Software packages which use windows have become increasingly popular in the last two years. Their popularity derives from the belief that windows will improve productivity by decreasing task completion time. However, two studies (Silver, 1985 and Davies, Bury and Darnell, 1985) have found this not to be the case. In fact, one of the studies (Davies at al., 1985) found that task completion time was increased when using windows. It is thought that performance using window systems is a function of the number of responses required to be executed as well as the amount of information which must be found and used to complete a task. The purpose of the present study was to determine under what conditions, in terms of memory load and task complexity, performance using windows and non-window strategies differed. Forty-eight subjects were placed in one of four environments and each performed six editing tasks which varied on complexity and memory load level. Human performance in one windowed environment was compared to three non-window strategies. These three strategies, note-taking, memorizing, or switching between files, were included to allow comparisons in terms of working memory and number and types of responses executed. The tasks required subjects to locate information from a supplementary file and type it into a main file. The three memory load levels which were used required subjects to find either 2, 4 or 8 pieces of information. The two complexity levels referred to the placement of needed information in the supplementary file; whether or not information was located in close proximity to other needed information. Results indicated that it made little difference which system was used in the low memory load condition. However, as memory load increased, more subjects were found to make errors in the non-window conditions. More responses were executed in the Switch condition than in the Window or Memorization conditions in the high memory load condition. Mental workload was also found to be higher in the Memorization and Switch conditions than in the Window and Notes conditions as memory load increased. Nevertheless, there was no significant interaction for task completion times between Memory Load and Environment. This was thought to be due to a failure to adequately load working memory as well as a failure of a test of verbal and spatial ability to account for individual differences. It was concluded that the benefits of windows are not apparent until one°s working memory capacity is exceeded. As memory load increases beyond this point, it is thought that memorization will quickly become an inefficient strategy due to limitations of memory capacity. As memory load continues to increase, a switching strategy should become inefficient due to limitations of both memory and response capacities. A strategy of note taking should not become inefficient until a large memory load is placed upon the user. This is because note taking is a well learned uncomplicated response. The benefits of windows include a reduction in the number of responses, errors, and mental workload due to their ability to reduce the amount of mental resources required by providing the user with a very efficient and accurate memory aid. / Ph. D.

Thesis (Ph. D.)--New School for Social Research, 1992. / Includes bibliographical references (leaves 272-282).

Individual monetary incentive systems usually include performance feedback as part of the intervention package. However, there is no experimental evidence to suggest that feedback has any functional effect on work performance above and beyond the effects of the incentive systems. It may be that incentive systems have such powerful effects on work behavior that the additional contingencies provided by a feedback system are unnecessary. The present laboratory study investigated the supplemental effects of feedback on work performance under a monetary incentive system. Four subjects were hired to work seven hours a day for four and a half weeks. The experimental work task was a simulation of a proof operator’s job at a bank and involved typing dollar values of “checks” into a computer. Subjects were paid a base salary per session plus incentive money for performance above a criterion. The main dependent variable was the number of correctly completed checks per session. The amount of time off task and rate of responding were also investigated. Subjects were exposed to an ABA experimental design involving; (A) the monetary incentive system without performance feedback, (B) the incentive system with performance feedback, and (A) return to the incentive system without performance feedback. The introduction of feedback resulted in small to moderate performance improvements in two of the four subjects. Possible reasons for the small and inconsistent effects were explored with special attention paid to the functional role of feedback and monetary incentives. It was proposed that small amounts of incentive money and performance feedback may not improve productivity in the absence of other stimulus events inherent in real organizational settings, such as the possibility for pay raises, promotions, and/or the threat of being fired. These variables may have function-altering effects on incentive money and performance feedback. Future laboratory simulations might experimentally manipulate these variables to further investigate the efficacy of monetary incentive systems. / Graduate

This study consists of literature research providing background and basic knowledge on layoff-related issues, and analysis of data obtained through a survey of human resources professionals in 30 mid-size Southern California cities. The survey provided information on the layoff experiences of respondents' cities and the current state of affairs pertaining to layoff policies, procedures and perceptions.

