The purpose of this study was to examine the relationship between market orientation and business performance mediated by marketing resources and moderated by contextual factors. The study also examined the extent to which the conceptual model was a good fit to the sample data. A quantitative approach was used to test if there was a significant relationship between market orientation, marketing resources, and business performance. For the purpose, a cross-sectional survey was carried out to obtain data pertaining to market orientation, marketing resources, contextual factors and business performance. The unit of analysis of the study was banks consisting of 3 public and 15 private banks. A sample size of 507 consisting of 492 branch managers and 15 top level marketing managers was used in the survey. With a response rate of 87.97%, 446 questionnaires were collected of which 377 were used for data analysis. A SEM was used to test the extent to which the theoretical model fits the sample data. Mediation analysis was used to test the indirect effect of market orientation on business performance and hierarchical regression analysis was used to test whether the relationship was moderated by market dynamism, competitive intensity, and government regulation. Finally, an independent t – test was used to examine the statistical variations between public and private banks in terms of market orientation, marketing resources, and business performance. The confirmatory factor analysis revealed that the modified model was fit with the observed data in terms of chi-square and the individual indices. The total effect of market orientation on business performance was moderate with a 0.36 regression coefficient. The indirect effect was high with a 0.91 regression coefficient where complete and inconsistent mediation was found due to suppression effect. The moderation analysis revealed that the interaction effect of market dynamism, competitive intensity, and government regulation was not statistically significant. Finally the result showed that there was a statistically meaningful difference between public and private banks in terms of market orientation, marketing resources, and business performance. Banks in Ethiopia shall strive to segment the market, differentiate their services, and build a strong brand with clear identity. Banks in Ethiopia shall also build on their marketing resources to enhance their business performance. / Business Management / D.B.L.

This qualitative study set out to investigate the extent to which the Balanced Scorecard (BSC) has been implemented for service delivery by South African Metropolitan Municipalities. The Ekurhuleni Municipality, City of Johannesburg (CoJ) and City of Tshwane (CoT), which together form the Gauteng Metropolitan Municipalities (GMMs), were used as multiple cases for this study. A good performance management system should cover activities relevant to the adoption of a performance measurement tool such as the BSC, which was developed by Kaplan and Norton in 1992. These two authors published a framework integrating different components of performance management and measurement system, namely strategy, vision, mission, objectives, measures, targets and strategic initiatives. In short, the BSC framework is the key for its successful implementation, which is evaluated according to the achievement of targets. The problem addressed in the study was the lack of a proper performance management system, as well as the poor design and inappropriate manner of implementing the BSC by the GMMs. The objectives of the study were to examine principal elements such as performance management activities, performance measurement framework, design and implementation of the BSC following the original framework developed by Kaplan and Norton (1992), as well as its impact on the outcomes of service delivery performance. Objectives, measures, targets and initiatives were the core elements for evaluating the municipalities’ performance management, as well as their implementation of the BSC. Moreover, the attainment of targets was the key for examining performance outcomes or the impact of the BSC on service delivery performance. In order to reach the above-mentioned objectives, a literature and document review, including municipalities’ policies and annual reports, were conducted for collecting relevant data. This review involved content analysis, and data were presented in the form of tables and charts. Finally, credibility, transferability, dependability and conformability were used to measure the validity and reliability of the findings. The results showed that the performance management (PM) activities of the GMMs were not adequate for implementing the BSC. Naturally, the selection of measures and targets was catered for through the policy of the Ekurhuleni Municipality, as well as the City of Johannesburg (CoJ). However, the setting of objectives, selection of measures, and setting of targets were all part of the performance