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

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 '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.

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 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.

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.

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.

The consolidation of microscopy technology into a university research support facility: Reflections on the 1980's and projections for the 1990's at the university of iowa

1993 ◽  
Vol 51 ◽  
pp. 476-477
Author(s):  
Kenneth C. Moore
Keyword(s):  
Laser Scanning ◽  
Freeze Fracture ◽  
Freeze Substitution ◽  
Research Support ◽  
University Of Iowa ◽  
Staff Members ◽  
The Past ◽  
Research Grade ◽  
The University ◽  
Support Facility

The University of Iowa Central Electron Microscopy Research Facility(CEMRF) was established in 1981 to support all faculty, staff and students needing this technology. Initially the CEMRF was operated with one TEM, one SEM, three staff members and supported about 30 projects a year. During the past twelve years, the facility has replaced all instrumentation pre-dating 1981, and now includes 2 TEM's, 2 SEM's, 2 EDS systems, cryo-transfer specimen holders for both TEM and SEM, 2 parafin microtomes, 4 ultamicrotomes including cryoultramicrotomy, a Laser Scanning Confocal microscope, a research grade light microscope, an Ion Mill, film and print processing equipment, a rapid cryo-freezer, freeze substitution apparatus, a freeze-fracture/etching system, vacuum evaporators, sputter coaters, a plasma asher, and is currently evaluating scanning probe microscopes for acquisition. The facility presently consists of 10 staff members and supports over 150 projects annually from 44 departments in 5 Colleges and 10 industrial laboratories. One of the unique strengths of the CEMRF is that both Biomedical and Physical scientists use the facility.

Communication Disordered: Program Implementation in Long-Term Care

2016 ◽  
Vol 1 (15) ◽  
pp. 64-67
Author(s):  
George Barnes ◽  
Joseph Salemi
Keyword(s):  
Program Implementation ◽  
Long Term Care ◽  
Family Satisfaction ◽  
Regulatory Compliance ◽  
Care Staff ◽  
Term Care ◽  
Staff Members ◽  
Change Policy

The organizational structure of long-term care (LTC) facilities often removes the rehab department from the interdisciplinary work culture, inhibiting the speech-language pathologist's (SLP's) communication with the facility administration and limiting the SLP's influence when implementing clinical programs. The SLP then is unable to change policy or monitor the actions of the care staff. When the SLP asks staff members to follow protocols not yet accepted by facility policy, staff may be unable to respond due to confusing or conflicting protocol. The SLP needs to involve members of the facility administration in the policy-making process in order to create successful clinical programs. The SLP must overcome communication barriers by understanding the needs of the administration to explain how staff compliance with clinical goals improves quality of care, regulatory compliance, and patient-family satisfaction, and has the potential to enhance revenue for the facility. By taking this approach, the SLP has a greater opportunity to increase safety, independence, and quality of life for patients who otherwise may not receive access to the appropriate services.

Social Desirability in Personality Inventories

2014 ◽  
Vol 35 (3) ◽  
pp. 144-157 ◽  
Author(s):  
Martin Bäckström ◽  
Fredrik Björklund
Keyword(s):  
Social Desirability ◽  
Big Five ◽  
Work Performance ◽  
Factor Model ◽  
Five Factor Model ◽  
Peer Ratings ◽  
Personality Inventories ◽  
Model Study ◽  
The Difference ◽  
New Variables

The difference between evaluatively loaded and evaluatively neutralized five-factor inventory items was used to create new variables, one for each factor in the five-factor model. Study 1 showed that these variables can be represented in terms of a general evaluative factor which is related to social desirability measures and indicated that the factor may equally well be represented as separate from the Big Five as superordinate to them. Study 2 revealed an evaluative factor in self-ratings and peer ratings of the Big Five, but the evaluative factor in self-reports did not correlate with such a factor in ratings by peers. In Study 3 the evaluative factor contributed above the Big Five in predicting work performance, indicating a substance component. The results are discussed in relation to measurement issues and self-serving biases.

The Relation Between Financial Incentives, Motivation, and Performance

2017 ◽  
Vol 16 (2) ◽  
pp. 61-76 ◽  
Author(s):  
Anaïs Thibault Landry ◽  
Marylène Gagné ◽  
Jacques Forest ◽  
Sylvie Guerrero ◽  
Michel Séguin ◽  
...  
Keyword(s):  
Financial Incentives ◽  
Work Performance ◽  
Autonomous Motivation ◽  
Compensation Plans ◽  
Work Settings ◽  
Path Analyses ◽  
Three Samples ◽  
And Performance ◽  
Performance Results

Abstract. To this day, researchers are debating the adequacy of using financial incentives to bolster performance in work settings. Our goal was to contribute to current understanding by considering the moderating role of distributive justice in the relation between financial incentives, motivation, and performance. Based on self-determination theory, we hypothesized that when bonuses are fairly distributed, using financial incentives makes employees feel more competent and autonomous, which in turn fosters greater autonomous motivation and lower controlled motivation, and better work performance. Results from path analyses in three samples supported our hypotheses, suggesting that the effect of financial incentives is contextual, and that compensation plans using financial incentives and bonuses can be effective when properly managed.

Sign in / Sign up

Export Citation Format

Share Document