Corporate governance (CG) has recently received much attention because of the wave of financial scandals in the early 2000s and the more recent global financial crisis. CG reforms, including laws, codes and listing rules have been established to protect shareholders’ rights and restore investors’ confidence in the capital market. These reforms have largely contributed to the evolution of internal and external governance mechanisms that are aimed at mitigating agency conflicts between managers and shareholders. However, overemphasis has been placed on the monitoring and control dimensions of governance, which may hinder entrepreneurial activities, obscure business prosperity and contribute to a narrow perspective on CG. It has been argued that there is a need to broaden CG beyond compliance (conformance) to a set of rules and laws, to include the performance aspects of governance that focus on strategy and value creation. In other words, governance should not only focus on monitoring managerial performance to ensure accountability to shareholders, but also on mechanisms that motivate management to optimise shareholders’ wealth. Enterprise governance (EG) framework has been introduced to keep the balance between the conformance and performance dimensions of governance. However, few studies address the possible tension between conformance and performance. Moreover, there is no agreement among these studies on the relationship between conformance and performance in the governance context. Arguably, Value-based Management (VBM) is an appropriate approach to address the issue of EG. VBM adopts value creation as an overall objective, develops a strategy that contributes to value creation and integrates it into decision-making. In this way, VBM can act as an effective mechanism for motivating management to maximise shareholder wealth, which works in parallel with other CG mechanisms, to mitigate agency conflicts resulting from the separation between ownership and management. This study aims to develop a contingency framework of EG through operationalising the conformance using CG and performance using corporate entrepreneurship (CE). This framework examines the inter-relationships between VBM, compliance with the Combined Code on Corporate Governance (CCCG), CE and the ultimate effect on organisational performance. More specifically, the study empirically examines the effect of compliance with the CCCG on CE, and whether VBM can achieve a balance between compliance with the CCCG and CE, should a conflict exist. The study also examines whether a fit between contingency variables (company size, agency conflicts, uncertainty, strategy and decentralisation), VBM, compliance with the CCCG codes and CE is associated with organisational performance. To achieve the aim of this study a cross-sectional survey, based on a questionnaire, is conducted to identify the level of VBM implementation, contextual and organisational factors in the large and medium quoted companies in the UK. The questionnaire targets the Chief Financial Officers (CFOs) in these companies as key informants. In addition, a content analysis of the annual reports of the sampled companies is undertaken to measure the level of compliance with the CCCG. Financial data (e.g. organisational performance) have been obtained from the DataStream, Fame and Thomson One Banker databases. Partial Least Squares Structural Equation Modelling (PLS-SEM) is adopted for data analysis and hypotheses testing. The results suggest that VBM implementation is positively associated with agency conflicts, low cost strategies and decentralisation. Compliance with the CCCG is positively associated with agency conflicts and company size. CE is positively associated with company size, uncertainty and differentiation strategies. In addition, the fit between compliance with the CCCG and contingency factors significantly predicts the marketbased performance. The fit between CE and the contingency factors significantly predict the perceived performance. However, the results regarding the effect of VBM on organisational performance are mixed. While VBM has no significant direct effect on the market-based performance, VBM has indirect positive effect on the market-based performance acting through compliance with the CCCG as an intervening variable. VBM is significantly associated with compliance with the CCCG but not with CE. No evidence is found for negative association between compliance with the CCCG and CE. The results support a large number of the proposed relationships between the contingency factors, VBM, compliance with the CCCG and CE. The results also suggest that using both compliance with the CCCG and CE as intervening variables in the relationship between VBM and organisational performance contributes to explaining the mixed results in the VBM literature. In terms of the EG framework, VBM does not keep a balance between conformance and performance. VBM emphasises the compliance with the CCCG (conformance) at the expense of CE (performance). The results did not provide significant evidence of a conflict between compliance with the CCCG and CE, the area which lacks empirical evidence. This study contributes to the literature at different levels. At the theoretical level, this study develops a theoretical model that links a performance management system (PMS), i.e. VBM, to CG practices and CE. This model attempts to bridge the gap between different disciplines, including management accounting, CG and entrepreneurship. Furthermore, combining both the contingency theory and the agency theory lenses contributes to the development of a comprehensive model of EG. At the methodological level, unlike previous studies, this study measures VBM practices on a continuum, rather than categories. Multiple data collection methods are used, and a powerful statistical technique (PLS-SEM) is adopted for data analysis. At the empirical level, the study is conducted in the UK. Though it is different from the US in many aspects, very few studies have been conducted in this context in many research areas such as VBM, CG and CE.