management framework of the City of Tshwane (CoT). The BSC was intended to be used as a performance measurement framework for the Metropolitan Municipalities of Johannesburg and Tshwane. Nevertheless, the instrument was poorly implemented by these municipalities. Although the BSC was not adopted by the Ekurhuleni Municipality, the principal activities integrated into the BSC framework were implemented for its service delivery. In addition, during the 2011-2012, 2012-2013 and 2013-2014 financial years, the achievement status of targets was not determined for the Ekurhuleni Municipality. This was also the case for the CoT during 2011-2012. However, the full-achievement, non- achievement, partial-achievement and over-achievement of targets were well defined for the City of Johannesburg during all three financial years under study. In the same way, such finding was indicated only for the two last financial years for the City of Tshwane. The findings of the study indicated that the implementation of the BSC within the Metropolitan Municipalities of Johannesburg and Tshwane did not comply with its original framework. This is due to the lack of an adequate performance management system, which in turn affects performance measurement. Before adopting a performance measurement framework, there should be an appropriate performance measurement system in place to ensure its success. Consequently, future research should focus more on the investigation of standard requirements for measuring performance, especially in the public sector. / Management Accounting / M. Phil. (Accounting Sciences)

The proposed study intends to establish how procedural the reward systems are being implemented in the Limpopo Department of Health and whether claims of biases are founded. The study is aimed to determine the system’s influence on the organisation’s ability to track poor performance and to manage it. It also provides a refreshed view of the current pitfalls in the implementation of the programme, and subsequently provides indications of remedial action to recover the purpose of the performance management and development system. The study furthermore assesses the impact of performance management practices and explored the best implementable practices for effective performance management systems and best service delivery by the Limpopo Department of Health. A qualitative research approach that included interviews with HR and line managers was utilised and a quantitative research approach that included questionnaires from ordinary employees was followed. The findings are that the system cannot be linked to employee output, but an obvious benefit is employee rewards. The literature review shows that there is a general poor understanding of performance management and development system in the public service. It (Literature review. Chapter 2) further establishes that there are several challenges that hinder the effective implementation of performance management and development system in the public service. Other findings of the study include that there is a challenge of biased ratings (subjective assessment), and a setting of unrealistic performance targets which are unrealisable by employees. The main finding of the study is that lack of training poses a serious challenge in implementing performance management and development systems. Many respondents indicated that employees need to be brought to awareness about the implementation of the model so that both management and employees can work towards the Department’s vision. Some suggested that management should realise our needs and arrange training for capacity building. Another employee agitated that “I am not involved in any performance management because this is used for financial gains. This is another corrupt activity?” The above-mentioned statements clearly show concerns of employees in their overall performance. / Public Administration / M.P.A.

This thesis deals with the reward system in educational institutions. The theoretical part is focused on the reward system of employees. Then it describes how to perform a successful employee evaluation and how to avoid mistakes that can come during the evaluation. Other part mentions forms of remuneration, motivation, and what is the role of wage in employees motivation. The theoretical part is completed with topic of educational institutions. The practical part is based on qualitative research, which is done in private elementary art school in Čecké Budějovice (První soukromá základní umělecká škola s.r.o. v Českých Budějovicích) and in the centre of ecological and global education Cassiopeia. For my research I used the analysis of provided manuals for staff remuneration and semi-structured interview. I surveyed the informations about evaluation of employees, if they are the basis for the subsequent remuneration in specific organizations.I created improvement proposal of evaluation, remuneration and motivation based on comparison of the discovered informations.

