1) The document discusses the effectiveness of performance management systems and analyzes employee perceptions of an organization's PMS through surveys.
2) It finds that most employees are satisfied with their current PMS but that training and development opportunities could be improved to enhance employee performance.
3) Statistical analysis shows a correlation between PMS and organizational climate, suggesting PMS impacts how employees view their work environment.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Stress management and employee engagement for chance4change conference sept 2012Natalie C. Postruznik
Survey on employee engagement in relationship to work-related stress was conducted on an financial organization. over 52 % of variance is explained through this relationship.
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
International Congress of Coaching Psychology 2014 (Kiuchi & Aoki)Keita Kiuchi
Slides presented at an International congress of coaching psychology 2014 held by the Special Group in Coaching Psychology in the British Psychological Society
The impact of the Japanese Employee's SF interactions on the work related var...Keita Kiuchi
The document summarizes 3 surveys conducted in Japan that examined the impact of solution-focused interactions among employees on work-related variables. The surveys found that: 1) Solution-focused interactions moderately increased work engagement for restaurant workers; 2) Solution-focused interactions explained about half the differences in perceived productivity and commitment for municipal workers; 3) Solution-focused interactions had a greater influence on mental health for manufacturers than social support and job factors. The surveys validated a scale for measuring solution-focused interactions in Japanese workplaces.
1) The document reports on a 2012 survey of 546 government employees from 53 countries regarding their perceptions of bureaucracy in their organizations.
2) Key findings include that only 23% of respondents spent over 70% of their day focused on tasks, and the majority felt their ability to improve performance was limited by the organizational structure.
3) A statistical model found employees were much more likely to focus on tasks if administrative tasks and outside stimulation took up less than 10% of their day, and if they were satisfied with their work schedule. This supports the theory that unnecessary controls reduce performance.
A comparative study on selective psychological variables among the team game ...Alexander Decker
The document summarizes a study that compared psychological variables like mental toughness between team game athletes and individual game athletes.
The study involved administering a mental toughness questionnaire to 80 intercollegiate athletes divided evenly between team games and individual games. It analyzed variables like self-confidence, motivation, attention control, goal setting, visualization, and attitude control.
The results found no significant differences in mental toughness or its sub-variables between team game and individual game athletes based on two-way ANOVA analysis. The study concluded that within its limitations, there was no significant difference in psychological variables measured between the two types of athletes.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Stress management and employee engagement for chance4change conference sept 2012Natalie C. Postruznik
Survey on employee engagement in relationship to work-related stress was conducted on an financial organization. over 52 % of variance is explained through this relationship.
This study aims to examine and analyze the Influence of job stress, organizational climate and job
environment on employee turnover intention. Research uses causal analysis with a quantitative approach.
Population in this study was 121 employees. Sample collection technique uses simple random sampling. Sample
of 93 employees is obtained based on Slovin formula. Data analysis uses multiple linear regression
International Congress of Coaching Psychology 2014 (Kiuchi & Aoki)Keita Kiuchi
Slides presented at an International congress of coaching psychology 2014 held by the Special Group in Coaching Psychology in the British Psychological Society
The impact of the Japanese Employee's SF interactions on the work related var...Keita Kiuchi
The document summarizes 3 surveys conducted in Japan that examined the impact of solution-focused interactions among employees on work-related variables. The surveys found that: 1) Solution-focused interactions moderately increased work engagement for restaurant workers; 2) Solution-focused interactions explained about half the differences in perceived productivity and commitment for municipal workers; 3) Solution-focused interactions had a greater influence on mental health for manufacturers than social support and job factors. The surveys validated a scale for measuring solution-focused interactions in Japanese workplaces.
1) The document reports on a 2012 survey of 546 government employees from 53 countries regarding their perceptions of bureaucracy in their organizations.
2) Key findings include that only 23% of respondents spent over 70% of their day focused on tasks, and the majority felt their ability to improve performance was limited by the organizational structure.
3) A statistical model found employees were much more likely to focus on tasks if administrative tasks and outside stimulation took up less than 10% of their day, and if they were satisfied with their work schedule. This supports the theory that unnecessary controls reduce performance.
