Submitted by Renata Lopes (renatasil82@gmail.com) on 2016-04-25T18:14:36Z No. of bitstreams: 1 carlabertaniaconceicaodesouza.pdf: 2600553 bytes, checksum: 4f5c366fe3c31627348de6ee71254d9b (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2016-05-02T00:39:16Z (GMT) No. of bitstreams: 1 carlabertaniaconceicaodesouza.pdf: 2600553 bytes, checksum: 4f5c366fe3c31627348de6ee71254d9b (MD5) / Made available in DSpace on 2016-05-02T00:39:16Z (GMT). No. of bitstreams: 1 carlabertaniaconceicaodesouza.pdf: 2600553 bytes, checksum: 4f5c366fe3c31627348de6ee71254d9b (MD5) Previous issue date: 2015-01-28 / O trabalho que ora se apresenta analisa os resultados da Regional Serrana II, localizada no município de Nova Friburgo, no Programa de Educação do Rio de Janeiro e as possíveis causas que contribuíram para o não alcance, por parte de quatro escolas, das metas estabelecidas pela Secretaria de Estado de Educação do Rio de Janeiro em 2011 e 2012. O Programa de Educação apresenta um planejamento estratégico estruturado em quatro eixos, incluindo políticas de ensino, políticas de gestão de pessoas, políticas de infraestrutura e gestão da comunicação, com estratégias de valorização de servidores através de meritocracia e bonificação por resultados, além de metas estabelecidas por meio de resultados anteriores de cada unidade escolar. A pesquisa realizou-se por meio de entrevistas semiestruturadas, questionários em escala de Likert e análise de resultados de avaliações externas realizadas com os gestores das quatro unidades escolares e com amostras de professores. Os resultados dos estudos foram submetidos a autores escolhidos para subsidiarem o referencial teórico da pesquisa. A Regional Serrana II, nos anos de 2011 e 2012, destacou-se no ranking do estado entre as primeiras colocadas e a maioria das escolas que a compõe alcançou as metas propostas. A partir dos resultados da pesquisa, propõe-se um Plano de Ação Educacional (PAE), sugerindo a criação de um Grupo de Líderes (GL) que se destaca por ser formado por gestores que conseguiram resultados satisfatórios, por meio de uma gestão participativa e focada em resultados pedagógicos. / The results of four schools of Regional Serrana II in Rio de Janeiro Education Program are the subject of this research that aims to analyze the possible causes that contributed to not reach the goals established by the State of Rio de Janeiro Education 2011 and 2012. The research was carried out through semi-structured interviews, questionnaires on Likert scale and analysis of external evaluation results. The work has a focus on four schools analyzing different situations and identifying the reasons that may have contributed to the poor results at the start of program implementation, inadequate communication, irrelevant leadership profile, lack of information about the program, results of expropriation and the consequent departure from the proposed goals. The research has identified different characteristics to the same program by the analyzed school communities and the lack of cohesion in the work of some teams, but also identified the search for performance improvement in one and the difference that makes a participatory and collaborative management in school management. From the analysis carried out in the four school units, we intend to make the policies formulated by SEEDUC even closer on who runs through a Managers Leaders Group's own Regional Serrana II that has to accompany the development of the program in schools surveyed disseminating their actions, exchanging experience and showing that it is possible to achieve the expected results with planning, research, focus on results, teamwork and determination.

Research has been conducted on performance indicators in higher education institutions in a number of countries. However, in South Africa limited research in this field on a national level is available to the management of South African higher education institutions. The change in funding of these institutions has led to performance measurement becoming essential in order to justify the use of public funds. In order to obtain more relevant information about performance indicators in the South African context, a literature study was conducted to develop a questionnaire to test the concurrence of the importance of performance indicators in South African universities and technikons. The findings of the survey shows a high level of concurrence for the performance indicators identified in the literature study.

