In order to maintain strong national competitiveness, the government needs to establish a management model composed of incorruptibility, efficiency, foresight, vitality, flexibility, and emergency capabilities. Having an appropriate management model is the expectation of all democratic states. After publishing the book of ¡§Reinventing Government ¡¨ the ¡§Reinventing Government¡¨ has become a trend. Many countries are making a great effort to reform and enhance the efficiency of government¡¦s function due to people¡¦s requests. An efficient government is a major indicator for national competitiveness, and the function of the government is a typically manpower intensive activity, consequently human resource management of civil servants is the key to an efficient government. Since the 1980s, countries such as those in Europe and the U.S.A have been trying to adopt strategic human resource management practices for improving the quality of civil servants, government efficiency as well as develop national competitiveness while facing the challenge of globalization and the demand of high-quality service. The main direction of government reformation is to strengthen the ¡§Human Resource Management¡¨ that features in empowerment, flexibility and market competitive mechanism, which is different to the traditional ¡§Personnel Management.¡¨ Purposes of the study: 1. To study the status and problem may have caused upon applying human resources. 2. According to the research framework, sampling surveys will be taken, so as to verify the assumption provided in the research. 3. To study the variation of recognition and interaction of civil servants in the research framework and analyze the influence to the achievements in an organization. All sampling surveys were administered to the first till the tenth of the River Basin Management Bureau and three Water Resource Bureaus located in the north, center, and south of Taiwan. Approximately 290 surveys were given on April 16, 2002 and 207 surveys were received on May 10, 2002. Two surveys were invalidated after a one-month survey period and the collection rate of valid surveys was 71.38%. Conclusion: 1. After reforming the organization, the achievements of an organization can be obviously higher, if the recognition of civil servants has higher positive effect and the organization values its staff more than before. Due to the unique biological organization, however the negative effect is still there, yet the achievements of an organization are enhanced and the civil servants still feel it strongly. 2. Proper manpower reduction can improve efficiency for certain organizations with redundant personnel, but it cannot be applied to a temporary manpower reduction. 3. In the present stage, the measure of flexible human resource management can enlarge the efficiency in an organization. On the other hand, the flexibility of subcontract, function, payroll, and operation cannot be seen because of the inflexibility in government system. 4. The measure of flexible human resource management is the strength to apply manpower reduction. However, subcontract merely affects the implementation of manpower reduction.

Economic globalization and the Open-Door policy make China market more significant around the world. On the other hand, intensive competitions are making progress. This paper examines the economic and society change, labor laws altering, and human resources varying since 1949. As the dynamics of competition accelerate are perhaps the only truly sustainable sources of competitive advantage in China firms. Thus, successful management of human capital may be more ultimate determinant of organizational performance and survival than physical capital. Strategic human resource management (SHRM) emphasizes the through the improvement of within reliable bundles of human resources practices and human resources management system, which are appropriately matched or linked to existing organizational environment. Most particularly business strategies could result in higher organization performance achievable. An empirical analysis is presented by gathering data from 80 China firms in 2003. That is on purpose to examine the determinants of the accomplishment of human resource management system and the coverage to human resource management system influences on organization performance.

Thesis (Ph. D.)--University of Florida, 1982. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 134-135).