This research aims to inform the relevance of Organisational Learning (OL) to policing management practice by investigating its impact and prevalence in UK policing. In the prescriptive literature, OL is propounded as an important aspect of effective organisations that needs to be leveraged. The field of OL is found to be diverse, lacking empirical work, and in need of suitable research techniques. To focus the research, a specific example of OL is proposed in performance management (PM) practice. The PM literature shows the theoretical foundations for practice are underdeveloped. This research addresses this by combining these two fields. As a result, practical data is made available to support an examination of OL and a theoretical basis for PM is developed. In the absence of a suitable model to structure data collection, a new OL model of PM is derived from the literature. A Critical Realist position is adopted which aims to identify the nature of the phenomena underlying OL. Three case studies with UK Police Forces, which involved fifty-two interviewees, were undertaken during 2008. A pilot case study was undertaken in Scotland, with the follow-up case studies in England and Northern Ireland. The data from interviews is analysed in NVivo using a range of coding techniques. Using the results from these case studies, the provisional OL Model of PM is tested and developed further. PM practice is found to involve the creation of knowledge and the creation of action and the relationship to organisational purpose is highlighted. Six elements of the OL process are defined as Attention, Analysis, Advising, Adjusting, Affecting and Achieving. Dimensions influencing PM practice in the cases are identified. The outcomes of the research indicate relevance to policing management practice, as well as to the wider fields of PM practice and OL theory.

Since the 1980s, New Public Management (NPM) has deeply influenced the public sector across the world, and thus measuring or managing performance has become a principal element of government reform. In terms of borrowing models and techniques from the private sector, performance measurement has been significantly extended into government, but differences between the two sectors have led to difficulties and criticism of this practice with a wide inconsistent variety of different theoretical explanations about it. In this context, this thesis investigates the effectiveness of performance measurement and theoretical explanations of conditions for its success in the public sector. It focuses through a comparative methodology on Comprehensive Performance Assessment and Joint Performance Assessment that have recently been introduced between the levels of government in England and Korea for the improvement of local government performance and accountability. Extensive analysis of literature and case studies have allowed the thesis to find firstly, that the introduction of such unique assessment systems, by which the centre assesses localities, was deeply affected by the environmental commonalities of both countries such as centralisation in inter-governmental relations and enthusiasm for NPM. Second, the empirical evaluation of both tools shows that they have in practice been valid for accurate assessment, and directly functional for improvement and indirectly for accountability to the public. Their high validity and functionality proved to be mainly attributable to two characteristics. One was institutionally that both frameworks were based on a balanced approach to performance and the disclosure of assessment results to the public for facilitating competition between localities. The other was that both had impacted on internal management of local government which led to change in organisational culture with more focus on performance. However, it identified a necessity for local authorities to participate in the development process of those tools to ensure legitimacy of central management of local performance since they enjoy their own electorally based political support. The research has also found the importance of assessors’ expertise for accurate assessment and a possibility that performance measurement can contribute to the resolution of political tension and cooperation between central and local government when it focuses more on outcomes than input and process. A deeper theoretical and practical understanding of these successful experiences and important policy elements in contemporary public management contributes significantly to knowledge in the three settings of evaluation of policy instruments, comparison between countries and central-local relations. Finally, the study assists each country and others to draw lessons from each other.