Recently, organisations have been faced with challenges like never before. Increasing competition from businesses across the world has meant that businesses must be more careful about the choice of strategies to remain competitive. This situation has placed more focus on organizational effectiveness in that systems and processes be applied in the right way to the right things to achieve results. All of the organisational processes must continue to be aligned to achieve the overall results desired by the organisation for it to survive and thrive. Performance management is an ongoing process that should reflect the current and emerging business challenges, as well as the company’s values about performance and careers. As the business and workforce change, the performance management process should be modified to ensure that the process and tools remain congruent with organisational values and priorities. The objective of this study was to identify the influence of the current performance management system, in the Finance department at General Motors South Africa, as a facilitation tool in aiding or assisting management in achieving individual and departmental goals. To achieve this objective a comprehensive literature study was performed to determine the views on performance, and on performance management systems. A questionnaire was designed based on the guidelines in the literature study, in order to establish the extent to which the organisation manages performance. The researcher used the random sampling method of selection and distributed the questionnaire to eighty one potential respondents via mail and electronic e-mail. Forty one completed questionnaires were returned and these were processed and -iiianalysed using Microsoft Office Excel 2003, running on the Windows XP suite of computer packages. The respondent’s opinion obtained from the questionnaires were compared with the guidelines provided by the literature study in order to identify shortcomings of the influence that the performance management system has on the achievement of individual and departmental goals at the selected organisation. It can be concluded from the respondent’s opinions that the greatest shortcomings of the current performance management system are the link between performance and reward, and commitment to the process in its totality. The other areas of concern are the lack of training and development, and the necessary resources required to achieve objectives. The study also indicates there is no overwhelming agreement that feedback, both positive and negative, takes place as the literature suggests. The following were the main recommendations and conclusions made: • Firstly, it is imperative that management undergoes training in the feedback and review process which is a critical element in the performance management cycle. • Secondly, to realise the benefit of increased employee effectiveness, management should undergo training to become more effective career coaches to promote a climate of continuous learning and professional growth. • Thirdly, the reward system should be reviewed, if management is committed to using pay as an incentive for desired levels and directions of performance. • Fourthly, management can set an example and build commitment for effective performance management and be leaders at all levels.

The aim of this study was to evaluate the efficiency and effectiveness of the Performance Management System, since its inception and to date, with regards to the advancement of organisational goals and objectives through employee development, as well as resource allocation for service delivery to the residents of the Amathole District Municipality (ADM). The concept of performance management is key for achieving organisational goals and objectives, since it seeks to develop employees by identifying areas of strengths and weakness. The study is based on the assumption that although municipalities are different, and their approach to performance management particularly individual performance differs. This study therefore is based on the assumption that, levels of poor service delivery, and the consequent service delivery protests experienced in the ADM, can be ascribed to a poor linkage between annual performance planning and the assessment of municipal officials. Annual organisational performance, and individual performance planning and output, is not commensurate. Furthermore, a lack of correlation between these variables has led to the poor implementation of basic services and good governance, which has resulted in low levels of citizen satisfaction with the ADM. The empirical survey and research methodology used in the study is described and explained and followed by the data collection in a form of questionnaires. The research findings from the empirical survey are then analysed and reported accordingly. Recommendations are presented in the last chapter based on the empirical survey findings through the respondent’s inputs in the questionnaire. Recommendations are therefore also presented on how Amathole District Municipality can improve its business to achieve the objectives performance management. The key recommendation that came from the study is that ADM planning should be executed in collaboration with other government departments, government agencies, municipalities, private sector and NGOs, in order to maximize chances of achieving effective and efficient service delivery in communities.

Motivated by scarce academic consideration of project management control frameworks, this article explores usage, value and structure of frameworks with a focus on the popular Control Objectives for IT and related Technology (CobiT) construct. We attempt to add to an empirically validated structure of internal control over IT project management by including CobiT's views on the intended domain of content. Results from the empirical survey indicate that the metrics suggested by CobiT are regarded as feasible and important by project management professionals, and are regularly used in controlling practice. Experience, regularity of significant projects and the size of the hosting organisations, however, seem to be stronger moderators of success rates than the use of a management control system with or without support of CobiT. CobiT's suggestions are of generic nature and in particular useful for programme performance management. The latent dimensions of project quality on process and activity levels were not validated and gaps to other project assessment models were identified.

