One of the important issues in Islamic management is attracting the employees' attention to their strengths and weaknesses.Strong employee recognition and rewarding them, and thereby creating an incentive to improve their efficiency are among the leading causes of efficiency evaluation. The main objective of the current study is to investigate the factors and characteristics affecting the effectiveness of employee efficiency evaluation system. For this purpose, firstly the factors and indices effective on leadership and management of the organization managers will be investigated and then, a desired pattern for efficiency determination will be provided. The statistical population of the study primarily included the senior managers of the public sector.the measurement instrument of the study was a 95-question questionnaire which was formed by the researcher by the use of management and administration theories based on the previous studies, analyzed by the confirmatory factor analysis. The questionnaire validity was measured by Cronbach's alpha and the total test validity was calculated as 0.823. The factor analysis results indicated that 7 factors affect the organization managers' leadership and administration.For this purpose, by the use of available information and questionnaires, the input data were collected for 8 selected units for Data Envelopment Analysis (DEA) that regarding the input nature of the CCR model vector, the model was solved with three different approaches (definitive approaches, the definitive approaches with the fuzzy combination of the homogenous parameters, and the fuzzy approach with limited weights). By comparing the efficiency of different units and comparing their rankings in these three approaches, the efficient unit 5 and 6did well in terms of efficiency
Self-directed teams a Mexican perspectiveIJAEMSJORNAL
Self-directed teams and culture development are widely used by scientists in various disciplines and is found particularly often in discussion of the integrations of aspects of Mexican Philosophy. However, no consistent information of this terms exists according to Mexican literature. Thus, the objective of this paper is to derive a definition of self-directed teams and culture development by means of a systematic literature review that includes different perspectives and research streams to define the influence of self-directed team in culture development. As result, in Mexican case, there are components in common as performances, leadership, team creation changes manager, capacity, and supply chain in in self-directed teams.
Analyzing Correlation of Leadership Style with Organizational Maturity a Mili...inventionjournals
Management and leadership are the pillars of every organization and society. Advancement of technology, complexity and size of today’s organizations, and organizations’ continuous effort to gradually evolve their processes and achieve organizational maturity to gain competitive advantage and greater sustainability have highlighted the role of organizational leadership more than ever. Conducted in 2016, the present research is an attempt to determine the Correlation between Leadership Style and Organizational Maturity in a Military Organization .This research is an applied study in terms of objective, and a descriptivesurvey study with respect to data collection method. The statistical population included 150 personnel of a military organization. The data is collected using two questionnaires: the leadership style questionnaire and the organizational maturity questionnaire. The questionnaire's reliability is 0.98 using the Cronbach’s alpha for all dimensions of the questionnaire. A construct validity assessment is conducted to calculate the questionnaire’s validity, and results reflected validity of the research instrument (AVE>0.5). Data analysis is carried out through structural equations modeling in Smart PLS. Results revealed that the variance and path coefficients have significantly adequate values. Findings were also reflective of a significant Correlation between leadership style and organizational maturity of employees. However, a significant negative Correlation is observed between organization’s leadership goal setting and organizational maturity on the one hand, and leadership style and organizational maturity on the other. As a result, the research hypotheses were rejected. In addition, there is no Correlation between organizational maturity and leadership style, and thus the related hypothesis is rejected in studied organization.
Critical Review of Success Factors of Knowledge Management System (KMS) on Co...ijsrd.com
This research paper is based on extensive research work on success factors and framework of knowledge management in competency building of business organization. In this research paper the researcher analyzed the success factors, which are enablers towards decision making process and explore the knowledge management in every phases of the organizational decision making process. The researcher is also tried to optimize the decision making capabilities in competency building on decision making platform towards business optimization. This paper is also emphasized the success factors which directly affected to decision making capabilities in competency building of business organization.
Self-directed teams a Mexican perspectiveIJAEMSJORNAL
Self-directed teams and culture development are widely used by scientists in various disciplines and is found particularly often in discussion of the integrations of aspects of Mexican Philosophy. However, no consistent information of this terms exists according to Mexican literature. Thus, the objective of this paper is to derive a definition of self-directed teams and culture development by means of a systematic literature review that includes different perspectives and research streams to define the influence of self-directed team in culture development. As result, in Mexican case, there are components in common as performances, leadership, team creation changes manager, capacity, and supply chain in in self-directed teams.
Analyzing Correlation of Leadership Style with Organizational Maturity a Mili...inventionjournals
Management and leadership are the pillars of every organization and society. Advancement of technology, complexity and size of today’s organizations, and organizations’ continuous effort to gradually evolve their processes and achieve organizational maturity to gain competitive advantage and greater sustainability have highlighted the role of organizational leadership more than ever. Conducted in 2016, the present research is an attempt to determine the Correlation between Leadership Style and Organizational Maturity in a Military Organization .This research is an applied study in terms of objective, and a descriptivesurvey study with respect to data collection method. The statistical population included 150 personnel of a military organization. The data is collected using two questionnaires: the leadership style questionnaire and the organizational maturity questionnaire. The questionnaire's reliability is 0.98 using the Cronbach’s alpha for all dimensions of the questionnaire. A construct validity assessment is conducted to calculate the questionnaire’s validity, and results reflected validity of the research instrument (AVE>0.5). Data analysis is carried out through structural equations modeling in Smart PLS. Results revealed that the variance and path coefficients have significantly adequate values. Findings were also reflective of a significant Correlation between leadership style and organizational maturity of employees. However, a significant negative Correlation is observed between organization’s leadership goal setting and organizational maturity on the one hand, and leadership style and organizational maturity on the other. As a result, the research hypotheses were rejected. In addition, there is no Correlation between organizational maturity and leadership style, and thus the related hypothesis is rejected in studied organization.
Critical Review of Success Factors of Knowledge Management System (KMS) on Co...ijsrd.com
This research paper is based on extensive research work on success factors and framework of knowledge management in competency building of business organization. In this research paper the researcher analyzed the success factors, which are enablers towards decision making process and explore the knowledge management in every phases of the organizational decision making process. The researcher is also tried to optimize the decision making capabilities in competency building on decision making platform towards business optimization. This paper is also emphasized the success factors which directly affected to decision making capabilities in competency building of business organization.
HR ANALYTICS: A MODERN TOOL IN HR FOR PREDICTIVE DECISION MAKINGIAEME Publication
Developments in Human Resources Management (HRM) are fast being integrated
with corresponding changes in data and information processing, which are
restructuring our environments. The domain of human resource analytics, which can be
understood as a data and analytical thinking-centred approach to Human Resources
Management, is fast becoming an indispensable part of organisational setups. The
present study explores the existing literature in the field of HR analytics and their
implications for predictive decision-making in organisations. This will also include
critically reviewing the literature on the integration of HR analytics in organisational
setups through the introduction of relevant IT infrastructure and provisions.
This paper presents a proposed conceptual model for implementing and monitoring performance of the HR operating plan based on the resource-based view of the firm (RBV) theory and systems theory and thinking (ST&T). The proposed model should provide organizational and human resources leaders, as well as organizational development practitioners with the ability to develop the organizations’ internal environment as a driver of competitive advantage, including recognition of how the whole organization system and the environment influence subsystem components. This proposed conceptual model bridges a gap in literature related to defining an aligned human resources performance measurement and management system and the subsequent link to organizational performance.
