This research was conducted with the intention of accomplishing effective property management (PM) in order for public sector properties in South Africa (SA) SA to fulfil more remarkably, public sector property stakeholders’ requirements. In particular, this study was concluded within a South African municipal environment with the specific purpose of alleviating South African municipalities from problems associated with overall poor operational performance, dissatisfied public sector property stakeholders, and inadequacies in competitiveness and global alignment. The primary objective of this study was to develop a performance model deemed necessary for the effective management of public sector properties in SA. This was achieved by developing a performance model for effective management of public sector properties, a model to systematically monitor, measure and control current expectations and changes within a public sector property management function. Herewith, performance model for effective management of public sector properties in South Africa. At the time of conducting this study, there was no conceptual model developed for performance management of public sector properties. In order to develop the performance model, the conceptual model identified key elements that included: 1) obsolescence and strategic factors; 2) global alignment; 3) finance and cost control; 4) PESTEL impact; 5) transformation and sustainability; 6) leadership and governance; and 7) monitoring, measurement and control as influences that directly impact a perceived successful management of public sector properties in SA. The study also took the form of a quantitative research project that included a formal survey of the identified population sample. The main statistical procedure employed was Structural Equation Modelling (SEM). Originally, the study offered 24 hypotheses; however, only 11 hypotheses could be confirmed by SEM measurement. Therefore, through SEM, the significance of the relationships between variables could be tested. Appropriate quantitative data were collected from public and private South African Built Environment professionals, students and other academics. The research made use of snowball sampling through questionnaires, with a sample size of 171. It is anticipated that findings of this study will be acknowledged by public sector PM in an effort to resolve PM problems through the incorporation of pertinent recommendations. Likewise, since the performance model for effective management of public sector properties was not extant prior to this study, this research is cutting-edge and therefore pioneering to PM, especially within the public sector.

Com o crescimento das redes de computadores e, principalmente, de sua importância para as organizações, o gerenciamento de redes tornou-se fundamental. Contudo, o gerenciamento de redes é um processo difícil dada sua complexidade e mudanças freqüentes em sua configuração. O ideal seria que sistemas pudessem fazer o trabalho de administradores de redes, reduzindo com isso a sobrecarga de trabalho dos administradores, ou seja, essas pessoas poderiam realizar outras tarefas enquanto o sistema ficaria gerenciando a rede. O principal objetivo deste trabalho é propor um paradigma que, à medida que seja constatada a ocorrência de algum problema na rede, se tenha um módulo com inteligência suficiente para diagnosticá-lo, determinando porque aquele problema ocorreu. O trabalho descreve um sistema especialista para a gerência de redes que integrado com um sistema de registro de problemas. Módulos especializados, orientados à análise de aspectos específicos do comportamento da rede, efetuam uma análise das características e do status da mesma, filtrando eventos e tentando prover resposta automatizada e/ou recomendações sobre cursos de ação para as anormalidades percebidas. Portanto, com esse objeto, definiu-se um sistema denominado MAD (Módulo de Automatização de Diagnóstico), no qual são definidas regras para diagnosticar os problemas ocorridos e também tentar prover ao usuário a maior qualidade de serviço possível. Este sistema efetua monitorações diárias sobre objetos da MIB II (Management Information Base) para tentar localizar os problemas da rede e então gerar alertas ao administrador da rede dependendo de sua gravidade. Este trabalho é um sub-projeto do projeto CINEMA (Cooperative Integrated Network Management). No projeto CINEMA, foram especificados módulos de manuseio de registros de problemas numa base de dados (Sistema de Trouble Ticket) e uma plataforma básica para configurar a obtenção de informações sobre a rede - acesso a objetos gerenciados (Sistema de Alertas). O MAD atua como um integrador entre esses dois sistemas, filtrando eventos e gerando alertas ao administrador da rede na forma de um trouble ticket, isto é, um registro de problemas. A validação deste sistema foi realizada através da implementação de um protótipo. O protótipo utiliza o protocolo SNMP (Simple Network Management Protocol) para fazer polling em objetos da MIB II de determinados componentes da rede. Sua implementação foi 661 para que se pudesse fazer o refinamento das regras, tornando-as mais de acordo com a rede monitorada. / With the growth of computer networks and, mainly, of its importance to organizations, the management of networks has become fundamental. However, network management is a hard process given its complexity and its frequent configuration changes. The ideal would be if the systems could play the role of network managers, thus reducing the job overload from the managers. It means that these managers could perform other tasks while the system manages the network itself. The main objective of this work is to propose a paradigm so that, as any trouble is found in the network, a module intelligent enough to diagnose this problem will identify the reason why that has occurred. The work describes an intelligent system for network management which is integrated to a trouble ticket system. Specialized modules, directed to the analysis of specific aspects of the network behavior, bring about an analysis of its characteristics and status, filtering events and trying to supply an automated answer and/or advices about action paths to deal with the abnormalities. Therefore, with this goal, a system called MAD (Diagnosis Automatization Module) has been defined, in which rules to diagnose the most common troubles are specified and that tries to supply the user with a quality of services as higher as possible. This system executes daily monitoration on MIB II (Management Information Base) objects trying to locate the troubles in the network and then generating alerts to the network manager depending on its severity. This work is a sub-project for the project CINEMA (Cooperative Integrated Network Management). The project CINEMA specified modules of trouble ticket handling in a database (Trouble Ticket System) and a basic platform to configure the acquisition of information about the network - access to managed objects (Alerts System). MAD acts as an integrator between these two systems, filtering events and generating alerts to the network administrator in the form of a trouble ticket. The validation of this system has been done through the implementation of a prototype. The prototype uses the SNMP protocol (Simple Network Management Protocol) to do polling in MIB II objects located in certain network components. Its implementation has been useful to refine the rules, making them fit the network under management.

