Performance Management is both a strategic and an integrated approach to delivering successful results in organizations by improving the performance and developing the capabilities of teams and individuals. The term performance management gained its importance and popularity in the1980’s when the competitive pressures in the market place started rising. This is when organizations felt the need of introducing a comprehensive performance management process into their systems for improving productivity and performance effectiveness. Performance management can be regarded as a continuous process of managing the performance of people to get desired results. Performance management is beneficial to major stakeholders of an organization by clearly describing what is supposed to be done for attaining certain desired goals. However focus on performance management may be fruitless without the existence of effective implementation, proper organizational design and management systems.

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Drawing from Huffcutt, Conway, Roth, and Stone’s (2001) taxonomy of employment-interview constructs, we hypothesized that asynchronous web-based video employment interviews would be associated with job performance and organizational tenure using a crowd-sourced sample of 75 employed professionals. We found that composite interview ratings and construct ratings of mental capability, knowledge and skills, applied social skills, and conscientiousness were significantly related to self-rated job performance. We also found that construct ratings of knowledge and skills and applied social skills were significantly associated with self-reported organizational tenure. Implications for web-based video employment-interview research and practice are discussed.

The quality of questionnaire data hinges on participants’ willingness to provide careful responses. Some research participants, unfortunately, respond after only skimming the contents of a given study questionnaire. In more extreme cases, participants may respond without reading the questionnaire content at all. This symposium examines recent advances in careless responding research

Thesis (MPA.) -- University of Limpopo, 2007 / Refer to the document

This scenario study examined fairness perceptions of rule violations and punishment in an organizational team setting. Participants read one of 16 scenarios in which an integral team member violates an organizational rule and subsequently is punished. Participants then answered 12 items assessing perceptions of fairness for the punished employee and for the non-punished team members, and the likelihood the punishment will deter future misconduct for the punished employee and for the teammates. This study examined two levels of misconduct severity (moderate and severe), two levels of punishment severity (moderate and severe), two types of punishment distribution (consistent and conditional), and two types of situational urgency (urgent and non-urgent). The rule violations and punishments used in this study were chosen from those evaluated in a stimulus-rating study calibrating violations and punishments in an organizational team setting (Shoenfelt, 2015). Overall, consistently applying punishment had a highly significant effect on perceptions of fairness to the punished team member and teammates, and on the likelihood the punishment will deter future misconduct by the punished team member and teammates.

Thesis (MPA)--University of Limpopo, 2009. / The democratic political breakthrough of 1994 in South Africa intensified debate on the delivery of quality public education among the teaching fraternity. This culminated in the promulgation of education legislation such as the South African Schools Act of 1996, the Education Employment Act of 1998 and finally the Collective Agreement Number 8 of 2003, which contains a section on the Integrated Quality Management System (IQMS).This was an attempt by the Department of Education to enhance the development of educators. The main purpose of the IQMS is to determine educators’ competence, to assess their strengths and areas in need of further development.What triggered the research was the fact that the Department of Education and teachers’unions were always at loggerheads regarding the implementation of the IQMS. This made the researcher investigate the feasibility, successes and shortcomings of the implementation of the IQMS. The researcher used questionnaires, interviews and a document study for the collection of data.The results indicated that the purpose, aim and objectives as enshrined in the Collective Agreement Number 8 of 2003 had not been realised in the implementation of the IQMS within Lebowakgomo circuit in Limpopo Province. Instead of being developed, educators were left demoralised and confused. The IQMS had lost its meaning in the sense that the monetary aspects were over-emphasized at the expense of the development aspects. The professional development of educators was ignored by the Department of Education, as it did not make in-service training or departmental support in any form available. The departmental officials never visited schools to effect the whole school evaluation required by Collective Agreement Number 8. Thus, educators simply completed the IQMS forms without proper evaluation just for the sake of the 1% salary increase. Lack of support by the Department of Education had indeed put the implementation of the IQMS in a crisis. Finally, recommendations were made. The key recommendation was the amendment of Collective Agreement No. 8 of 2003 so that the Development Support Groups are restructured. Furthermore, the review should take on board a reduction of the instruments that make up the IQMS. This is an attempt to streamline the IQMS and make it user-friendly.

Thesis (MPA.) --University of Limpopo, 2009 / The study investigated the impacts of performance management system on service delivery in Mokopane Regional hospital. The study moved from the premise that Performance Management System in Mokopane Regional Hospitals is not well managed. The investigation however revealed that efforts are being made to implement performance management system although some essential improvements are inevitable required. It also probed the implementation of the performance management system within the ambit of the determined policies and procedure manual for the hospital. The challenges experienced are due to the failure of the line managers and supervisors in understanding the essence of the system. The implementation of the system often results in biasness and other performance unrelated factors. In many instances, other factors (such as subjectivity at the expense of objectivity) are unrelated to high performance rates. The study makes a recommendation on how alignment can be made to ensure that the system become more effective.

