Teacher motivation factors prominently in the sustainable development of educational institutions, and relate to self-efficacy, job satisfaction, and retention. Prior motivational research in education has addressed factors relating to teacher motivation, but there is a dearth of research into the impact of performance management on motivation. This phenomenological study examined the lived experiences of 5 teachers in relation to the performance management process in the selected school. The project study was guided by Bandura's social cognitive theory, Maslow's hierarchy of needs, and Herzberg's motivation-hygiene theory. In-depth, semistructured interviews were used to extract the essence of the lived experiences as expressed by teachers. Interviews were transcribed, reduced, coded, and analyzed for common thematic elements and essences regarding the impact of performance management on motivation. The findings revealed demotivational elements in the performance management process of the school that impacted job satisfaction and retention. This study also included developing a professional development project to enhance the capacity of school administrators in understanding teacher motivation and how the delivery of performance management can be used as a developmental tool to improve teacher motivation. The study and project facilitate positive social change by providing a deeper understanding of teacher motivation and by developing a performance management model that promotes capacity building and motivation. The study findings will be beneficial to teachers, school administrators, and human resource personnel.

As of 2014, union density in the United States had dropped compared to union density during the 1950s. Collective bargaining agreements are the foundational agreement for all issues related to salary, benefits, and working conditions. The purpose of this multiple case study was to explore how collective bargaining agreements hindered or enabled managers from creating and sustaining high performance work practices. The conceptual framework included Walton and McKersie's work on behavioral theories for labor negotiations, human capital, and collective bargaining, and Huselid's work on high performance work practices. Fifteen respondents across 5 labor unions in Washington DC were selected through a randomized purposive sampling strategy for face-to-face and telephone semi-structured interviews. Additional sources of data included current and archived collective bargaining agreements, a reflective journal, and personal memos that were analyzed using Yin's 5-step analysis process. The following 5 themes were identified: performance management and accountability, organizational and union culture, intrinsic motivation and performance recognition, management practices, and the future sustainability of unions. These findings may help unionized organizations in the Washington DC metro area consider changing negative hiring and retention practices. Collective bargaining agreements, without a partnership framework linked to organizational sustainability, can hinder the creation and sustenance of high performance work practices in labor unions.

This study accesses the professional artistry of teaching which I argue is being eroded by the representation of teaching in a discourse of technical rationality (Fish, 1991, 1995). Accessing professional artistry is the first step towards identifying how it figures in teaching practice and how it can be (mis)represented in theory, policy and teachers' own talk about their practice. The research method involved: analysing the official New Zealand documents pertaining to teacher performance management to demonstrate how the dominant or hegemonic discourse of technical rationality marginalises the contesting discourse of professional artistry (Schon, 1983, 1987, 1995) and impacts negatively on the profession; collecting interview data through a process of video stimulated recall with student teachers to allow them to reflect on their own professional artistry; exposing the complexity of the student teachers' decision making in action through analysing the video stimulated recall data using the membership categorisation tools (Sacks, 1996; Baker, 1982, 1997, 2000) available in discourse analysis; using Fairclough's (2001) framework for Critical Discourse Analysis to explore the discursive and semiotic aspects of an identified social problem, namely teachers' disillusionment with the teaching profession and their alienation from their professional artistry, 'to produce knowledge which can lead to emancipatory change' (Fairclough, 2001, p.30). I argue that the identified problem is so deeply embedded in the discursive and semiotic aspects of the networked practices in which teaching is carried out, that a common sense interpretation of teaching is inadequate to expose the complexity of teachers' work and therefore inadequate to allow the professional artistry of teaching to be accessed and appreciated. A growing rhetoric/reality gap between teaching theory/educational policy and teaching practice serves to entrench the problem in the New Zealand Education System, positioning teachers in a disempowering discourse of technical rationality in which they are 'not to be trusted with more than the technical aspects of the job' (Fish, 1991, p.31). I argue that the contesting discourse of professional artistry valorises teachers' agency in interpreting and framing the problems of practice, crafting individual solutions to them and wanting to do a good job from a personal and professional commitment to their work and that this is the discourse in which teaching is represented at the local level by teachers themselves. This discursive positioning of teachers, contrasted with their positioning in the official discourse of educational policy offers an enlarged view of all aspects of professional practice as having the potential to inform theory as well as be informed by it, and therefore to generate new knowledge about teaching possibly leading to emancipatory change.

