Showing papers on "Performance management published in 1990"

Improving Performance: How to Manage the White Space on the Organization Chart

Abstract: 1. Introduction: The Challenges Facing American Business Part One: A Framework for Improving Performance 2. Viewing Organizations as Systems 3. Three Levels of Performance: Organization, Process, and Job/Performer Part Two: Exploring the Three Levels of Performance 4. The Organization Level of Performance 5. The Process Level of Performance 6. The Job/Performer Level of Performance Part Three: Applying the Three Levels of Performance 7. Linking Performance to Strategy 8. Moving from Annual Programs to Sustained Performance Improvement 9. Diagnosing and Improving Performance: A Case Study 10. Redesigning Processes 11. Overcoming the Seven Deadly Sins of Process Improvement 12. Measuring Performance and Designing a Performance Management System 13. Managing Processes and Managing Organizations as Systems 14. Designing an Organization Structure That Works 15. Creating a Performance-Based Human Resource Development Function 16. Developing an Action Plan for Implementation.

Performance Management in Local Government

Abstract: Setting the scene - a new focus on performance defining some key concepts in search of performance - an historical perspective performance management - making it happen - developing a framework stating what is expected monitoring and measuring performance reviewing and evaluating performance the performance of individuals - performance appraised and performance related pay organizational arrangements the role of elected members looking ahead - some developments for the future references

Measuring building performance

Abstract: Argues that measurement is the foundation of the new discipline of facilities management. Advocates increased rigour in the invention and use of measurements, greater awareness of consumers, balance between supply and demand, and making measurement data open. Offers suggestions for successful building measurements. Concludes that performance measurements are desirable not for their own sake, but because they have the power to bring about change.

Enhancing Staff Members′ Performance through Feedback and Coaching

Abstract: Providing help through feedback is a key task of any manager. In the context of a performance management model, the ways in which managers can effectively provide ongoing performance feedback are explored. It is concluded that basic communication skills, such as attending, reflecting, exploring, self‐disclosing, and acceptance by the supervisor will enhance the effectiveness of feedback.

Work Culture In Developing Countries: Implica tions For Performance Management:

Abstract: The paper identifies several characteristics of the socio-cultural environment and anternal work culture of organisations in developing countries, and discusses the reasons why such characteristics have facilitating or constraining effects on the installation and implementation of the performance management process. The paper also proposes specific organisational interventions for each step of the process to make it congruent with the internal work culture of developing countries. The underlying thrust of these inter ventions is to bring about a cultural 'fit' so that the performance management programme reflects the needs and aspirations of managers and their subordinates— two players in the process—who can make or mar its effectiveness.

An OSI-based interoperability architecture for managing hybrid networks

Abstract: The management of hybrid corporate networks comprising a wide variety of equipment and services offered by different vendors and service providers is addressed. The public carrier environment in which such networks must operate is described. Five categories of system management functional areas set forth in the ISO/IEC Open Systems Interconnection (OSI) standards are defined. They are fault management, accounting management, configuration management, performance management, and security management. The interoperability architecture provided by the standards is examined, and two example applications are given: a corporate banking voice network, and OSI-based configuration management applied to automatic call distribution. >

High Performance Work Systems: The Need for Transition Management

Abstract: How the boundaries of what management once considered acceptable work redesign have been expanded by new competitive pressures is demonstrated. Research evidence based on the experience of American multinational corporations shows how the approaches now being developed give employees considerably greater discretion and opportunities for skills development and improved performance than conventional “job enrichment” techniques. The sample of Digital Equipment Corporation (DEC) at its Ayr site in Scotland is used and the effects of high performance work systems examined.

