[pt] Esta pesquisa apresenta uma reflexão sobre os usos e significados do corpo na cena gay carioca, visando uma reflexão sobre os matizes subjetivos da configuração das formas corporais, tendo como lócus de observação e análise as performances de transformismo da cidade do Rio de Janeiro. Foram remontados discursos teóricos que investigam a legitimidade de tal pesquisa no âmbito do design. Foram também levantados discursos que tratam da produção de sentido por meio das formas de expressão do corpo e argumentos filosóficos a respeito da homossexualidade e sua episteme no contemporâneo, além de elaborações sobre a vivência gay na cidade do Rio. Na pesquisa de campo desenvolvemos entrevistas com Perforrmers da cidade, evocando através de questionários, registros sobre os condicionantes subjetivos da elaboração de seus personagens, seus artifícios na caracterização dessas figuras do discurso e registros fotográficos desse processo. Concluímos a dissertação argumentando que reflexões sobre o corpo trazem um novo paradigma para o universo do design, evocando novos ferramentais e novas formas de abordagem, mas, oferecendo um campo rico em sentidos para a produção de novos enunciados, deixando um campo aberto para novos discursos. / [en] This research shows a new reflection about the uses and meanings of the body on the carioca’s gay scene, looking for a reflection about the subjective nuances of the body shapes configuration, having as a locus of investigation and analysis the crossdresser’s performances of Rio de Janeiro city. Theoretical speeches that investigate the legitimation of this research on Design field were invoked. Speeches that talk about meaning production through the body expression forms and philosophic arguments regarding homosexuality and its epistemology nowadays, moreover, observations on gay life in Rio were also invoked. On the Field Research we developed interviews with city performers, evoking through questionnaires, recordings about the subjective motivations of character elaborations, theirs tools on the characterization of this discourse figures and photographic registrations of this process. We concluded the dissertation regimenting that reflections about body bring a new paradigm to design universe, evoking new tools, and new ways of approach, but, offering a rich field of feelings to the production of new enunciates, leaving an open field to the production of new discourses.

The objective of this study was to investigate the growth performance, feed conversion efficiency and other production traits of beef cattle performance tested on the farm. Performance testing records (collected from 2000 to 2004), of 444 bulls comprising of six breeds [viz. Aberdeen Angus (n = 42), Beefmaster (n = 135), Bonsmara (n = 97), Drakensberger (n = 64), Nguni (n = 50) and Simbra (n = 56)] from the eastern Free State, Veld Bull Club (VBC) were obtained and analysed. Bulls were performance tested on the farm (Poortije in Vrede district) for 205 days (16.53 s.d.) and finished-off in a feedlot for 100 days. Upon the completion of the entire test period, the bulls were auctioned. Traits studied were: average daily gain (ADG), Kleiber ratio (KR) and veld feed conversion ratio (VFCR), body conditions score (BCS), muscling score (MS), temperament score (TS), tick count (TC), scrotum circumference (SC) and selling price (SP). An analysis of variance with the General Linear Model (GLM) was used to determine the significance within a breed between years, between breeds within a year, the interaction of year x breed, and breeders (breed x year) for all the dependent variables. Aberdeen Angus bulls showed a significant difference for all traits analysed except for SC and SP. Beefmasters did not only differ in BCS and TS. Bonsmaras differed in all traits analysed except for FWT, SC and SP. Unlike the other breeds, the Drakensberger had more traits that they showed no significant differences viz. IWT, FWT, MS, TS and SP. The Nguni showed significant difference in all traits analysed except for IWT, TS and SC. Finally, the Simbra also did not differ significantly in five of the eleven traits measured viz. FWT, MS, TC, SC and SP. According to these results, there is a significant variation within beef cattle breeds on rangeland in certain performance and other production traits such those measured in this study. This suggests that, although selection for desirable traits within-breed may be slow, the within-breed selection and exploitation has a role to play in improving long-term herd functional efficiency. During the feedlotting period, none of the breeds showed a significant difference in ADG, suggesting that, given a favourable environment, each animal will have an equal opportunity to perform at its optimum genetic potential. This further implies that in a production environment where feed resource is not the limiting factor, higher production efficiency may well be accomplished by each animal. / Dissertation (MSc(Agric): Animal Production Management)--University of Pretoria, 2008. / Animal and Wildlife Sciences / MSc(Agric) / unrestricted

