When Chunghwa Telecom became privatized in August 2005, the performance evaluation system, which was in place for over 40 years, was overhauled. The new system, for the first time, was gravitated toward staff marketing. The staff¡¦s personal marketing performance was the basis for annual performance evaluation. The implementation of this system would dramatically change the staff workplace behavior, and directly influences the staff job pressure and job satisfaction. These issues are worthy of in-depth study. The study was undertaken by means of a questionnaire survey. Stratified random sampling technique was applied to draw a sample of the technical staff (the subject of the study) in the South Region Branch of Chunghwa Telecom. The influence on job pressure and job satisfaction resulting from changes in the performance evaluation system was evaluated. Data collected were analyzed by SPSS 10.0 for Windows. Reliability analysis, paired-t test, analysis of variance and regression analysis were performed. Major findings are outlined below: 1. The overall job pressure before implementing the new performance system was low. 2. Change in the performance system showed significant influence on job pressure; job pressure was increased. 3. Increase in ¡§work load¡¨ was the main contributor of overall increase in job pressure. The general perception that ¡§the personal marketing target set by the company was too high¡¨, was the main source of pressure. 4. Change in the performance system showed significant influence on job satisfaction; overall job satisfaction decreased. 5. Change in the performance system showed no influence on internal satisfaction. Staff is mostly dissatisfied with lack of job stability and security. 6. Job pressure showed significant influence on job satisfaction in the new system. 7. ¡§Job condition¡¨ was the most significant factor influencing job satisfaction. 8. The job pressure of medium to high level supervisory staff was smaller than non-supervisory staff, job satisfaction was higher than non-supervisory staff. This report is the first study ever conducted on the job pressure and job satisfaction of technical employee of Chunghwa Telecom after its privatization. The results of this study are useful as a reference to managers in drafting and reviewing policies. It is suggested that the staff work load should be redesigned to eliminate factors that cause job pressure. Work conditions should be improved and group agreements signed to promote job security, increase job satisfaction, enhance job efficiency, and, motivate staff performance. Keywords: Performance System, Technical Employees, Staff Marketing, Job Pressure, Job Satisfaction

<p>The purpose of our master thesis was to investigate what motivates assembly line workers performing low-skill jobs in a small industrial laundry business. We wanted to see what fac-tors determine and influence their motivation to work and if and how this motivation can be improved with respect to assembly line systems in general. The method of our investiga-tion was qualitative in nature, where we studied one firm that leases clean bed clothes and textiles to hotels and restaurants around Sweden. We constructed a survey on motivation and handed it out to the assembly line workers who deal with the laundry. Furthermore, we interviewed the shift manager in order to get the company’s view on employee motivation. Our findings indicate that there are several overlapping factors that determine and influ-ence motivation in the long run. From this particular case we saw that a unified working culture and collective efforts both boost the willingness to work and help the process run smoothly. Furthermore, proper communication is motivating, where everyone should be committed to company goals, but the workers should be able to take part in profits, and not just generate them. Also, employees have to be considered as important as customers are. Another factor is to have the right resources to execute company plans, such as proper working techniques that minimise stress, injuries and frustration, and more responsibility that allows employees to see the whole system by learning about the technical aspects, or engaging in customer contacts. When trust builds up between the workers and the man-agement, there will be less need for a controlling boss, and people will be more motivated to work when they are not constantly monitored by their leader. In addition, more CEO visits are encouraged at plant level, because they send the signal that the company cares about all its employees. Finally, a crucial factor is feedback, where the firm should not only criticise, but praise everyone for a job well done. This way, the workers will feel worthy. When long term factors are weak or missing in the company, the only motivation for the people is money. However, money can work as a short term and a long term motivator be-cause it serves as a tool to satisfy needs of both security and self esteem outside work. Con-sidering motivation and assembly lines in general, when the assembly line is at its core, where efficiency is the goal and workers serve as means to get there, the only motivation is money, and possibly working colleagues. Intrinsic motivation can be reached by moving away from the actual system and performing other tasks. Still, the long term factors can improve the situation to a certain extent, but sooner or later everyone will turn into a well oiled machine with no further ways to improve motivation, since boredom and routines will remain. One goes from being a cog in the machinery to an integral part of a successful engine. It is still the same content, but in a different package.</p>