Master of Science / Department of Agricultural Economics / Michael Langemeier / The objectives of this thesis are to examine the labor requirements of Kansas crop and livestock enterprises and farms and the connection between labor efficiency and productivity, and other important farm characteristics including farm size and type. The derived labor requirements are compared to current KFMA labor requirements. Enterprise summary reports and a five year whole-farm panel data set from 1,016 Kansas Farm Management Association (KFMA) farms are used in the analysis. Whole-farm labor requirements are computed with and without an adjustment for managerial and overhead cost. Individual regressions will be estimated to determine the effects that farm size, type, region and profit margin have on labor requirements. The estimation results suggest that many of the current labor requirements still in use are accurate. However, there are enterprises with labor requirements that need updating. When the newly estimated requirements are compared to the previous KFMA requirements, 14 enterprises have lower labor requirements. Irrigated alfalfa showed the greatest decrease in labor required when compared to the previous standard, decreasing from 3.85 hrs/acre to 1.70 hrs/acre. Regression estimation results indicated that whole farm labor standards that were corrected for un-allocated overhead and managerial costs appear to be a more accurate representation of farm labor requirements.

Typescript (photocopy). / Digitized by Kansas Correctional Industries

The objective of this thesis is to investigate various factors that influence the job performance and promotion of DOD civilian workers. The data used in this study were drawn from the Department of Defense Civilian Personnel Data Files provided by the Defense Manpower Data Center (DMDC). The initial data was restricted to employees who were initially hired in 1995 and stayed in service until 2003 and were paid under the General Schedule (GS) pay system. Three general performance measures were used: compensation (salary), annual performance ratings and promotions. Multivariate models were specified and estimated for each of these performance measures. The results indicate that females receive lower annual and hourly compensation and are less likely to be promoted than men even though they receive better performance ratings. The results also indicate that minorities are paid less and are less likely to be promoted than majority workers while veterans are paid more, perform better, and are more likely to become supervisors. The models also reveal that performance rating is a weak measure of productivity and that more highly educated employees are paid more and more likely to be promoted more even if they are not always the best performers.

Call number: LD2668 .T4 1959 T68

M.A. (Economics) / The objective of this study is to highlight the problematic aspects regarding labour productivity in the South African motor vehicle industry. The perfomance of the South African motor vehicle industry in the national economy has not been as what was expected from the industry, purely because of the pressure of rising costs link to a lack of productivity. A study of labour productivity and any comparisons regarding labour productivity is very difficult and stays a problematic issue. The reason for this is two-fold in that firstly relevant and applicable data was not available until recently and secondly the data that is available is very diverse in the sense that it is applicable to the different levels of economic activity. The fact remains that the productivity levels of both labour and capital stays important indicators of the competetiveness of any nation. In this sense the South African motor industry could be a potential source of competitive advantage and economic growth for South Africa. The method used to study labour productivity in the South African motor vehicle industry was to look at the theory surrounding labour productivity, the South African labour market and the general trend of labour productivity in South Africa and the trend of labour productivity in the South African motor vehicle industry compared to international industry trends. The traditional micro economic theory consider labour as just another production factor and competition in the labour market is determined on the principles of demand and supply. The criticism against the traditional micro economic theory is based on the applicability of the theory on the modern business world. The macro economic theory surrounding labour productivity showed the importance of this variable as determinant of international competetive advantage. The theory further showed that there is a strong link between labour productivity and inflation. The most important characteristics of the South African labour market include a labourforce of thirteen million workers{which includes the informal sector and unemployed) against a total population of forty million, a population growth rate of 2,7% that is higher than the average economic growth rate and high levels of unemployment, illiteracy, inequalities and discrimination. Labour productivity in South Africa has been characterised by a drastic increase in the amount of strikes and work stoppages since the mid eighties. The international comparison of South Africa with its most important trade partners regarding labour productivity, was not positive for South Africa. On most of the variables like unit labour cost, real output in manufacturing, output per worker in manufacturing and gross domestic product per capita, South Africa did not compare favourable with its leading trading partners.

M.Com. (Economics) / Please refer to full text to view abstract