Abstract The goal of this thesis is to investigate whether the performance management systems of the university education process can be developed by using the mechanisms and indicators of operations management. This thesis is a result of a multiple-case study consisting of two polar cases: the Faculty of Technology and the Faculty of Humanities in the University of Oulu. Both faculties have several departments which constitute separate cases. This study explores the elements of the performance management systems used by the Ministry of Education during the first decade of the 21st century and considers whether these performance management systems have affected the university education process. First, the existing research is examined to understand what kind of factors affect the controllability and performance management of organisations. Furthermore, an empirical study was conducted on how the control mechanisms of the Ministry of Education reflect the main variable of controllability analysis. After that, the changes in the education processes in the various departments of the two faculties were examined using a controllability analysis. The results indicate that the financial models of the Ministry of Education reflect to some extent the main variables of controllability analysis. However, the models focus almost solely on output indicators. The Ministry of Education should consider expanding the models to include input and process variables. During the 21st century the number of university drop-outs has increased dramatically. This indicates that the process has become more ineffective. The focus of control has shifted from control of the quality of input to the quantity of the output. The finances of the Faculty of Humanities have decreased and it has had to adapt to the financial model of the Ministry of Education by seeking financial flexibility and by changing the production process (decreasing the number of new students, giving a more restricted variety of courses, restricting the maximum amount of credits). The Faculty of Technology faces a different situation. Most notably, the Department of Electrical Engineering has faced the problem of rapid growth. This has caused problems related to the quality of material (students), insufficient capacity and the inability to produce the volumes that the Ministry of Education desired. The Department of Electrical Engineering therefore made its own decision to decrease the number of new students. The reason for this was different from that of the Faculty of Humanities. The Department of Electrical Engineering was not able to increase the production volume to a sufficient level. The Faculty of Humanities instead had a problem of overproduction. The Ministry of Education does not compensate for production that is over its targets. / Tiivistelmä Tämän väitöskirjan tavoitteena on tutkia, voidaanko yliopistojen opetusprosessin suorituskyvyn johtamista kehittää käyttämällä tuotannonohjauksen menetelmiä ja indikaattoreita. Tämä väitöskirja muodostuu useista esimerkkitapauksista, jotka ryhmittyvät kahden toisilleen vastakkaisen tapaustutkimuksen alle: Oulun yliopiston teknillinen tiedekunta ja humanistinen tiedekunta. Molemmissa tiedekunnissa on useita laitoksia, jotka ovat jo sinällään itsenäisiä esimerkkitapauksia. Tässä tutkimuksessa kartoitetaan opetusministeriön 2000-luvun alussa yliopistojen suorituskyvyn johtamiseen käyttämiä menetelmiä ja pohditaan niiden vaikutuksia yliopistojen opetusprosessiin. Aluksi kartoitettiin olemassa olevien tutkimusten pohjalta niitä tekijöitä, jotka vaikuttavat organisaation ohjattavuuteen ja suorituskyvyn johtamiseen. Seuraavaksi selvitettiin empiirisen tutkimuksen avulla, miten opetusministeriön käyttämät ohjausmenetelmät heijastelevat ohjattavuusanalyysin keskeisiä tekijöitä. Lopuksi molempien tiedekuntien laitoksilla toteutettiin ohjattavuusanalyysi opetusprosessissa tapahtuneiden muutosten selvittämiseksi. Tulosten perusteella voidaan todeta, että opetusministeriön ohjausmallit heijastelevat jossain määrin ohjattavuusanalyysin keskeisiä muuttujia. Mallit keskittyvät kuitenkin lähes kokonaan prosessin loppupäähän eli tuloksiin. Ministeriön tulisikin harkita syöte- ja prosessimuuttujien lisäämistä malliin. 2000-luvun ensimmäisellä vuosikymmenellä opintonsa keskeyttäneiden määrä on kasvanut merkittävästi. Tämä kuvastaa sitä, että prosessista on tullut aiempaa tehottomampi. Ohjauksen painopiste on siirtynyt opiskelijavalinnan laadusta tutkintojen määrään. Humanistisen tiedekunnan rahoitus on vähentynyt tutkimusjaksolla ja tiedekunta on pyrkinyt sopeutumaan opetusministeriön rahoitusmalliin etsimällä taloudellista liikkumavaraa ja muuttamalla opetusprosessia (pienentämällä sisäänottoa, kaventamalla kurssitarjontaa ja rajoittamalla tutkinnon kokonaisopintopistemäärää). Teknillisen tiedekunnan lähtökohdat ovat erilaiset. Ennen kaikkea sähkötekniikan osasto on joutunut sopeutumaan nopeaan kasvuun. Tämän on aiheuttanut ongelmia mm. opiskelijoiden osaamistasossa, kapasiteetin puutteena ja kyvyttömyytenä päästä opetusministeriön asettamiin tutkintotavoitteisiin. Sähkötekniikan osasto päätti edellä mainituista syistä pienentää sisäänottoa. Osaston päätös perustui siten eri syihin kuin humanistisen tiedekunnan vastaava ratkaisu. Sähkötekniikan osasto ei pystynyt kasvattamaan opetusprosessin volyymia riittävälle tasolle. Humanistinen tiedekunta sen sijaan kärsi ylituotannosta. Opetusministeriö ei korvaa tavoitteet ylittäviä tutkintomääriä.