To Explore how Enterprise Resource Planning System is Enhancing Internal Fina...AI Publications
The study aims to assess how an organisation deploys ERPs’ availability in ensuring effective internal controls to ensure effective financial decision-making, the importance for organisations to achieve their objectives. To achieve this the study put in place four objectives; to evaluate how management commitments can influence an effective internal control in NGOs, evaluate their effectiveness through the use of an ERP, assess how best operations cycles and procedures can be improved by systems to ensure improved internal controls while understanding the shorting during the implementations. It is believed that the systems have the capabilities of deployment in most major functions of the organisations and therefore ensures faster and accurate decision-making also protect and reduce mismanagements of the donor funds. The study seeks to assess ERPs usefulness to stakeholders in the organisation finances use and coordination The significance of the study is that it can be used by the organisation in making better financial decisions, improve their efficiency and effectiveness and also by the authorities and the professional organisation to improve the reporting. The project will be of significant importance to the NGOs across Tanzania, their management, staff beneficiaries, regulatory authorities such as TRA and the registrar of NGOs, scholars and current and potential donors The study revies pieces of literature such as, the internal control systems, Enter Resource Planning System as a tool of controls, internal control environments and activities and monitoring and controls, Four interlinked theories that are
Dr. Salvatore Falletta presented on Employee Engagement: Models, Methods & Madness to the SBODN community on Monday, September 12th 2011 at Citrix, a corporate sponsor to SBODN. Enjoy!
- SBODN Directors Jeff Richardson & Cherie Del Carlo
The Impact of Transformational Leadership on Organizational Change Management...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California.
In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
The Influence of Leadership Style and Organizational Climate on Work Relation...theijes
The purpose of this study was to determine and analyze the influence of Leadership Style and Organizational Climate on Work Relationship. Collecting data used quetionaire. Sampling method used proportionate cluster random sampling. The sample was partially of Private University in Southeast Sulawesi and the sampled respondents were middle-level managers (Dean and Vice Dean), manager of the lowest level (LPPM, LPMI, Department, Study Program, BAAK, Library and Laboratory), and organizing committee (faculty and staff), as well as students. The numbers of samples in this study were 350 respondents. Method of data analysis used Partial Least Square (PLS). The results showed that of Leadership Style has positive and significant influence on Employment Relationship. Organizational Climate has positive and significant influence on Work Relationship. Leadership Style has positive and significant influence on Organizational Climate.
Competency model development: A study of conceptual frameworkinventionjournals
Adjustment between employer with optimum occupation is not easy when jobs are likely to be complicated. This research shows that the more complex the work, the more difficult to identify the most important tasks and competencies associated with successful. Therefore, competency system is necessarily applied to determines the success or failure of the management functions implementation which strictly depend on the quality of human resources.
HR ANALYTICS: A MODERN TOOL IN HR FOR PREDICTIVE DECISION MAKINGIAEME Publication
Developments in Human Resources Management (HRM) are fast being integrated
with corresponding changes in data and information processing, which are
restructuring our environments. The domain of human resource analytics, which can be
understood as a data and analytical thinking-centred approach to Human Resources
Management, is fast becoming an indispensable part of organisational setups. The
present study explores the existing literature in the field of HR analytics and their
implications for predictive decision-making in organisations. This will also include
critically reviewing the literature on the integration of HR analytics in organisational
setups through the introduction of relevant IT infrastructure and provisions.
This paper presents a proposed conceptual model for implementing and monitoring performance of the HR operating plan based on the resource-based view of the firm (RBV) theory and systems theory and thinking (ST&T). The proposed model should provide organizational and human resources leaders, as well as organizational development practitioners with the ability to develop the organizations’ internal environment as a driver of competitive advantage, including recognition of how the whole organization system and the environment influence subsystem components. This proposed conceptual model bridges a gap in literature related to defining an aligned human resources performance measurement and management system and the subsequent link to organizational performance.
To Explore how Enterprise Resource Planning System is Enhancing Internal Fina...AI Publications
The study aims to assess how an organisation deploys ERPs’ availability in ensuring effective internal controls to ensure effective financial decision-making, the importance for organisations to achieve their objectives. To achieve this the study put in place four objectives; to evaluate how management commitments can influence an effective internal control in NGOs, evaluate their effectiveness through the use of an ERP, assess how best operations cycles and procedures can be improved by systems to ensure improved internal controls while understanding the shorting during the implementations. It is believed that the systems have the capabilities of deployment in most major functions of the organisations and therefore ensures faster and accurate decision-making also protect and reduce mismanagements of the donor funds. The study seeks to assess ERPs usefulness to stakeholders in the organisation finances use and coordination The significance of the study is that it can be used by the organisation in making better financial decisions, improve their efficiency and effectiveness and also by the authorities and the professional organisation to improve the reporting. The project will be of significant importance to the NGOs across Tanzania, their management, staff beneficiaries, regulatory authorities such as TRA and the registrar of NGOs, scholars and current and potential donors The study revies pieces of literature such as, the internal control systems, Enter Resource Planning System as a tool of controls, internal control environments and activities and monitoring and controls, Four interlinked theories that are
Dr. Salvatore Falletta presented on Employee Engagement: Models, Methods & Madness to the SBODN community on Monday, September 12th 2011 at Citrix, a corporate sponsor to SBODN. Enjoy!
- SBODN Directors Jeff Richardson & Cherie Del Carlo
The Impact of Transformational Leadership on Organizational Change Management...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Dr. William Allan Kritsonis earned his BA in 1969 from Central Washington University, Ellensburg, Washington. In 1971, he earned his M.Ed. from Seattle Pacific University. In 1976, he earned his PhD from the University of Iowa. In 1981, he was a Visiting Scholar at Teachers College, Columbia University, New York, and in 1987 was a Visiting Scholar at Stanford University, Palo Alto, California.
In June 2008, Dr. Kritsonis received the Doctor of Humane Letters, School of Graduate Studies from Southern Christian University. The ceremony was held at the Hilton Hotel in New Orleans, Louisiana.
The Influence of Leadership Style and Organizational Climate on Work Relation...theijes
The purpose of this study was to determine and analyze the influence of Leadership Style and Organizational Climate on Work Relationship. Collecting data used quetionaire. Sampling method used proportionate cluster random sampling. The sample was partially of Private University in Southeast Sulawesi and the sampled respondents were middle-level managers (Dean and Vice Dean), manager of the lowest level (LPPM, LPMI, Department, Study Program, BAAK, Library and Laboratory), and organizing committee (faculty and staff), as well as students. The numbers of samples in this study were 350 respondents. Method of data analysis used Partial Least Square (PLS). The results showed that of Leadership Style has positive and significant influence on Employment Relationship. Organizational Climate has positive and significant influence on Work Relationship. Leadership Style has positive and significant influence on Organizational Climate.
Competency model development: A study of conceptual frameworkinventionjournals
Adjustment between employer with optimum occupation is not easy when jobs are likely to be complicated. This research shows that the more complex the work, the more difficult to identify the most important tasks and competencies associated with successful. Therefore, competency system is necessarily applied to determines the success or failure of the management functions implementation which strictly depend on the quality of human resources.
Linking leadership style, organizational culture, motivation and competence o...inventionjournals
This research aims to analyze empirically the influence of leadership style, organizational culture, motivation, and competencies on civil servants performance in mediation is job satisfaction. The design of this research using survey method with the collection of the data in cross-section through the questionnaire. Determination of a sample using simple random sampling with the total number of respondents as much as 265 employees. Methods of analysis of data used in hypothesis testing are the analysis moments of structures. This research provide evidence that leadership style, organizational culture and competence of a positive and significant effect on the job satisfaction, while the negative effect of motivation but Significantly to job satisfaction. Then the leadership style and organizational culture is positive but not significant effect on civil servants performance and motivation as well as competence and job satisfaction the positive and significant effect on the civil servants performance. Job satisfaction is not as mediating variable in explaining the effect of leadership styles and organizational culture on the civil servants performance, while on the other mediation of job satisfaction testing proved to be a full mediation in analyzing the effect of motivation and competencies on the civil servants performance.