Teams play a key role in organisational success and it is imperative to proactively manage team performance needs in order to influence team effectiveness. The purpose of this study was to explore the perceptions of a group of employees in a sales-driven organisation on how the application of Neethling’s thinking style preferences influenced team performance following their participation in Neethling’s thinking style preferences training. The qualitative exploratory study was conducted with 19 employees in the Finance and Insurance department of a sales-driven organisation. The data were collected by means of in-depth individual interviews and focus group interviews. A nonprobability purposive sample technique was used to identify participants for the two focus group interviews and six individual interviews. Evidence provided in the findings concluded that Neethling's thinking style preferences can be used as a viable tool to enhance team performance in an organisation as the participants’ perceptions and experiences of the advantages of these preferences and the findings in the literature on effective teams, concurred. There were also strong indications that the team performed better in terms of their internal team processes, leading to team outputs such as better communication, cooperation, understanding and relationships between team members. Participants also recognised that the team’s performance led to the achievement of organisational results or outcome goals such as improved productivity, profitability, organisational image and customer satisfaction. The study represents original research, extending the current body of knowledge on the perceptions of employees’ team performance related to Neethling’s thinking style preferences. Neethling’s thinking style preferences could have a high influence on identified elements of team performance and could be viewed by employees as a viable tool for enhancing team performance. / Business Management / M. Com. (Business Management)

This study deals with the employee fairness perceptions of their performance management system in a South African organisation. The concept of justice, with particular reference to procedural, distributive and interactional justice, is used as a guide in assessing employee perceptions of fairness of the organisations’ performance management system. A qualitative approach was used to gain an in-depth understanding of employee perceptions of fairness based on their personal experiences of the organisation’s performance management system. Data was obtained through extensive semi structured interviews with 20 employees who had been with the organisation and participated in the performance management system for 5 or more years. All interviews were transcribed and assessed using a thematic analysis. The overall findings show that there are negative fairness perceptions of the performance management system as assessed according to the three organisational justice factors of procedural, distributive and interactional justice. / Industrial and Organisational Psychology) / M.A. (Industrial and Organisational Psychology)

