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Many cognitive resources contribute towards the appraisal of stressors. Of these, self-efficacy (SE) is widely acknowledged to play a significant role in protecting adolescents from the effects of stress (Bandura, 1997). This study investigated that relationship through the use of a quasi-experimental methodology (Cook & Campbell, 1979) utilising an untreated Control group of 44 adolescent, female participants and an Experimental group of 70 additional participants, all of whom were volunteers drawn from the Sixth Form of a single participating school. The members of both participant groups took part in two rounds of testing, between which the members of the Experimental group were exposed to a significant academic stressor (one or more public A-level examinations). During both test phases, all participants completed the 10- item Perceived Stress Scale self-report (Cohen & Williamson, 1988), the Examination Self-Efficacy Scale instrument (Schwarzer & Jerusalem, 1995) and a bespoke Implicit Association Test (Greenwald et al., 1998) designed to measure implicit stressor appraisal. Significant trends were identified by means of ANCOVA, correlation and regression analyses, and the resulting data were interpreted in terms of a dual process model of stress (Compas, 2004). Results not only concurred with those of previous studies (e.g. Betoret, 2006; Vaezi & Fallah, 2011) by demonstrating a strongly negative correlation between acute academic stress and academic SE, but provided new evidence to suggest that the ‘protective’ effect of SE occurs via a buffering mechanism at the level of preconscious stressor appraisals (Bargh, 1990), which limits the effect of acute stress exposure on preconscious stressor appraisals (e.g. Luecken & Appelhans, 2005).

Κύρια ζητήματα της διπλωματικής εργασίας είναι η διαμόρφωση του συστήματος αξιολόγησης και ειδικότερα ο καθορισμός των στόχων της επιχείρησης και του Τμήματος Ανθρώπινου Δυναμικού, η εφαρμοζόμενη μέθοδος αξιολόγησης, η χρήση των εξαγόμενων συμπερασμάτων και ο βαθμός πληροφόρησης των άμεσα ενδιαφερομένων, του αξιολογούμενου και της Διεύθυνσης Προσωπικού. Παράλληλα εξετάζονται τα συστήματα ανταμοιβής που έχουν υιοθετηθεί και η ενδεχόμενη σύνδεσή τους με την απόδοση των εργαζομένων όπως αυτή προκύπτει από τη διαδικασία αξιολόγησης. Η εμπειρική έρευνα εστιάζεται στον τραπεζικό κλάδο και συγκεκριμένα γίνεται προσπάθεια παρουσίασης του προφίλ της Τράπεζας EFG Eurobank Ergasias και της Τράπεζας Κύπρου, δύο επιχειρήσεων του Ιδιωτικού Τομέα με ενδιαφέροντα στοιχεία για επιπρόσθετη έρευνα και συγκριτική μελέτη. / The intention of this study is to describe the most common and widely used performance appraisal systems and compensation systems which have been developed by enterprises. The empirical search is concentrated to the Greek banking system examining and comparing the cases of two banks with differences in the appraisal systems and the linkage with the wages in each organization.

Darbuotojų veiklos vertinimas yra svarbi tiek viešojo administravimo, tiek privačios organizacijos vadybos sritis, skatinanti organizaciją ir jos žmogiškuosius išteklius tobulinti veiklą, didinti produktyvumą, bei suteikti darbuotojams grįžtamąjį ryšį. Darbe keliami šie probleminiai klausimai: kokie pagrindiniai Lietuvos viešojo administravimo darbuotojų vertinimo sistemos teoriniai ir praktinio įgyvendinimo privalumai ir trūkumai? kokia žmogiškojo faktoriaus įtaka tobulinant viešojo administravimo darbuotojų veiklos vertinimo sistemą? Tyrimo objektu laikomas darbuotojų veiklos vertinimas Lietuvos viešojo administravimo institucijose ir įstaigose. Veiklos vertinimas darbe analizuojamas kaip procesas, kuriuo vertinama individuali darbuotojo veikla, ne organizacijos visuminė veikla. Tyrimo tikslas – išanalizuoti Lietuvos viešojo administravimo institucijose ir įstaigose egzistuojančią veiklos vertinimo sistemą, nustatyti jos atitiktį teoriniams veiklos vertinimo modeliams ir išryškinti vertinimo sistemos teorinio pagrindo bei praktinio jo taikymo santykį bei tobulinimo perspektyvas. Šiam tikslui pasiekti darbe keliami šie uždaviniai: 1. Išanalizuoti ir apibendrinti teorinius veiklos vertinimo modelius, išryškinti veiklos vertinimo sistemos sudedamąsias dalis. 2. Išanalizuoti Lietuvos viešojo administravimo institucijų ir įstaigų darbuotojų veiklos vertinimą reglamentuojančius teisės aktus, išryškinti jų teorinius privalumus ir trūkumus. 3. Nustatyti Lietuvos viešojo... [toliau žr. visą tekstą] / Personnel performance appraisal is a substantial area of both public administration and private organization management. It encourages an organization and human resources of organization to improve its activity, enhance productivity and provide a feedback for personnel. This work contains of further problematic questions: what are advantages and disadvantages of academic performance appraisal system and practical implementation of Lithuanian public administration? What is the impact of human factor for the improvement of public administration staff performance appraisal system? The object of research is a performance appraisal off staff in institutions and agencies of Lithuanian public administration. In this work appraisal of activity is analysed as a process by which individual employee activity, but not entirety of organization activity is assessed. The purpose of research – to analyse the existing activity performance appraisal system of Lithuanian public administration in institutions and agencies, to identify this system coincidence to academic models of performance appraisal and highlight the relation between academic basis of activity assessment and practical adaptation and improvement perspectives. For this purpose the main tasks are set: 1. To analyse and summarize academic models of performance appraisal, to highlight the main components of performance appraisal system. 2. To analyse the legislation that regulates personnel performance appraisal in institutions... [to full text]