Este trabalho é um estudo exploratório sobre a Avaliação de Desempenho Organizacional em Prefeituras. A avaliação de desempenho organizacional, que pode ser realizada através de modelos teóricos já existentes, é um instrumento auxilia os gestores na condução de negócios de qualquer natureza. No entanto, até a realização do presente estudo, não havia nenhuma produção teórica a respeito da realização da avaliação de desempenho em administrações municipais. Este estudo pretende identificar e descrever como é feita a avaliação de desempenho em prefeituras. A metologia utilizada foi um levantamento através de questionário respondido por 67 prefeituras de municípios do estado de São Paulo.Os gestores dos municípios responderam a três tipos de questões: sobre quais indicadores a prefeitura utiliza, sobre qual a importância (numa escala de 1 a 5) atribuída a estes indicadores na avaliação de desempenho da organização e sobre como esta avaliação é realizada. Os resultados mostram que, em muitos aspectos, as prefeituras ainda têm uma visão tradicional da avaliação de desempenho, dando demasiada ênfase em algumas dimensões da administração, como a financeira e não realizando acompanhamento sistemático em outras. Por outro lado, notase também que alguns outros aspectos, mesmo que não praticados, são considerados importantes. Com base nas informações pesquisadas, o trabalho também propõe um modelo preliminar de avaliação de desempenho que poderá ser aprimorado e testado em prefeituras. / The present research is based on an exploratory study about the Measurement of the City Council´s Organizational Performance in the state of São Paulo. The Organizational Performance Measurement relies on preexisting theories and its result provides several contributions to the business of any kind. Until the present moment, it has not been postulated any Measurement of the Organizational Development of the City Council (also called Municipality). The subject of this research is to identify and describe in what ways the Measurement of the City Council takes place. For that, a questionnaire was collected among 67 municipal authorities in the State of São Paulo. The City Councils responded to three types of questions in the Evaluation form: the first regards to which indicators are adopted by each City Council; the second regards to the level of importance given to these indicators (using a scale of 1 to 5 points) and the last is about the way the Measurement proceeds. The results show that the City Councils in the state of São Paulo still retain a traditional way of evaluating its performance, deeply emphasizing some of the administrative aspects like the financial one and leaving aside some others. Despite not being stated by the City Councils, these aspects are considered to be of great importance. According to all the information collected, the dissertation proposes a previous Evaluation form to be improved and tested by the City Councils in the future.

The Diploma thesis deals with the organizational culture and its relationship to the performance of the organization KOVO-ZACH, Ltd.. In the theoretical section explains the basic concepts, characteristics of organizational cultures and their typology. The practical part is based on the selected typology of organizational culture research conducted in relation to the performance of the surveyed organization.

Uncertainty avoidance as a cultural construct has been known to affect worker stress and performance in organizations, but a review of these findings has not been done up until this point. In effort to clarify the relationship between uncertainty avoidance and stress and performance, a comprehensive literature search was performed. Findings from articles on this topic have been presented. In addition, organizational practices for accommodating uncertainty avoidance and other cultural dimensions have been explored. This review shows that uncertainty avoidance appears to be linked to higher stress, while its relationship to performance appears to depend on other factors. Best practices for accommodating uncertainty avoidance tend to include enhanced communication and structure. Ideas for future research on this topic are discussed.

Depuis des décennies, la seule obsession de la stratégie organisationnelle des entreprises est de pouvoir fidéliser les consommateurs en les incitants à acheter le produit ou service qu’ils offrent afin de pouvoir améliorer leurs performances financières. Les réseaux sociaux vont transformer en profondeur le fonctionnement organisationnel des entreprises. Les réseaux sociaux dévoilent la structure organisationnelle d'une entreprise car ils sont également les porteurs d'information « confidentielles » livrées sans réserve par des employés peu discrets. Les RS sont une force puissante avec lesquelles les entreprises doivent dorénavant composer, à l’heure où beaucoup d’entre elles tentent de se réinventer et de se projeter dans un monde en pleine mutation. D’après Stéphane Hugon, 2012, Le digital est le révélateur d’une transformation de la société. Les jeunes sont dans le court, l’intense ; une temporalité qui colle aux outils comme les réseaux sociaux. Ces transformations impactent directement la culture du travail et sa structure organisationnelle. / For decades, the only obsession of organizational business strategy is to build consumer loyalty to justify the buying intention of the product or service they offer in order to improve financial performance. Social networks will fundamentally transform the organizational functioning of companies. Social networks unveil the organizational structure of a company because they are the holders of "confidential" information delivered unreservedly by little discreet employees. Social Media is a powerful force / tool, which companies must now deal with, at a time when many of them are trying to reinvent themselves and to plan for a changing world. According to Stéphane Hugon, 2012 the digital world is a hint of a transformation in our society. Young people are more oriented to the just in time, instant information and the intensity if the new era; a temporality that sticks to tools such as social networks. These changes directly influence the work culture and organizational structure.