Submitted by Tatiana Lima (tatianasl@ufba.br) on 2015-10-19T19:12:26Z No. of bitstreams: 1 Miranda, José Roberto Lima.pdf: 3153522 bytes, checksum: 7fdfd14b6ce1fd4c1250aafb30502ed0 (MD5) / Approved for entry into archive by Tatiana Lima (tatianasl@ufba.br) on 2015-10-19T21:43:37Z (GMT) No. of bitstreams: 1 Miranda, José Roberto Lima.pdf: 3153522 bytes, checksum: 7fdfd14b6ce1fd4c1250aafb30502ed0 (MD5) / Made available in DSpace on 2015-10-19T21:43:37Z (GMT). No. of bitstreams: 1 Miranda, José Roberto Lima.pdf: 3153522 bytes, checksum: 7fdfd14b6ce1fd4c1250aafb30502ed0 (MD5) / A presente dissertação tem como objetivo construir instrumento para a avaliação do desempenho dos gestores das escolas técnicas estaduais em Pernambuco. Para a realização da pesquisa foram utilizados diversos procedimentos metodológicos. Inicialmente realizou-se o levantamento de instrumentos de avaliação de desempenho de gestor escolar em todas as Secretarias de Educação Estaduais e do Distrito Federal. Os dois instrumentos encontrados foram analisados e comparados com a legislação em vigor no Estado de Pernambuco. Conjuntamente com a literatura da área, neste momento construía-se a primeira versão do instrumento. Para a análise semântica, o instrumento foi submetido a sete juízes, doutores, com experiência acadêmica e prática no tema. Baseado nesses resultados elabora-se a segunda versão do instrumento, sendo submetido à pré-teste, para validação. Nesta fase, participaram três gestores escolares das escolas técnicas estaduais de Pernambuco, sugerindo quatro alterações, sendo apenas uma delas acrescida na versão final do instrumento. Este foi aplicado a todos os 27 gestores escolares das escolas técnicas, que estão distribuídas em 22 municípios pernambucanos. Os resultados da auto avaliação dos gestores tiveram seus dados analisados e finalmente apresenta-se uma proposta de instrumento para avaliação do desempenho do gestor escolar das escolas técnicas estaduais de Pernambuco. Recomenda-se que a avaliação seja realizada por múltiplas fontes (360º) e a aplicação do instrumento por técnicos da Secretaria de Educação ou das Gerências Regionais de Educação, a fim de observar in loco todas as informações prestadas pelo Gestor. E que sejam realizadas campanhas de conscientização da relevância do processo de avaliação de desempenho. / This essay aims to build a tool for assessing the performance of managers of state technical schools in Pernambuco. For the research, several methodological procedures were used. Initially it carried out the survey instruments for evaluating school management performance in all State Education Departments and the Federal District. The two found instruments were analyzed and compared with the relevant legislation of the State of Pernambuco. Together with the literature of the area, the first version of the instrument was built. For the semantic analysis, the instrument was subjected to seven judges, doctors with academics experiences and practical in the subject. Based on these results, it designed a second version of the instrument. It having undergone pre-test for instrument validation. At this stage, we attended three school managers PE, suggesting four amendments, and only one of them added in the final version of the instrument. The instrument was administered to all 27 school managers of technical schools, which are distributed in 22 municipalities of Pernambuco. The results of this self assessment of managers were analyzed and finally presents a proposed tool for evaluating the accomplishment of the school manager of the State of Pernambuco. It is recommended that the evaluation is performed by multiple sources (360) and the application of the instrument by technicians from the Department of Education or the Regional Offices of Education, in order to observe in situ all the information provided by the Manager. And that awareness campaigns are carried out the relevance of the performance evaluation process.

Governments around the world have been increasingly adopting an ‘outcomes-focus’ in the design of policy and the management of public services, the implications of which have been subjected to increasing scrutiny within public administration (Boyne and Law 2005; Elvidge 2012; Heinrich 2002; Housden 2016; Lowe 2013; Lowe 2017; Wimbush 2011). Yet wherever an outcomes-based approach has been applied, be it within performance management (Bevan and Hood 2006; Lowe 2013; van Thiel and Leeuw 2002), budgeting (Perrin 2006; Ryan 2003), or commissioning, its achievements have fallen short of expectation (Wimbush 2011). Outcomes have predominantly been conceptualised and operationalised within what this thesis calls a ‘Rationalist’ approach, linked to the New Public Management context within which an outcomes-focus was popularised. This approach assumes we can understand the factors which drive outcomes, plan appropriate service interventions, harness the resources and commitment needed to put such interventions into practice, and manage such interventions towards their expected end points. Outcomes however are inherently complex phenomena – they are always transboundary, always co-produced by the individuals who experience them, and always impacted by a large number of unpredictable and uncontrollable factors in their external environment. Public management theory and practice finds itself at a crossroads: an imperative to improve outcomes, and a paradigmatic inability to do so – a challenge which scholarship is just beginning to respond to (Housden 2016; Lowe et al. 2016). This thesis contributes an alternative ‘Complex Systems’ theoretical framework which responds to (rather than simplifies or externalises) the inherent complexity which outcomes present. This theoretical framework draws on complex adaptive systems theory to enable a ‘Complex Systems’ approach to the management of outcomes. The framework is based on the conception of outcomes as emergent products of complex systems, and integrates three defining components of complex adaptive systems (self-organisation, distributed agentic learning, and attractor states) to enable an endogenous process of service transformation in conditions of uncertainty. This theoretical framework provides public management with more solid footing for understanding, analysing and designing outcomes-focussed interventions, with distinct advantages relative to existing outcomes-based approaches, in pursuing complex public service outcomes. The thesis applies this framework through a multiple embedded case study analysis (Yin 2009) of the Early Years Collaborative, a large-scale multi-agency Quality Improvement Collaborative operating across Scottish local authorities, as it seeks to improve a set of population-level child development outcomes.