績效評估一直以來為管理階層重視之議題，然從過去文獻發現，多數企業之績效評估制度並無法確實發揮功效，且受到近年總體環境競爭日益激烈影響，傳統重於財務的績效衡量方法漸不適用。 關鍵績效指標計分卡(以下簡稱KPI Scorecard)之觀念及相關問題首見於Kaplan and Norton(2001)研究中，其概念簡單易懂，但若設計過程沒有與策略作連結，依然無法協助企業資源之聚焦與運用。故如何設計正確之績效評估制度使策略與績效評估有效結合，為吾人所關注之議題。 本研究係針對國內一導入KPI Scorecard之食品公司進行個案研究，於分析個案公司績效評估之相關問題後，運用策略形成及平衡計分卡相關概念，具體提供策略與績效評估結合之四大步驟，期協助個案公司確實將策略引導至各績效衡量要素中，解決現行KPI Scorecard的問題並提升管理之效率及效能。同時，亦可作為其他企業績效評估設計之實務指南與理論基礎。 / Performance measurement has been an important issue for management teams for a long time. However, the current literature shows that most of the companies cannot implement their performance measurement system efficiently and effectively. Besides, the more and more competitive economic environment forces managers seeking alternative management measures, other than the traditional financial performance measures, to fulfill the increasing pressure of better performance. KPI Scorecard has been released by Kaplan and Norton(2001).The concept is simple and easily to apply but if KPI Scorecard fails to link with the strategy, it still can’t help enterprises to focus on key resources and activities. Therefore, we try to provide a guideline to solve the gap between strategy and performance measurement system. The thesis is a case study and conducts one Taiwanese food company which has implemented KPI Scorecard for about three years as a research subject. We will firstly analyze the problems of their existing performance measurement system. Second, we will discuss how to use the related ideas of balanced scorecard to solve these KPI Scorecard problems. Furthermore, the thesis addresses four steps about how to link performance measurement system with strategic effectiveness and stresses the importance of this integration. Therefore the thesis can be a reference for other companies to implement the performance measurement system in the future.

<p>This study is a response to the dilemma of poor service delivery or the lack thereof. In this regard, this study posits the professionalisation of local government as part of the solution. The focus is on the administrative arm of local government, which is the major conduit for service delivery. Professionalisation of local government is a broader theme. For the present purposes, focus will be devoted to the competency component which entails attracting qualified personnel competent to discharge local government responsibilities. However, it is not limited to attracting already competent and professional staff. It also entails developing the skills of existing staff. This definition, in essence, relates to qualification through training, learning and specialisation.11 In essence, professionalisation of local government ensures that all employees act and behave in a professional way. In this regard, this study seeks to identify the competency standards set by the legislative framework and then explore the legal avenues for enforcing compliance, by the municipal administration, with such standards. This requires one to look at and answer the following questions: What constitutes municipal staff? / What is the content of the competency framework in question? / What are the enforcement mechanisms currently in place? / Whose role is it to enforce compliance with the competency framework? / Broadly speaking, enforcement can take two forms: hard enforcement and soft enforcement. The hard form of enforcement relates to giving incentives for compliance with the competency framework and dismissal for non-compliance. Softer enforcement, in turn, relates to correction and monitoring.</p>

<p>This study found that the performance appraisal process, in particular, is an instrument of the performance appraisal system that contributes tremendous value to planning and implementation. The research found that the performance appraisal process in the City of Cape Town can be improved through addressing the process and improving the approaches followed by the managers in daily appraisals, which can be done by following the complete process and including all the steps it involves, and by having a positive attitude towards the performance appraisal process. This mini&ndash / thesis also provides a set of conclusions and recommendations for the performance management and performance appraisal system, particularly regarding appraisal process enhancement. It is hoped that the lessons learned through this study will inform current practices and provide information for future research at local government level.</p>

<p>This study investigates the challenges facing the management of public enterprises in the Democratic of Congo. The study is based on the hypothesis that poor performance by state-owned enterprises in the Democratic Republic of the Congo has been influenced by inadequate management which has led to the dissatisfaction of citizens. Due to this problem increasing attention is being paid by the DRC Government to encouraging private sector involvement in services such as water and electricity. This study investigates the arguments for and against privatization, especially in the water and electricity sectors. In pursuing this debate the study explores the following main research question: To what extent will the DRC Reform Law aimed at transforming the commercialisation of public enterprises enhance the effectiveness of basic services such as water and electricity services in the DRC? A case study of the city of Bukavu in the eastern DRC is used to explore this question.</p>

