (negative work performance).

The Effects of Remote Work on Family Relationships

2021 ◽  
pp. 30-52
Author(s):  
Cynthia M. Montaudon-Tomas ◽  
Ingrid N. Pinto-López ◽  
Alicia L. Yañez-Moneda ◽  
Anna Amsler
Keyword(s):  
Family Relationships ◽  
Business School ◽  
Work Performance ◽  
Family Relations ◽  
Remote Work ◽  
Task Management ◽  
Staff Members ◽  
Study Results ◽  
School Faculty ◽  
The University

This chapter analyses the effects of remote work on family relationships during confinement due to the COVID-19 pandemic. The study is centered on faculty and staff members from a private business school in Puebla, Mexico. The research was conducted almost five months after the university closed its doors and moved all its activities online, having participants time to adapt to the new normal. A scale was developed and validated, and later on, it was applied in a country where family values, cultures, and traditions are strong. The scale included five distinct areas of study: remote working conditions, time and task management, work performance, stress, and family relations. All the business school faculty and administrative staff were invited to participate in the study. Results show employees' perceptions about how working remotely positively or negatively affected their relationships at home and their productivity at work, leading to the design of best practices and useful guidelines that will minimize the adverse effects of remote work while enhancing the positive ones.

Rheinische vs. atlantische Wohlfahrtsstaaten: stabile Gegensätze oder verschwindende Unterschiede?

2004 ◽  
Vol 34 (136) ◽  
pp. 375-400 ◽  
Author(s):  
Heiner Ganßmann
Keyword(s):  
Work Performance ◽  
The United States ◽  
Welfare States ◽  
Market Risks ◽  
Income Inequalities ◽  
Coordinated Market Economies ◽  
The Rich ◽  
European Economies ◽  
Positive Work ◽  
European Welfare States

One of the main questions in recent debates on the future of welfare states has been whether globalization or structural economic change will lead to convergence. To answer that question, the liberal welfare state of the United States and the conservative continental European welfare states are related to differences in the respective capitalist economies, using Soskice´s distinction of liberal and coordinated market economies. Welfare states are described in terms of their performance in three fields: protection against labor market risks, protection against poverty and reduction of income inequalities. Performance differences remain impressive and can be summarily ascribed to the continuing dominant reliance of US capitalism on the threat of immiseration to induce work performance. While continental European production regimes typically use more positive work incentives, some pressures in European economies, especially the relentless push for income redistribution in favor of the rich and the weakness of unions, increase the probability of convergence.

Building Managers and Staff Members Capacity to Communicate About Work Performance

2017 ◽  
Author(s):  
Jerry Buckland ◽  
Sandra Wiebe ◽  
Stephanie Stobbe ◽  
Janet Schmidt
Keyword(s):  
Work Performance ◽  
Staff Members

Helping nurses help themselves with change

2021 ◽  
Vol 23 (12) ◽  
pp. 1-5
Author(s):  
Elspeth Raisbeck
Keyword(s):  
Work Performance ◽  
Organisational Change ◽  
Transition Curve ◽  
Transition Model ◽  
Staff Turnover ◽  
Staff Members

Change is an inevitable part of living. Some changes are embraced and others are rejected or resented. In the case of the latter, life can become difficult for staff members and those who work with them, especially if organisational change is challenging. This difficulty can lead to dissatisfaction with work, poor work performance, low morale and increased staff turnover. In order to help nurses understand the emotions surrounding change, this article looks at the Bridges Transition Model and Fisher's Personal Transition Curve. To help nurses better manage change when they are subject to it, four practical tools are explored that can be used to help individuals make change work for them.

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