Running Head THE RESEARCH PROPOSAL BUS8115 – BUS8120 THE RE.docxWilheminaRossi174
Running Head: THE RESEARCH PROPOSAL BUS8115 – BUS8120
THE RESEARCH PROPOSAL BUS8115 – BUS8120 lxxviii
The Research Proposal: The Role of Strategic Management and Leadership Traits on Employee Performance, Motivation, and Job Satisfaction: Chapters 1 – 5 of the Dissertation
Submitted to South University
College of Business
In Partial Fulfillment of the Requirements
For the Degree of
Doctor of Business Administration
Ameki Williams
September 2022
Abstract
The research study will focus on the role of strategic management traits on employee performance, motivation, and job satisfaction. A literature review shows that strategic management style affects employees' performance, determination, and job satisfaction. Pioneer scholars have extensively researched strategic management styles though there is limited literature on the impacts of management traits. The purpose of the study is to illustrate the need for new management approaches in organizational management by comparing the varying effects of management and leadership traits on performance, motivation, and job satisfaction. The existing management styles have weaknesses necessitating the need for more advanced approaches that can address these limitations. The study looks at different management traits to blend them to meet employees' needs and organizations' objectives. The researchers will use a situational strategic management theoretical framework to venture into the study. The framework recognizes the need for leadership adaptability based on situations. Stakeholders will use the findings to strengthen organizational management. In this study, researchers are using management, as well as leadership in other areas.
Dedication
Acknowledgements
List of Tables
List of Figures
Table of Contents
Abstract iii
Dedication iv
Acknowledgements v
List of Tables vi
List of Figures vii
Chapter 1 - Introduction xi
Purpose of the Study xii
Statement of the Problem xii
Theoretical Framework xiii
Definitions xiii
Research Questions and Hypotheses xiv
Scope of the Study xvii
Delimitations: xvii
Limitations: xvii
Assumptions, Risks and Biases xviii
Significance of the Study xix
Summary xix
Chapter 2 - Literature Review xxi
Definition of Strategic Management xxii
The strategy statements xxiii
Importance of vision and mission statements xxiii
Conceptual Framework xxiv
Strategic Decisions in Strategic Management xxxii
Characteristics and Features of Strategic Decisions in Strategic Management xxxiii
Business Policy xxxv
Features of a Good Business Policy xxxv
Importance of Business Policies xxxvi
SWOT Analysis xxxvii
Factors of the SWOT Analysis (Strengths, Weaknesses, Opportunities, and Threats) xxxvii
Advantages of SWOT Analysis xxxix
Limitations of SWOT Analysis xli
Competitor Analysis xlii
Reasons for Doing a Competitor Analysis xlii
Strategic Lea.
RESEARCH PROPOSAL MBA-HUMAN RESOURCE MANAGEMENT1. Project (re.docxronak56
RESEARCH PROPOSAL: MBA-HUMAN RESOURCE MANAGEMENT
1. Project (research topic) title
The title of this proposal is: "Effectiveness of Reward System and Appraisals System in increasing the Retention and Productivity of employees in Retail Sector"
2. Project (research topic) summary
In no more than 100 words, intelligible to a reader who is not a specialist in this field, summarize the aims, significance and expected outcomes of your proposed research.
Project summary:
Organizations and the business sectors use the system of appraisal to gauge the performance of the various employees. Moreover, rewarding of well-performing employees is a motivation to the employees. This project aims a studying the effective systems of appraisal and rewarding in the retail business. Effective appraisal systems ensure that there is progress in the organization. Effective appraisal systems are appreciated by the employees and are the basis of retaining good performing employees. The proposal aims at providing an understanding effectiveness of systems of rewarding and appraisal to the performance and retention of the employees.
3. Project (research topic) details
3.1 Introductory background
The human resource department plays an important role in ensuring that all units of a business are integrated. They do this by employee management; performing appraisals and rewarding of well-performing employees. Rewards appraisal is significant in raising the employee motivation and levels of performances (Hendry, 2012).
3.2 Research questions
The research question aims to answer the effects of rewarding and appraisal system in the business. The research questions include:
· What is the system of rewarding in the business?
· How is the appraisal system of the business like?
· The effects of the appraisal and rewarding system on the employees
· How do the employees react to the system of appraisal?
Hypothesis
H0: Effective appraisal and rewarding systems in a retail organization lead to employee retention in the retail organization.
H1: Effective appraisal and rewarding systems in a retail organization lead to increased employee productivity in the retail organization.
3.3 Aims/Objectives of the project
The following are the objects of the research.
· To have an understanding of the significance of the systems of appraisal and rewarding in the retail sector.
· To have an understanding of the impact of rewarding and appraisal system on employee productivity.
· To have an understanding of the employees the systems used to appraise and reward employees for their retention.
· To understand the importance of reward and appraisal systems in the retail organization.
· To understand the extent of employee retention through effective reward and appraisal system.
· To understand the increase in productivity that is related to reward and appraisal system.
3.4 Significance/Contribution to the discipline
In the organizations, the rewarding and appraisal systems hav ...
MGMT665, MBA CapstoneLive Chat #3 Focus on Organizatio.docxLaticiaGrissomzz
MGMT665, MBA Capstone
Live Chat #3: Focus on Organizational Behavior & HRM
Dr. Joe Cappa
CTU Library— Quick Review General TourIBISWorld
CTU Library DatabasesIBISWorld
General Management ResponsibilitiesPlanning
Organizing
Leading
ControllingManages, controls, evaluates resources (people, capital, raw materials) current and future.Organizes and manages projects.
Leads teams.
Motivates, evaluates, & coaches teams; maintains oversight of processes; assesses progress toward goals.
Planning Tools
Diagrams for Visualizing Data
Affinity
Tree
More Complex Visualizations
Interrelationship Diagram
Matrix Diagrams
https://asq.org/quality-resources/matrix-diagram
An
L-shaped matrix relates two groups of items to each other (or one group to itself).
A
T-shaped matrix relates three groups of items: groups B and C are each related to A; groups B and C are not related to each other.
A
Y-shaped matrix relates three groups of items: each group is related to the other two in a circular fashion.
A
C-shaped matrix relates three groups of items all together simultaneously, in 3D.
An
X-shaped matrix relates four groups of items: each group is related to two others in a circular fashion.
A
roof-shaped matrix relates one group of items to itself; it is usually used along with an L- or T-shaped matrix.
Prioritization Matrix
https://www.process.st/prioritization-matrix/
Model
Example
Process Design Program Chart (PDPC)
https://www.benchmarksixsigma.com/
Model
Example
2nd PDPC Example
https://asq.org/quality-resources/process-decision-program-chart
Network Diagram Example
https://miro.com/blog/network-diagram/
Organizing ToolsOperations ManagementSix Sigma or DMAICOrder processing, warehouse management, & demand forecastingProject ManagementPert & Gantt chartsCalendarsEstablished goalsBudgetingSpreadsheets
Team Leadership ToolsEmployee Personalities (examples below):PeacemakerOrganizerRevolutionarySteamrollerCommunications Clear messagesMatch assignments to typeFeedbackTeam-building modelsAssessmentReasonable expectations/goalsFair evaluationGiving credit/rewardsCoachingDevelopmentProfessional developmentGoal-settingPromotions
Controlling ToolsAccounting & Finance PoliciesOperational Management Control System TechniquesActivity-based costingBalanced scorecardBenchmarkingCapital budgetingJust-in-TimeKaizen (continuous improvement)TQMProject management processesHR PoliciesProcedures
Subject Review: People, people, people
Management
Components of Management RoleManagemen.