The manner in which public servants are held to account and the purposes of accountability at the bureaucratic level is a relatively unexplored field. This dissertation is comprised of three separate studies investigating hierarchical accountability, the accounting officer system in Canada, and accountability among public servants. Together, they address critical questions: i) how can existing theory on accountability be reconciled with hierarchy and the delegation of authority; ii) the principles and practices of the accounting officer system; and iii) internal public service accountability mechanisms. This dissertation explores whether we can develop — and implement — a systematic approach to empirically investigating how accountability is practiced, as a means of advancing our theoretical and practical understanding of accountability. The three studies draw on evidence collected over a four-year period, including interviews with public servants conducted in Australia, Canada, and the Netherlands. Some of the key theoretical perspectives evaluated include an adapted version of Aucoin and Heintzman’s (2000) framework on accountability and performance management and, Bovens, Schillemans and ’t Hart’s (2008) practices and purposes of accountability framework. The conclusions of the dissertation are threefold: first, that while overall the normative purposes of accountability as described in the frameworks (democratic control, assurance, learning and results) are, to a substantial degree, observed in practice, there are nonetheless some serious deficiencies in our understanding of the purposes of accountability; second, there is considerable variation in practices from jurisdiction to jurisdiction and, within each specific jurisdiction, specific practices are shaped to a considerable degree by the institutionalized context in which these practices are carried out; and third, an empirical approach to studying accountability practices offers a promising way to address the lack of empirical knowledge, and a way to bolster both our theoretical and practical understanding of actual accountability practices. / Graduate / 0617 / 0615

<p>Rad se bavi analizom organizacione klime u javnim Preduzećima, sa ciljem identifikacije postojećih problema i davanjem predloga za prevazilaženje istih u cilju stvaranjaa optimalnih organizacionih uslužnih perfomansi.</p> / <p>The paper analyzes the organizational climate of public enterprises, in order to identify existing problems and giving suggestions for overcoming them in order to tap into optimal organizational performance services.</p> / null

This master thesis discusses employees appraisal in a selected organization. The theoretical part is devoted to expressions from the area of staff appraisal. Topics such as performance management, performance appraisal and work performance are clarified. Further the common process of employees appraisal is described, including its meaning and functionality. appraisal criteria are specified and selected appraisal metods are described. A specific chapter is devoted to forced distribution method. In the end of this part characteristics of high quality and effective employees appraisal are listed. In the empirical part a specific organization is presented, including description and analysis of used employees appraisal system. The goal of the research is through the analysis of the employees appraisal system and with the help of interviews with its employees determine the characteristics of a quality employees appraisal system. Based on the results of the conducted research recommendations leading to higher efectivity of employees appraisal are formed. Keywords: performance appraisal, performance management, appraisal metods, forced ranking

The consensus of recent literature appears to be that drug testing is both legal and valid. However, a testing program can meet legal and technical criteria and still fail to meet organizational objectives because one vital component has been left out – employees’ attitudes. The present study uses data from 148 college juniors and seniors to assess the effects of three hypothetical drug testing policies: (a) consequences of detected drug use (termination vs. rehabilitation), (b) timing of the program (expected interval vs. random interval vs. reasonable cause), and (c) business purpose (weak vs. strong) on attitudes toward drug testing. It was hypothesized that attitudes would be most favorable when testing was for reasonable cause, with a strong business purpose, and detected use resulted in required rehabilitation. Results revealed a significant interaction between business purpose and consequence implying that organizations may reduce negative reactions to drug testing by first having a clear need for drug testing (e.g. in response to an increasing accident rate) and seeking to rehabilitate employees who are detected of using drugs rather than simply terminating them.

The theoretical part desribes some of the main concepts used in assessing human resources effectiveness especially those from the last decade written in anglo-saxon countries. There are three goals of the analytical part: comparison of the human resource management indices with international benchmarks, testing of stated hypotheses defined in cooperation with top management of the chosen company and determination of key human resources indices. Comparison and analysis are main methods used in the thesis. Beside partial recommendations there are two main indices proposed at the end to help top management to achieve goals of the business strategy.

This thesis deals with the management approach in performance management, today known world by the concept of Corporate Performance Management. CPM describes the relationship to Business Intelligence and methodologies, processes, metrics and technologies that together form the concept. There is also a description of CPM applications which cover the five most commonly deployed areas. The second part is devoted to what-if analysis that is one of several methodologies which are part of the CPM package. It also contains the list of competing tools that cover this area. The following hypothetical example of putting what-if analysis, aimed at resolving issues of fictitious company, related to costs, revenue and profit. Example is based on technology developed at IBM Cognos TM1. During the example solutions are presented with all the basic functionality that this technology offers.

Dissertation characterizes the applicable best practices in human resource management and defines the essence of positive effect of applying best practices in human resource management on the performance achieved by the organization.