A comparative study on selective psychological variables among the team game ...Alexander Decker
The document summarizes a study that compared psychological variables like mental toughness between team game athletes and individual game athletes.
The study involved administering a mental toughness questionnaire to 80 intercollegiate athletes divided evenly between team games and individual games. It analyzed variables like self-confidence, motivation, attention control, goal setting, visualization, and attitude control.
The results found no significant differences in mental toughness or its sub-variables between team game and individual game athletes based on two-way ANOVA analysis. The study concluded that within its limitations, there was no significant difference in psychological variables measured between the two types of athletes.
This document discusses using performance strategies to evaluate employer performance. It proposes measuring how factors like age, gender, education and experience impact performance using questionnaires. The study examined 30 employers at ICCI in Iraq. Performance strategies can help set goals, provide feedback, identify strengths/weaknesses, reward good performance and deal with underperformance. Regular evaluations are recommended to spot issues early and ensure fair treatment of employees.
A STUDY ON ROLE OF OCCCUPATIONAL STRESS ON EMPLOYEES PRODUCTIVITY-2Indhu Mathi Ganesan
This study examines the impact of occupational stress on employee productivity at Pothys boutique in Chennai, India. It utilized surveys to collect data from 80 employees on stress factors like work hours, career opportunities, and facilities, as well as productivity metrics like performance and turnover. The results showed various stressors negatively affected productivity. Specifically, employees reported dissatisfaction with lack of care from the organization, reflecting stress that lowered productivity. The study aims to help identify key stressors and their relationship to productivity in order to suggest ways for the organization to reduce stress and increase employee output.
Pandemic Stress - Effect of the COVID-19 Shelter-In-Place Situation on Job Sa...Sitie F Ajmal
Group work by Sitie Ajmal, Monida Sieng, and Scott Whiteman.
Submitted as final research project for the course BUS 235B (Business Research) Spring 2020 session at San Jose State University.
Disclaimer: The results reported are from a class project conducted during the BUS 235B course at SJSU; this data should not be considered as or used in any official/academic publication.
This thesis examines the relationship between perceived leadership styles (classical, transactional, visionary, organic) and employee engagement, and explores how this relationship is moderated by employee characteristics (need for achievement, equity sensitivity, need for clarity). The thesis includes a literature review on leadership styles, employee engagement, and potential moderating variables. Research hypotheses are developed and tested using survey data from employees. The findings provide insights into how different leadership styles relate to employee engagement for certain types of employees.
The document discusses factors that influence staff turnover in the hotel industry, specifically in Gauteng, South Africa. It reviews literature showing high staff turnover is common due to casual/seasonal work and a lack of effective induction and training programs. The author aims to determine if induction/training programs increase organizational commitment and reduce turnover. A quantitative survey of hotel employees will analyze the relationships between these variables and potential moderators like income, department, and tenure. Hypotheses are presented expecting induction/training to positively impact commitment and negatively impact turnover.
The document summarizes a research study that developed an Innovative Work Behavior Scale to measure innovative behavior among agricultural extension personnel.
The researchers initially constructed 50 statements measuring two dimensions of innovative work behavior: teaching role and managerial role. Expert judges evaluated the statements for relevance. The 50 statements were then administered to 99 extension personnel, and various statistical analyses were used to refine the scale.
The results showed that 32 statements with high factor loadings and correlation constituted the final Innovative Work Behavior Scale. The scale demonstrated good validity and reliability. The scale can help measure the frequency of innovative behaviors exhibited by extension personnel in their teaching and managerial roles.
An analytical study on investors’ awareness and perceptioniaemedu
This document analyzes an analytical study on investors' awareness and perception towards hedge funds in Gujarat, India. It surveyed 246 investors to assess their awareness of hedge funds and perceptions of the benefits and challenges of hedge funds. The study found that most investors did not believe hedge funds are the same as mutual funds. Investors highly rated the potential for hedge funds to adopt various tactics and strategies as an advantage. They also highly rated several challenges that hamper hedge fund growth in India, including SEBI regulations, lack of awareness and transparency about hedge funds. The study aimed to assess the relationship between investors' demographics and their awareness of hedge funds.
