Does Contracting Achieve Better Performance for Democratic-Constitutional, Procedural Tasks? Evidence From the EEO Discrimination Complaint Process

2020 ◽  
Vol 50 (8) ◽  
pp. 825-837
Author(s):  
Iseul Choi
Keyword(s):  
Performance Management ◽  
Management Strategies ◽  
Equal Employment Opportunity ◽  
Government Agencies ◽  
Public Employees ◽  
Federal Employee ◽  
Timely Completion ◽  
Statistical Report ◽  
And Performance ◽  
Federal Procurement

Contracting out has been considered one of the main performance management strategies to reduce costs and bring more expertise to government agencies. However, there is a lack of research assessing the performance of contractors compared with that of in-house agency employees, when both contractors and public employees deliver complex services. This study examines whether or not contracting achieves better performance in democratic-constitutional, procedural (DCP) tasks compared with in-house delivery, by analyzing contracting use in the Equal Employment Opportunity (EEO) discrimination complaint process. Using agency-level panel data from the Federal EEO Statistical Report of Discrimination Complaints, combined with data from the Federal Procurement Data System and the Federal Employee Viewpoint Survey, the study offers evidence resolving the competing logics for a relationship between contracting use and performance in DCP tasks. The findings show that an increase in contracting is associated with a decrease in timely completion of case investigations, which is a key measure of DCP task performance.

scholarly journals Strategic Management in Finnish and Norwegian Government Agencies

2019 ◽  
Vol 9 (4) ◽  
pp. 80
Author(s):  
Jan-Erik Johanson ◽  
Åge Johnsen ◽  
Elias Pekkola ◽  
Stephen Affleck Reid
Keyword(s):  
Strategic Planning ◽  
Strategic Management ◽  
Performance Management ◽  
Public Management ◽  
New Public Management ◽  
Nordic Countries ◽  
Government Agencies ◽  
Interesting Study ◽  
New Public ◽  
And Performance

The purpose of this article is to analyse the design and implementation of strategic planning and performance management in governmental agencies in two Nordic countries, Finland and Norway. Nordic countries are an interesting study from a comparative perspective because while they are commonly assumed to have been high-intensity new public management reformers, they are also commonly assumed to have a distinct public management tradition. Moreover, these two countries are interesting to study because within the Nordic public management tradition, Finland and Norway specifically represent two different public management traditions. Finland belongs to the Eastern Nordic public management tradition, with an emphasis on decentralisation and agency autonomy, while Norway belongs to the Western Nordic public management tradition, with an emphasis on hierarchical governance, and hence, much performance management and reporting. Therefore, we expected to find more decentralised strategic management and an emphasis on evaluation in Finland, and more central, planning-like strategic management and reporting in Norway. Our comparison shows that both countries had mandatory strategic planning and utilised decentralised strategic planning in government agencies. The stronger legal orientation in the public administration in Finland, however, made strategic changes more complicated in Finland than in Norway.

RISE OF AGRI-BUSINESS ENTERPRISES AND MARKETING MANAGEMENT

2021 ◽  
Vol XIII (1) ◽  
pp. 120-130
Author(s):  
Ramshankar Varma ◽  
Keyword(s):  
Middle East ◽  
Performance Management ◽  
Foreign Exchange ◽  
Market Share ◽  
Management Strategies ◽  
Marketing Management ◽  
Regional Government ◽  
China And India ◽  
And Performance ◽  
Global Arena

The desire to reduce costs and increase profits and gain market share has fascinated the consideration of numerous organizations to spread their wings in the global arena. Countless organizations have chosen for worldwide growth to take advantage of more excellent opportunities such as foreign and regional government offices such as those in Africa and the Middle East, the population as large as China and India, corruption rates, foreign exchange movements, and technological fraud. To discuss this issue in more detail, this article aims to determine whether it is essential for firms to go overseas. This paper may fall into four key areas where the firm chooses to expand its global borders, including the decision to go abroad, decide to enter the market, decide how to enter the market, decide on market plans, and the decision of the trade organization. To achieve this educational paper yet, our discussion of global agribusiness management strategies will provide information, concepts, processes, principles, ideas, tools, and models to contribute to effective and efficient implementation and performance management.

