Performance Management

2019 ◽  
pp. 69-87
Keyword(s):  
Job Satisfaction ◽  
Performance Management ◽  
Organisational Culture ◽  
Emotion Management ◽  
Individual Group ◽  
The People ◽  
Emotional Behaviour ◽  
Management Techniques ◽  
Training Opportunities ◽  
And Training

In this chapter, the authors focus on the importance of emotion management within the organisation. While they have previously discussed some general issues related to emotion and emotional behaviour in the workplace, it is now time to reflect on how such topics should converge in performance management techniques. Leaders, and managers in general, are required to nurture the people that are part of the organisation, thus somehow recognising the outcomes, results, and accomplishments achieved by an individual, group or organisation. Favouring an organisational culture that takes into account performance as a way to enhance people's efficiency through feedback and training opportunities, managers can improve job satisfaction and limit employees' turnaround, which in turn create a positive workplace for emotion management.

scholarly journals Job satisfaction among Ethiopian nurses: a systematic review

2021 ◽  
Vol 8 (1) ◽  
pp. 75-82
Author(s):  
Abera Areri Habtamu ◽  
Alebel Animut ◽  
Deribe Luel
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
Improve Patient Safety ◽  
Random Effect ◽  
Random Effect Model ◽  
Working Environment ◽  
Pooled Prevalence ◽  
Meta Analyses ◽  
Training Opportunities ◽  
And Training

Abstract Objective Job satisfaction is a positive emotional feeling in the working environment, and it is an essential tool with which to improve patient safety, nurses’ efficiency and performance, quality of care, retention and turnover of nurses, and commitment to the organization and the profession. There are few studies on job satisfaction of nurses in the country. Therefore, this review aims to estimate the pooled prevalence of job satisfaction among Ethiopian nurses using the available studies. Methods This systematic review used the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guideline to synthesize the evidence on the prevalence and associated factors of nurses’ job satisfaction. Databases used for searching the included articles from PubMed, Embase, CINHAL, Google Scholar, HINARI, and ScienceDirect. All papers selected for inclusion were subjected to a rigorous appraisal using a standardized critical appraisal checklist (JBI checklist). STATA software (version 11) was used for the analysis, and 95% confidence intervals were calculated. The Cochrane Q test statistics and I2 tests were used to assess the heterogeneity prevailing between the studies. Finally, a random effect model was computed to estimate the pooled prevalence of nurses’ job satisfaction in the country. Results In this review, the data of 1,151 nurses were obtained from six studies. The pooled prevalence of nurses’ job satisfaction was found to be 39.53% (24.52, 54.53). The prevalence of job satisfaction in the Central part of Ethiopia was low: 31.12% (95% CI 5.25, 56.99) compared to the South-Eastern part of Ethiopia’s 48.01% (95% CI 36.51, 59.52). The most common predictors identified were salary (P < 0.05), the leadership of the organization (P < 0.05), and training opportunities (P < 0.05). Conclusions The pooled prevalence of job satisfaction among nurses was found to be low in comparison with global data. The significant predictors for nurses’ job satisfaction are based on the review findings, salary, leadership of organization, and training opportunities.

scholarly journals Performance management, vigour, and training and development as predictors of job satisfaction in low-income workers

2020 ◽  
Vol 18 ◽  
Author(s):  
Molefe J. Maleka ◽  
Leigh-Anne Paul-Dachapalli ◽  
Suzette C. Ragadu ◽  
Cecilia M. Schultz ◽  
Lize Van Hoek
Keyword(s):  
Job Satisfaction ◽  
Performance Management ◽  
South African ◽  
Low Income ◽  
Training And Development ◽  
Research Approach ◽  
The South ◽  
Managerial Implications ◽  
Value Add ◽  
And Training