For the West Coast Transit marketing team were made and now yo.docxAKHIL969626
For the West Coast Transit marketing team were made and now your job is to present
the recommendation to your director. Surprisingly though, a directive is issued
informing management that only four people will be able to staff the team, which will of
course increase the pressure finalizing the selection.
Consider the vision for a successful West Coast Transit marketing team composed in
Topic 3. Narrow down the team selection to four individuals for presentation to the
director. Decide which strategies will be most effective for leading the agreed-upon
team. Compose a PowerPoint presentation (10-12 slides) with a justification for the team
selection and summary of the decision-making process that addresses the following:
1. Who are the four team members, and what was the primary reason each person
was selected?
2. What are the primary strengths of the team? What are its potential weaknesses?
How positive is the management team about the team's potential? Justify your
answers with evidence from "West Coast Transit Team Member Profiles."
3. What strategies will be most effective for motivating the team, managing
conflict, and ensuring its success? Cite specific motivational theories, conflict-
resolution strategies, and leadership strategies in your answer.
4. How difficult was it to come to a decision regarding team selection? Which
potential team member was most difficult to come to a consensus about? Why?
5. Justify how the selected team embodies the values of Conscious Capitalism how
the tenet of stakeholder orientation played a role in the team selection process.
6. Describe how value is created for each stakeholder, and in what ways will the
team positively impact the business as a whole?
7.
You are required to use at least three academic references to support your reasoning for
the team selection process.
_______________________________________________________________
_______________________________________________________________
Report Information from ProQuest
December 30 2016 18:48
_______________________________________________________________
30 December 2016 ProQuest
Table of contents
1. Social work perceptions of transformational and transactional leadership in health care............................ 1
Bibliography...................................................................................................................................................... 11
30 December 2016 ii ProQuest
Document 1 of 1
Social work perceptions of transformational and transactional leadership in health care
Author: Gellis, Zvi D
ProQuest document link
Abstract: Despite the resurgence of leadership research, few investigations have examined the association
between leadership behaviors and organizational performance in the social work field. The purpose of this study
Wa's to evaluate empirically a model that delineates two types of leadership processes, transformational and
transactional leadership, within socia ...
Improving Productivity through Appropriate Performance Appraisal in Pakistan ...Muhammad Arslan
The purpose of this study is to analyze the impact of performance appraisal on productivity. Appraisal tools are
used to measure the output of workers which are compared with the given tasks with specific working
environment in designing these tools there is three step process define the job, appraise the performance and
providing the relative feedback. The manager should take keen in designing. Cross tabulation methods is used to
analyze this phenomenon. Face to face interview and questionnaire will be the research strategy and this will be
cross sectional study i.e. one time study; data collection method will be secondary data, primary data through
random sampling will be collected from the contractors of transport companies of Pakistan State Oil Limited
and general analytical method will be used for data analysis. The finding of study suggests that performance
appraisal system has significant effect on personal skill and by using the combination of two methods; rating and
narrative method leads us improvement in productivity of the organization.
Analysis of Performance Appraisal Systems on Employee Job Productivity in Pub...inventionjournals
Universities appraisal system is meant to enhance the performance of employees by integrating an individual’s goal with those of the organization. Despite the Universities Management having an appraisal system, performance in public universities in the country remains relatively poor. The purpose of the study was to analyze performance appraisal systems on employee job productivity in public universities. The main objective of the study was to determine the effect of self-assessment on the performance of employees in Public Universities. The research study was carried out in four universities namely Masinde Muliro University of Science and Technology, Maseno, Moi and Jaramogi Oginga Odinga University of Science and Technology. Data collection instruments used was mainly questionnaire. Both content and construct reliability was carried out through engagement of experts in preparing the questionnaire. Piloting was done in Laikipia University College, though the results were not used in the study. To ensure that the instrument is reliable, a Cronbach’s Alpha of Coefficient of 0.876, was attained, which is far way above the recommended 0.7 in social sciences. The study employed descriptive survey research design. The target population consisted of 11,296 employees and 4 Registrars in charge of Administration. Purposive sampling was used to select the four universities and four registrars. Data analysis was done using the statistical Package for Social Science (Version 20). Both descriptive and inferential statistics were used in data analysis. The results were presented in form of tables, charts and cross tabulations. From the findings, self-assessment was an important section in performance appraisal as it contributed to improvement in employee job productivity. The findings will contribute to the pool of knowledge in the field of Human Resource Management and will form the basis of reference by interested parties in future. The management of public universities will use the findings of this study to guide them in performance management. Furthermore, the findings will be a source of reference for academicians who intend to carry out studies in relation to the subject of performance appraisal systems.
International Journal of Engineering Research and Development (IJERD)IJERD Editor
call for paper 2012, hard copy of journal, research paper publishing, where to publish research paper,
journal publishing, how to publish research paper, Call For research paper, international journal, publishing a paper, IJERD, journal of science and technology, how to get a research paper published, publishing a paper, publishing of journal, publishing of research paper, reserach and review articles, IJERD Journal, How to publish your research paper, publish research paper, open access engineering journal, Engineering journal, Mathemetics journal, Physics journal, Chemistry journal, Computer Engineering, Computer Science journal, how to submit your paper, peer reviw journal, indexed journal, reserach and review articles, engineering journal, www.ijerd.com, research journals,
yahoo journals, bing journals, International Journal of Engineering Research and Development, google journals, hard copy of journal
Influence of Knowledge Management Processes on Organizational Performance in ...inventionjournals
This research attempts to establish a link between knowledge management processes and organizational performance in knowledge intensive service sectors. The key dimensions of knowledge management processes have been identified which could influence the organizational performance. Metric has been developed for the empirical investigation of the relationships between these research constructs. Structural Equation Modelling (SEM) using partial least square techniques has been used to test these hypotheses with a sample size of 491 knowledge workers (330 - Higher educational institutions and 161 from the IT companies) to investigate the empirical relationships between the factors. All the four hypotheses were supported. The testing of the hypotheses justified the identification of the key dimensions of KM as the critical success factors in terms of the organizational performance. Implications of the study would enable the strategic planning managers to make their knowledge management processes more effective so as to enhance the organizational performance
Industrial Training at Shahjalal Fertilizer Company Limited (SFCL)MdTanvirMahtab2
This presentation is about the working procedure of Shahjalal Fertilizer Company Limited (SFCL). A Govt. owned Company of Bangladesh Chemical Industries Corporation under Ministry of Industries.
Final project report on grocery store management system..pdfKamal Acharya
In today’s fast-changing business environment, it’s extremely important to be able to respond to client needs in the most effective and timely manner. If your customers wish to see your business online and have instant access to your products or services.
Online Grocery Store is an e-commerce website, which retails various grocery products. This project allows viewing various products available enables registered users to purchase desired products instantly using Paytm, UPI payment processor (Instant Pay) and also can place order by using Cash on Delivery (Pay Later) option. This project provides an easy access to Administrators and Managers to view orders placed using Pay Later and Instant Pay options.