Com o crescimento das redes de computadores e, principalmente, de sua importância para as organizações, o gerenciamento de redes tornou-se fundamental. Contudo, o gerenciamento de redes é um processo difícil dada sua complexidade e mudanças freqüentes em sua configuração. O ideal seria que sistemas pudessem fazer o trabalho de administradores de redes, reduzindo com isso a sobrecarga de trabalho dos administradores, ou seja, essas pessoas poderiam realizar outras tarefas enquanto o sistema ficaria gerenciando a rede. O principal objetivo deste trabalho é propor um paradigma que, à medida que seja constatada a ocorrência de algum problema na rede, se tenha um módulo com inteligência suficiente para diagnosticá-lo, determinando porque aquele problema ocorreu. O trabalho descreve um sistema especialista para a gerência de redes que integrado com um sistema de registro de problemas. Módulos especializados, orientados à análise de aspectos específicos do comportamento da rede, efetuam uma análise das características e do status da mesma, filtrando eventos e tentando prover resposta automatizada e/ou recomendações sobre cursos de ação para as anormalidades percebidas. Portanto, com esse objeto, definiu-se um sistema denominado MAD (Módulo de Automatização de Diagnóstico), no qual são definidas regras para diagnosticar os problemas ocorridos e também tentar prover ao usuário a maior qualidade de serviço possível. Este sistema efetua monitorações diárias sobre objetos da MIB II (Management Information Base) para tentar localizar os problemas da rede e então gerar alertas ao administrador da rede dependendo de sua gravidade. Este trabalho é um sub-projeto do projeto CINEMA (Cooperative Integrated Network Management). No projeto CINEMA, foram especificados módulos de manuseio de registros de problemas numa base de dados (Sistema de Trouble Ticket) e uma plataforma básica para configurar a obtenção de informações sobre a rede - acesso a objetos gerenciados (Sistema de Alertas). O MAD atua como um integrador entre esses dois sistemas, filtrando eventos e gerando alertas ao administrador da rede na forma de um trouble ticket, isto é, um registro de problemas. A validação deste sistema foi realizada através da implementação de um protótipo. O protótipo utiliza o protocolo SNMP (Simple Network Management Protocol) para fazer polling em objetos da MIB II de determinados componentes da rede. Sua implementação foi 661 para que se pudesse fazer o refinamento das regras, tornando-as mais de acordo com a rede monitorada. / With the growth of computer networks and, mainly, of its importance to organizations, the management of networks has become fundamental. However, network management is a hard process given its complexity and its frequent configuration changes. The ideal would be if the systems could play the role of network managers, thus reducing the job overload from the managers. It means that these managers could perform other tasks while the system manages the network itself. The main objective of this work is to propose a paradigm so that, as any trouble is found in the network, a module intelligent enough to diagnose this problem will identify the reason why that has occurred. The work describes an intelligent system for network management which is integrated to a trouble ticket system. Specialized modules, directed to the analysis of specific aspects of the network behavior, bring about an analysis of its characteristics and status, filtering events and trying to supply an automated answer and/or advices about action paths to deal with the abnormalities. Therefore, with this goal, a system called MAD (Diagnosis Automatization Module) has been defined, in which rules to diagnose the most common troubles are specified and that tries to supply the user with a quality of services as higher as possible. This system executes daily monitoration on MIB II (Management Information Base) objects trying to locate the troubles in the network and then generating alerts to the network manager depending on its severity. This work is a sub-project for the project CINEMA (Cooperative Integrated Network Management). The project CINEMA specified modules of trouble ticket handling in a database (Trouble Ticket System) and a basic platform to configure the acquisition of information about the network - access to managed objects (Alerts System). MAD acts as an integrator between these two systems, filtering events and generating alerts to the network administrator in the form of a trouble ticket. The validation of this system has been done through the implementation of a prototype. The prototype uses the SNMP protocol (Simple Network Management Protocol) to do polling in MIB II objects located in certain network components. Its implementation has been useful to refine the rules, making them fit the network under management.

Made available in DSpace on 2016-06-02T19:51:26Z (GMT). No. of bitstreams: 1 DissCAF.pdf: 902743 bytes, checksum: ea8126dc225cea7c9262b2b62181ca1b (MD5) Previous issue date: 2003-02-20 / Universidade Federal de Minas Gerais / In the last decades, most of the organizations has faced strong technical changes rather than managerial changes in terms of the performance evaluation. Such unbalance can mislead the achievement of all promised outputs of technical changes. Performance measurement could play an important role to reestablish the lost balance. Unfortunately, the traditional performance measurement systems, consistent with mass production systems, are inappropriate and the researchers and practitioners have been searching for new performance measurement frameworks. An extensive literature review has pointed out a lack of a comprehensive method to assess the performance measurement practices, i.e., there is a risk of changing the performance measurement practices with no information what the organization is really doing now. This dissertation aims to help to fill this gap developing a Comprehensive Performance Measurement Assessment Method. The method was developed from both a literature review and exploratory case study. It combines the existing methods from literature in a logical sequence in order to assess the performance measurement practices in three dimensions: individual performance measures, performance measurement system and the environment which it interacts. / Nas últimas décadas, as organizações passaram por grandes mudanças que privilegiaram mais os aspectos técnicos da organização que os de gestão. Assim sendo, uma incoerência entre a organização da produção e o sistema de gestão surgiu e põe em risco a plenitude das soluções meramente técnicas. A medição de desempenho pode exercer um papel importante no restabelecimento dessa coerência. Nesse aspecto, os sistemas de medição de desempenho tradicionais, associados à produção em massa, são inadequados e esse campo de pesquisa vive uma revolução na busca de novas formas e modelos de medição de desempenho. A literatura pesquisada aponta para a existência de uma lacuna em termos de métodos para o diagnóstico da medição de desempenho, ou seja, corre-se o risco de mudar a forma de medir o desempenho da empresa sem saber de onde se está e para onde se pode ir. O presente trabalho pretende suprir essa lacuna por meio do desenvolvimento do Método Abrangente para o Diagnóstico da Medição de Desempenho. Esse método foi desenvolvido a partir de uma extensa revisão da literatura sobre métodos de medição de desempenho, e de um estudo de caso realizado numa empresa de manufatura. Ele combina os métodos existentes na literatura em uma seqüência lógica para diagnosticar a medição de desempenho da organização nas suas três dimensões: medidas de desempenho individuais, sistema de medição de desempenho e o ambiente no qual eles operam.

Thesis submitted in fulfilment of the requirements for the degree Magister Technologiae: Public Management in the Faculty of Business at the Cape Peninsula University of Technology 2013 / Service delivery is one of the key aspects of public and private organisations. It is therefore important for organisations to have a Performance Management System in place to monitor and evaluate the efficiency of its employees. A good Performance Management System sets a standard that determines whether an employee’s performance is of merit or has shortcomings. Furthermore it will aid the employee in being proficient in his\her work environment. This research project examined the effectiveness of the Performance Management System used within the Department of Economic Development and Tourism in the Western Cape, South Africa. Problems encountered by employees were identified by the researcher and recommendations were forwarded to the employees on how to improve the Department’s Performance Management System. The researcher undertook a quantitative research approach by administering a closed-ended questionnaire which was analysed by a registered statistician. The study found that most of the participants understood the Performance Management System used by the Department of Economic Development and Tourism. Furthermore the majority of participants understood their role within the Department and how they could meet the Department’s strategic objectives as set out in the Department’s annual performance plans..à h.

This thesis presents a comprehensive analysis of workplace design and strategy solutions that have evolved over the last century. It will discuss the various factors which have prompted companies to take significant interest in the design and layout of their office space today. Additionally, this paper will discuss controversies over open office space design as well as the cubicle. I will further explore the possible direction corporate offices are headed in the future, and the prominent organizational trends that will reconstruct the way we understand the functions of the office and the buildings that house them. As the nature of work is evolving and people are spending more time in offices, it is vital that we find the best solutions to enhance their experiences and meet the physiological and psychological needs of the workforce.[1]This paper provides recommendations for improvement of office space and suggestions for combating past mistakes. [1] "Psychology Of The Office Space." Facility Executive - Creating Intelligent Buildings. February 09, 2016. Accessed April 22, 2018. https://facilityexecutive.com/2016/01/psychology-of-the-office-space/.