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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
61

Evaluation of social work supervision on job performance in the department of social development, Polokwane Sub-District : implications for practice

Manthosi, Frans Lesetja January 2016 (has links)
Thesis (M.A. (Social Work)) --University of Limpopo, 2016 / The overall aim of the study was to evaluate how Social Work Supervision affects job performance in the Department of Social Development, Polokwane Sub-District. The objectives of the study were to explore how supervision is rendered in the Department of Social Development in the Polokwane sub-district; to investigate the impact of supervision on Social Workers’ job performance and to make recommendations from the findings to the Department of Social Development in the Polokwane sub-district regarding how supervision can be improved to enhance service delivery. The study was qualitative research and researcher used descriptive research design. The data was collected through semi-structured face-to-face interview from six (6) cluster supervisors and twelve (12) Social Workers who are employed by the Department of Social Development, Polokwane Sub-District. The sample consisted of cluster supervisors who had more than three months experience of providing supervision in the Department of Social Development, Polokwane Sub-District and no acting cluster supervisor was selected to participate in the study. The Social Workers had more than three months of working experience at Department of Social Development, Polokwane Sub-District. These Social Workers were not on internship programme. The researcher used thematic data analysis. The findings of this study confirmed that supervision which is rendered in the Department of Social Development, Polokwane Sub-District is conducted by supervisors who did not receive training during their academic years and after being qualified Social Workers; supervisors conduct this critical role because of their years of experience as Social Workers. Secondly Supervision sessions which are conducted by effective supervisors who have good supervisory skills have a positive impact on the job performance of Social Workers, as compare to ineffective supervisors without good supervisory skills and thirdly none adherence to structured supervision under poor working conditions without resources with high caseloads and unfair remuneration leads to burnout, and consequently contributing towards Social Workers having the intention to leave the Department of Social Development. Key words: Cluster supervisors, Social Workers, Job performance and supervision
62

An analysis of the effects of race and gender in scoring extension agent performance standards

Wolford, Anne Kinsel January 1985 (has links)
The Virginia Cooperative Extension Service is considering a set of procedures to evaluate agent performance. In an attempt to help this consideration process, this study was undertaken to investigate the standards of the Performance Review, Analysis and Planning (PRAP) system. Adaptations of the FRAP system have been utilized by Extension organizations in other states. However, validation procedures have not been conducted by those states. Because of the history and concerns of the Cooperative Extension Service in Virginia, this research effort focused on the effects of race and gender in assessing the level of performance described in the PRAP standards and the relevancy of the standards to the job of an Extension agent. Also studied were the effects of program area, position, and employment location of the rater. Both quantitative and qualitative methodologies were used in the study. The sample for the quantitative portion of the study consisted of the Virginia Extension field staff population. An eighty-three percent (83%) instrument return rate was experienced. The qualitative portion involved twelve field interviews with agents in two of the six Extension administrative districts. The PRAP standards were found to be relevant to the job duties and responsibilities of Extension agents in Virginia. Furthermore, no significant differences were found by program area, position, or geographic location of employment. Significant statistical differences were found by gender and race. Qualitative evidence was found to support the race differences, however, differences by gender were not found in the qualitative data. / Ed. D.
63

Development and evaluation of a self instructional module on the use of the critical incident technique

Dameron, Julieanne. January 1979 (has links)
Call number: LD2668 .T4 1979 D34 / Master of Science
64

Interpersonal affect and performance ratings in work teams

Kwan, Siu-on., 關兆安. January 2009 (has links)
published_or_final_version / Psychology / Doctoral / Doctor of Philosophy
65

An evaluative study on the new performance appraisal system for inspectorate grade officer in the Hong Kong Customs & Excise Department

Mak, Hoi-wan, Walter, 麥凱雲 January 2004 (has links)
published_or_final_version / Public Administration / Master / Master of Public Administration
66

ORGANIZATIONAL FAIRNESS IN PERFORMANCE APPRAISAL SYSTEMS: CROSS CULTURAL COMPARISON OF SAUDIS AND AMERICANS

Gadir, Shakil Ahmed Ghulam January 1986 (has links)
No description available.
67

Subjectivity in the Performance Appraisal System of a Data Processing Company

Bierstedt, Sheryl Ann 08 1900 (has links)
An attempt was made to determine the presence of subjectivity in the appraisal system of a data processing company. Ninety-one clerks were given individual performance ratings by their supervisors, including an overall rating and ratings on seven performance dimensions. A multiple regression performed on these data resulted in a set of empirical weights. Supervisors were also asked to rank the relative importance of each of the seven dimensions to the clerk job. The mean rankings were regarded as apparent weights. A comparison of the empirical and apparent weights led to the conclusion that supervisors were not rating their employees according to what they said was important for successful performance, thus introducing an element of subjectivity into the system.
68

Implementation of the performance management system in the Gauteng Department of Agriculture and Rural Development

Lemao, Dineo January 2016 (has links)
A research report submitted to the faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of Master of Management (in the field of Governance and Public Leadership) 2015 / The performance management system was introduced in the South African public service with the intention to continuously manage performance by setting performance objectives, reviewing past performance, assessing current performance, improving poor performance, determining recognition and reward for good performance, and assisting with career planning. Research has revealed that although the performance management system has been implemented in government departments it has not achieved expected results. This study was undertaken as an attempt to investigate the factors leading to the challenges in implementing the performance management system in the Gauteng Department of Agriculture and Rural Development. To achieve this, semi-structured interviews were conducted with employees at different levels as well as a former trade union leader who was involved in the process of developing the Gauteng Provincial Government Policy on Performance Management and Development. Internal documents of the Department were also analysed. The themes identified led to a richer understanding of the factors affecting the implementation of the performance management system. The research findings indicate that although there is an understanding of performance management in the Department, implementation remains a challenge. The analysis of the responses indicated a great dissatisfaction with the current system. A few of the reasons are that not all managers show commitment towards the performance management system; some managers are not fair in the manner in which they conduct performance assessments and distribute rewards; it has failed to link performance outcomes to rewards in a meaningful manner; there is not much emphasis placed on personal and career development; and there are no measures put in place by supervisors to address employees who do not achieve the set performance targets. It is concluded that there is an urgent need for government to address the challenges experienced with the system, as at the moment, it is not meeting the objectives it was intended to meet. / MT2017
69

The effects of perceived environmental uncertainty, information asymmetry and evaluative style on compensation scheme: an agency study in China.

January 1993 (has links)
by Zhou Jun. / Includes "Chinese version of the questionaire". / Thesis (M.B.A.)--Chinese University of Hong Kong, 1993. / Includes bibliographical references (leaves 43-45). / ABSTRACT / TABLE OF CONTENTS / ACKNOWLEDGEMENT / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- DEVELOPMENT OF PROPOSITIONS --- p.7 / Chapter III. --- METHODOLOGY --- p.19 / Chapter IV. --- DATA ANALYSIS --- p.25 / Chapter V. --- RESULTS --- p.30 / Chapter VI. --- DISCUSSION AND CONCLUSION --- p.34 / APPENDICES / BIBLIOGRAPHY
70

Executive performance appraisal of the Hong Kong banking industry: research report.

January 1979 (has links)
by Cho Kwok-kuen, Wan Yee-yin [and] Wong Tin-yue. / Abstract also in Chinese. / Thesis (MBA)--Chinese University of Hong Kong. / Bibliography: l. 140-143.

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