Promoting Excellence Through Performance Management

Abstract: In this new book, the latest information and technology in OBM are presented by the foremost experts in the field. Promoting Excellence Through Performance Management is intended to update research and application in the field of performance management and OBM. The contents are equally divided across research and practice and represent a cross section of recent work by well known consultants and academicians.Research chapters concentrating on issues such as pay for performance systems, safety, performance improvement in service and nonprofit public organizations, and factors that influence successful consultation, present needed information. This information responds to current needs of business for technology and knowledge, aiding management in developing better OBM strategies that work. The discussion and review chapters present an excellent array of challenges that management may face in this decade. Topics analyzed range from labor-management relations and organization-wide assessment and implementation strategies, to worker motivation, and marketing OBM technology. These valuable discussions shed light on the current thinking of academicians, consultants, and consumers on these critical topics. In applying the research and analysis presented in this practical book, management will strive toward a more productive work environment, making the promise of OBM a reality.Promoting Excellence Through Performance Management can be used for management training or as a text for graduate and advanced undergraduate courses in psychology, management, and engineering. Performance management consultants; academicians who teach industrial/organizational psychology, industrial engineering, and management courses; and management training professionals who design and implement staff development programs in large and medium-sized companies will want to read this essential book for the latest information in organizational behavior management.

Enhancing Staff Members' Performance through Feedback and Coaching (Повышение производительности сотрудников посредством обратной связи и коучинга)

Abstract: Providing help through feedback is a key task of any manager. In the context of a performance management model, the ways in which managers can effectively provide ongoing performance feedback are explored. It is concluded that basic communication skills, such as attending, reflecting, exploring, self-disclosing, and acceptance by the supervisor will enhance the effectiveness of feedback.

Developing a framework for management education in the victorian public service

Abstract: The Public Service Board of Victoria initiated a project in March 1989 to plan a framework for the development of competent managers. The methodology involved an examination of the current practices of 23 organisations, together with a worldwide literature search. The major findings were that the managerial task is similar across sectors, but the manager level and the environment are qualifying variables; that training, management education and development in private sector organisations and statutory bodies has total commitment from the chief executive, is closely linked to the business plan, forms part of an integrated human resource management system, and is continually reinforced by the organisation's culture and values; and that there is no strategic and focused approach to developing managers across the Victorian Public Service. The 21 recommendations covered the areas of investment and commitment, the development of a systematic approach by providing quality management programs based on core managerial competencies and the integration of training, education and development with performance management processes. The implementation plan calls for pump-priming funds for resourcing and delivering high quality programs, a change in the culture, the adoption of a set of principles, the establishment of a management education unit, acceptance of a common language of competence for managers, and an integration of education and development needs with corporate plans through the performance improvement system. Commitment to implementation should result in a systematic approach to the formation of competent managers with the benefits flowing to the community through improved services, the government gaining by increased performance of the agencies, and public servants being able to reach their full potential.

IBM's network management approach

Abstract: The management functions requested by customers, namely problem management, change management, configuration management, performance management, accounting management, and operational control of the network, are discussed, emphasizing the need for a solution that provides a seamless view of voice, data, and bandwidth management networks. IBM's approach to meeting these needs is described. It is a combination of offerings and a structure that permit the customer to mix and match IBM offerings and other vendors' offerings as well as its own products and modifications to provide a network management solution tailored to its unique requirements. Three examples of IBM's internal use of network management and a network management vision of how future networks may be managed are presented. >

Navy Recruiting Comprehensive Stress Management Program: 1. The Stress of Recruiting Duty

Abstract: : Job stress has become a pervasive problem in Navy recruiting, affecting personnel at all levels of the organization. While stress has many positive aspects, excessive job stress or an inept response to it is inimical to quality of personal and family life, individual and group performance, and organizational productivity. Ultimately, the effects will become manifest in military readiness. Information for this study was drawn from several sources, including surveys of Navy health practitioners, interviews with recruiters and recruiting managers, and a survey of all Navy production recruiters. The evidence indicates that job stress in Navy recruiting is widespread and that potential contributors to it occur in almost every job area-personnel selection, training, organizational structure and development, and administration and performance management. A stress management program of sufficient comprehensiveness is needed to address the many sources of stress. Such a program should be developed using a team approach involving subject matter experts and Navy recruiting personnel. Keywords: Work stress, Stress management, Military recruiting.

Automated performance monitoring provides a strategic management tool for crisis management

Abstract: Organizational crises ultimately result from an inadequate management process. Dysfunctional reporting mechanisms cause higher management to learn about emerging problems only when they become critical. To strengthen an organization's defenses, I propose adding a graphical framework to the MIS output for strategic-level managers

Performance management in hospitals

Abstract: • A submitted manuscript is the author's version of the article upon submission and before peer-review. There can be important differences between the submitted version and the official published version of record. People interested in the research are advised to contact the author for the final version of the publication, or visit the DOI to the publisher's website. • The final author version and the galley proof are versions of the publication after peer review. • The final published version features the final layout of the paper including the volume, issue and page numbers.