A novel approach for satellite imagery storage by classifyiaemedu
This document presents a novel approach for classifying and storing satellite imagery by detecting and storing only non-duplicate regions. It uses kernel principal component analysis to reduce the dimensionality and extract features of satellite images. Fuzzy N-means clustering is then used to segment the images into blocks. A duplication detection algorithm compares blocks to identify duplicate and non-duplicate regions. Only the non-duplicate regions are stored in the database, improving storage efficiency and updating speed compared to completely replacing existing images. Support vector machines are used to categorize the non-duplicate blocks into the appropriate classes in the existing images.
Adaptive load balancing techniques in global scale grid environmentiaemedu
The document discusses various adaptive load balancing techniques for distributed applications in grid environments. It first describes adaptive mesh refinement algorithms that partition computational domains using space-filling curves or by distributing grids independently or at different levels. It also discusses dynamic load balancing using tiling and multi-criteria geometric partitioning. The document then covers repartitioning algorithms based on multilevel diffusion and the adaptive characteristics of structured adaptive mesh refinement applications. Finally, it discusses adaptive workload balancing on heterogeneous resources by benchmarking resource characteristics and estimating application parameters to find optimal load distribution.
A survey of mitigating routing misbehavior in mobile ad hoc networksiaemedu
This document summarizes existing methods to detect misbehavior in mobile ad hoc networks (MANETs). It discusses how routing protocols assume nodes will cooperate fully, but misbehavior like packet dropping can occur. It describes several techniques to detect misbehavior, including watchdog, ACK/SACK, TWOACK, S-TWOACK, and credit-based/reputation-based schemes. Credit-based schemes use virtual currencies to provide incentives for nodes to forward packets, while reputation-based schemes track nodes' past behaviors. The document aims to survey approaches for mitigating the impact of misbehaving nodes in MANET routing.
1) The document discusses the Cyclic Model Analysis (CMA) technique for sequential pattern mining which aims to predict customer purchasing behavior.
2) CMA calculates the Trend Distribution Function from sequential patterns to model purchasing trends over time. It then uses Generalized Periodicity Detection and Trend Modeling to identify periodic patterns and construct an approximating model.
3) The Cyclic Model Analysis algorithm is applied to further analyze the patterns, dividing the domain into segments where the distribution function is increasing or decreasing and applying the other techniques recursively to fully model the cyclic behavior.
A self recovery approach using halftone images for medical imageryiaemedu
This document summarizes a proposed approach for securely transferring medical images over the internet using visual cryptography and halftone images. The approach uses error diffusion techniques to generate a halftone host image from the grayscale medical image. Shadow images are then created from the halftone host image using visual cryptography algorithms. When stacked together, the shadow images reveal the secret medical image. The halftone host image also contains an embedded logo that can be extracted to verify the integrity of the reconstructed image without a trusted third party.
The document discusses semantic web services and their challenges. It provides an overview of semantic web technologies like WSDL, SOAP, UDDI, and OIL which are used to build semantic web services. The semantic web architecture adds semantics to web services through ontologies written in OWL and DAML+OIL. Key approaches to semantic web services include annotation, composition, and addressing privacy and security. However, semantic web services still face challenges in achieving their full potential due to issues in representation, reasoning, and a lack of real-world applications and data.
A review on phase change materials & their applicationsiaemedu
The document summarizes phase change materials (PCMs) and their applications for latent heat storage. It discusses:
1. PCMs store and release large amounts of heat energy during phase transitions from solid to liquid or vice versa. This allows for high energy storage density compared to sensible heat storage.
2. PCMs can be classified as organic, inorganic, or eutectic materials. Common organic PCMs include paraffin and fatty acids which have high latent heats but low thermal conductivity. Inorganic PCMs like salt hydrates do not supercool and have stable phase change properties over cycling.