For management to perform its functions of planning, organizing, leading and controlling effectively, a control process has to be in place. This control process should incorporate a target or standard measures and compares performance with the standard, evaluates results and takes any necessary corrective action. Hence, the introduction of the control process, including the measurement and evaluation of performance, has been recognized as a significant progression to ensure organizations achieve their objectives and goals.There are a number of performance measurement tools for management to select but one that stands out as possibly the preferred method is Value-based management (VBM). Value-based management, a relatively new concept, offers management a better way to measure performance in today’s business environment. The application of VBM links business strategy, finance, performance measurement and management processes all together to create value. VBM tells how the value of an organization is maximized, while developing corporate value is the best long-term measure to show how good the present management is doing its job. Therefore, VBM indicates the current situation as well as future prospects of an organization. Further, VBM helps managers and employees to obtain a sharper focus of the corporate vision and objectives based on one leading measurement indicator – that is to enhance corporate value. Unlike many performance measurement tools that may focus on many objectives, which may cause the lack of single focus for accountability for shareholder value, VBM provides a clearer objective focusing on the financial objectives across the organization. More importantly, VBM includes the cost of all capital required, while many performance measurement tools still provide incomplete information about cost.The purpose of this research is to study what organization factors influence the choice of performance measurement tools, such as VBM selected by management. This research also studies the manner in which the selection and the use of VBM might affect the performance of organizations in Thailand. A number of studies were made in the past dealing with the effectiveness of VBM.These studies analyzed how VBM assisted management in their administration and measurement of organizational activities. These researches add significantly to the body of knowledge and advance the concept of VBM. However, most researchers ignored an important aspect and that is, what factors influence the management to select and utilize VBM tools in their organization. This research attempts to address this knowledge gap, and answer the following questions: • What are the organization factors that could influence the selection and the use of VBM tools to measure organization performance? Then importantly,• Do the selection and the use of VBM tools improve organization performance?To examine and to properly evaluate the above questions, this research study identifies four key objectives. First, factors that influence management in selecting value based management tools to measure performance and set standards are to be identified. Second, identify the relationship between organization performance, the use of VBM and certain organization factors such as organization size, market share position and product life cycle stages. Third, study the impact of VBM on organization performance in the Thai environment. Fourth, provide information on how VBM is selected and used in the electrical and electronic industry in Thailand.The following three hypotheses were proposed to study the behaviour of variables:Hypothesis 1: Organization factors are not the determining factors for selecting and using VBM tools for performance measurement.Hypothesis 2: VBM tool selected and used by an organization do not influence its organization performance.Hypothesis 3: The relationship between organization factors and organization performance are not mediated by the VBM tools selected and used by an organization to measure organization performance.To test the hypotheses empirically, a mailed-survey questionnaire was used to collect data. A stratified sampling technique on a population of 462 Head of Finance/Accounting Departments of the Electrical and Electronics Industry of Thailand was employed. The above hypotheses were tested using several analytical techniques including regression model, correlation coefficient and factor analysis.The result of this research indicates that none of the chosen organization factors studied directly influences the selection and the use of VBM tools. In addition, the findings indicated a significant relationship between independent variables, which are organization size and market share position. But these two factors do not establish significantly relationship with the VBM or an organization performance. Further, although the product life cycle stage was not a factor that influenced the selection and the use of VBM tools, it showed a significant negative relationship with organization performance. This was regardless of whether or not the organization selected and used VBM tools. This indicates that the selection and the use of VBM tools are less preferable when the product of an organization is at the early stages such as emerging and growth stages. On the other hand, VBM tools are more preferred by an organization when its product reaches maturity. Finally, these research findings demonstrate that the selection and the use of VBM tools are significantly related to an improvement in organization performance. In other words, the performance of an organization improved with the use of the VBM tool.It is believed that this research is a first attempt to delineate factors that influence management to select and utilize VBM tools in their organizations. One nation, Thailand and one Industry, the electrical and electronic industry were used as the laboratory to test the hypotheses. It is hoped that future research will replicate this study in other industries and countries that would help to confirm the results of this study. Such studies will not only substantiate this research but also offer new insights into understanding the factors influencing the selection and the use of VBM tools. Different organizational factors, different performance measurement tools, and/or different methodologies in conducting the research showed further contribute to knowledge in this area. The research opportunities are considerable, especially in relation to cross-country comparisons based on performance measurements, using VBM tools and it is this type of research that will improve our understanding of the subject and lead to adoption of these measures in organizations.