In order to develop an e-commerce website, a number of Technologies must be studied and understood. These include multi-tiered architecture, server and client-side scripting techniques, implementation technologies, programming language (such as PHP, HTML, CSS, JavaScript) and MySQL relational databases. This is a project with the objective to develop a basic website where a consumer is provided with a shopping cart website and also to know about the technologies used to develop such a website.
This document will discuss each of the underlying technologies to create and implement an e- commerce website.
Hierarchical Digital Twin of a Naval Power SystemKerry Sado
A hierarchical digital twin of a Naval DC power system has been developed and experimentally verified. Similar to other state-of-the-art digital twins, this technology creates a digital replica of the physical system executed in real-time or faster, which can modify hardware controls. However, its advantage stems from distributing computational efforts by utilizing a hierarchical structure composed of lower-level digital twin blocks and a higher-level system digital twin. Each digital twin block is associated with a physical subsystem of the hardware and communicates with a singular system digital twin, which creates a system-level response. By extracting information from each level of the hierarchy, power system controls of the hardware were reconfigured autonomously. This hierarchical digital twin development offers several advantages over other digital twins, particularly in the field of naval power systems. The hierarchical structure allows for greater computational efficiency and scalability while the ability to autonomously reconfigure hardware controls offers increased flexibility and responsiveness. The hierarchical decomposition and models utilized were well aligned with the physical twin, as indicated by the maximum deviations between the developed digital twin hierarchy and the hardware.
NUMERICAL SIMULATIONS OF HEAT AND MASS TRANSFER IN CONDENSING HEAT EXCHANGERS...ssuser7dcef0
Power plants release a large amount of water vapor into the
atmosphere through the stack. The flue gas can be a potential
source for obtaining much needed cooling water for a power
plant. If a power plant could recover and reuse a portion of this
moisture, it could reduce its total cooling water intake
requirement. One of the most practical way to recover water
from flue gas is to use a condensing heat exchanger. The power
plant could also recover latent heat due to condensation as well
as sensible heat due to lowering the flue gas exit temperature.
Additionally, harmful acids released from the stack can be
reduced in a condensing heat exchanger by acid condensation. reduced in a condensing heat exchanger by acid condensation.
Condensation of vapors in flue gas is a complicated
phenomenon since heat and mass transfer of water vapor and
various acids simultaneously occur in the presence of noncondensable
gases such as nitrogen and oxygen. Design of a
condenser depends on the knowledge and understanding of the
heat and mass transfer processes. A computer program for
numerical simulations of water (H2O) and sulfuric acid (H2SO4)
condensation in a flue gas condensing heat exchanger was
developed using MATLAB. Governing equations based on
mass and energy balances for the system were derived to
predict variables such as flue gas exit temperature, cooling
water outlet temperature, mole fraction and condensation rates
of water and sulfuric acid vapors. The equations were solved
using an iterative solution technique with calculations of heat
and mass transfer coefficients and physical properties.
Welcome to WIPAC Monthly the magazine brought to you by the LinkedIn Group Water Industry Process Automation & Control.
In this month's edition, along with this month's industry news to celebrate the 13 years since the group was created we have articles including
A case study of the used of Advanced Process Control at the Wastewater Treatment works at Lleida in Spain
A look back on an article on smart wastewater networks in order to see how the industry has measured up in the interim around the adoption of Digital Transformation in the Water Industry.
Overview of the fundamental roles in Hydropower generation and the components involved in wider Electrical Engineering.
This paper presents the design and construction of hydroelectric dams from the hydrologist’s survey of the valley before construction, all aspects and involved disciplines, fluid dynamics, structural engineering, generation and mains frequency regulation to the very transmission of power through the network in the United Kingdom.
Author: Robbie Edward Sayers
Collaborators and co editors: Charlie Sims and Connor Healey.
(C) 2024 Robbie E. Sayers
About
Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
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Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
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Indigenized remote control interface card suitable for MAFI system CCR equipment. Compatible for IDM8000 CCR. Backplane mounted serial and TCP/Ethernet communication module for CCR remote access. IDM 8000 CCR remote control on serial and TCP protocol.
• Remote control: Parallel or serial interface
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• Remote control system for accessing CCR and allied system over serial or TCP.
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Cosmetic shop management system project report.pdfKamal Acharya
Buying new cosmetic products is difficult. It can even be scary for those who have sensitive skin and are prone to skin trouble. The information needed to alleviate this problem is on the back of each product, but it's thought to interpret those ingredient lists unless you have a background in chemistry.
Instead of buying and hoping for the best, we can use data science to help us predict which products may be good fits for us. It includes various function programs to do the above mentioned tasks.
Data file handling has been effectively used in the program.
The automated cosmetic shop management system should deal with the automation of general workflow and administration process of the shop. The main processes of the system focus on customer's request where the system is able to search the most appropriate products and deliver it to the customers. It should help the employees to quickly identify the list of cosmetic product that have reached the minimum quantity and also keep a track of expired date for each cosmetic product. It should help the employees to find the rack number in which the product is placed.It is also Faster and more efficient way.
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6th International Conference on Machine Learning & Applications (CMLA 2024)ClaraZara1
6th International Conference on Machine Learning & Applications (CMLA 2024) will provide an excellent international forum for sharing knowledge and results in theory, methodology and applications of on Machine Learning & Applications.
6th International Conference on Machine Learning & Applications (CMLA 2024)
Analysis of the Human Resources Efficiency by the Use of Data Envelopment Analysis (A Case Study of the Public Sector)
1. International Journal of Humanities and Social Science Invention
ISSN (Online): 2319 – 7722, ISSN (Print): 2319 – 7714
www.ijhssi.org ||Volume 6 Issue 6||June. 2017 || PP.37-43
www.ijhssi.org 37 | Page
Analysis of the Human Resources Efficiency by the Use of Data
Envelopment Analysis (A Case Study of the Public Sector)
Hamid Alizadeh
M.A. in Business Management and Member of Khatam Anbia University, Tehran, Iran
(Hamid.Alizadeh@srbiau.ac.ir)
Abstract: One of the important issues in Islamic management is attracting the employees' attention to their
strengths and weaknesses.Strong employee recognition and rewarding them, and thereby creating an incentive
to improve their efficiency are among the leading causes of efficiency evaluation. The main objective of the
current study is to investigate the factors and characteristics affecting the effectiveness of employee efficiency
evaluation system. For this purpose, firstly the factors and indices effective on leadership and management of
the organization managers will be investigated and then, a desired pattern for efficiency determination will be
provided. The statistical population of the study primarily included the senior managers of the public sector.the
measurement instrument of the study was a 95-question questionnaire which was formed by the researcher by
the use of management and administration theories based on the previous studies, analyzed by the confirmatory
factor analysis. The questionnaire validity was measured by Cronbach's alpha and the total test validity was
calculated as 0.823. The factor analysis results indicated that 7 factors affect the organization managers'
leadership and administration.For this purpose, by the use of available information and questionnaires, the
input data were collected for 8 selected units for Data Envelopment Analysis (DEA) that regarding the input
nature of the CCR model vector, the model was solved with three different approaches (definitive approaches,
the definitive approaches with the fuzzy combination of the homogenous parameters, and the fuzzy approach
with limited weights). By comparing the efficiency of different units and comparing their rankings in these three
approaches, the efficient unit 5 and 6did well in terms of efficiency.