The aim is to study the empirical relevance of performance management systems in the public sector, based on the performance management systems framework. A qualitative approach was chosen, making three case studies of Swedish municipalities by conducting personal interviews. The municipal chief executive, municipal CFO and a financial manager at a department were chosen at every municipality, providing us with diversified as well as accurate information. The interviews were based on the PMSs framework developed by Ferreira and Otley (2009), giving a broad and detailed description of the systems. This information, together with the theoretical framework, was then processed, leading up to the analysis and conclusions. Pursuant to the new public management, performance management is a relatively new concept in the public sector. The three studied municipalities all have relatively new PMSs, showing that this area is empirically relevant to study. As expected, the municipalities displayed both positive and negative sides of their systems, described in more detail in the paper. The PMSs framework is considered a useful tool in this study, making it relevant in the public sector. Still, both benefits and drawbacks are found, presented together with possible improvements.

Audit, inspection and quality assurance are aspects of a broader but rapidly evolving "performance measurement"; which is part of the performance management (PM) in public administration. The effectiveness of PM and its public reporting are not established in all contexts and applications. In some contexts, PM public reporting is used along with other measures such as inter-organisational networks to reform public service provision. In such contexts, how PM reporting help stakeholders in a network? There have been different conceptual frameworks and models explored in the literature that aim to explain how networked governance works. None of the available models, however, addresses the impact of an outside performance measurement tools. The review of literature, on the perspective of inter-organisational network, shows a need to explore more deeply what is going on within the network, and how the network interacts with its boundaries and outside context. Therefore, the overall objective for this research is to propose a conceptual model that can explain the impact of externally reported PM, an example of which is independent mandatory quality assurance (QA), on inter-organisational networks dynamics and outcomes. The research starts by building an ‘initial theoretical conceptual’ model based on theoretically derived influences of PM on the dynamics and outcomes of a network. The research uses qualitative case study strategy, using data from four cases, all linked with national education and training reform initiatives in the Kingdom of Bahrain. Participants representing the four cases were interviewed using semi-structured interview protocol. Data collected were analysed through two-order thematic analyses, and the results were used to revise the initial model and develop a novel conceptual model for this purpose. The results of the analyses contribute to existing theories by proposing four themes, covered by four propositions, in which QA public reporting impacts the network dynamics – namely on accountability, engagement and trust, power and control; and collaborations and cooperation. The impact on the network dynamics may lead to the achievement of some collaborative advantages, after going through the resistance of some collaborative inertias that may exist in the system and context in which network operates. In summary, QA reporting, in the case of this research, is an external variable to the network setting which activates members and offers a medium of change around members, within a network as well as outside it. The researcher introduces the term ‘network catalyst’ to describe the role of QA reporting in this context.