A number of factors have contributed to increased pressure on plant operating efficiency in the chemical processing industry. These factors include more stringent environmental and safety regulations, global economic pressures and downsizing of many support services in order to save money. Control performance monitoring is a tool that is used to keep control systems performing as optimally as possible. Various performance metrics and methods exist to evaluate plant operation. In essence, however, they all refer to the same principle which is to indicate how far a plant is operating from its inherent optimum and what can be done to ensure that the gap between the optimum and the current operation is as small as possible over the longest possible period. Performance monitoring is, although well researched, not a generic, complete and specific application. Current shortcomings of monitoring applications include the following; they are process or unit operation specific and they provide local indications of performance and do not provide a plant wide evaluation of how close the plant is operating to its inherent optimum. Performance reports are usually in terms of statistical measures and graphics which are usually abstract and vague. For high level decisions making (on operation end economic investment) simple and quantifiable measures are needed that are repeatable and transparent. The focus of this project was to develop and implement a regulatory performance monitoring structure for real-time application on an industrial pilot scale distillation column. The structure was implemented by means of two graphical interfaces. The first interface provides a holistic plantwide indication of performance and indicates sources of poor performance in the regulatory control structure. The plantwide interface includes a proposed plant wide performance index (PWI) that reduces operational efficiency to one specific number. The second interface supplements the plantwide interface by providing statistical information on individual loop performance. The individual loop interface is a tool to locate causes of poor performance in the regulatory control structure to aid controller and plant maintenance. / Dissertation (MEng (Control Engineering))--University of Pretoria, 2007. / Chemical Engineering / unrestricted

I present the results of two studies designed to explore how Expectation Violation Theory may explain biases in performance ratings. Study 1 examines how pre-hire information biases on-the-job ratings of task performance. Study 2 replicates the findings of Study 1 for on-the-job ratings of OCB performance. Results of these studies suggest that expectations violations do occur when on-the-job performance is either higher or lower than suggested by pre-hire information. However, first impressions of the employee appear to bias performance ratings of both task and OCB performance rather than expectation violations. Findings suggest applicants that make positive first impressions are rated higher on both OCB and task performance than equivalently performing co-workers who make less favorable first impressions.

This dissertation presents an instrumentalist’s perspective on cognition and meta-cognition in music performance. The goal of the study is to identify and apply methods of inquiry that are phenomenologically resonant with instrumental practice. The first chapter, situating the study in the context of the writer’s musical training, examines ways of studying and representing performance knowledge. The second chapter presents a case study of the preparation of Tōru Takemitsu’s Masque for Two Flutes (1959-1960). Using grounded theory methodology, this chapter investigates the role of gesture in the negotiation of musical understanding. Chapters 3 through 5 draw on Herbert H. Clark’s joint activity theory of language use to conceptualize music-making, taking into account context, process, and other domains of musical activity. Finally, Chapter 6, in addition to re-defining "virtuosity" for the 21st century instrumentalist, presents a set of philosophical considerations for cognitive studies in music performance. / Graduate and Postdoctoral Studies / Graduate

