No description available.

No description available.

The impact of attire on assessments of job applicants was investigated by creating three dress conditions for two male and two female rates. A formal, intermediate, and casual condition were portrayed for each of the four stimuli. Stimuli were rated on six dimensions relevant to performance as a retail department store manager in a between-subjects design. Results indicate that the role of attire in estimates of performance depends on the sex of the rater and the sex of the ratee. Dissimilar ratings were obtained from males and females who assessed individuals in a particular dress condition. These results indicated that the hypothesized main effects for dress and rater sex were overly simplistic. The implication of this finding for future research is discussed. Findings also suggested the importance of including a reasonable range and portrayal of attire in studies of this type. The inclusion of an intermediate apparel condition showed that raters prefer this attire over formal wear under certain rating conditions. The importance of this finding for future attire research designs is discussed. / M.S.

Evaluation of employees in any organization is an important task that must be carried out. The public school setting is no exception. The purpose of this study was to describe the teacher evaluation processes carried out by the public school divisions of the Commonwealth of Virginia during the 1986-87 school year. This study -- 1. Described and analyzed the local divisions' policies and processes of teacher evaluation in Virginia as they compared to the "state-of-the-art." 2. Classified the evaluation models according to those established by McGreal (1983). 3. Developed a set of guidelines for use in the development of a “state-of-the-art" teacher evaluation policy and process. A questionnaire was sent to each local school division's chief personnel officer. The local divisions' written policies and processes were collected as well. On the basis of the review and analysis of the questionnaire, policies, procedures, and documents, and the comparison of this analysis with the criteria from the literature, the following conclusions may be stated regarding public school teacher evaluation programs in the Commonwealth of Virginia: 1. The overall quality of personnel procedures in Virginia's public school divisions is good. Their content is consistent with what teacher evaluation experts say should be included. 2. At the present time, no need exists for the overhaul of the majority of teacher evaluation programs in Virginia. 3. For the most part, Virginia's public school divisions are conservative in their teacher evaluation programs. This is evidenced by their overwhelming reliance on the Common Law, Common Law/Goal-Setting, and Goal-Setting models of teacher evaluation. 4. There is no need for the Virginia Department of Education to develop a prototype evaluation process at this time. There is a sufficient number of outstanding processes that are already in place within the Commonwealth from which a division could select. 5. There is little interest for a statewide teacher evaluation process in the Commonwealth of Virginia. Suggested guidelines for teacher evaluation programs conclude the study. / Ed. D. / incomplete_metadata

In 1981 the General Assembly of the State of North Carolina passed legislation that required that all school districts in the state adopt a uniform system of teacher performance appraisal. The State Department of Public Instruction was charged with the responsibility of developing the instrument to be used and a plan for implementing the instrument. One of the major components of the TPAS adopted by the State Board of Education in August of 1983 was the requirement that assistance be provided to help teachers improve upon any areas that are identified to be weak. In most school systems the responsibility for implementing staff development activities falls upon personnel in the central office. This study was designed to investigate the effect of the implementation of the TPAS on the central office staff in school districts with less than 4,500 pupils in ADM. This size group was chosen because of the divisions in the state formula for the allocation of personnel for central office staff members. School districts in this size range are allotted two professional staff members for the central office staff. These personnel are one superintendent and one instructional supervisor. School districts with more than 4,500 pupils receive additional central office personnel. The research for this study was conducted through a survey distributed districts of this to all 65 superintendents in school size in North Carolina. The results of the survey were reported by frequency distribution. The research data revealed a positive feeling about the TPAS from the superintendents except for the fact that the TPAS had increased the financial and staffing burden on the school districts by creating the need for more staff development funds and a director of personnel position. The superintendents also indicated that the state mandated TPAS was an improved system over the one previously used in that school district. The data also tend to indicate that a state mandated system of teacher performance appraisal can be successful, particularly if it is followed by an adequate amount of financial and personnel support. / Ed. D.