The South African Government’s service delivery initiatives do not guarantee quality of life for all citizens of South Africa. An active challenge faced by researchers and practitioners, who do not have adequate solutions available, is based on the fact that government departments are not able to say what they have achieved; only what they have done. The aim of this study was to develop a conceptual approach or framework for public financial performance management, which will pave the way for operational and line managers in public financial management towards world-class performance with specific reference to effectiveness and service delivery outcomes. The contextualisation of public administration highlights the scientific foundations of public administration and the continuous development of administrative theories and growing administrative thought within the discipline of Public Administration. The development of public administration proves to be dynamic with the emphasis on future trends and emerging concepts of public management and good governance and the need for more efficient and effective service delivery. The state's role has changed from hands-on management and direct delivery of goods and services to the facilitation of an enabling environment, which provides a framework for private sector participation. Successful development programmes hinge on the effective economic policies, good governance and financial performance management of the facilitator. Due to the fragmentation of policy responsibility in society, the traditional mechanisms of governmental control are no longer workable, or even appropriate. Control is giving way to interaction and involvement with critical implications for the operational manager’s ability to manage, but still to be accountable. The future role of government will be based on governance and stewardship, which can create an enabling environment for all its citizens to enjoy a good life. Derived from an analysis of the public administration environment, the magnitude of the challenges and the tasks facing African countries, African governments and other stakeholders, especially the international community, must establish capacity to deal with a dynamic and changing environment. A systematic and holistic approach will be needed for the implementation of policy in order to become more effective and responsive to the needs of society. The role of governance as the ideal platform allows for an interactive relationship between the public financial management system and the budget process to be facilitated by various role players in different relationships. Interaction is based on the concept of getting the basics right and is also aligned with the public financial management system as a series of realistic platforms to accommodate the multiple role players. The result is a financial system that provides the opportunity for financial performance management and effective and optimal budget outcomes. A high-performing public-sector organisation is results-driven with a sound public financial management system, which allows the government to make the best use of all available resources. This type of organisation will meet the quest to efficiently and effectively utilise public resources to meet the needs of the community in an equitable manner. Public financial performance management must be viewed as the next logical evolution of the field of public management. Public financial performance management must be viewed as an essential component of successful management. This is cultural, operational and human resource management change. The transition will require recognition that rationality is the underlying force of performance management. The development of public financial performance management capacity is a means and not an end in itself; it is an integral part of the overall development agenda. Consequently, a capacity development strategy must be based on a broader vision of improved financial performance management and increasing organisational effectiveness leading to good governance. While country ownership is critical, the capacity development efforts have to be tailored to match the existing human resources, institutions, legal system, as well as the administrative and political culture. The drive for capacity development should transcend the mode by which it is to be delivered. / Thesis (PhD)--University of Pretoria, 2013. / School of Public Management and Administration (SPMA) / unrestricted

After careful review of all the relevant literature pertaining to motivation, performance management and compensation in the form of incentives, this thesis focuses primarily on determining whether a statistically significant relationship exists between individual needs and the choice of an incentive scheme option. The secondary aims of the research are to determine whether: A relationship exists between the job grade of an individual and the choice of an incentive scheme. A particular incentive scheme option is preferred by the employees in The South African Breweries (SAB). A particular preference exists, and if so, to make recommendations to SAB for consideration as alternatives to their existing incentive scheme options. After collation of the survey data from the respondents in the sample, the analysis and discussion of the results determined that no significant relationship exists between individual needs and the choice of an incentive scheme option. It was, however, determined that a significant relationship exists between the grade of the employees in SAB and their choice of an incentive scheme. 81% of all respondents indicated a desire for shares as an option in their Short Term Incentives (STI) which indicates a desire for shares in some form or another and may well indicate a level of confidence and commitment by the employees to the organisation. Although the research hypothesis was not proven, significant insights into remuneration within SAB was obtained, which has resulted in recommendations being made for further research into the option of shares in some form or another in the organisation. A further recommendation for SAB is to consider some form of share options for all employees in the organisation. As many other organisations that are performing at remarkable levels attest this performance to share ownership and the behaviour that emanates from it, it would be in the interests of SAB to further investigate the issue as it may improve performance, ownership and retention within the company.