The Developmental Appraisal System (DAS) replaces an autocratic, judgemental and summative system which did not take into account the differing contextual factors that affect an educator's work. Often an inspector would arrive unannounced, observe a lesson, judge the educator and leave without offering any feedback. There was also very little understanding that ongoing professional development should be a part of all educators' lives. As a result educators feared and mistrusted the evaluation process. When this form of control was rejected, very little replaced it in the form of making sure that quality teaching and learning was taking place in the classroom. The post - apartheid government has put into place a number of policies and strategies to ensure that quality education takes place in our schools. One of the most important has been the developmental appraisal system. This system allows the educator to identify his own development needs through a democratic and formative process together with the participation of education managers, peers and experts. It is one of the tools that, if supported by the establishment of structure and systems, can have a major impact on our present education system. This case study is a qualitative study of the attitudes of the management members of Clairwood Secondary School towards the Developmental Appraisal System. The study aims to capture to some extent the views, feelings, attitudes and perceptions of the school's management towards DAS. The interviews with members of management has provided me with direct evidence of management's attitudes towards DAS. The overall impression gained from the study was that all members of management were favourably disposed towards DAS. DAS was found to be a good system and that it would definitely have a positive impact on whole school development. DAS allowed educators to talk about, review and reflect on their work, and to receive helpful and supportive advice and guidance. The DAS approach is developmental and it is important at the planning stage to build in time for reflection and for developing strategies for improvement. / Thesis (M.Ed.) - University of Durban-Westville, 2002.

.. , The assessment of an individual is an attempt to estimate the value of, or the quality of, that specific individual. (Concise Oxford Dictionary, 1983 : 52) In recent years, the focus of teacher assessment has broadened to incorporate consideration both of the assessment of potential and the assessment for professional development. The underlying focus of this project is to explore the possibilities and potentiality of Systematic Staff Appraisal, to meet the need for a process of teacher assessment, which will be formative in its intention, empowering and developmental, and which might be implementable in the South African and KwaZulu-Natal context. It is believed that this new system will help to develop the skills of the educator and identify more accurately the individual development needs of the teacher. The system is intended to increase the overall effectiveness of the individual and to move away from the subjective judgements and threats to teacher autonomy. It is a system designed to guide, support, encourage and extend good teacher practice and professional competency. The project is a consideration of some of the purposes, processes and principles involved in Systematic Staff Appraisal, and to focus on the potentiality for the implementation of this system in contributing to the enhancement of teacher quality and school effectiveness. / Thesis (M.Ed.) - University of Natal, 1995.

Curling is an important part of the Canadian cultural landscape, and nowhere is this more evident than in Manitoba. However, the documentation of curling records within archival repositories in the province has occurred without a strategic plan. This thesis first explores the modern archival appraisal theories and then proposes an appraisal model that utilizes a combination of the documentation strategy and macroappraisal in order to develop a strategy for the documentation of curling in Manitoba. Using this model, this thesis first examines the historical and contemporary context of Canadian sport in order to determine curling’s place within it, and then identifies five key functions of curling in order to evaluate, using function-based appraisal methodologies, the quality of the records that have been collected in archival repositories. The functions, structures, and records of two urban curling clubs and one rural curling club in Manitoba are then examined as case studies, and an appraisal strategy is suggested in order to better ensure that the records documenting curling in Manitoba are preserved. This strategy can be used as a template not only for appraising the records of curling, but for all sports.