Data Set Allocation and Performance Management Under System Managed Storage.

Abstract: Abstract: System managed storage (SMS) redefines data set allocation for the MVS operating system and provides new data set level performance management capabilities that exploit advanced cached control unit functionality. Unfortunately, the algorithms and measurement data sources that support these DFSMS 2 functions are poorly defined in the available documentation. This tutorial will provide a detailed description of the execution of ACS (Automatic Class Selection) routines, SRM (System Resources Manager) interface, device selection, volume free space management, inter-system communication, data set level caching and interfaces with the 3990-3 control unit.

Improving small purchase operations at the National Naval Medical Center Bethesda, Maryland

Abstract: : This research was accomplished to perform a management problem analysis study of the Procurement Department at the National Naval Medical Center, Bethesda, MD. The goal of this research was to develop an organizational plan to increase small purchase productivity, improve quality of purchase documentation and strengthen customer service through improved utilization of personnel resources, increased levels of training, increased utilization of efficient procurement techniques and automation. Results of this research included recommendations for redesign of the Procurement Department's organizational structure and position classifications, a job specialization plan, and establishment of performance management measures. The study further developed a framework for an employee training plan. Recommendations for improvement to the Blanket Purchase Agreement system and increasing automation were also provided.

Management assessment : implications for development and training.

Abstract: : Training needs of first level, middle level, and upper level managers within the Federal Aviation Administration (FAA) were assessed through the analysis of two current agency surveys: the bienniel Job Satisfaction Survey and the new, annual Survey-Feedback-Action Program Areas of analysis included the identification of areas of strong and weak performance among managers, comparisons of perceptions of management at differences levels within an organization, supervisory skills among managers, differences between ratings of male and female managers, and the relationship between responses to job context and management items Results of the analyses indicated that the relative weak areas of performance among FAA management were in communication and performance management Differences in perceptions of management among employees at different organizational levels suggested a need for additional study of potentially dysfunctional communication patterns in large facilities to enhance development of training in communication skills Integration of these results with the study of mid-level managerial functions and competencies is also necessary for application to training The job satisfaction surveys served to provide a fist step toward improved systematization of management development and training in the FAA

Middle management of research

Abstract: The role of the middle manager in a research organization is discussed. The middle manager serves as a liaison between upper management and researchers to assure that individual research projects manifest the goals of the organization. The author draws on his long experience in this role to describe management practices that have proven successful. A general discussion is presented of the makeup of a research environment, derived from a study of a division involved in aerospace research and development (R and D). The study emphasized the importance of planning and management style in producing an attractive environment. Management practices are described, which include goal setting, planning, staffing, reviewing and evaluating, and rewarding. The importance of selecting and defining an appropriate research area is discussed. It is emphasized that in relating to the staff the middle manager must cultivate the human side of supervision, develop the art of delegating responsibility, judiciously select facilities, and provide recognition and meaningful rewards to develop a productive research staff. The development of the staff is probably the most important and challenging role of the manager.

Is good engineering management related to a respectable performance

Abstract: The author tries to quantify the measurement of good engineering management through interviews with operations management specialists. The engineering management score is obtained for a sample of large Japanese firms, and correlated against their financial performance. A positive correlation between the standard of engineering management and sales profitability among the sample companies was found. >

On-line performance management of computer communication networks

Abstract: The conceptual design and prototypical development of a performance management procedure for computer communication networks are presented. The procedure aims to improve the network performance by online adjustment of protocol parameters. The techniques of perturbation analysis in discrete-event dynamical systems, stochastic approximation, and learning automata are used in formulating the performance management procedure. The prototype procedure is evaluated on a test apparatus which consists of a number of host computers interconnected by an IEEE 802.4-based MAP network, and test results are presented and discussed. The conceptual design offers a step forward to bridging the gap between management standards and users' demands for efficient network operations, since most standards, such as ISO and IEEE standards, address only the architecture and interfaces for network management. The proposed concept of performance management can be used as an offline tool for selecting default parameter settings of a network. >