As far as could be established, no empirical study had been conducted with the aim of designing a performance management model for systematically managing institutional performance at public universities in Uganda. The purpose of this study therefore, was to develop an institutional performance management model for universities in Uganda. This was achieved by establishing: the extent to which public universities in Uganda implemented institutional performance management, the challenges impacting institutional performance management implementation in universities in Uganda, how public universities could ensure effective institutional performance management implementation, the various measures of institutional performance that are applicable to universities in Uganda and the key components of the institutional performance management model that could be adopted by universities in Uganda in managing institutional performance. A mixed methods approach was adopted, applying both the qualitative and quantitative methodologies. Phenomenology and cross sectional survey strategies were adopted. Interviews were conducted with purposively selected top administrators of a selected public university and the results informed the survey questionnaire. This instrument was later administered to academic staff in four public universities using a disproportionate stratified random sampling technique. The findings revealed that strategic planning in public universities in Uganda does exist and it is aimed at achieving quality. Despite the existence of strategic planning, academic staff are uncertain about a number of issues related to strategic planning. Respondents generally disagreed that: performance management training is continuously provided to managers and staff, they have an effective performance management system and a formal process exists for units to provide feedback on the attainment of goals. Among the challenges impacting performance management implementation in universities in Uganda was: (i) Lack of a formal performance management environment; (ii) Limited employee engagement/communication problems; (iii) Institutional systems and structural challenges; (iv) Institutional governance challenges. The identified factors for the successful implementation of institutional performance management were categorised into four groups namely: (i) A performance framework, performance culture and employee support; (ii) An individual performance management system; (iii) Alignment; (iv) SMART goal setting. The study established that performance measures for public universities in Uganda could be categorised into five categories namely: (i) Leadership practices, infrastructure and academic profile; (ii) Accountability; (iii) Involvement with external stakeholders; (iv) Information and knowledge transfer; (v) Strategic implementation. Finally, the proposed performance management model consisted of three phases namely: (i) Designing the strategy; (ii) Implementation of the strategy; (iii) Evaluating rewarding and improving performance. University managers should pay close attention to the identified challenges while ensuring that the factors that facilitate successful performance management implementation are in place. The measures identified by this study could be used by policy makers and universities to determine the extent of performance of the various universities, not only in Uganda but also in sub-Saharan Africa and the proposed model could be adopted by universities in Uganda as well as by all institutions of higher learning during institutional performance management implementation. Ultimately, the success of the implementation process is vested fully in the commitment and willingness of management and the employees to participate in the entire process right from the design stage to the evaluation stage.

At Transnet National Ports Authority (TNPA), disagreement existed in terms of the role of human resources in performance management, which resulted in different role expectations and perceptions, often leading to conflict. An overview of existing literature reviewed that performance management was mostly presented from the view of line management, and that the role of human resources was not well defined. The purpose of this study was therefore to clarify the role of human resources in performance management, and with specific application at Transnet National Ports Authority. The purpose of performance management in Transnet is to influence each employee to perform optimally in his/her position by ensuring that each employee understands his/her role in the performance management process. A very important aspect of performance management is that it does not entail one activity only; it is part of the employee development life cycle in which the employee agrees with the manager on the expected performance of tasks, evaluation standards, tools required and important dates when performance will be formally discussed. The objectives of the study were achieved by means of a literature review. Following the literature review interviews were conducted with the Group Performance Manager, a line manager and a human resources practitioner at TNPA to get their views of performance management at TNPA and specifically of the role of human resources in performance management. The interviews, in addition to the literature study, also served as a basis for a survey questionnaire, which was used to probe the views of line iv management and human resources practitioners at TNPA on the role of human resources in performance management. The results of the interviews and the survey showed that performance management was not applied as a continuous and developmental process at TNPA, and that it was often perceived as punitive. The results also indicated that human resources at TNPA should be well versed in the use of the score card method and apply quality assurance in performance management. Recommendations were made for the role of line management and the role of human resources in performance management at TNPA, as well as for the relationship between the two parties.

Performance Management aims to develop the employee and ensure that the work which the employee does is in line with organisational goals. However, many managers and employees do not like performance management systems and very often, for this reason, such a system does not succeed in meeting the organisation’s goals. The aim of this study was to determine the perceptions towards the performance management system of pharmacists working in the public sector. A questionnaire was compiled and pharmacists working in all public sector hospitals, provincial and municipal clinics and medical depots were asked to complete the questionnaire. The response rate was 66 percent. Seventy three percent of respondents had never undergone a performance evaluation, 75 percent stated it did not motivate them, 62.5 percent felt it did not improve poor performance, 90.6 percent felt the Performance Appraisal System did not reward good performance sufficiently and 63.6 percent felt it did not help with career progression. Seventy eight percent believed that the Performance Appraisal System did not effectively measure the pharmacists’ performance, and 82 percent felt that the System needed to be developed further. At least four evaluations should have been completed per year, yet 85 percent of respondents had experienced three or fewer evaluations since the System had been introduced. The analysis of the responses indicated that there was great dissatisfaction with the current performance management system. A few of the reasons are that the system in place did not effectively measure the pharmacists performance, that additional work done was not recognised, and that the process was extremely time-consuming. It may be concluded that the government needs to address the current problems being experienced with this system, as at present, it is not meeting the objectives it was intended to meet.