Relationship between organizational citizenship and commitment in Puerto Rico banks

2020 ◽  
Vol 40 (7/8) ◽  
pp. 643-658 ◽  
Author(s):  
Ana Rosario Núñez ◽  
Eulalia Marquez ◽  
María Zayas ◽  
Evelyn López
Keyword(s):  
Puerto Rico ◽  
Organizational Commitment ◽  
Performance Management ◽  
Organizational Citizenship ◽  
Positive Impact ◽  
Management Strategies ◽  
Content Type ◽  
And Performance ◽  
Quantitative Descriptive ◽  
The Relationship

PurposeThe aim of this study was to analyse the relationship between organizational citizenship and commitment in a sample of employees of banking branches in Puerto Rico. The specific objectives were to identify the practices of organizational citizenship and determine the relationship of altruism, awareness, courtesy, tolerance and civil virtue with organizational commitment.Design/methodology/approachThe research design was quantitative, descriptive, correlational and transversal. The research instrument was validated and obtained high coefficients.FindingsThe results confirm a significant statistical relationship between awareness, civil virtue, tolerance and altruism with organizational commitment.Research limitations/implicationsThis research has a positive impact on companies in increasing their finances with intangible strategies, and leadership styles can evolve towards civility. It suggests modifying the university curricula to prepare managers with intangible supervisory and performance management strategies through workshops, seminars and professional conferences.Practical implicationsOrganizations and employees develop their own traits and establish patterns of citizenship behaviour that allow them to create passionate and committed employees.Social implicationsThe research was able to predict that citizenship is related in a positive way to reach operational goals and fostering an atmosphere and image of cordiality as a success strategy. The contribution to the organizational policy can be established in the development processes among partners, in training, regulations and policies. It provides the academic contribution of the model.Originality/valueThis is the first attempt to evaluate citizenship behaviour in the banking industry in Puerto Rico.

scholarly journals "REVISITING CROWDING-OUT EFFECT OF PERFORMANCE MANAGEMENT: ITS IMPACT ON EXTRINSIC AND INTRINSIC MOTIVATION"

2021 ◽  
Vol 63 E ◽  
pp. 90-109
Author(s):  
Hyung-Woo LEE
Keyword(s):  
Performance Management ◽  
Extrinsic Motivation ◽  
Employee Performance ◽  
Crowding Out ◽  
Public Employees ◽  
Perceived Fairness ◽  
Work Effort ◽  
Federal Employee ◽  
The Public ◽  
Motivation Crowding

Scholars have believed that motivation crowding out will occur when performance-based personnel management is practiced in the public sector. However, drawing on a more sophisticated typology of human motivation, this study demonstrates that the provision of extrinsic rewards can motivate, rather than demotivate, public employees even if public employees have strong public service motivation. Analyzing the data from the Federal Employee Viewpoint Survey (USA), this study found that the practice of employee performance management increases work effort and job satisfaction, and that such effects were mediated mainly by the hybrid motivational mechanisms (i.e., via enhanced self-concepts and perceived fairness), rather than by increasing sheer extrinsic motivation. This implies that the practice of employee performance management can be effective in motivating public employees.

What is a ‘Learning Organization’ in General Practice? A Case Study

2000 ◽  
Vol 13 (3) ◽  
pp. 152-155 ◽  
Author(s):  
Florence Cantle
Keyword(s):  
General Practice ◽  
Performance Management ◽  
Learning Organization ◽  
Key Management ◽  
Management Strategies ◽  
Healthcare Services ◽  
Structured Interviews ◽  
Organizational Issues ◽  
And Performance

The focus of the research herein was to examine the main characteristics of a learning organization in a general practice. An ethnographic approach was taken. Blockage instrument, structured interviews and documentary evidence were used to establish the validity and the reliability of the research. Data were collected and analysed systematically. It is shown that the case study practice contains the characteristics of a learning organization and key management and organizational issues, such as policy making, practice management and performance management, are identified. Management strategies are offered and recommendations made both for the case study practice and generally for primary and secondary healthcare services. We hope that our research will guide further strategic planning in the case study practice, and that it will help other general practices and the NHS as a whole in the development of a learning organization.

scholarly journals Mismanaging Unethical Behaviour In The Workplace

2015 ◽  
Vol 31 (2) ◽  
pp. 515 ◽  
Author(s):  
Prakash Singh ◽  
Thembinkosi Twalo
Keyword(s):  
Performance Management ◽  
Research Question ◽  
Management Strategies ◽  
Antisocial Behaviour ◽  
Salient Feature ◽  
Moral Norms ◽  
Unethical Behaviour ◽  
Research Findings ◽  
And Performance