Agricultural Education has been informed by four major areas including agricultural education (teaching and learning), educational policy, agricultural policy (industry collaboration) and research. Historically agriculture teachers have been removed from the policy process affecting their profession in these four areas (Thompson, 1963). A review of historical literature suggests that only twice have teachers been involved in the policy process. The purpose of this study was to examine the involvement levels of stakeholders in agricultural education across the state of Kentucky. Specifically, examining the emotional appraisal of specific issues in agricultural education and if the emotions of stakeholders influence their involvement in these issues (Sherer, 2005). The researcher found that the involvement level of stakeholders in Kentucky was consistent with the historical research suggesting that stakeholders including teachers are not actively engaged in policy affecting their profession. The researcher also found that stakeholders that appraised a specific issue with a joyous emotion (contentment) became more involved in a local agricultural education program than those apprehensive about the same issues. Recommendations for the profession and specific stakeholder groups have been provided by the researcher to attempt to engage stakeholders in the polices that affect their classroom and profession.

There is a single thing that is universal to every human being, connection, unit, organisation, population, financial system and civilisation throughout the globe. If disconnected it might devastate the most authoritative government, the most flourishing business, most prosperous economy and the most powerful leadership. On the other hand if developed and influenced, that one thing has the potential to generate incomparable accomplishment and prosperity in every measurement of life. Yet, it is the least understood, largely ignored and most underestimated opportunity of our time. That one factor is trust. The intent of this study is to explore the nature of interpersonal trust relationships by investigating the factors of disposition trust, the domains of trust behaviour, cognition based trust and affect based trust as well as the accuracy of the performance appraisal. Factors that influence trust levels are pre-requisite to further investigate trustworthiness by means of other three factors: the employees’ ability, integrity and benevolence. If trust exists within an organisation, it influences the following factors positively: communication, organisational citizen behaviour, learning inside the organisation, turnover team performance as well as the organisation’s performance. An empirical study was done through a survey consisting of recognized questionnaires to establish the trust levels, as well as the accuracy of the performance appraisal system. This summarised the importance of the trust levels, as well as the accuracy of the performance appraisal system. The survey results were analysed in detail in order to conclude which construct and areas necessitate consideration from management. The trust foundations were understood differently by the employees as indicated by the results of the survey. Another indication from the survey was that there are important dissimilarities on how certain groups understand the leadership’s actions with respect to trust within the organisation. The possibilities for these differences were mentioned. Recommendations were also made to improve the three trustworthy factors along with the other constructs measured in this survey to identify the dissimilarities between the different language groups, different genders, the permanent and the part-time group. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013

There is a single thing that is universal to every human being, connection, unit, organisation, population, financial system and civilisation throughout the globe. If disconnected it might devastate the most authoritative government, the most flourishing business, most prosperous economy and the most powerful leadership. On the other hand if developed and influenced, that one thing has the potential to generate incomparable accomplishment and prosperity in every measurement of life. Yet, it is the least understood, largely ignored and most underestimated opportunity of our time. That one factor is trust. The intent of this study is to explore the nature of interpersonal trust relationships by investigating the factors of disposition trust, the domains of trust behaviour, cognition based trust and affect based trust as well as the accuracy of the performance appraisal. Factors that influence trust levels are pre-requisite to further investigate trustworthiness by means of other three factors: the employees’ ability, integrity and benevolence. If trust exists within an organisation, it influences the following factors positively: communication, organisational citizen behaviour, learning inside the organisation, turnover team performance as well as the organisation’s performance. An empirical study was done through a survey consisting of recognized questionnaires to establish the trust levels, as well as the accuracy of the performance appraisal system. This summarised the importance of the trust levels, as well as the accuracy of the performance appraisal system. The survey results were analysed in detail in order to conclude which construct and areas necessitate consideration from management. The trust foundations were understood differently by the employees as indicated by the results of the survey. Another indication from the survey was that there are important dissimilarities on how certain groups understand the leadership’s actions with respect to trust within the organisation. The possibilities for these differences were mentioned. Recommendations were also made to improve the three trustworthy factors along with the other constructs measured in this survey to identify the dissimilarities between the different language groups, different genders, the permanent and the part-time group. / Thesis (MBA)--North-West University, Potchefstroom Campus, 2013