A dinamicidade dos mercados exige a criação de novos recursos para desenvolver competências essenciais que resultam em desempenho organizacional. A partir de uma revisão sistemática realizada de acordo com a Cochrane Reviewers’ Handbook, versão 5.1.0, verificaram-se os artigos relacionados ao recurso tecnológico, competência tecnológica e desempenho organizacional nas bases de dados Scopus e Web of Science. Além das principais bases de dados, realizou-se busca em artigos não publicados, conferências e literatura cinzenta, para tal utilizou-se SIGLE (System for Information on Grey Literature), NTIS (National Technical Information Service), Banco de dissertações e teses no NDLTD (Networked Digital Library of Theses and Dissertations) e conferências no SCOPUS. Também se realizou a verificação da lista de referências dos estudos selecionados, com o intuito de detectar alguma evidência relevante que não localizou-se na estratégia de busca. Dos 237 artigos localizados, 31 estudos analisam as competências essenciais que contribuem no desempenho organizacional, a saber: a) tecnologia; b) inovação; c) capital humano; c) aprendizagem organizacional; d) terceirização; e) cultura organizacional; g) capacidades dinâmicas; h) governança; i) gestão de suprimento; e j) interdependência de processo. Entre as competências citadas, a competência tecnológica merece destaque, pois determina o portfólio de produtos ou serviços que geram desempenho superior. Com o intuito de aprofundar o conhecimento sobre competência tecnológica, realizou-se a segunda revisão sistemática. Dos 5.424 artigos localizados, 477 estão relacionados à competência tecnológica. Os elementos que emergem do construto são: a) inovação; b) aquisição e difusão de tecnologias; c) desempenho de produto novo; d) pesquisa e desenvolvimento; e) intensidade tecnológica; f) diversificação tecnológica; e e) hi-tech. Para esta pesquisa, optaram-se pelas variáveis desempenho de produto novo, intensidade tecnológica e diversificação tecnológica, por relacionarem-se diretamente ao setor cooperativo de crédito. O objetivo deste estudo analisou a relação entre competência tecnológica e desempenho organizacional no setor de cooperativa de crédito. A população contou com 48 gerentes de negócio das 47 unidades de uma cooperativa de crédito no Estado do Rio Grande do Sul. As análises dos dados realizaram-se através do software IBM SPSS Statistics 20 e considerou a intensidade tecnológica como uma variável moderadora entre desempenho de produto novo e diversificação de tecnologias com desempenho organizacional. Os resultados mostram que o recurso tecnológico explica 54% da diversificação de tecnologias, 30% do desempenho de produto novo e 30% do desempenho organizacional. Entretanto o recurso tecnológico não é o suficiente para aumentar o desempenho organizacional, por isso faz-se necessário desenvolver a competência tecnológica. A competência tecnológica alavanca o desempenho financeiro de uma empresa, principalmente pelo desempenho de produto novo que explica 58% do desempenho organizacional e diversificação de tecnologias que explica 60% do desempenho. A intensidade tecnológica não apresentou efeito moderador. Conclui-se que a competência tecnológica promove a diferenciação e o crescimento da empresa em relação aos concorrentes, pois contribui para o desempenho financeiro. Além de ser considerada uma estratégia fundamental para a permanência da empresa em um mercado de alta velocidade. / Submitted by Ana Guimarães Pereira (agpereir@ucs.br) on 2017-07-13T14:18:48Z No. of bitstreams: 1 Tese Daniela Gasperin.pdf: 2314550 bytes, checksum: d5f7e3e5b33be8499b7f91251d4a1f2d (MD5) / Made available in DSpace on 2017-07-13T14:18:48Z (GMT). No. of bitstreams: 1 Tese Daniela Gasperin.pdf: 2314550 bytes, checksum: d5f7e3e5b33be8499b7f91251d4a1f2d (MD5) Previous issue date: 2017-07-13 / The dynamicity of markets requires the creation of new resources to develop core competencies that result in organizational performance. From a systematic review carried out according to the Cochrane Reviewers' Handbook, version 5.1.0, articles related to technological resource, technological competence and organizational performance in the Scopus and Web of Science databases were verified. In addition to the main databases, a search was carried out on unpublished articles, conferences and gray literature, using SIGLE (System for Information on Gray Literature), NTIS (National Technical Information Service, Bank of theses and dissertations in NDLTD (Networked Digital Library of Theses and Dissertations) and conferences in the SCOPUS, as well as the verification of the list of references of the selected studies in order to detect some relevant evidence that was not found in the search strategy Of the 237 articles located, 31 studies analyze the essential competencies that contribute to organizational performance, namely: a) technology; b) innovation; c) human capital; d) organizational learning; e) outsourcing; f) organizational culture; g) dynamic capabilities; h) governance; i) supply management; and j) process interdependence. Among the mentioned competences, technological competence deserves to be highlighted, as it determines the portfolio of products or services that generate superior performance. In order to deepen the knowledge about technological competence, the second systematic review was carried out. Of the 5,424 articles found, 477 are related to technological competence. The elements that emerge from the construct are: a) innovation; b) acquisition and diffusion of technologies; c) new product performance; d) research and development; e) technological intensity; f) technological diversification; and e) hi-tech. For this research, the variables of new product performance, technological intensity and technological diversification were chosen because they were directly related to the credit cooperative sector. The objective of this study was to analyze the relationship between technological competence and organizational performance in the credit cooperative sector. The population counted with 48 business managers of the 47 units of a credit union in the state of south of Brazil. Data analysis was performed using IBM SPSS Statistics 20 software and considered the technological intensity as a moderating variable between new product performance and diversification of technologies with organizational performance. The results show that the technological resource explains 54% of technology diversification, 30% of new product performance and 30% of organizational performance. However, the technological resource is not enough to increase organizational performance, so it is necessary to develop technological competence. Technological competence leverages a company's financial performance, especially for new product performance that accounts for 58% of organizational performance and technology diversification that accounts for 60% of performance. Technological intensity did not present a moderating effect. It is concluded that the technological competence promotes the differentiation and the growth of the company in relation to the competitors, since it contributes to the financial performance. In addition to being considered a fundamental strategy for the company's permanence in a high-speed market.

Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2016. / Cape Town has an extremely unequal society characterized by increased unemployment, and a lack of adequate and affordable service delivery for communities living on the Cape Flats including townships. Is the service delivery demand too big or doesn’t the City of Cape Town municipality have the capacity to cater for all communities within the municipal boundaries? Or is the municipal staff not performing as they are supposed to perform? The Integrated Development Plan can be described as the pivot upon which all development activities in a municipality revolve. The research project investigates the performance of the City of Cape Town Municipality’s IDP. The study further investigates the powers and duties given to people elected and appointed to implement this new South African local government vision of a free and prosperous South Africa for all to enjoy under the African sun. The most important tool in the municipality’s hands is the IDP. The IDP of a municipality is a map that a specific municipality wants to travel in that five-year period while they are in control of that municipality. The vehicle that drives human beings into a specific direction must be strong and able to succeed in pursuing the municipal vision.

It is proven that the capacity to form human resources and use them with a view of achieving organization´s objectives is one of the essential factors of business success. Human resource management is the latest policy of the work with personnel and it becomes the most significant component of organization´s management. Healthcare facilities represent specific entities. In connection with the reform measures of health services, privatization of hospitals and other circumstances, a trend has appeared recently to convert healthcare facilities to market entities and operate them on base of market principles. In my thesis I tried to cover and evaluate the process of human resource management in the University Hospital in Pilsen which is the largest healthcare facility of the Pilsem Region. The objective of the thesis was achieved. The thesis can be used by the hospital, especially those employees who are in charge of human resource management, to improve the process. Moreover, it can serve to experts as well as general public to acquire more information and form an idea on the situation of human resource management in a large healthcare facility

Este trabalho originou-se de pesquisas anteriores na área de gestão da melhoria, inovação e mudança empresarial. O desafio do projeto de doutorado seria o de desenvolver estratégias de implementação de ferramentas de melhoria para pequenas e médias empresas. Dessa forma, percebeu-se que o fenômeno de aglomeração regional entre empresas, clusters e redes de cooperação seria uma forma de potencializar o uso de tais métodos em pequenas e médias empresas e, com isso, possibilitar às pequenas e médias empresas acesso mais rápido à melhoria, inovação e competitividade. O objetivo do trabalho foi então definido como uma proposta de um modelo para gerenciar o desempenho em clusters e redes de cooperação de pequenas e médias empresas. Foi feita uma revisão do estado da arte sobre os temas gestão de desempenho organizacional e clusters e redes de cooperação. Estudos em nível mundial e europeu de gestão de clusters foram analisados e estudos de casos de clusters e redes de cooperação foram realizados no Brasil e na Alemanha. A Alemanha destaca-se atualmente no cenário europeu em função de seu programa de incentivo à inovação e competitividade para pequenas e médias empresas promovendo seus clusters e redes de cooperação, principalmente em campos de inovação e alta tecnologia. As análises da revisão de literatura, dos estudos de clusters e dos estudos de casos permitiram o desenvolvimento de um modelo de análise para gestão de desempenho em clusters e redes de cooperação que apresenta como principais elementos: a identificação de stakeholders-chave, a orientação estratégica e a definição de objetivos estratégicos, a implementação de ações e projetos conjuntos, a avaliação e medição de desempenho do cluster, e o estabelecimento de uma infra-estrutura de suporte ao processo de desenvolvimento da rede de cooperação e do cluster. Conclui-se, portanto que, embora seja difícil desenvolver um modelo totalmente adaptado às necessidades de diferentes clusters, esta proposta representa um modelo de análise que pode ser usado pelas iniciativas brasileiras de promoção de clusters e redes como o SEBRAE e a FIESP, por exemplo, no processo de promoção aos arranjos produtivos locais. Clusters de base tecnológica no Brasil também poderiam usar esse modelo de análise como auxílio para o desenvolvimento regional. / This work originated from previous works of research in the area of improvement, innovation and change management. The challenge of this doctorate