Keywords: Human resources efficiency, confirmatory factor analysis, data envelopment analysis, fuzzy
approach with limited weights, input-directed CCR model
I. Introduction
Efficiency Evaluation in facilitating the organizational effectiveness is an important task of human
resources management. In recent years, much attention has been paid to the role of efficiency
evaluation.According to experts, an effective system of efficiency evaluation can lead to many advantages for
organizations and their employees. Longenecker and Nykodym (1996) have expressed that efficiency evaluation
system a) Provides specific efficiency feedback to improve employee efficiency, b) determines the employee
training requirements, c) Provide and facilitate staff development, d) make a close relationship between the
personnel conclusion and efficiency, and e) Increase motivation and productivity of employees. Also, Roberts
and Pavlak (1996) believe that efficiency evaluation can be used for different administrative and developmental
purposes such as a) to assess individual efficiency based on organizational needs, b)prediction of feedback to
employees in order to improve or strengthen their behavior, and c) allocation of bonuses and promotions.
Meantime, many of the conventional management and human resources systems do not seem proper
and old patterns are considered inefficient. During the last decade, many organizations have come to the result
that, in practice, that have no efficiency evaluation system through which they transfer their priorities and goals
to employees and follow the employees’ improvement. Human, due to extensity of cognitive areas and using
different instruments, such as feeling, observation, perception, experience and power of belonging and thinking
on various topics, is especially sensitive about the analysis and evaluation of the employees’ behavior and
efficiency and the set of these factors have affected the managers access to the effective efficiency evaluation
(Stredwick, 2005). Based on what has been mentioned above, the main question of the study is that what the
effective factors and characteristics on the employees’efficiency evaluation system effectiveness are? What
pattern can be used for calculation of the employees’ efficiency?
In today's organizational environments, identification of the factors effective on the success of the
managers and their respective organizations is of a great importance. Through identification of these factors, the
way for the meaningful decision-making is paved and application of appropriate strategies is facilitated. On the
other hand, the organizations and institutes, with consideration for these factors, can carefully compare their
situation with that of their corresponding organizations at the national and international levels in future, and
continuously improve it. So far, various studies have been conducted on identification of the factors effective on
2. Analysis of the Human Resources Efficiency by the Use of Data Envelopment Analysis (A Case Study
www.ijhssi.org 38 | Page
managers’ success, each of which coming to different results. In many of these studies, benchmarks and indices
to measure the success of managers have been provided.
The public sector, as the sector for implementation of public services, is one of the strategic institutions
of the country.Thus, the requirement to provide appropriate public services is presence of the prospective
leaders and managers.Leadership traits and management of the public sector, in most cases, have major
differences with the leadership and management of the business sector and commercial organizations.In other
words, the realization of this subject requires identification of the factors and indices of leadership and
management proportionate to future conditions. The prerequisite of durability, persistence and survival of the
public services in the field of rapid developments (which in this organization is more than other organizations)is
to identify the factors and indices of effective leadership and management in the future. In this way, the top
managers of the organization should re-examine the habits and practices and with a critical view, better identify
the factors and indicesof leadership and management.Thus, organizational development is a function of the
variability of this important sector, particularly in terms of leadership and management.
II. Review Of Related Literature
The factors and indices of effective leadership and management have been researched in several studies
that some of them will be discussed below.Imam Ali (pbuh) (epistle 53, Nahj Al-Balaghah, narrated by Dashti,
2010) commands Malek Ashtar that: assign a person as your commander of your army who meets the following
ten characteristic: 1) is the most benevolent and compassionate to the God, prophet, and the Imam, 2) is the
most chaste, 3) is the wisest and smartest, 4) is irritated so rarely, 5) accepts apology timely, 6) is gracious and
kind to the poor, 7) is strong and rigid against the powerful and arrogant. 8) Traumatic events never stops him,
9) never succumb to weakness and cowardice, and 10) is from a decent, personable, competent, and brave
family.
Borden and Baneta (2008) in a study have described the indices of the management and leadership as
pre-active leadership, a new mental structure, constant change and innovation, organizational development,
understandinghis and his respectful organization mission, identifying the threats and opportunities, considering
the environmental factors, strategic planning, value-orientation in affairs, and the application of the rules of
human relationships.
Educational Resources Information Center (ERIC) (2010) in a study have expressed the most important
indices of leadership and management: A) the unique personality characteristics (such as mobility, ability to
influence others, honesty and integrity, confidence, positive self-concept, intelligence, deep technical and
general knowledge), B) the unique behavioral characteristics (such as initiation, respect for the subordinates,
etc.).Mitchel (2007) in a study divided the indices and the factors effective on leadership and management into
three groups: 1) Leadership characteristics (such as extraversion, physical abilities, social acceptance, education,
intelligence, independence, self-confidence, popularity and propriety), 2) Leadership and management behavior
(such as initiative, ability to influence others, etc.), 3)Action and leadership management practices (such as
setting the desired goals, maintenance for the goals, maintenance of group structure, facilitating the interaction,
facilitating the group efficiency, maintain morale, etc.).
Mirkamali (2010) in study divided the factors and indices affecting the leadership and management
into three groups: A) Basic skills are those abilities that are required to continue a normal career such as
physical health, emotional health, sanity, thinking and perception, health of faith (monotheistic and
organizational) and the piety and commitment;B) the maturity abilities: are abilities that put a person at a higher
level than a normal person, leading to clean power, reasoning and rational conclusions on the issues for the
leader such as knowledge (general and specialized), human skills, conceptual skills and professional skills,
experience, distinguishing, judgment, decision making and problem solving, being purposeful and being
motivated in doing things; C) leadership ability: He believes that the general and maturity abilities are more
dedicated to themanagement and leadership abilitieswhich include the committed aspects of authority such as
the ideology, executive authority, practical authority, political power, social power, etc. are related to leadership.
Shirouye et al (2009) in a study titled "Evaluation and analysis of employee efficiency using data envelopment
analysis" investigated and measured the efficiency of human resources by the use of DEA and questionnaire for
data collection. In the DEA model, the salary, job responsibilities, work environment and employee size are
taken as input and job satisfaction, organizational commitment, motivation and job displacement are taken as
output. After calculation of efficiency in DEA, the ranking and statistical analyses were carried out in different
categories of personnel.
Najafi et al (2004) in a study titled "measurement decision-making support systems and provision of
appropriate solutions to improve the productivity of human resources" have introduced a supporting system for
decision-making. This system, by the help of various mathematical tools, fuzzy logic, Analytic Hierarchy
Process and etc. represented the productivity of human resources and then identified the factors and causes
which played a role for the current status of human resources in the order of importance and offered the
3. Analysis of the Human Resources Efficiency by the Use of Data Envelopment Analysis (A Case Study
www.ijhssi.org 39 | Page
appropriate strategies for enhancing productivity of human resource to its users.Alirezaei (2011) in a study titled
"Development of methods of AHP / DEA for ranking decision making units" dealt with developing the
AHP/DEA method. In the first stage of the two-stage method, for determination of the pairwise comparisons
matrix values, in addition to measurement of units’ efficiency ratio, they have also measured the effect of each
of the units on the other units in order to have a more comprehensive look at the issue of rankings.In the second
stage, they showed that the proposed method, in addition to provision of a logical ranking of decision-making
units, conform to the efficient/inefficient DEA ranking. Numerical examples are also given in this article by the
help of which, in addition to explaining the procedure, a more intuitive understanding of the issues raised in the
article is provided.