What constitutes unethical behaviour and its mismanagement is the focus of this article. This includes the transgression of moral norms by employees such as greed, corruption, antisocial behaviour and the abuse of company assets for personal enrichment. A salient feature of this case study is its focus on the workers lack of adherence to its ethics policies, and a conscious flagrant disregard for the organizations moral codes by its employees. The research question that inevitably arises is whether the employees resort to unethical behaviour because they fail to achieve their goals through legitimate means, or whether it is simply a flagrant disrespect by them of organizational ethical policies that enunciate the moral norms for all its employees. This exploratory study used the mixed methods approach to investigate this problem. The research findings of this study strongly suggest why the sustainability of an organization can be threatened by reported cases of poor administration, weak management of human and non-human resources, and inappropriate job behaviour and performance of its employees. A key finding is that organizations should not leave managers and their employees to solely rely on their moral intuition and good judgement, but to create a culture with the aid of a performance management system in which there is a clear distinction between ethical and unethical behaviour. This research therefore provides further insight into the need for organizations to develop effective management strategies in order to prevent, detect, and respond forcefully to stamp out unethical behaviour of its employees.

Practice and performance management strategies of emerging professional musicians in preparation for orchestra auditions

2022 ◽  
pp. 1321103X2110546
Author(s):  
Jolan Kegelaers ◽  
Lotte Hoogkamer ◽  
Raôul RD Oudejans
Keyword(s):  
Music Education ◽  
Performance Management ◽  
Management Strategies ◽  
Full Time ◽  
Structured Interviews ◽  
Professional Musicians ◽  
Collective Case Study ◽  
And Performance ◽  
Full Time Employment ◽  
Performance Strategies

Orchestra auditions form a critical career challenge for many aspiring classical musicians. Hence, emerging professional musicians—defined as promising musicians entering the professional circuit without having yet established full-time employment—require effective practice and performance strategies to manage the demands of auditions. The purpose of this collective case study was to gain an in-depth and contextualized understanding of such practice and performance management strategies in relation to mock orchestra auditions. Data were collected using an intensive qualitative approach, combining semi-structured interviews with regular structured monitoring interviews, with eight musicians. Content analysis revealed that participants, on average, engaged in 33 hr of music-related activities per week, during which they adopted self-regulating strategies (i.e., strategic goal setting, structuring practice, monitoring practice, and reflecting on progress) to a varying degree. Furthermore, participants used different performance management strategies to cope with the pressure of auditions (i.e., practicing under pressure, imagery, relaxation, cognitive reframing, routines, attentional control, and substance use). Overall, the data suggest that the emerging musicians possessed several different practice and performance strategies but showed great variation in the use of such strategies and had a preference for long practice hours. Potential implications for music education organizations aiming to prepare students for auditions are discussed.

Generational differences in job engagement: a case study of an industrial organization in Iran

2017 ◽  
Vol 49 (3) ◽  
pp. 106-115 ◽  
Author(s):  
Ahmad Reza Akhavan Sarraf ◽  
Mehdi Abzari ◽  
Ali Nasr Isfahani ◽  
Saeed Fathi
Keyword(s):  
Organizational Behavior ◽  
Performance Management ◽  
Employee Engagement ◽  
Generational Differences ◽  
Management Strategies ◽  
Job Engagement ◽  
Content Type ◽  
Generational Diversity ◽  
And Performance

Purpose Understanding generational differences are important because generational diversity can affect work relationships and the effectiveness of communication, engagement and performance management strategies. On the other hand, organizations should be concerned about employee engagement, considering all the positive outcomes that engaged employees could bring to the workplace. The paper aims to discuss these issues. Design/methodology/approach The purpose of this study is to examine employee engagement of different generations in Iran. Four hypotheses were proposed regarding job engagement and its constructs: vigor, dedication and absorption. The study utilized ANOVA tests to detect statistically significant differences between generations. Findings The results revealed not only a number of significant differences among generations, but also some similarities. The study shows the value of generational analysis as a useful segmentation criterion in organizational behavior researches. Originality/value To distinguish between different generations in relation to job engagement, also better understanding the behavior of generational cohorts that affect the success of organizations. It helps managers to find and resolve the conflict among persons and groups in the organization and also to achieve the benefits of diversity, creativity and energy of generations.

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

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