project was the development of implementation strategies of improvement and innovation methods for small and medium-sized enterprises. The regional agglomeration phenomena between enterprises, i.e. clusters and regional cooperation networks are an expanding alternative to the use of such methods in small and medium-sized enterprises, giving them easier access to improvements, innovations and competitiveness. The objective of this work was defined, therefore, as a proposal of an analysis model to manage the performance in clusters and cooperation networks of small and medium-sized enterprises. Studies in worldwide and european level of cluster performance models were analyzed and case studies of clusters and cooperation networks were carried out in Brazil and Germany. Germany stands out in the european context because of its politics that stimulate innovation and competitiveness for small and medium-sized enterprises promoting its clusters and cooperation networks, mainly in fields of innovation and high technology. The analysis of the literature review, studies on cluster and case studies allowed the development of a model for performance management in clusters and cooperation networks. Such a model presents as main elements: key-stakeholders identification, definition of strategic view and key-objectives, implementation of joint actions and projects, evaluation and measurement of performance, and the establishment of a support infra-structure to the development process of a cluster or a cooperation network. As one of the main conclusions, it can be said that, although it is difficult to develop a model totally adapted to the needs of different clusters, this proposal represents an analysis model that can be used by the brazilian initiatives for promoting clusters and cooperation networks as carried out, for instance, by SEBRAE and FIESP in the cases of local productive systems. Technological based-clusters in Brazil could also use this analysis model as a framework for their regional development process.

A dinamicidade dos mercados exige a criação de novos recursos para desenvolver competências essenciais que resultam em desempenho organizacional. A partir de uma revisão sistemática realizada de acordo com a Cochrane Reviewers’ Handbook, versão 5.1.0, verificaram-se os artigos relacionados ao recurso tecnológico, competência tecnológica e desempenho organizacional nas bases de dados Scopus e Web of Science. Além das principais bases de dados, realizou-se busca em artigos não publicados, conferências e literatura cinzenta, para tal utilizou-se SIGLE (System for Information on Grey Literature), NTIS (National Technical Information Service), Banco de dissertações e teses no NDLTD (Networked Digital Library of Theses and Dissertations) e conferências no SCOPUS. Também se realizou a verificação da lista de referências dos estudos selecionados, com o intuito de detectar alguma evidência relevante que não localizou-se na estratégia de busca. Dos 237 artigos localizados, 31 estudos analisam as competências essenciais que contribuem no desempenho organizacional, a saber: a) tecnologia; b) inovação; c) capital humano; c) aprendizagem organizacional; d) terceirização; e) cultura organizacional; g) capacidades dinâmicas; h) governança; i) gestão de suprimento; e j) interdependência de processo. Entre as competências citadas, a competência tecnológica merece destaque, pois determina o portfólio de produtos ou serviços que geram desempenho superior. Com o intuito de aprofundar o conhecimento sobre competência tecnológica, realizou-se a segunda revisão sistemática. Dos 5.424 artigos localizados, 477 estão relacionados à competência tecnológica. Os elementos que emergem do construto são: a) inovação; b) aquisição e difusão de tecnologias; c) desempenho de produto novo; d) pesquisa e desenvolvimento; e) intensidade tecnológica; f) diversificação tecnológica; e e) hi-tech. Para esta pesquisa, optaram-se pelas variáveis desempenho de produto novo, intensidade tecnológica e diversificação tecnológica, por relacionarem-se diretamente ao setor cooperativo de crédito. O objetivo deste estudo analisou a relação entre competência tecnológica e desempenho organizacional no setor de cooperativa de crédito. A população contou com 48 gerentes de negócio das 47 unidades de uma cooperativa de crédito no Estado do Rio Grande do Sul. As análises dos dados realizaram-se através do software IBM SPSS Statistics 20 e considerou a intensidade tecnológica como uma variável moderadora entre desempenho de produto novo e diversificação de tecnologias com desempenho organizacional. Os resultados mostram que o recurso tecnológico explica 54% da diversificação de tecnologias, 30% do desempenho de produto novo e 30% do desempenho organizacional. Entretanto o recurso tecnológico não é o suficiente para aumentar o desempenho organizacional, por isso faz-se necessário desenvolver a