Orientation: New insights into how managers can develop strategies to enhance job satisfaction, how researchers can use a different approach when collecting data by conducting a survey at a mall instead of an organisation, and an understanding of the relationship between performance management, vigour, and training and development of low-income workers form part of the orientation of this article.Research purpose: The authors endeavoured to determine whether performance management, vigour, and training and development positively predicted the job satisfaction of low-income workers in the South African context.Motivation for the study: Little, if any, research exists about the relationships between performance management, vigour, and training and development as well as the job satisfaction of low-income workers in the South African context.Research approach/design and method: The research approach was quantitative, descriptive and causal in nature. This study mostly comprised the units of analysis, namely low-income workers who were under-researched in the South African context. Hence, 877 respondents were purposefully selected for this study.Main findings: The results showed that performance management was the highest predictor of job satisfaction. The second highest predictor of job satisfaction was vigour, and the third highest predictor of job satisfaction was training and development.Practical/managerial implications: This research will empower managers to develop strategies to enhance employees’ job satisfaction by paying attention to performance management, vigour, and training and development.Contribution/value-add: This study was conducted on an under-researched sample, at a mall and suggested vigour as an intrinsic variable to be included in the Herzberg job satisfaction model.

PROBLEMS OF RURAL GIRL STUDENTS IN HIGHEREDUCATIONAL INSTITUTION

2017 ◽  
Vol 4 (23) ◽  
Author(s):  
A. Selvan
Keyword(s):  
Higher Education ◽  
Tertiary Education ◽  
Educational Institutions ◽  
Growing Up ◽  
Access To Education ◽  
Form Discrimination ◽  
Heads Of State ◽  
Girl Students ◽  
Training Opportunities ◽  
And Training

Higher Education means Tertiary Education, which is under taken in colleges (or) universities, and it may be delivered virtually (or) at a distance. There are a large number of problems that girl student’s face for developing their career potential. Some of the serious problems are as Follows: -Problems related to Home, Educational Institutions, Society, Economic problems, Educational problems. Rural girls belong to disable as per the data, Girl dropout ratio has increase with the enhanced pattern of gender inequality in access to education, which seems to be attainment and from urban to rural and to disadvantaged group in the society.Gender equality and the empowerment of women are gaining ground worldwide. There are more women Heads of state (or) Government then ever and the highest proportion of women serving as government ministers women are excursing ever-greater influence in business. More girls are going to school, and are growing up healthier and better equipped to realize their potential. Girl student’s suffer in many case, both form discrimination and from inequality treatment. It is easy to imagine that the difficulties encountered by rural girl students in obtaining higher education. Providing access to local relevant high-qualities education and training opportunities in critical to retaining rural girl students in Higher Educational Institutions.

THE IMPACT OF WORLD WAR II ON COST ACCOUNTING AT THE SPERRY CORPORATION

2003 ◽  
Vol 30 (2) ◽  
pp. 67-104 ◽  
Author(s):  
Richard K. Fleischman ◽  
R. Penny Marquette
Keyword(s):  
World War Ii ◽  
Performance Management ◽  
Scientific Management ◽  
World War ◽  
Military Contractors ◽  
Management Techniques ◽  
Cost Awareness ◽  
The Impact ◽  
Positive Effect ◽  
The U.S

The impact of World War II on cost accountancy in the U.S. may be viewed as a double-edged sword. Its most positive effect was engendering greater cost awareness, particularly among companies that served as military contractors and, thus, had to make full representation to contracting agencies for reimbursement. On the negative side, the dislocations of war, especially shortages in the factors of production and capacity constraints, meant that such “scientific management” techniques as existed (standard costing, time-study, specific detailing of task routines) fell by the wayside. This paper utilizes the archive of the Sperry Corporation, a leading governmental contractor, to chart the firm's accounting during World War II. It is concluded that any techniques that had developed from Taylorite principles were suspended, while methods similar to contemporary performance management, such as subcontracting, emphasis on the design phase of products, and substantial expenditure on research and development, flourished.

Precarious Work and Young Workers in the United States

2018 ◽  
Author(s):  
Arne L. Kalleberg
Keyword(s):  
Labor Market ◽  
The United States ◽  
Young Workers ◽  
Severe Problem ◽  
Precarious Work ◽  
The Great Recession ◽  
The Us ◽  
Training Opportunities ◽  
And Training

This chapter discusses how the growth of precarious work and the polarization of the US labor market have produced major problems for the employment experiences of young workers. A prominent indicator of young workers’ difficulties in the labor market has been the sharp increase in their unemployment rates since the Great Recession. Another, equally if not more severe, problem faced by young workers today is the relatively low quality of the jobs that they were able to get. Other problems include the exclusion of young workers from the labor market and from education and training opportunities; the inability to find jobs that utilize their education, training, and skills; and the inability to obtain jobs that provide them with an opportunity to get a foothold in a career that would lead to progressively better jobs and thus be able to construct career narratives.