3. PCMs are promising for applications in solar energy storage and
Max Clements is seeking a business position and provides his resume. He has a 3.68 GPA in a business administration program at BYU-Idaho expected to graduate in winter 2017. His relevant coursework includes economics, accounting, management, communications, and finance. For over 3 years he has worked at Winger's Roadhouse as a serving coach and trainer, helping to increase sales by 18% and revising training programs. For 3 months in 2015 he was a general manager for Kebab Kaboom, helping the start-up earn over $45,000 in revenue and $60,000 in sales with an 1800% return on investment. He served an LDS mission in Milwaukee for 2 years speaking Hmong
Profil Uwibowo, lulusan Sarjana Teknik Industri Universitas Teknologi Yogyakarta dengan IPK 3.4. Memiliki pengalaman kerja sebagai Quality Control di PT Prakarsa Langgeng Majubersama selama 2 tahun sejak 2010 hingga 2012. Kemampuan komputer mencakup MS Office dan AutoCad. Hobi bermain bola voli dan futsal serta senang belajar hal baru. Saat ini tinggal di Karawang, Jawa Barat.
This document discusses ecosystem services and emerging markets for them. It provides background on the concept of ecosystem services and examples. Key points include:
- Ecosystem services are benefits that ecosystems provide to people, like food, water, recreation opportunities.
- Markets are emerging for ecosystem services like carbon sequestration, water quality protection, as demand increases for these natural benefits.
- Managing lands for both traditional uses like timber and ecosystem services like watershed protection through emerging markets could provide additional revenue streams for landowners.
This document discusses using performance strategies to evaluate employer performance. It proposes measuring how factors like age, gender, education and experience impact performance using questionnaires. The study examined 30 employers at ICCI in Iraq. Performance strategies can help set goals, provide feedback, identify strengths/weaknesses, reward good performance and deal with underperformance. Regular evaluations are recommended to spot issues early and ensure fair treatment of employees.
A STUDY ON ROLE OF OCCCUPATIONAL STRESS ON EMPLOYEES PRODUCTIVITY-2Indhu Mathi Ganesan
This study examines the impact of occupational stress on employee productivity at Pothys boutique in Chennai, India. It utilized surveys to collect data from 80 employees on stress factors like work hours, career opportunities, and facilities, as well as productivity metrics like performance and turnover. The results showed various stressors negatively affected productivity. Specifically, employees reported dissatisfaction with lack of care from the organization, reflecting stress that lowered productivity. The study aims to help identify key stressors and their relationship to productivity in order to suggest ways for the organization to reduce stress and increase employee output.
Pandemic Stress - Effect of the COVID-19 Shelter-In-Place Situation on Job Sa...Sitie F Ajmal
Group work by Sitie Ajmal, Monida Sieng, and Scott Whiteman.
Submitted as final research project for the course BUS 235B (Business Research) Spring 2020 session at San Jose State University.
Disclaimer: The results reported are from a class project conducted during the BUS 235B course at SJSU; this data should not be considered as or used in any official/academic publication.
This thesis examines the relationship between perceived leadership styles (classical, transactional, visionary, organic) and employee engagement, and explores how this relationship is moderated by employee characteristics (need for achievement, equity sensitivity, need for clarity). The thesis includes a literature review on leadership styles, employee engagement, and potential moderating variables. Research hypotheses are developed and tested using survey data from employees. The findings provide insights into how different leadership styles relate to employee engagement for certain types of employees.
The document discusses factors that influence staff turnover in the hotel industry, specifically in Gauteng, South Africa. It reviews literature showing high staff turnover is common due to casual/seasonal work and a lack of effective induction and training programs. The author aims to determine if induction/training programs increase organizational commitment and reduce turnover. A quantitative survey of hotel employees will analyze the relationships between these variables and potential moderators like income, department, and tenure. Hypotheses are presented expecting induction/training to positively impact commitment and negatively impact turnover.
The document summarizes a research study that developed an Innovative Work Behavior Scale to measure innovative behavior among agricultural extension personnel.
The researchers initially constructed 50 statements measuring two dimensions of innovative work behavior: teaching role and managerial role. Expert judges evaluated the statements for relevance. The 50 statements were then administered to 99 extension personnel, and various statistical analyses were used to refine the scale.
The results showed that 32 statements with high factor loadings and correlation constituted the final Innovative Work Behavior Scale. The scale demonstrated good validity and reliability. The scale can help measure the frequency of innovative behaviors exhibited by extension personnel in their teaching and managerial roles.