competência tecnológica. A competência tecnológica alavanca o desempenho financeiro de uma empresa, principalmente pelo desempenho de produto novo que explica 58% do desempenho organizacional e diversificação de tecnologias que explica 60% do desempenho. A intensidade tecnológica não apresentou efeito moderador. Conclui-se que a competência tecnológica promove a diferenciação e o crescimento da empresa em relação aos concorrentes, pois contribui para o desempenho financeiro. Além de ser considerada uma estratégia fundamental para a permanência da empresa em um mercado de alta velocidade. / The dynamicity of markets requires the creation of new resources to develop core competencies that result in organizational performance. From a systematic review carried out according to the Cochrane Reviewers' Handbook, version 5.1.0, articles related to technological resource, technological competence and organizational performance in the Scopus and Web of Science databases were verified. In addition to the main databases, a search was carried out on unpublished articles, conferences and gray literature, using SIGLE (System for Information on Gray Literature), NTIS (National Technical Information Service, Bank of theses and dissertations in NDLTD (Networked Digital Library of Theses and Dissertations) and conferences in the SCOPUS, as well as the verification of the list of references of the selected studies in order to detect some relevant evidence that was not found in the search strategy Of the 237 articles located, 31 studies analyze the essential competencies that contribute to organizational performance, namely: a) technology; b) innovation; c) human capital; d) organizational learning; e) outsourcing; f) organizational culture; g) dynamic capabilities; h) governance; i) supply management; and j) process interdependence. Among the mentioned competences, technological competence deserves to be highlighted, as it determines the portfolio of products or services that generate superior performance. In order to deepen the knowledge about technological competence, the second systematic review was carried out. Of the 5,424 articles found, 477 are related to technological competence. The elements that emerge from the construct are: a) innovation; b) acquisition and diffusion of technologies; c) new product performance; d) research and development; e) technological intensity; f) technological diversification; and e) hi-tech. For this research, the variables of new product performance, technological intensity and technological diversification were chosen because they were directly related to the credit cooperative sector. The objective of this study was to analyze the relationship between technological competence and organizational performance in the credit cooperative sector. The population counted with 48 business managers of the 47 units of a credit union in the state of south of Brazil. Data analysis was performed using IBM SPSS Statistics 20 software and considered the technological intensity as a moderating variable between new product performance and diversification of technologies with organizational performance. The results show that the technological resource explains 54% of technology diversification, 30% of new product performance and 30% of organizational performance. However, the technological resource is not enough to increase organizational performance, so it is necessary to develop technological competence. Technological competence leverages a company's financial performance, especially for new product performance that accounts for 58% of organizational performance and technology diversification that accounts for 60% of performance. Technological intensity did not present a moderating effect. It is concluded that the technological competence promotes the differentiation and the growth of the company in relation to the competitors, since it contributes to the financial performance. In addition to being considered a fundamental strategy for the company's permanence in a high-speed market.

The thesis aims to analyse the content of the performance management of teachers at an elementary school. The theoretical part first defines basic terms of human resources and the latest concept of human resource management. Subsequently, the individual terms of the core area of performance management are introduced. A specification of the target organization concludes the theoretical part. The research section reveals the application of the individual components of performance management in a real environment of particular elementary schools. It was chosen the quantitative research for the research survey, particularly the technology questioning. It was used the method of semi-structured interviewing technique and the content analysis of school documents for consistency. The final section is devoted to a summary of results and the achievement of project objectives.