Workplace disability and job satisfaction in Britain: A co-worker test?

2021 ◽  
pp. 0143831X2110142
Author(s):  
Getinet Astatike Haile
Keyword(s):  
Job Satisfaction ◽  
Negative Relationship ◽  
Organisational Culture ◽  
Seemingly Unrelated Regression ◽  
Unrelated Regression ◽  
Significant Negative Relationship ◽  
Using Data

The article examines the link between workplace disability (WD) and workplace job satisfaction (JS) using data from WERS2011. Controlling for a rich set of workplace characteristics including organisational culture, the study finds a significant negative relationship between JS and the share of disabled respondents within workplaces. Notably, Seemingly Unrelated Regression (SUR)-based analysis distinguishing between disabled and non-disabled respondents reveals that the negative relationship found is specific to non-disabled respondents. Moreover, disability equality policies are found to be significantly positively related with disabled respondents’ JS while they are negatively related with the JS of their non-disabled counterparts. The article ponders if there is a co-worker aspect to the WD–JS link and whether HR policies may need to take heed of co-worker dynamics in this respect.

The use of acting techniques in career development

2021 ◽  
Author(s):  
Mariya Aleksandrovna Akimenkova
Keyword(s):  
Career Development ◽  
Performing Arts ◽  
Educational Institutions ◽  
Psychotherapeutic Interventions ◽  
The People ◽  
Circle Of Friends ◽  
Main Activity ◽  
The Voice ◽  
And Training

The article shows that in career development, the use of acting techniques opens up new opportunities. The author traces the development of the Russian acting school, created by K.S. Stanislavsky and later revised and supplemented by his students, in the modern socio-economic situation. The article demonstrates that despite the fact that for many years this school was aimed exclusively at educating and training people who want to connect their lives with the theater, it had a significant impact on amateurs as well. Passion for the performing arts was traced among people of a wide variety of professions, which contributed to the creation of numerous amateur theaters. This tendency was especially evident in educational institutions. Pupils and students under the guidance of an experienced director tried to take steps in the stage space, received grateful responses, but continued to be content with the role of an amateur actor, without encroaching on the laurels of a professional. Nevertheless, after that, their main activity, regardless of the direction, moved to a completely different level. Without any psychotherapeutic interventions, the attitude to oneself, to the people around, and to situations changed, the speech apparatus and the timbre of the voice were transformed, phobias and depressive tendencies disappeared. As a result, participants in amateur theaters acquired a new circle of friends and promotions, or they radically changed their field of activity, opening completely new prospects for themselves. The article examines these possibilities in the framework of the modern situation, when the entire range of theater and acting means may be in demand by representatives of other professions.

A learning method of trust building: beyond the performance management of artistic events

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jakob Mathias Liboriussen ◽  
Hanne Nørreklit ◽  
Mihaela Trenca
Keyword(s):  
Performance Management ◽  
Trust Building ◽  
Language Games ◽  
Learning Method ◽  
Content Type ◽  
Measurement Models ◽  
Knowledge Processes ◽  
Conceptual Structures ◽  
The People ◽  
Pragmatic Constructivism

Purpose This paper aims to address a dilemma raised in the accounting literature on how managers of creative practices can produce and use accounting measurements that support employees’ self-determination to create whilst also building trust in them to work for the interests of the organisation. Design/methodology/approach Using pragmatic constructivism as a paradigmatic setting, the paper develops a learning method of trust building as a way for organisations to produce and use accounting measurements. Empirical analysis of the European Capital of Culture Aarhus 2017 demonstrates the method in action. Findings The study displays a learning method of trust building as an effective way for organisations to account for their creative practices without intruding on the creative process of the people involved. The method involves proactive judgement and pragmatic observation of the trustworthiness of the actors’ language games, construction of quality in the conceptual structures of management narratives and measurement models, and learning that narrows the gap between the actors’ proactive judgement and the pragmatic observation of trustworthiness. Through such processes, including principles of truth, dialogical interactions, ongoing reflections and co-authorship, trust can be built in self-determining, creative actors to drive intentional results. Research limitations/implications The learning method of trust building extends the literature on trust building and on knowledge processes of performance measurement of actors in creative practices. Originality/value This is the first attempt in the accounting literature to develop a learning method of trust building.

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