We developed a diffusive load balancing scheme that equalizes the available capacities of nodes in a peer-to-peer (P2P) system. These nodes may have different resource capacities, geographic locations, or availabilities (i.e., length of time being part of the peer-to-peer system). The services on these nodes may have different service times and arrival rates of requests. Using the diffusive scheme, the system is able to maintain similar response times for its services. Our scheme is a modification of the diffusive load balancing algorithms proposed for parallel computing systems. This scheme is able to handle services with heterogeneous resource requirements and P2P nodes with heterogeneous capacities. We also adapted the diffusive scheme to clustered peer-to-peer system, where a load balancing operation may move services or nodes between clusters. After a literature survey of this field, this thesis investigates the following issues using analytical reasoning and extensive simulation studies. The load balancing operations equalize the available capacities of the nodes in a neighborhood to their averages. As a result, the available capacities of all nodes in the P2P system converge to a global average. We found that this convergence is faster when the scheme uses neighborhoods defined by the structure of the structured P2P overlay network rather than using randomly selected neighbors. For a system with churn (i.e. nodes joining and leaving), the load balancing operations maintain the standard deviation of the available capacities of nodes within a bound. This bound depends on the amount of churn and the frequency of load balancing operations, as well as on the capacities of the nodes. However, the sizes of the services have little impact on this bound. In a clustered peer-to-peer system, the size of the bound largely depends on the average cluster size. When nodes are moved among clusters for load balancing, the numbers of cluster splits and merges are reduced. This may reduce the maintenance cost of the overlay network.

For many companies, especially the ones that are knowledge-intensive such as consulting companies or service delivery firms, it has been increasingly popular to organize the employees in so called self-managing teams. These teams have proven to increase efficiency as they reduce overhead costs by not having the need of being supervised by a manager. These teams should handle the daily work tasks by themselves as well as make decisions, handle the teams’ development in line with company desires, and work towards greater performance. Furthermore, the teams need to structure the performance management and be able to handle all the activities that are included within that process. Performance management is a process that is designed to improve the overall performance at the company. Activities within the process include goal setting, performance feedback and performance appraisals. All these activities should help the company with structuring a way of getting the right input for giving the suitable rewards to their employees. The team will always be influenced by different factors that will affect the team: both from within the team and from the organization as a whole. Therefor, the purpose of this thesis was to investigate how external factors (within the organization but outside the team) and internal factors have an impact on the self-managing teams within knowledge-intensive companies, and how well they can perform the performance management activities. To be able to answer the purpose, a case study was made at the IT-consulting company Findwise AB. A year ago (Spring 2011), the three development teams at the Stockholm office got organized in more permanent teams. They saw a need of structuring their daily work and therefor they implemented the agile working method Scrum at the office, a working method focusing on iterative and incremental development.  They started to operate more self-managed and a lot of the responsibilities that had been managed outside the team were now integrated towards the team. This fall (2012), the Team Leaders in each team will begin to take over the responsibility for parts of the performance appraisal process, a performance management activity that previously was done by an external manager outside the team.  Furthermore, the team should to a greater extent than before, handle other performance management activities, such as setting goals and giving performance feedback. The case study showed that the following external factors have an impact on the executing of performance management activities within the self-managing teams: external leaders and the information systems. Furthermore, the group beliefs and meeting organizational objectives, roles and responsibilities, and team composition were internal factors that had an impact. During the analysis, it became clear that things that were found in the empirical data collection also affected how effective the performance management activities were executed within the teams. The external factors were the internal processes at the company, which refers to the fact that the team members also have responsibilities outside the team, and the external Project Leaders, which refers to that the teams sometimes uses Project Leaders for the customer projects that are not held permanent within the team. A new internal factor that was found was the various working methods that were used between the development teams. The recommendations given to the case company included the need of setting clear goals that are tangible, as well as having attainable goals connected to a carrier plan. Furthermore, the study showed a need of implementing performance feedback sessions were input from all relevant stakeholders, inside and outside the company, could be gathered. / För många företag, speciellt de som är kunskapsintensiva så som företag inom konsultsektorn eller tjänstesektorn, har det blivit allt mer populärt att organisera de anställda i självorganiserande team. Dessa team har visat sig öka produktiviteten då de minskar overheadkostnader genom att de inte har ett stort behov av att kontrolleras av en ledare eller chef. Dessa team ska kunna hantera dagliga aktiviteter själva och ta de beslut som krävs inom gruppen, men även se till att teamet utvecklas i linje med organisationens önskemål, samt att de arbetar för att ständigt öka prestationen inom gruppen. Dessutom måste teamen arbeta med målstyrningsprocessen och se till att de kan hantera alla de aktiviteter som finns inom denna process. Målstyrning, eller verksamhetsstyrning, är ett samlingsnamn för en process som underlättar möjligheten för ökad prestation inom ett företag. Aktiviteter som ingår inkluderas av målsättning, prestationsfeedback och utvärdering. Dessa aktiviteter kan tillsammans underlätta för organisationen att skapa en struktur som kan ge input för att kunna ge rätt belöning till företagets anställda. Teamen som ska arbeta med dessa aktiviteter kommer alltid influeras av olika faktorer som påverkar hur väl de kan arbeta som ett självgående team och ha möjlighet att arbeta effektivt med tidigare nämnda målstyrningsaktiviteter. Dessa faktorer kan innefatta påverkan internt inom teamet, men även påverkan utanför teamet men inom organisationen. Detta examensarbete hade därför som syfte att studera hur externa faktorer (inom organisationen men utanför teamet) och interna faktorer har en inverkan på självorganiserande team i kunskapsintensiva företag, samt hur detta i sin tur påverkar hur väl de kan utföra målstyrningsaktiviteterna.  För att kunna besvara syftet gjordes en fallstudie på IT-konsultföretaget Findwise AB. Under våren 2011 började de tre utvecklingsteamen på företagets kontor i Stockholm organisera sig i mer permanenta team. De såg ett behov av att få en bättre struktur på det dagliga arbetet och implementerade därför den agila arbetsmetoden Scrum på företaget som går ut på att arbeta inkrementellt där utvecklingslösningarna utförs iterativt. Detta ledde till att teamen började arbeta allt mer självständigt och många av de ansvarsområden som tidigare legat utanför teamen integrerades nu mot teamen. Hösten 2012 kommer teamledarna för varje team börja ta över ansvaret för delar av utvärderingsprocessen, en målstyrningsaktivitet som tidigare har utförts av olika externa ledare utanför teamet. Tanken är även att teamen ska utföra flertalet av de övriga målstyrningsaktiviteterna inom teamet, så som målsättning och ge feedback. Fallstudien visade att de externa ledarna i organisationen samt företagets informationssystem var externa faktorer som hade en inverkan på utförandet av målstyrningsaktiviteterna inom självorganiserande team. Studien visade även att delade värderingar inom gruppen och möjligheten att nå organisationens mål, roller och ansvarsområden samt gruppsammansättning var interna faktorer som hade en påverkan. Under arbetets analysfas upptäcktes även att faktorer som hittades i det empiriska materialet även det hade en påverkan på hur effektivt målstyrningsaktiviteterna kunde utföras inom teamet. Nya externa faktorer som påträffades var så kallande interna processer, vilket syftar till att de anställda i många fall har ansvarsområden utanför teamet, samt att teamen ibland använde sig av externa projektledare under utförandet av kundprojekt. En ny intern faktor som påträffades var att teamen påverkades av att de redan nu hade börjat utveckla olika arbetsmetoder inom gruppen. Studien avslutades med att ge rekommendationer till fallföretaget med information om att de behövde sätta klara och konkreta mål som på ett tydligt sätt gick att koppla till en karriärs- eller utvecklingsplan för individen. Dessutom visade studien på ett behov av att implementera feedbackmöten på team och individnivå där input kunde hämtas från samtliga intressenter inom företaget samt från de externa kunderna.