Face au constat d'une vision assez négative de la surconfiance managériale dans les travaux académiques en économie et gestion (analysée dans le premier chapitre de cette thèse) nous présentons des implications plus positives de ce biais sur la performance des entreprises. Ainsi, dans le Chapitre 2 nous réalisons une étude empirique qui tient compte de l'endogénéité de la surconfiance managériale et de sa contingence aux facteurs contextuels tels que la gouvernancede l'entreprise et la rémunération du dirigeant. Nous montrons que lorsque nous corrigeons le biais d'endogenéité dans les données (via la méthode de double différence) nous observons une relation positive entre la surconfiance managériale et la performance. Puis, dans le Chapitre 3 nous proposons un modèle théorique qui vise à présenter un médiateur potentiel de cette relation. Notre modèle prédit qu'un dirigeant surconfiant introduirait des tournois incitatifsau sein de l'équipe managériale plus souvent qu'un dirigeant rationnel. Ces tournois auraient pour effet d'accroitre le niveau d'effort total fourni par les membres de l'équipe managériale et d'améliorer ainsi la performance de l'entreprise. Enfin, dans le Chapitre 4 nous démontrons via une étude sur des entrepreneurs naissants que deux types de confiance différents, la confiance en ses propres compétences et la confiance en la réussite de l'opportunité entrepreneuriale, ontdes effets opposés sur la probabilité de réussite du processus entrepreneurial. Le premier type a un effet positif alors que le second a un effet négatif sur la probabilité de créer une entreprise opérationnelle. / In light of the observation of a globally negative vision of managerial overconfidence in the economics and management literature (analyzed in the first chapter of this PhD Thesis) we present some positive implications of the overconfidence bias on firm performance. In Chapter 2 we perform an empirical study that accounts for the endogeneity of managerial overconfidence and its contingence upon contextual factors such as corporate governance and managerial compensation. We show that when we control for the endogeneity biais in the data (through the difference-in-differences method) we observe a positive relationship between managerial overconfidence and firm performance. Then, in Chapter 3 we propose a theoretical model that presents one potential mediator of this positive relationship. Our model predicts that an overconfident CEO would implement incentivizing tournaments between the top management team membersmore often than a rational CEO. These tournaments would lead to an increase in the total effort supply of top executives and hence improve the performance of the firm. At last, in Chapter 4 we show, through a study of nascent entrepreneurs, that two different types of confidence, confidence in one's own abilities and confidence in opportunity outcomes have opposed effects on the likelihood of a successful start-up process. The first type has a positive effect whereas the second one has a negative effect on the probability to create an operating business.

Employee engagement is trending as major concern among business globally as business look for innovative ways to be sustainable and remain competitive. Identifying and investigating the various work contexts that influence employee commitment and retention is a priority that directly impacts business bottom line. In the context of employee engagement, the exploratory research study investigates the barriers to employee engagement and in what way performance management systems can be leveraged to motivate enhance employee engagement. The study was conducted in Gauteng with senior management and Human Resource experts from the largest four banks in South Africa. Data for the study was gathered through eighteen semi-structured interviews conducted by the researcher and all interviews were recorded on audio disc. The subjects of the study were selected using a non-probability purposive sampling technique. The results suggest that business acknowledge employee engagement as a key component of business strategy and performance management systems is a critical organisational process, which may be used tap into the discretionary efforts of employees. The results reveal that the barriers to performance management are shared with employee engagement, and when these are conquered, employee engagement improves. The results recommend that to improve employee engagement the right leaders must be selected and trained and the environment must be one of trust, accountability and transparency. The results reveal that leaders must set out clear expectations to drive performance management and employee engagement to actively influence employees to participate and engage. / Dissertation(MBA)--University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted