Diss. (sammanfattning) Uppsala : Univ., 2007. / Härtill 4 uppsatser.

Univ., Diss.--Genève, 2007.

Thesis (MSc (Industrial Engineering))--Stellenbosch University, 2010. / Please refer to full text to view abstract.

M.A. (Industrial Psychology) / In reviewing current literature on the evaluation of people, it is clear that the effect of test anxiety accompanying the evaluation process may be detrimental to the individual's performance. In fact, this under achievement of apprentices doing trade tests have significant financial implications for both the individual and the organization concerned. Accordingly, to counteract this adverse effect, it has been recommended that the technique "Stress Inoculation Training" (SIT) be implemented - the end result being an improvement in the individuals' performance. Theoretical persepectives and alternative conceptual understandings of test anxiety are reviewed. In this respect an important development in the field of test anxiety treatment is research dealing with the reinforcement of the individual's ability to cope with stressful and problematic situations, for when test anxiety is reduced the person experiences a corresponding increase in self-efficacy. Self-efficacy plays an important role in a person's belief that he or she can perform to achieve a desired result. In addition, a high degree of self-efficacy has a strong motivational effect. It is suggested therefore, that learning experiences be so designed as to improve self-efficacy, perseverance and performance. This performance can be achieved by the skills taught in SIT. It is also stressed that SIT is a comprehensive approach for the control of stress-related problems.

The aim of this study is to develop and propose a strategic role enhancement for the Internal Auditing function for South African companies, by incorporating the Balanced Scorecard as a guide. The proposed strategy will be developed based on the methodology and the relevant elements and aspects for such a strategy derived from the latest literature on the subject. The concepts of Internal Auditing, strategy and Balanced Scorecard will be defined and discussed, by means of literature research. The intent of this paper is to consider the critical aspects regarding the utilisation of the Balanced Scorecard to enhance the strategic role of the Internal Auditor. / Mr. J. Bredenkamp

This thesis presents a structured approach to measure the performance of a shared services business unit. This approach links the activities in the areas at which a shared services business unit must excel to create sustainable value for the organisation to the organisational vision. The methodology developed can be used to measure the performance of a shared services business unit by all the stakeholders that have an interest in the organisation. The study concludes that measuring of the performance of a shared services business unit is dependent on the organisational vision and strategies as contained in a mission statement. The study further concludes that as the transformation of technology, business processes, people and customer satisfaction are required for continuous evolution of the shared services; the activities that make up these areas should form the basis of the performance measurement of shared services. These activities in the areas of technology, business processes, people and customer satisfaction should be derived from the organisational vision and mission, and be supportive of the organisational mission and vision. The author has studied shared services and performance measurement metatheories and has found that the principles applicable to measure the strategic performance of an organisation can be applied to a shared services business unit. Some of these principles are so straight forward that they are often overlooked and taken for granted. The empirical methodology in this thesis follows a structured approach where the sample framework was tested to determine if the sample elements comply with the requirements of shared services. Following on this the study had to determine if the remaining sample elements are measuring the performance of their respective organisations in a structured manner. Only once this has been established can the study determine the manner in which these sample elements measure the performance of their shared services. After this, the elements identified through the literature study and empirical research could be build into a hierarchy of performance measurement for a shared services business unit. In developing a hierarchy of performance measures for a shared services business unit, shared services organisations have been provided with a structured approach to measure the performance of their shared services business unit that will indicate the value created by the shared services to all stakeholders concerned. / Prof. A.L. Boessenkool

The development and application of performance measurement systems for a purchasing function within a professional service company possesses a great challenge for both practitioners and academics. Despite the increasing popularity of this topic, the systems that are currently developed are rarely adequate to be applicable at the business-unit level. Furthermore, the existing productivity measures are predominantly designed to measure performance in industries where the inputs and outputs are both tangible and standardized items. Intangible and non-quantifiable factors of production cannot be reliably measured by manufacturing performance methodologies. Consequently, purchasing professionals seek tools to accurately track purchasing performances and connect it to given business strategies and objectives. This paper aims to develop a design of the performance measurement system that can be applicable onto the optimize-sourcing department of the selected firm of this study. The first section of the paper outlines key performance measurement concepts and establishes a theoretical framework that supports the following research. Subsequent questionnaires and interviews that were conducted with vital stakeholders reveal the flaws of the current performance measurement system. Conclusions derived from the interviews and questionnaires support the findings of extensive literature reviews. In the following chapters, the paper focuses on the development of the new model that overcomes limitations of the model in use. The thesis also lists additional recommendations on the implementation phase of the new model. In the final section, this paper emphasizes the limitations of the proposed model and describes potential challenges related to the implementation phase.

The construction industry is unique with many challenges. Managing claims can be one of the greatest challenges. Construction projects are becoming more influenced by factors that lead to claims. The literature review highlighted a few of these factors which include: safety issues, design errors, delay, and changes. Moreover, the literature review presented studies in performance measurement and benchmarking as a way to mitigate these factors. The research presented the results from a benchmarking study used to improve contractors that performed work for the Army Corps of Engineers, Vicksburg District. The study selected and analyzed 40 random construction contractors. Five performance elements were identified to measure each contractor. A five-point scale evaluated each contractor based on these elements. The results of this research indicated that benchmarking is an effective tool for improving performance and mitigating the cause of claims.

Mystery shopping is used in a variety of service industries to measure service performance, as a training tool for employees, and to ensure the safety and security of the product offered. The persons performing this activity, mystery shoppers, experience various motivations, some of which are similar to employees and/or volunteers. These motivations can be intrinsic, where the performance of the activity is a reward itself, or extrinsic, meaning performance of the activity is a method for attaining a reward. The dominance of intrinsic or extrinsic motivation can shift within the individual, which is termed motivation crowding. Individuals can crowd in when intrinsic motivations are supplemented and supported by extrinsic motivations, or crowd out if extrinsic motivations become the dominant factor, devaluing the activity and reducing intrinsic motivation. This study examines the motivations of mystery shoppers and examines whether the tenets of motivation crowding are supported using a mixed methods research design. The objectives for the study were to identify, classify, and measure mystery shopping motivations using motivational theory to test for the presence of motivation crowding, as reflected in the initial two hypotheses: H1: There are salient dimensions of motivation influencing individual participation in mystery shopping activities. H2: Mystery shoppers experience motivation "crowding in" after initial performance of mystery shopping activities, with intrinsic motivations increasing. To address the first hypothesis, the study began with a qualitative research approach utilizing semi-structured interviews with current mystery shoppers. Through qualitative analysis, 14 constructs of mystery shopper motivations were identified. The constructs were then utilized to develop the Mystery Shopper Motivation Scale, following the eight-step scale development process defined by DeVellis (2003). The scale was then refined through pre-testing and pilot testing, and was used in a survey administration to 323 current mystery shoppers. Through factor analysis, the motivations identified were quantitatively supported, and then dependent t-tests indicated the presence of motivation crowding affecting mystery shoppers. However, unanticipated increases in extrinsic motivations prompted further analysis of motivations based on mystery shopping experience levels, resulting in the addition of a third hypothesis: H3: The direction of motivation crowding is dependent on the mystery shopper's level of experience. H3a: Mystery shoppers who have performed less than 10 mystery shops will crowd in, with an increase in intrinsic motivations and a decrease in extrinsic motivations. H3b: Mystery shoppers who have performed between 10-24 mystery shops will crowd in, with an increase in both intrinsic and extrinsic motivations, and intrinsic motivations remaining the dominant factor. H3c: Mystery shoppers who have performed 25 or more mystery shops will crowd in, with an increase in both intrinsic and extrinsic motivations, but extrinsic motivations becoming the dominant factor. Results supported motivation crowding as dependent on the experience level of the mystery shopper, prompting the categorization of three distinct mystery shopping phases of activity: the novelty phase, the exploratory phase, and the career phase. Empirical results of the survey were then compared to a subsequent round of qualitative analysis of mystery shopper online forums. Recommendations for future research include longitudinal studies of novelty phase mystery shoppers, examination of the effects motivation crowding may have on mystery shopper behavioral intentions, and incorporation of the perceived costs associated with mystery shopping.

No / This paper aims to evaluate the aims and methods of appraisal, and the difficulties encountered in the appraisal process. The paper uses a review of the literature to evaluate the development of appraisals and argues that the critical area of line management development that was identified as a critical success factor in appraisals has been ignored in the later literature evaluating the effectiveness of performance appraisals. The review identifies the lack of theoretical development in appraisal and argues the psychological approach of analysis and a more critical realisation of appraisal, re‐evaluating the challenge to remove subjectivity and bias in judgement of appraisal. Further evaluation of key interpersonal skills is required for appraisal systems to develop performance. The use and design of performance pay in public and private services linked to appraisal have not always improved organisational performance and can contribute to reduced motivation. Little research has evaluated the current increases in using appraisals and the changes in focus from appraisal to performance management. The paper adds value to the existing body of knowledge and offers insights for practitioners and researchers.