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 Burnout: de stand van zaken

2013 ◽  
Vol 29 (3) ◽  
Author(s):  
Toon Taris ◽  
Irene Houtman ◽  
Wilmar Schaufeli
Keyword(s):  
Work Performance ◽  
Subjective Experience ◽  
State Of The Art ◽  
The State ◽  
Related Phenomenon ◽  
Related Factors ◽  
Work Related ◽  
Theoretical Perspectives ◽  
The One

Burnout: the state of the art Burnout: the state of the art This manuscript presents an overview of the state-of-the-art in burnout research. Burnout is a work-related syndrome of extreme fatigue (exhaustion), distancing from work (cynicism), and low levels of professional efficacy, that is rooted in either the characteristics of one’s job or on individual’s way of coping with these characteristics. Being a work-related phenomenon, burnout can be distinguished from other, more general mental illness such as depression. Further, burnout and engagement can be distinguished as well.Burnout can be assessed by asking workers about their personal and subjective experience of their health. Objective ways of measuring burnout (e.g., using psychophysiological measures) have as yet not been useful. The emphasis on burnout as a work-related phenomenon is also evident from current theoretical perspectives. On the one hand, these perspectives highlight the role of work-related factors, whereas on the other hand these perspectives focus on the role of personality characteristics such as neuroticism and (over-)commitment. Burnout affects the organization as well as individual workers; it is related to elevated levels of sickness absence, a higher risk of work disability, and a lower level of work performance. Both person-directed and organization-directed interventions may affect burnout positively.

scholarly journals Between digital inclusion and social equality: The role of public libraries in Newcastle upon Tyne

2016 ◽  
Vol 40 (123) ◽  
pp. 69-87 ◽  
Author(s):  
Maria Laura Ruiu ◽  
Massimo Ragnedda
Keyword(s):  
Public Libraries ◽  
Public Library ◽  
Digital Inclusion ◽  
Structured Interviews ◽  
Social Equality ◽  
Staff Members ◽  
Disadvantaged Neighbourhoods ◽  
The One ◽  
Newcastle Upon Tyne

This paper is based on findings obtained from a qualitative research on the role of public library service in reducing digital inequalities in disadvantaged neighbourhoods in Newcastle upon Tyne. Semi-structured interviews with four libraries’ staff members, direct observation during ordinary activities and events organised by libraries aimed to explore both the role played by public libraries in reducing digital inequalities and the current challenges that these actors face to promote digital and social equality. On the one hand, it identifies positive impacts produced by the public libraries through digital education and digital infrastructures on disadvantaged neighbourhoods; on the other, it identifies some barriers experienced by public library authorities in providing such services.

scholarly journals Talent Management, Employee Recognition and Performance in the Research Institutions

2019 ◽  
Vol 14 (1) ◽  
pp. 127-140 ◽  
Author(s):  
Nadine El Masri ◽  
Abubakr Suliman
Keyword(s):  
Work Performance ◽  
Management Practices ◽  
Employee Performance ◽  
Talent Management ◽  
Full Time ◽  
Research Institutions ◽  
Strategic Objectives ◽  
Employee Recognition ◽  
And Performance

AbstractThis paper aims to provide insight into talent management and employee recognition variables, in an effort to understand if these management practices are, in a way, implemented in the Research Institutions in Qatar. It also aims to examine the link of these two constructs to employee performance and to suggest a pathway to improve the current practices, if any, in order to enhance the work performance. The sample of the study consisted of 180 full time employees who were randomly selected and surveyed using an online personalized questionnaire. The results of the empirical research uncover that talent management and employee recognition can significantly affect the level of employee performance, as well contributing to the organizational success and positioning. This study also found that talent management and employee recognition are interrelated variables that affect employee performance. Talent Management and employee performance are seen as strategic tools to implement strategic objectives and to enhance employees and organization’s performance. The study concludes with a set of recommendations for both practitioners and researchers working in Qatar and beyond. The results of the study emphasize the importance of managing employee recognition in shaping work performance. It seems to be individuals’ need for recognition, esteem and social status continues to be a higher order need irrespective of time and context. This paper is the first paper in Qatar and the Middle East that examines the role of talent management and employee recognition in shaping employee performance in the context of research institutions.