III. Methodology
The current study is a descriptive study from the survey type using the field study. For choosing the
case group, by the use of stratified random sampling and sample size formula, 202 people were chosen as the
samples, including six top managers, 76 middle managers, and 130 general experts. The measurement
instrument was a 95-question questionnaire made by the researcher by the aid of management and leadership
theories as well as the previous studies results. The questionnaire was then analyzed and interpreted by the
confirmatory factor analysis. The reliability of the measurement instrument was calculated as 0.823 by the use
Cronbach's alpha. The results of the factor analysis indicate that there are 7 factors effective on the
organization's leadership and management: first factor is spiritual characteristics with 18 indices, second factor
is professional capabilities with 22 indices, third factor is personal characteristics with 12 indices, fourth factor
is the behavioral characteristics with 17 indices, fifth factor is the mental health with 14 indices, sixth factor is
leadership and management capability with 7 indices, and seventh factor is job output with 5 indices. The
responses to each question was rated based on the Likert 5-point scale. Also the content validity of the
questionnaire was confirmed by some of the members of the faculty. For ranking the efficient units, the
Anderson-Peterson (AP) model was used in the current study. Also the descriptive statistics indices such as
mean and standard deviation as well as the statistical procedures such as Cronbach's alpha, correlation
coefficient, and confirmatory factor analysis by the use of LISREL software were used for initial analysis.
IV. Findings
1- Determination of the Indices
The results in table 1 describes the seven dimensions of the questionnaire of the effective factors on human
resource efficiency measurement among which, the highest mean belongs to the mental health. On the other
hand, figure one represents the relationship between human resource and sub-scales.
Table 1: Questionnaire Subscales Characteristics
Factor Min. Max. Mean Variance
Standard
deviation
Elongation Skewness
Spiritual
characteristics
2 7 5.75 1.25 1.11 -1.2 0.87
Personal
characteristics
1 7 5.15 1.83 1.35 0.01 0.13
Behavioral
characteristics
1 7 4.25 1.73 1.31 -0.82 0.54
Mental health 2 7 5.65 2.64 1.62 -0.57 1.25
Management
capabilities
1 7 5.02 2.46 1.56 -0.87 0.95
Professional
capabilities
1 7 5.25 1.68 1.29 0.01 0.13
Job output 1 7 5.12 1.35 1.16 -0.84 0.64
Figure 1: seven factors of human resources efficiency
4. Analysis of the Human Resources Efficiency by the Use of Data Envelopment Analysis (A Case Study
www.ijhssi.org 40 | Page
The table 2 shows that the chi-square value 0.26 is the square of chi-square value 11.22. Since the most
important statistic of the fitness is chi-square value, it measures the difference between the observed and
predicted matrices. This statistic is very sensitive to sample size, so it is divided on the degree of freedom. If the
result is less than 2, it is appropriate. As it is seen in table 3, it is less than 2. Among the other indices is the
Goodness of Fitness Index (GFI) which indicates the acceptable and desirable fitness. Root Mean Square Error
of Approximation (RMSEA) of the GFI is 0.38. Since it is less than 0.05, it is acceptable and it confirms the
model of the study. Other indices such as CFI, NNFI, NFI, GFI, and AGFI were all above 0.9 which confirm the
fitness of the model.
Table 2: Human Resources Efficiency Model Fitness
df CFI NNFI NFI GFI AGFI RMSEA
Rate 0.26 11.22 0.99 0.98 0.95 0.98 0.93 0.39
Criterion
Less than
2 ----
More
than 0.9
More
than 0.9
More
than 0.9
More
than 0.9
More
than 0.9
More than 0.9
interpretation
Optimal
fitness
Optimal
fitness
Optimal
fitness
Optimal
fitness
Optimal
fitness
Optimal
fitness
Optimal
fitness
Optimal
fitness
2- Units Ranking
At this stage, we deal with the efficiency measurement of the selected units by the CCR input-based model with
three different approaches. In each approach, the information and parameters combination method specific to
that method was used and then, the results of the approaches were compared.
2-1- Input-based CCR Model with Fuzzy Combination of the Homogenous Parameters
In this method also the conventional CCR model was used save for the difference that the inputs and
outputs of this model were not calculated by summation of the subsets of each input or output, but they are
calculated by fuzzy combination of the subset factors of each element. Also, the AHP method was introduced in
a fuzzy multi-method manner. In the current study, the Buckley method was used. This table was distributed to
10 experts. The weights of different types of the above costs were: 0.541, 0.2426, and 0.2164, respectively.
For other tables of pairwise comparisons, the final weights of the subsets of the input and output elements were
calculated as follows: (however, the weight of the different levels of education and the score of experience in
that level, as well as the weight of air defense equipment were calculated by another method. In this regard, the
public sector experts were asked to determine the weights of different education levels in a scale of a maximum
of 10 points and each year of experience in that level proportionate to each level. The final weight of each of the
equipment was also calculated through averaging each dedicated weight).
Table 3: the final weight of each educational level and the score of each year of experience in that level
Educational levels weights Score per each year of educational level
High school diploma 2.436 0.223
Diploma 4.518 0.457
Associate degree 5.805 0.549
Bachelor 7.845 0.815
Master’s degree 10 1
Table 4: final weight of each types of costs
Weight of movable property costs Weight of administrative costs Weight of labor costs
0.2426 0.2164 0.541
Table 5: weight of each factor
If we put the above inputs and outputs, instead of the definitive CCR model inputs and outputs, another
definitive model titled "CCR model with fuzzy combination of homogenous parameters" will be obtained in
which for combination of the homogenous parameters and reduction of the number of inputs and outputs, the
approximate opinions of the public sector experts have been used. The results of the implementation of this
model are shown in table 8. In this model also the Anderson-Peterson model was used for ranking the efficient
units.
Spiritual
characteristics
Personal
characteristics
Behavioral
characteristics
Mental health
Management
capabilities
Professional
capabilities
Job output
0.184 0.09 0.149 0.131 0.152 0.123 0.171
5. Analysis of the Human Resources Efficiency by the Use of Data Envelopment Analysis (A Case Study
www.ijhssi.org 41 | Page
2-2- Input-based CCR model with Fuzzy Approach and Limited Weights
This model is generalized from the model mentioned before. The approximate opinions of the experts
were used for combination of the homogenous parameters. In doing this, after designing the CCR model with
fuzzy combination of the homogenous parameters approach, a series of weight controlling limits were applied.
For obtaining these limits and adding them to the mentioned model, the experts’ ideas on the relative importance
of each input and output by the aid of the two tables of pairwise comparison of different types of inputs and
outputs, were used. The final weight of each input and output of the model is calculated as follows:
Table 6: model input weights
Equipment weight Capital weight Personnel weight Costs weight
0.3098 0.091 0.3193 0.212
Table 7: model output weights
Weight of service quantity Factors weight Time weight Weight formalities records
0.167 0.2744 0.1624 0.2442
If the above weights are placed in the model, the definitive efficiency per unit, with regards to the
experts’ ideas will be obtained. However, since by placement of the weights in the model, the problem may be
unjustified, a confidence area should be considered for the above obtained weights. Since it is unknown in
which confidence area, the problem is justified, an extensive range was considered for confidence area with
regards to the “α” variable, in which the closer the “α” value is to 1, the calculated efficiency is more definitive
and the expert’s ideas are applied more precisely. On the other hand, the closer the “α” value is to zero, the
calculated efficiency is fuzzier and the expert’s ideas are applied for a larger range of the wights.Here, it was
assumed the minimum allocated weights of each input and output is zero and the maximum alloated weights of
each of them is two times the weight allocated to each parameters. For example the costs weight in the model,
instead of the defenitive number 0.212 is shown as the range [0 and 0.424] and the α variable was also used as
follows:
(1-α)0.212+0.212≤ν1≤(1-α)0.2120.212-
In which the ν1 is the weight of the first input (costs wieght). If =1,ν1is exactly equal to 0.212, however the more
α moves towards 0, the model will be fuzzier and ν1 value will be obtained in the range of 0 and 2*.0212. The
above limit indicates a triangular fuzzy number as 0.424, 0.212, and 0, which is shown with the α cut. The above
mentioned bounded limit, if simplified, can be shown as two following limits:
α×0.212≥ν1 α×0.424-0.212≤ν1
The efficiency of the units with solving this problem and in α=0.6 is shown in table 8. Here also for ranking the
efficient units, the Anderson-Peterson (AP) model is used.