An analytical study on investors’ awareness and perceptioniaemedu
This document analyzes an analytical study on investors' awareness and perception towards hedge funds in Gujarat, India. It surveyed 246 investors to assess their awareness of hedge funds and perceptions of the benefits and challenges of hedge funds. The study found that most investors did not believe hedge funds are the same as mutual funds. Investors highly rated the potential for hedge funds to adopt various tactics and strategies as an advantage. They also highly rated several challenges that hamper hedge fund growth in India, including SEBI regulations, lack of awareness and transparency about hedge funds. The study aimed to assess the relationship between investors' demographics and their awareness of hedge funds.
A novel approach for satellite imagery storage by classifyiaemedu
This document presents a novel approach for classifying and storing satellite imagery by detecting and storing only non-duplicate regions. It uses kernel principal component analysis to reduce the dimensionality and extract features of satellite images. Fuzzy N-means clustering is then used to segment the images into blocks. A duplication detection algorithm compares blocks to identify duplicate and non-duplicate regions. Only the non-duplicate regions are stored in the database, improving storage efficiency and updating speed compared to completely replacing existing images. Support vector machines are used to categorize the non-duplicate blocks into the appropriate classes in the existing images.
Adaptive load balancing techniques in global scale grid environmentiaemedu
The document discusses various adaptive load balancing techniques for distributed applications in grid environments. It first describes adaptive mesh refinement algorithms that partition computational domains using space-filling curves or by distributing grids independently or at different levels. It also discusses dynamic load balancing using tiling and multi-criteria geometric partitioning. The document then covers repartitioning algorithms based on multilevel diffusion and the adaptive characteristics of structured adaptive mesh refinement applications. Finally, it discusses adaptive workload balancing on heterogeneous resources by benchmarking resource characteristics and estimating application parameters to find optimal load distribution.
A survey of mitigating routing misbehavior in mobile ad hoc networksiaemedu
This document summarizes existing methods to detect misbehavior in mobile ad hoc networks (MANETs). It discusses how routing protocols assume nodes will cooperate fully, but misbehavior like packet dropping can occur. It describes several techniques to detect misbehavior, including watchdog, ACK/SACK, TWOACK, S-TWOACK, and credit-based/reputation-based schemes. Credit-based schemes use virtual currencies to provide incentives for nodes to forward packets, while reputation-based schemes track nodes' past behaviors. The document aims to survey approaches for mitigating the impact of misbehaving nodes in MANET routing.
1) The document discusses the Cyclic Model Analysis (CMA) technique for sequential pattern mining which aims to predict customer purchasing behavior.
2) CMA calculates the Trend Distribution Function from sequential patterns to model purchasing trends over time. It then uses Generalized Periodicity Detection and Trend Modeling to identify periodic patterns and construct an approximating model.
3) The Cyclic Model Analysis algorithm is applied to further analyze the patterns, dividing the domain into segments where the distribution function is increasing or decreasing and applying the other techniques recursively to fully model the cyclic behavior.
A self recovery approach using halftone images for medical imageryiaemedu
This document summarizes a proposed approach for securely transferring medical images over the internet using visual cryptography and halftone images. The approach uses error diffusion techniques to generate a halftone host image from the grayscale medical image. Shadow images are then created from the halftone host image using visual cryptography algorithms. When stacked together, the shadow images reveal the secret medical image. The halftone host image also contains an embedded logo that can be extracted to verify the integrity of the reconstructed image without a trusted third party.
The document discusses semantic web services and their challenges. It provides an overview of semantic web technologies like WSDL, SOAP, UDDI, and OIL which are used to build semantic web services. The semantic web architecture adds semantics to web services through ontologies written in OWL and DAML+OIL. Key approaches to semantic web services include annotation, composition, and addressing privacy and security. However, semantic web services still face challenges in achieving their full potential due to issues in representation, reasoning, and a lack of real-world applications and data.
A review on phase change materials & their applicationsiaemedu
The document summarizes phase change materials (PCMs) and their applications for latent heat storage. It discusses:
1. PCMs store and release large amounts of heat energy during phase transitions from solid to liquid or vice versa. This allows for high energy storage density compared to sensible heat storage.
2. PCMs can be classified as organic, inorganic, or eutectic materials. Common organic PCMs include paraffin and fatty acids which have high latent heats but low thermal conductivity. Inorganic PCMs like salt hydrates do not supercool and have stable phase change properties over cycling.