Optimization of Weed Management Systems: The Role of Ecological Models of Interplant Competition

1992 ◽  
Vol 6 (2) ◽  
pp. 462-470 ◽  
Author(s):  
M. J. Kropff ◽  
L.A.P. Lotz
Keyword(s):  
Weed Management ◽  
Management Practices ◽  
Yield Loss ◽  
Model Development ◽  
Management Systems ◽  
Practical Application ◽  
Levels Of Detail ◽  
Weed Infestation ◽  
Interplant Competition

The strategy to optimize weed management systems with a minimum use of herbicides includes both the adaptation of crop management practices and well designed decision making systems, based on postemergence observations of weed infestations. Both strategies require thorough quantitative insight into the crop weed ecosystem, which can be provided by systems analysis, using process based models. These models also can be applied to similar systems like intercropping. For practical application, however, a simple measure of weed infestation and a simple model which relates weed infestation to yield loss are required. Recent progress in model development is discussed. An alternative empirical model that predicts yield loss from the relative leaf area of the weeds shortly after crop emergence, seems to be a useful approach for prediction of yield loss shortly after crop emergence. The use of systems approaches at different levels of detail for bridging the gap between research and practical application is discussed.

You Are the One I Want to Communicate With!

2013 ◽  
Vol 44 (1) ◽  
pp. 16-25 ◽  
Author(s):  
Sabrina Pierucci ◽  
Olivier Klein ◽  
Andrea Carnaghi
Keyword(s):  
Memory Bias ◽  
Shared Reality ◽  
Communication Partner ◽  
Shared Reality Theory ◽  
The One ◽  
Study Participants

This article investigates the role of relational motives in the saying-is-believing effect ( Higgins & Rholes, 1978 ). Building on shared reality theory, we expected this effect to be most likely when communicators were motivated to “get along” with the audience. In the current study, participants were asked to describe an ambiguous target to an audience who either liked or disliked the target. The audience had been previously evaluated as a desirable vs. undesirable communication partner. Only participants who communicated with a desirable audience tuned their messages to suit their audience’s attitude toward the target. In line with predictions, they also displayed an audience-congruent memory bias in later recall.

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.

The Formation of Intermediate Product I in a Purified System The Role of Factor IX or of its Precursor and of a Hageman Factor-PTA Fraction

1961 ◽  
Vol 6 (02) ◽  
pp. 224-234 ◽  
Author(s):  
E. T Yin ◽  
F Duckert
Keyword(s):  
Intermediate Product ◽  
Factor Ix ◽  
Assay Method ◽  
Lag Phase ◽  
Factor X ◽  
Haemophilia B ◽  
Hageman Factor ◽  
One Stage ◽  
The One

Summary1. The role of two clot promoting fractions isolated from either plasma or serum is studied in a purified system for the generation of intermediate product I in which the serum is replaced by factor X and the investigated fractions.2. Optimal generation of intermediate product I is possible in the purified system utilizing fractions devoid of factor IX one-stage activity. Prothrombin and thrombin are not necessary in this system.3. The fraction containing factor IX or its precursor, no measurable activity by the one-stage assay method, controls the yield of intermediate product I. No similar fraction can be isolated from haemophilia B plasma or serum.4. The Hageman factor — PTA fraction shortens the lag phase of intermediate product I formation and has no influence on the yield. This fraction can also be prepared from haemophilia B plasma or serum.

Managing Landscape Irrigation to Avoid Soil and Nutrient Losses

EDIS ◽  
2013 ◽  
Vol 2013 (11) ◽  
Author(s):  
George Hochmuth ◽  
Laurie Trenholm ◽  
Don Rainey ◽  
Esen Momol ◽  
Claire Lewis ◽  
...  
Keyword(s):  
Natural Environment ◽  
Management Practices ◽  
Root Zone ◽  
Irrigation Management ◽  
Critical Factor ◽  
Nutrient Losses ◽  
County Agents ◽  
The Right ◽  
Soil And Water

Proper irrigation management is critical to conserve and protect water resources and to properly manage nutrients in the home landscape. How lawns and landscapes are irrigated directly impacts the natural environment, so landscape maintenance professionals and homeowners must adopt environmentally-friendly approaches to irrigation management. After selecting the right plant for the right place, water is the next critical factor to establish and maintain a healthy lawn and landscape. Fertilization is another important component of lawn and landscape maintenance, and irrigation must be applied correctly, especially following fertilization, to minimize potential nutrient losses. This publication supplements other UF/IFAS Extension publications that also include information on the role of soil and the root zone in irrigation management. This publication is designed to help UF/IFAS Extension county agents prepare materials to directly address nutrient losses from lawns and landscapes caused by inadequate irrigation management practices. This 6-page fact sheet was written by George Hochmuth, Laurie Trenholm, Don Rainey, Esen Momol, Claire Lewis, and Brian Niemann, and published by the UF Department of Soil and Water Science, October 2013. http://edis.ifas.ufl.edu/ss586

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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