The recent increase in utility research has provided improved methods for estimating the standard deviation of performance in dollars. Subjective estimates of an individual's overall worth to the organization allow the utility of various organizational interventions to be evaluated. However, this research does little to illuminate the dimensions underlying supervisory judgments of utility. The recent increase in utility research has provided improved methods for estimating the standard deviation of performance in dollars. Subjective estimates of an individual's overall worth to the organization allow the utility of various organizational interventions to be evaluated. However, this research does little to illuminate the dimensions underlying supervisory judgments of utility. The policies underlying judgments of overall worth were captured to a substantial degree, with cross-validated R² values ranging from .46 to .69. A unit weighting scheme was applied to the six predictors, resulting in r² values that exceeded the cross-validated R² derived from regression analyses. This substantial predictability of utility judgments provided the capacity to generalize utility information from a sample of jobs to the population of interest. Analyses comparing validity-based and utility-based clustering schemes explored the degree of convergence between the two approaches to classifying jobs. These analyses indicated that there was some overlap, with validity information being useful in establishing broad categories of jobs associated with similar utility-relevant attributes. At the same time, these analyses demonstrated that the two approaches were not equivalent. Implications of this research are discussed, and several possible directions for future research are noted. It is suggested that such policy capturing procedures can enhance our understanding of judgments of overall worth, and expand the knowledge base upon which organizational decisions are made. / Ph. D.

No description available.

No description available.

O tema central desta dissertação refere-se à "análise de métodos de avaliação de cargos como apoio à definição de sistemas de remuneração numa empresa do setor calçadista do Vale do Rio dos Sinos". A questão está particularizada numa empresa do Setor Calçadista do Vale do Rio dos Sinos - a Czarina S.A. - onde foi efetuado um levantamento da situação atual dos sistemas de remuneração. Após o levantamento das informações pertinentes e com base na revisão da literatura, pôde-se propor as etapas para o processo de avaliação de cargos, de forma a servir de subsidio para implementar uma estrutura salarial justa e equilibrada. Uma solução especifica para uma empresa não pode ser generalizada sem adaptações, porém espera-se que este trabalho possa ser útil para outras empresas do setor. Para melhor compreensão das etapas do presente trabalho e sistematização dos resultados, estruturou-se a presente dissertação do seguinte modo: a sessão inicial contém a introdução com a problemática, além da justificativa e dos objetivos da dissertação; no primeiro capitulo tecemos considerações sobre a evolução do setor coureiro/calçadista no Rio Grande do Sul; o segundo capitulo trata das teorias administrativas e a remuneração; no terceiro capitulo esclarecemos o papel da avaliação de cargos como base para os sistemas de remuneração, enquanto que no quarto capitulo relatamos a aplicação da avaliação de cargos numa empresa do setor calçadista; o trabalho encerra-se apresentando no quinto capitulo algumas considerações sobre a questão da remuneração e o uso de avaliação de cargos. / The central theme of this dissertation is concerned with the analysis of job evaluation methods as a basis for the definition of a remuneration system for a shoe manufacturing company belonging to the Vale do Rio dos Sinos. The approach presented here is particularly focused on Czarina S.A., a shoe manufacturing company located in the Vale do Rio dos Sinos, in which a survey of its present remuneration system was conducted. After the survey of relevant data and based on a bibliographical review, the stages for the adoption of a job evaluation process were proposed, so as to serve as a basis for the implementation of a fair, balanced salary structure. A solution designed for a specific company cannot be generalized without some adaptation. Nevertheless, we hope this work may be useful for other similar companies. For a better understanding of the steps of the present work and for the systematization of results, the following structure was adopted in this study: the opening section introduces the theme and the problems related to it, as well as the justification and goals of this dissertation; the first chapter consists of considerations about the evolution of the leather shoe industry in Rio Grande do Sul; the second chapter deals with the management theories and remuneration; in the third chapter we clarify the role of job evaluation as a basis for remuneration systems, while the fourth chapter reports the application of job evaluation to a shoe manufacturing company; finally the fifth chapter consists of remarks on the remuneration issue and on the use of job evaluation.

The aim of this dissertation which is called "The employees reward systems in the selected company" was analysis of the system of the remuneration of employees in the selected company, proposal of changes and recommendation for improvement in leading of this specific area. My selected company has happened the company McDonald's s.r.o, specifically it is subsidiary in Tábor. The main source for the first part was analysis of specialized literature which was studied and its rightness was certified from more books. The main source for gathering data for practical part was internal material of the company. The main source was the website of the McDonald's which served for the characteristic, where was everything important. For the analysis and evaluation of the current situation was used open minded interview with the leader of the company, open minded interview with managers and open minded interview with the rest of the employees. In the practical part was written and described the system of financial and non financial remuneration of employees who work in the subsidiary in Tábor. The analysis of the wage system was made and thanks to it was calculated the example of weekly salary costs on the week's sales. Then it was made a questionnaire survey and its aim was gain opinions and find out a satisfaction of the employees with the system of the remuneration in the company. At the end there were written all results of the all analysis and proposal of changes in the specific area.