For management to perform its functions of planning, organizing, leading and controlling effectively, a control process has to be in place. This control process should incorporate a target or standard measures and compares performance with the standard, evaluates results and takes any necessary corrective action. Hence, the introduction of the control process, including the measurement and evaluation of performance, has been recognized as a significant progression to ensure organizations achieve their objectives and goals.There are a number of performance measurement tools for management to select but one that stands out as possibly the preferred method is Value-based management (VBM). Value-based management, a relatively new concept, offers management a better way to measure performance in today’s business environment. The application of VBM links business strategy, finance, performance measurement and management processes all together to create value. VBM tells how the value of an organization is maximized, while developing corporate value is the best long-term measure to show how good the present management is doing its job. Therefore, VBM indicates the current situation as well as future prospects of an organization. Further, VBM helps managers and employees to obtain a sharper focus of the corporate vision and objectives based on one leading measurement indicator – that is to enhance corporate value. Unlike many performance measurement tools that may focus on many objectives, which may cause the lack of single focus for accountability for shareholder value, VBM provides a clearer objective focusing on the financial objectives across the organization. More importantly, VBM includes the cost of all capital required, while many performance measurement tools still provide incomplete information about cost.The purpose of this research is to study what organization factors influence the choice of performance measurement tools, such as VBM selected by management. This research also studies the manner in which the selection and the use of VBM might affect the performance of organizations in Thailand. A number of studies were made in the past dealing with the effectiveness of VBM.These studies analyzed how VBM assisted management in their administration and measurement of organizational activities. These researches add significantly to the body of knowledge and advance the concept of VBM. However, most researchers ignored an important aspect and that is, what factors influence the management to select and utilize VBM tools in their organization. This research attempts to address this knowledge gap, and answer the following questions: • What are the organization factors that could influence the selection and the use of VBM tools to measure organization performance? Then importantly,• Do the selection and the use of VBM tools improve organization performance?To examine and to properly evaluate the above questions, this research study identifies four key objectives. First, factors that influence management in selecting value based management tools to measure performance and set standards are to be identified. Second, identify the relationship between organization performance, the use of VBM and certain organization factors such as organization size, market share position and product life cycle stages. Third, study the impact of VBM on organization performance in the Thai environment. Fourth, provide information on how VBM is selected and used in the electrical and electronic industry in Thailand.The following three hypotheses were proposed to study the behaviour of variables:Hypothesis 1: Organization factors are not the determining factors for selecting and using VBM tools for performance measurement.Hypothesis 2: VBM tool selected and used by an organization do not influence its organization performance.Hypothesis 3: The relationship between organization factors and organization performance are not mediated by the VBM tools selected and used by an organization to measure organization performance.To test the hypotheses empirically, a mailed-survey questionnaire was used to collect data. A stratified sampling technique on a population of 462 Head of Finance/Accounting Departments of the Electrical and Electronics Industry of Thailand was employed. The above hypotheses were tested using several analytical techniques including regression model, correlation coefficient and factor analysis.The result of this research indicates that none of the chosen organization factors studied directly influences the selection and the use of VBM tools. In addition, the findings indicated a significant relationship between independent variables, which are organization size and market share position. But these two factors do not establish significantly relationship with the VBM or an organization performance. Further, although the product life cycle stage was not a factor that influenced the selection and the use of VBM tools, it showed a significant negative relationship with organization performance. This was regardless of whether or not the organization selected and used VBM tools. This indicates that the selection and the use of VBM tools are less preferable when the product of an organization is at the early stages such as emerging and growth stages. On the other hand, VBM tools are more preferred by an organization when its product reaches maturity. Finally, these research findings demonstrate that the selection and the use of VBM tools are significantly related to an improvement in organization performance. In other words, the performance of an organization improved with the use of the VBM tool.It is believed that this research is a first attempt to delineate factors that influence management to select and utilize VBM tools in their organizations. One nation, Thailand and one Industry, the electrical and electronic industry were used as the laboratory to test the hypotheses. It is hoped that future research will replicate this study in other industries and countries that would help to confirm the results of this study. Such studies will not only substantiate this research but also offer new insights into understanding the factors influencing the selection and the use of VBM tools. Different organizational factors, different performance measurement tools, and/or different methodologies in conducting the research showed further contribute to knowledge in this area. The research opportunities are considerable, especially in relation to cross-country comparisons based on performance measurements, using VBM tools and it is this type of research that will improve our understanding of the subject and lead to adoption of these measures in organizations.