To be successful, in the competitive, global business environment, firms must have a sound understanding of all their operations and the factors which impact upon them, combined with a performance management system which allows them to assess their progress towards achieving the organisation's objective. The thesis examines 3 propositions : that managers are unaware of the need to link performance measures to strategic goals and that, as a consequence, performance measures do not change to reflect a change in strategic direction; that the link between the performance measurement system and organizational goals is weak because the organization's structure inhibits a coordinated approach towards achieving strategic objectives through the use of performance measures; and, that the dynamic environment in which firms operate serves to disassociate strategic objectives from the performance management system, and the lack of managerial attention to the link between the two will result, over time, in a set of performance measures which provide insufficient, late or wrong information. The research indicated that awareness of the need to link performance measures with strategy rose with managerial responsibility; that the wider the scope of the performance measurement system, the better it would be at accommodating and monitoring changes in strategic direction; that, where the performance management system covered a broad range of activities it could be better used by managers to coordinate and integrate those activities; that managers' perceptions of the reliability, validity and timeliness of the information provided by their performance management system were positively related to the level of ownership of the system; and, in a dynamic business environment, the more comprehensive the information provided by the performance management system, the less likely the organisation would respond inappropriately to external factors. Additional research needs to be done on ways to make performance management systems more reactive to management's needs / Master of Commerce (Hons)

A water supply service can be seen as a public or private good, but this thesis makes the argument that water is vital for society and so to ensure accountability it is important that water governance includes citizens' participation for social and environmental justice concerns. Public goods are generally defined as goods and services that are provided by 'means of public policy' (Lane, 1993, p. 21), or 'collective political choice' (Stretton & Orchard, 1994, p. 54) rather than by means of an individual market mechanism in which private goods are usually provided. This thesis addresses the function of water as a public good. If social and environmental goals of water use are ignored, the implications can be detrimental particularly for the poorest members of society. An organization's goal effectiveness is usually related to its success in achieving desired outcomes of the organization's goals through a systemic management interaction across organizational aspects at the input, process, output, and outcome/impact stages. This thesis argues an evaluation model of performance measurement can be developed to reflect the characteristics of a public good for a water supply utility, and this model of performance measurement can assist in addressing issues of social and environmental justice. Harris et al argue that better governance can only be achieved by working for democracy in multiple arenas (Harriss, Stokke, & Tornquist, 2004, pp. 7-8). This study considers multidimensional performance measures taking on board the values of many stakeholders with different backgrounds. It 'unfolds' and 'sweeps in' in many dimensions in an attempt at systemic representation (Ulrich, 1983, p. 169). McIntyre- Mills states that 'service need to reflect the values of the users and for this to occur the users need to participate in and decide on policy design and governance' (McIntyre-Mills, 2003, p. 14). Performance measurement systems can be used to detect a gap between services supplied by providers and various needs demanded by stakeholders. The thesis develops an outcome performance measurement model for evaluating social equity and environmental justice concerns. It draws on and adapts four performance measurement models of the International Water Association, World Bank, Indonesian Home Affairs Department and Indonesian Water Supply Enterprise Association. A complementary combined method was developed that addresses qualitative and quantitative governance concerns as they perform to water supply performance problems. Three research methods were used, namely the case study, survey and focus group discussion for collecting qualitative and quantitative data from the three governance sectors. These were triangulated. Five research tools in the case study method were used for collecting information from stakeholders in the three governance sectors including interview, personal communication or email, document analysis, direct observation and documentation. The survey was used to investigate 431 respondents from three case study locations in Cinusa1 city, and the two focus groups were conducted in the city's water supply company management for discussing problems of water supply performance as summarized from the survey. The locus of this study was concentrated in the Cinusa city jurisdiction area, and the focus was the performance problem of the water supply company in Cinusa during 2001-2004. However, a comparative study of water supply performance nationally and internationally is presented for analyzing relative performance gaps.This research evaluates interconnections among cost inefficiency, tariff escalation and other non-financial performances: water supply quantity, quality, continuity and pressure. Inefficient costs because of corrupt, collusive and nepotistic practices in this Indonesian water supply company implicate cost burdens in the company and prevent this water local public enterprise perform its social and environmental missions. The Cinusa local government as the owner of this local public enterprise and the Cinusa local parliament hold a monopoly power in some important decisions related to this local public enterprise, including tariff policy, senior management positions and the total amount of profit share paid to the local government. Such customers from lower income household instead of being subsidized as specified in the national regulation are paying at a profitable tariff and subsidizing this enterprise's inefficiency and the government's locally generated revenue. The inefficiency alongside the profit sharing policy also weakens this enterprise's capacity to invest and improve its service performances. Improving the service performance is essential for current and potential customers and could also benefit the society economically, socially and environmentally, besides being of economic benefit to the enterprise itself. Securing public health concerns and groundwater preservations can be conducted by improving the accessibility, the availability and the reliability of water quality, quantity, pressure and continuity. This research presents an evaluation model for improving the accountability of water supply by means of performance management tool and it makes policy recommendations.