After the ISO9000 series of quality management standards was released by the International Organization of Standard, certificate of ISO9001¡G1994 was deemed by enterprises as a guarantee for performance improvement. Ironically, not until recently is the implementation of ISO9001: 2000 substantially depreciated and suspected as an obstacle to efficient operation. Since the certificate of ISO9001 still represents the passport to be a candidate in international trade, enterprises bear to implement ISO9001 even under the circumstance that they do not understand the value of ISO9001. This not only violates the basic requirements of ISO9001: 2000 but also leads to employee¡¦s careless attitude about the practice. The prevalence of different evaluation tools such as Key Performance Index (KPI), Management By Objectives (MBO) and etc. tells the story that enterprise nowadays puts performance before anything. However, most enterprises fail to integrate the similar concepts behind evaluation indexes and ISO like quality goal, quality review, human resource, and process management and treat each index as an independent system. This has caused enterprises serious waste and cost. Also, there is always lacked an objective evaluation method between human resource development and performance management. Enterprise performance management system is often criticized for its isolation from the real competitive environment and helplessness in staff encouragement or efficiency improvement. The fact that the current quality system and performance management system cannot reflect customer¡¦s voice, the main source of profit improvement, undermines the benefits of system implementation and is against the expectation of persistent development. Through in-depth interview, this study specifies how enterprises in LCD industry implement performance evaluation and ISO9001: 2000 and clarify the correlation between these internal systems and the disconnection occurred. Based on bibliography and theory study, then conduct to an integrated operation system that has two major parts, including mixed-construction and process management. The process oriented management flow could easy to connect the performance evaluation gap between enterprise and customer concern. The mixed-construction could meet the performance evaluation request of LCD industry which is customers¡¦ satisfaction¡Bspeed and competence. Through this kind of operation system, enterprise could easy to put customer concern in the enterprise internal system and also could achieve a closed loop of continuous improvement. That is also called as system synergy. In enterprises operation, cost reduction stands as important as profit seeking. The concept of integration of performance management system and ISO9001¡G2000 quality management system indicated in this research provides a way to meet the targets of performance and cost while promoting employee satisfaction, enterprise competitiveness and customer satisfaction.