For management to perform its functions of planning, organizing, leading and controlling effectively, a control process has to be in place. This control process should incorporate a target or standard measures and compares performance with the standard, evaluates results and takes any necessary corrective action. Hence, the introduction of the control process, including the measurement and evaluation of performance, has been recognized as a significant progression to ensure organizations achieve their objectives and goals.There are a number of performance measurement tools for management to select but one that stands out as possibly the preferred method is Value-based management (VBM). Value-based management, a relatively new concept, offers management a better way to measure performance in today’s business environment. The application of VBM links business strategy, finance, performance measurement and management processes all together to create value. VBM tells how the value of an organization is maximized, while developing corporate value is the best long-term measure to show how good the present management is doing its job. Therefore, VBM indicates the current situation as well as future prospects of an organization. Further, VBM helps managers and employees to obtain a sharper focus of the corporate vision and objectives based on one leading measurement indicator – that is to enhance corporate value. Unlike many performance measurement tools that may focus on many objectives, which may cause the lack of single focus for accountability for shareholder value, VBM provides a clearer objective focusing on the financial objectives across the organization. More importantly, VBM includes the cost of all capital required, while many performance measurement tools still provide incomplete information about cost.The purpose of this research is to study what organization factors influence the choice of performance measurement tools, such as VBM selected by management. This research also studies the manner in which the selection and the use of VBM might affect the performance of organizations in Thailand. A number of studies were made in the past dealing with the effectiveness of VBM.These studies analyzed how VBM assisted management in their administration and measurement of organizational activities. These researches add significantly to the body of knowledge and advance the concept of VBM. However, most researchers ignored an important aspect and that is, what factors influence the management to select and utilize VBM tools in their organization. This research attempts to address this knowledge gap, and answer the following questions: • What are the organization factors that could influence the selection and the use of VBM tools to measure organization performance? Then importantly,• Do the selection and the use of VBM tools improve organization performance?To examine and to properly evaluate the above questions, this research study identifies four key objectives. First, factors that influence management in selecting value based management tools to measure performance and set standards are to be identified. Second, identify the relationship between organization performance, the use of VBM and certain organization factors such as organization size, market share position and product life cycle stages. Third, study the impact of VBM on organization performance in the Thai environment. Fourth, provide information on how VBM is selected and used in the electrical and electronic industry in Thailand.The following three hypotheses were proposed to study the behaviour of variables:Hypothesis 1: Organization factors are not the determining factors for selecting and using VBM tools for performance measurement.Hypothesis 2: VBM tool selected and used by an organization do not influence its organization performance.Hypothesis 3: The relationship between organization factors and organization performance are not mediated by the VBM tools selected and used by an organization to measure organization performance.To test the hypotheses empirically, a mailed-survey questionnaire was used to collect data. A stratified sampling technique on a population of 462 Head of Finance/Accounting Departments of the Electrical and Electronics Industry of Thailand was employed. The above hypotheses were tested using several analytical techniques including regression model, correlation coefficient and factor analysis.The result of this research indicates that none of the chosen organization factors studied directly influences the selection and the use of VBM tools. In addition, the findings indicated a significant relationship between independent variables, which are organization size and market share position. But these two factors do not establish significantly relationship with the VBM or an organization performance. Further, although the product life cycle stage was not a factor that influenced the selection and the use of VBM tools, it showed a significant negative relationship with organization performance. This was regardless of whether or not the organization selected and used VBM tools. This indicates that the selection and the use of VBM tools are less preferable when the product of an organization is at the early stages such as emerging and growth stages. On the other hand, VBM tools are more preferred by an organization when its product reaches maturity. Finally, these research findings demonstrate that the selection and the use of VBM tools are significantly related to an improvement in organization performance. In other words, the performance of an organization improved with the use of the VBM tool.It is believed that this research is a first attempt to delineate factors that influence management to select and utilize VBM tools in their organizations. One nation, Thailand and one Industry, the electrical and electronic industry were used as the laboratory to test the hypotheses. It is hoped that future research will replicate this study in other industries and countries that would help to confirm the results of this study. Such studies will not only substantiate this research but also offer new insights into understanding the factors influencing the selection and the use of VBM tools. Different organizational factors, different performance measurement tools, and/or different methodologies in conducting the research showed further contribute to knowledge in this area. The research opportunities are considerable, especially in relation to cross-country comparisons based on performance measurements, using VBM tools and it is this type of research that will improve our understanding of the subject and lead to adoption of these measures in organizations.