3. PCMs are promising for applications in solar energy storage and
Max Clements is seeking a business position and provides his resume. He has a 3.68 GPA in a business administration program at BYU-Idaho expected to graduate in winter 2017. His relevant coursework includes economics, accounting, management, communications, and finance. For over 3 years he has worked at Winger's Roadhouse as a serving coach and trainer, helping to increase sales by 18% and revising training programs. For 3 months in 2015 he was a general manager for Kebab Kaboom, helping the start-up earn over $45,000 in revenue and $60,000 in sales with an 1800% return on investment. He served an LDS mission in Milwaukee for 2 years speaking Hmong
Profil Uwibowo, lulusan Sarjana Teknik Industri Universitas Teknologi Yogyakarta dengan IPK 3.4. Memiliki pengalaman kerja sebagai Quality Control di PT Prakarsa Langgeng Majubersama selama 2 tahun sejak 2010 hingga 2012. Kemampuan komputer mencakup MS Office dan AutoCad. Hobi bermain bola voli dan futsal serta senang belajar hal baru. Saat ini tinggal di Karawang, Jawa Barat.
This document discusses ecosystem services and emerging markets for them. It provides background on the concept of ecosystem services and examples. Key points include:
- Ecosystem services are benefits that ecosystems provide to people, like food, water, recreation opportunities.
- Markets are emerging for ecosystem services like carbon sequestration, water quality protection, as demand increases for these natural benefits.
- Managing lands for both traditional uses like timber and ecosystem services like watershed protection through emerging markets could provide additional revenue streams for landowners.
This document contains a resume for Avijit Nath. It includes his personal details such as date of birth, father's name, sex, nationality, religion, marital status and educational qualifications. It outlines his career objective, professional qualifications including a certificate course and IT skills. It lists his professional experience in accounts roles at three companies from 2002 to present. It describes his strengths and salary expectations. At the end, Avijit declares that the information provided is true to the best of his knowledge.
Este documento presenta instrucciones breves para insertar formas, cuadros de texto y realizar operaciones básicas como copiar, pegar, mover, eliminar y recuperar texto u objetos en Word 2007. Explica los pasos para insertar formas y cuadros de texto desde la cinta de opciones e ilustraciones, y los atajos de teclado y opciones de menú para copiar, cortar, pegar, eliminar y deshacer cambios.
Dokumen ini memberikan panduan penggunaan perisian Cerdik Sifir untuk belajar secara interaktif. Ia menerangkan langkah-langkah memuat turun, memasang, dan menggunakan perisian tersebut untuk menjawab soalan latihan dan melihat analisis jawapan. Pengguna juga boleh menjadi agen untuk mempromosikan perisian ini kepada orang lain dan menerima komisyen 10% daripada jualan yang dihasilkan.
This document discusses performance appraisal at JOCIL Ltd. It includes an acknowledgement, certificate, and declaration section. It then provides an index of the document which outlines 5 chapters: introduction to human resource management and performance appraisal, company profile and business strategies, research methodology, data analysis, findings and conclusions. The executive summary provides an overview of the objectives and findings of the study on JOCIL Ltd's performance appraisal system and employee satisfaction.
MSD’ (MUSCULOSKELETAL DISORDER) WITH ERGONOMICS ASPECTS.IRJET Journal
The document discusses musculoskeletal disorders (MSDs) and participatory ergonomics interventions. It begins with an abstract that notes the historical link between heavy lifting, prolonged awkward postures, and MSDs. It then discusses how participatory ergonomics interventions involve employees and managers working together to identify and reduce workplace risks. Employees in manufacturing are at high risk of MSDs due to physical demands of jobs. The paper evaluates principles of participatory ergonomics interventions and how they aim to reduce physical risk factors and improve communication. It also discusses methods for implementing interventions, evaluating outcomes, and concludes that well-designed participatory ergonomics can benefit both employees and organizations by reducing MSDs and stress.