The purpose of our master thesis was to investigate what motivates assembly line workers performing low-skill jobs in a small industrial laundry business. We wanted to see what fac-tors determine and influence their motivation to work and if and how this motivation can be improved with respect to assembly line systems in general. The method of our investiga-tion was qualitative in nature, where we studied one firm that leases clean bed clothes and textiles to hotels and restaurants around Sweden. We constructed a survey on motivation and handed it out to the assembly line workers who deal with the laundry. Furthermore, we interviewed the shift manager in order to get the company’s view on employee motivation. Our findings indicate that there are several overlapping factors that determine and influ-ence motivation in the long run. From this particular case we saw that a unified working culture and collective efforts both boost the willingness to work and help the process run smoothly. Furthermore, proper communication is motivating, where everyone should be committed to company goals, but the workers should be able to take part in profits, and not just generate them. Also, employees have to be considered as important as customers are. Another factor is to have the right resources to execute company plans, such as proper working techniques that minimise stress, injuries and frustration, and more responsibility that allows employees to see the whole system by learning about the technical aspects, or engaging in customer contacts. When trust builds up between the workers and the man-agement, there will be less need for a controlling boss, and people will be more motivated to work when they are not constantly monitored by their leader. In addition, more CEO visits are encouraged at plant level, because they send the signal that the company cares about all its employees. Finally, a crucial factor is feedback, where the firm should not only criticise, but praise everyone for a job well done. This way, the workers will feel worthy. When long term factors are weak or missing in the company, the only motivation for the people is money. However, money can work as a short term and a long term motivator be-cause it serves as a tool to satisfy needs of both security and self esteem outside work. Con-sidering motivation and assembly lines in general, when the assembly line is at its core, where efficiency is the goal and workers serve as means to get there, the only motivation is money, and possibly working colleagues. Intrinsic motivation can be reached by moving away from the actual system and performing other tasks. Still, the long term factors can improve the situation to a certain extent, but sooner or later everyone will turn into a well oiled machine with no further ways to improve motivation, since boredom and routines will remain. One goes from being a cog in the machinery to an integral part of a successful engine. It is still the same content, but in a different package.

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This study was conducted to determine if the use of the technology known as Classroom Performance System (CPS), specifically referred to as “Clickers”, improves the learning gains of students enrolled in a biology course for science majors. CPS is one of a group of developing technologies adapted for providing feedback in the classroom using a learner-centered approach. It supports and facilitates discussion among students and between them and teachers, and provides for participation by passive students. Advocates, influenced by constructivist theories, claim increased academic achievement. In science teaching, the results have been mixed, but there is some evidence of improvements in conceptual understanding. The study employed a pretest-posttest, non-equivalent groups experimental design. The sample consisted of 226 participants in six sections of a college biology course at a large community college in South Florida with two instructors trained in the use of clickers. Each instructor randomly selected their sections into CPS (treatment) and non-CPS (control) groups. All participants filled out a survey that included demographic data at the beginning of the semester. The treatment group used clicker questions throughout, with discussions as necessary, whereas the control groups answered the same questions as quizzes, similarly engaging in discussion where necessary. The learning gains were assessed on a pre/post-test basis. The average learning gains, defined as the actual gain divided by the possible gain, were slightly better in the treatment group than in the control group, but the difference was statistically non-significant. An Analysis of Covariance (ANCOVA) statistic with pretest scores as the covariate was conducted to test for significant differences between the treatment and control groups on the posttest. A second ANCOVA was used to determine the significance of differences between the treatment and control groups on the posttest scores, after controlling for sex, GPA, academic status, experience with clickers, and instructional style. The results indicated a small increase in learning gains but these were not statistically significant. The data did not support an increase in learning based on the use of the CPS technology. This study adds to the body of research that questions whether CPS technology merits classroom adaptation.

The purpose of this study was to determine if the animal bite prevention and zoonotic disease program in Pet Awareness With Students (P.A.W.S.) is an effective educational program for younger elementary children. An educational program was delivered and student learning was determined through a pretest and post-test. This program utilized the Classroom Performance System (CPS) to collect responses from first grade students. Responses were collected and compared to the second grade participants who used paper methodology. It was determined that these age groups had little knowledge of animal bites and zoonotic disease. Gender was not related to either pretest or post-test scores. The effect of bite history or having pets at home was also examined. It was determined via test scores that first and second graders have the capacity to learn the information provided. Stakeholder evaluation was positive and provided further impetus for future studies.