Table 8: comparison between the efficiency rate and complete ranking of Kahatam-al-Anbia air defense in three
different approaches
Unit
Fuzzy approach with limited weights Elements fuzzy combination Definitive approach
Unit
rank
Efficient
units
efficiency
rate
Unit
efficiency
value
Unit
rank
Unit
efficiency
rate
Unit
efficiency
value
Unit
rank
Unit
efficiency
rate
Unit
efficiency
value
1 6 0.4918 6 0.7818 8 4585/0
2 4 0.6128 5 0.8499 5 0.7276
3 7 0.4449 3 1.032 1 2 2. 356 1
4 8 0.4071 8 0.5503 7 0.5017
5 2 1.5503 1 2 1.79 1 4 1.319 1
6 1 2.356 1 1 5.17 1 1 5.376 1
7 5 0.5519 7 0.7488 6 0.6083
8 3 0.6276 4 0.893 3 1.832 1
Mean 0.59147 0.86193 0.85648
In the current study, for measurement of the efficiency of the public sector units as well as the ranking,
the input-oriented CCR model with three different approaches were used. In this chapter, the data obtained from
these approaches are analyzed and interpreted. Two types of analyses and interpretations have been conducted
on the results:
- Comparison of the rankings and efficiency of the units in three different approaches
- The correlation between the obtained rankings and efficiency in three different approaches.
6. Analysis of the Human Resources Efficiency by the Use of Data Envelopment Analysis (A Case Study
www.ijhssi.org 42 | Page
2-3- Comparison between the Units Rankings and Efficiency in Three Different Approaches
In the following table, the number of the efficient units, the percentage of the efficient units, the
minimum and maximum efficiency, as well as the mean efficiency of the units in three different approaches are
provided. As it shown, in the definitive approach, 4 out of the 8 units (almost 0.5 of the units) were diagnosed
efficient which indicates the lack of proper separation between units. Also, in the second approach (definitive
approach with fuzzy combination of homogenous parameters) the number of the efficient units is so high (3
units, which means 0.37 of the units are efficient). However, in the third approach (fuzzy approach with limited
weights) the number of the efficient units is reduced and only two units are efficient, which indicate the high
ability of this model in separation. Also, regarding this table, it is observed that the mean calculated efficiency
for the first and second approaches are almost the same, while for fuzzy approach with limited weights, it is
much less than the other two approaches.
Table 9: comparison between the ranking and efficiency of the bank units in three different approaches
Fuzzy approach with limited
weights
Definitive approach with fuzzy
combination of homogenous
parameters
Definitive approach
234Number of efficient units
0.250.370.5Efficient units percentage
0.44490.55030.4585Minimum efficiency
111Maximum efficiency
0.59140.86190.8564Mean efficiency
2-4- Correlation between the Ranking and Efficiency Obtained in Three Different Approaches
In the current study, the selected units’ efficiency as well as their ranking based on the efficiency was
measured in three approaches as definitive, definitive with fuzzy combination of the homogenous parameters,
and fuzzy with application the fuzzy weights of the inputs and outputs. The results are shown in table 8. Now,
for testing whether there is a different between the definitive approach and the other two approaches in terms of
ranking, the Spearman correlation coefficient is used. The reason behind the use of this statistical procedure is
that the obtained mean efficiencies for the unit in the three approaches may have significant differences, but the
rankings in these three approaches do not have big difference. Also, for exploring whether there is a difference
between the efficiency rate for the unit obtained in the three different approaches, the Spearman correlation
coefficient has been used. This coefficient is also used for evaluation of the correlation between the obtained
efficiency rates in the three approaches whose results are shown in table 10.
Table 10: correlation between the ranking and efficiency in three different approaches
0.8267=r
Pearson correlation coefficient between the definitive and definitive with fuzzy combination of homogenous
parameters approaches in terms of efficiency
0.3978=r
Pearson correlation coefficient between the definitive approach and definitive with fuzzy approach with limited
weights in terms of efficiency
0.4639=r
Pearson correlation coefficient between the definitive approach with fuzzy combination of homogenous
parameters and fuzzy approach with limited weigh in terms of efficiency
0.906=rs
Pearson correlation coefficient between the definitive and definitive with fuzzy combination of homogenous
parameters approaches in terms of ranking
0.507=rs
Pearson correlation coefficient between the definitive approach and definitive with fuzzy approach with limited
weights in terms of ranking
0.57=rs
Pearson correlation coefficient between the definitive approach with fuzzy combination of homogenous
parameters and fuzzy approach with limited weigh in terms of ranking
As it is shown in table 10, the correlation between the efficiency rate of the unit in the two approaches
definitive and definitive with fuzzy combination of the homogenous parameters is high. Also, the rankings in
these two approaches are highly correlated. Therefore, it can be concluded that the weights given by the experts
for combination of the similar input and output factors are not significantly effective on the unit ranking and
their efficiency rate.However, the correlation between the two approaches definitive and definitive with fuzzy
with limited weights, and the two approaches definitive with fuzzy combination of the homogenous parameters
and fuzzy with the limited weights is very low both in efficiency rate and unit ranking. It is indicative of the
high impact of the fuzzy weight given by the experts on the unit efficiency rate and its ranking. In other words,
the application of the approximate weights given by the experts of the public sector has led to a visible
replacement in the units ranking.
V. Conclusion And Suggestions
The current study aimed at ranking the units of a public sector organization. The factor analysis was
proposed in the current study for identification of the factors and indices effective on public sectors managers’
leadership and the effective factors on the leadership and management were determined for prioritization of the
7. Analysis of the Human Resources Efficiency by the Use of Data Envelopment Analysis (A Case Study
www.ijhssi.org 43 | Page
factors. Then, the selection procedure of the factors effective on the leadership and management was provided
by formulation of a stepwise factors analysis model and as the next step, its validity was expressed. The results
of the factor analysis indicate that the factors effective on leadership and management are 7: first factor is
spiritual characteristics with 18 indices, second factor is professional capabilities with 22 indices, third factor is
personal characteristics with 12 indices, fourth factor is the behavioral characteristics with 17 indices, fifth
factor is the mental health with 14 indices, sixth factor is leadership and management capability with 7 indices,
and seventh factor is job output with 5 indices. Finally, these 7 factors constitute up to 70.3% of the total
variance of leadership and management of the public sector high managers.
Regarding the results obtained from the current study, the following suggestions can be adapted and provided:
- Using more qualitative indices alongside with the quantitative indices
- Using a larger statistical population
Using other techniques beside the DEA such as Gray relational analysis, TOPSIS techniques and hierarchical
analysis
Ultimately, it is suggested that regarding the importance leadership and management factors, the
current study should be re-conducted by more experienced researchers in the form of a national study.
Generally, in this pattern, the factors and indices can determine the public sector management and leadership in
a systemic manner. It is hoped the components and indices derived from the current study are effective for
measurement of the leadership and management of the public sector managers as a valid and reliable means, in a
way their application enables the public sector to measure the factors creating their leadership and management
and use it to change their direction from being plan-laden to planning.
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