Showing papers on "Performance management published in 1979"

A Clarification of the Goal Setting And Appraisal Processes in MBO

Abstract: Under the guise of Management by Objectives, "goal setting" and "performance appraisal" have assumed many different shapes and purposes. To clarify the concept of MBO, this review examines the writings of leading MBO experts, extracts those elements common to their respective definitions of goal setting and performance appraisal, and joins them into a single definition of MBO.

Dyadic Goal Setting Within Organizations: Role-Making And Motivational Considerations

Abstract: This article identifies two extensions of the task performance model developed by Locke (36) for examining goal-setting activities in organizations. The first identifies and develops the role-making function of goal-setting activities, introducing the concepts of superior-subordinate consensus and role congruence. The validity of this approach is based on previous research. The second extension considers the contextual variables that may influence the motivational and role-making functions of goal-setting activities. A framework is proposed which considers three categories of contextual variables, the dimensions of goal setting, and the variables that moderate the performance and role stress outcomes.

Optimum Organization Design: An Analytic-Adoptive Approach

Abstract: The authors outline an approach for optimally designing an organization and report on a case where the approach was effectively implemented on a large scale.They examine what the concept of optimum organization design is and discuss several examples. They examine the design variables that are incorporated into the design process. They identify design variables as the structural and technological aspects of an organization such as the span of control the organization will have and the degree of task specialization that will be required within the organization. In an optimum organization design these variables will be established in an balance that is aimed at maximizing the achievement of the organization's goals.

The Nature of the Task as a Moderator of the Relationship Between Extrinsic Feedback and Employee Responses1

Abstract: This article presents information on a study which suggests a possible reconciliation of the conflicting findings on the relationship between extrinsic feedback and employee responses by incorporat...

A Goal-Energy-Effort Requirement Model of Work Motivation

Abstract: A model of work motivation is presented that postulates the following five variables as determinants of the force to perform: (a) Task Goal Level, (b) Task Goal Specificity, (c) Task Goal Commitment, (d) Energy Potential, and (e) Perceived Effort Required. Propositions for the model are presented, relevant literature is reviewed, and concepts for the model are operationalized.

Performance assessment model for academic libraries

Abstract: Academic libraries are facing increased difficulties in carrying out their functions by traditional means. The continuing explosion of information coupled with spiraling costs are challenging library managers to accommodate these trends with little or no increase in funding. To meet this challenge, library managers must utilize and allocate resources in a more institutionally effective manner. Effective decision-making and planning, however, require appropriate management information. This article describes a conceptual framework for the development of a management information system including performance assessment components for linking institutional goals, library performance, and library management decision-making. The operational methodology required to evaluate resource allocations consistent with aggregate user needs and delineated organizational objectives is outlined. The resultant system would continuously monitor user needs, document availability, service utilization, and user productivity as means both to identify problems and opportunities and to assess the consequences of management decisions.