Controlled Rocking Steel Braced Frames (CRSBFs) have been developed as a high-performance structural solution to resist seismic forces, due to their ability to minimize structural damage and self-centre the structure back to its original position after an earthquake. A CRSBF is intentionally allowed to uplift and rock on its foundation, which acts as the nonlinear mechanism for the system rather than member yielding and buckling. While the CRSBF is in the rocking phase, the response of the system is controlled by prestressing which anchors the frame to the foundation and energy dissipation devices which are engaged by uplift. Although CRSBFs have shown promising structural performance, an assessment of the overall effectiveness of this system must also consider the performance of nonstructural components which have a significant impact on the safety and economic performance of the system. The purpose of this thesis is to compare the performance of nonstructural components in buildings with CRSBFs to their performance in a conventional codified system such as a buckling restrained braced frame (BRBF), while also investigating which design parameters influence nonstructural component demands in CRSBFs. The responses of various types of nonstructural components, including anchored components, stocky unanchored components that slide, and slender unanchored components that rock, are determined using a cascading analysis approach where absolute floor accelerations generated from nonlinear time-history analyses of each structural system are used as input for computing the responses of nonstructural components. The results show that the trade-off of maintaining elastic behaviour of the CRSBF members is, in general, larger demands on nonstructural components compared to the BRBF system. The results also show that the stiffness of the frame and vibration of the frame in its elastic higher modes are the main influencers for nonstructural component demands in buildings with CRSBFs, while energy dissipation has a minimal impact. / Thesis / Master of Applied Science (MASc) / Controlled Rocking Steel Braced Frames (CRSBFs) have been proposed as a high-performance structural system that resists earthquake forces on buildings. This system has the ability to minimize damage to structural members and self-centre the building back to its original position after an earthquake, two characteristics that are typically not achieved by current conventional systems. However, an assessment of the CRSBF’s overall effectiveness cannot be limited to the consideration of only the structural skeleton, as the performance of nonstructural components (e.g. architectural elements, mechanical and electrical equipment, furnishings, and building contents) that are not part of the structural skeleton can have a significant impact on the safety and economic performance of earthquake resisting systems. This thesis compares the demands on nonstructural components in buildings with CRSBFs to their demands in a more conventional system during earthquake motions. The results show that the trade-off for avoiding damage to structural members in the CRSBFs is often higher demands on the nonstructural components.

Thesis (MPAM. (Public Administration)) -- University of Limpopo, 2021 / The study investigated the impact of Government-wide Monitoring and Evaluation System on the performance of government. Cloete (2009) postulates that in 2005, the Executive of the State approved the Government-wide M&E System (GWM&ES) as a broad framework to examine monitoring and evaluation of activities in all government departments with a view to guaranteeing effective executive decision-making in support of execution; advisory evidence-based resource apportionment; on-going policy development; as well as review. This study specifically investigated the impact of the Government-wide Monitoring and Evaluation System to enhance performance in the Office of the Premier in Limpopo provincial government. The common thread according to majority of the scholars and review reports on this system as shown in the literature review of this study is that government’s major challenge is that it is has become ineffective and, in the process, fails to attain the objectives it has set itself to achieve. This is largely on account of the absence of a clear-cut and coherent systematic mechanism that could enable the public sector to evaluate its performance and identify the factors which contribute to its service delivery outcomes and overall performance. In the same vein, the those charged with the responsibility to help assess the performance of government are unable to draw causal connections between the choice of policy priorities, the resourcing of those policy objectives, the programmes designed to implement them, the services delivered and their ultimate impact on communities. In this study the qualitative research methodology was adopted which was utilised to gather data. The findings of this research identified certain factors which undermine the impact of GWM&ES on government performance; the limitations to fully comprehend and integrate the system within the planning processes and above all implement the required institutional arrangements and/or mechanisms so that there is a visible impact and enhancement of the planning regime and service delivery capacity of the various institutions of the state. Although work has since begun in this regard, including the establishment of the Ministry of Planning, Monitoring and Evaluation in The Presidency, an inadequate institutional merger of the M&E and Planning branches in the Office of the Premier in Limpopo in particular, remains an impediment. Following the analysis of the data collected, of which was sufficient to suffice, the study concludes by proposing a set of measures to ensure that the Government-wide Monitoring and Evaluation System has the necessary impact towards enhancing the performance of the Office of the Premier, and by extension, the entire government because the system is not only limited to one institution of the state, but also integrative by design. These measures include, amongst others, that the Government-wide Monitoring and Evaluation System, as a system of systems, should be fully comprehended, adopted and implemented in government. This will inevitably produce the requisite results in terms of strengthening and improving evidence-based planning, policy development and budgeting, and thereby improve the performance of government, and in particular, the Office of the Premier in Limpopo. A replica study in other areas is further recommended to enhance the implementation of the system.