The document is a project report on employees' perceptions of performance appraisals at UFlex Limited. It includes an introduction to the company and HR department. The report aims to study employees' views of performance appraisals and how they can benefit organizations. Primary data was collected through surveys and from the HR department. The findings, conclusions, and recommendations are presented along with references. Performance appraisals are conducted annually to assess employees, provide feedback, and help improve performance and organizational goals.
A Study on Employee Stress Management with Special Reference to Sri Balaji S...IRJET Journal
This study examines employee stress management at Sri Balaji Spinning Mill. A survey was conducted of 50 employees to identify the key factors causing stress. The top stressors identified through Garrett ranking were poor physical working environment, lack of autonomy, and long working hours. The study concludes that while the company provides some stress reduction activities, improvements could be made to medical facilities, provide more promotion opportunities, and improve rest rooms. Addressing factors like tight deadlines, job security, and frequent duty changes could help further reduce employee stress.
Evaluating the impact of coaching for dyslexic adultsNancy Doyle
1) Two studies examined the effectiveness of coaching as a reasonable adjustment for dyslexic adults in employment. A pilot study found improvements in work-related skills like memory, organization and time management after coaching.
2) A second study compared the effects of individual coaching, group coaching, and a control group. Both group and individual coaching led to improved self-ratings of work performance immediately after coaching. Group coaching showed larger effects that were maintained longer term.
3) Manager ratings did not show significant effects. Further research is needed to understand what makes group coaching more effective, the necessary level of manager involvement, and whether contact time or specific self-efficacy measures could better capture the impacts of coaching. More evidence is
Performance Assessment of Faculties of Management Discipline From Student Per...Waqas Tariq
This paper deals with Faculty Performance Assessment from student perspective using Data Analysis and Mining techniques .Performance of a faculty depends on a number of parameters (77 parameters as identified) and the performance assessment of a faculty/faculties are broadly carried out by the Management Body ,the Student Community ,Self and Peer faculties of the organization .The parameters act as performance indicators for an individual and group and subsequently can impact on the decision making of the stakeholders. The idea proposed in this paper is to perform an analysis of faculty performance considering student feedback which can directly or indirectly impact management’s decision, teaching standards and norms set by the educational institute, understand certain patterns of faculty motivation, satisfaction, growth and decline in future. The analysis depends on many factors, encompassing student’s feedback, organizational feedback, institutional support in terms of finance, administration, research activity etc. The data analysis and mining methodology used for extracting useful patterns from the institutional database has been used to extract certain trends in faculty performance when assessed on student feedback.
QUALITY MANAGEMENT SYSTEM IN R&D: A CRITICAL LITERATURE REVIEWIAEME Publication
This document discusses quality management systems in research and development organizations. It first reviews literature on implementing quality principles in R&D environments. The literature focuses on how to implement these systems but does little to analyze their effectiveness. Common quality practices discussed include top management commitment, workforce involvement, training, process-based approaches, teamwork, measurement, and client focus. The document then discusses the need for performance measurement in R&D organizations and proposes using a balanced scorecard approach. This would measure performance from customer, internal process, innovation/learning, and financial perspectives aligned with the organization's goals and strategy. Finally, challenges in defining R&D outputs and measuring performance are addressed.
This document provides an overview of performance management systems. It discusses the purposes of a PMS, which include linking individual goals to organizational goals, making administrative decisions, communication, development, organizational maintenance, and documentation. It outlines the six stages of a typical PMS process: prerequisites, planning, execution, assessment, review, and renewal. It also identifies some common challenges in implementing a PMS, such as lack of resources, unclear goals, and ineffective communication. Finally, it discusses best practices for an effective PMS, including thoroughness, specificity, reliability, fairness, and open communication.
Kaur_Kiranjit_Performance Management System (5).docxKiran Dubb
This document provides an overview of performance management systems. It discusses the purposes of a performance management system, which include linking individual goals to organizational goals, making administrative decisions, communication, development, organizational maintenance, and documentation. It also outlines the six stages of a typical performance management process: prerequisites, performance planning, performance execution, performance assessment, performance review, and performance renewal. Key aspects of each stage are described. The document provides context on performance management and its differences from performance appraisal.
This document provides an overview of performance management systems. It discusses the purposes of a performance management system, which include linking individual goals to organizational goals, making administrative decisions, communication, development, organizational maintenance, and documentation. It also outlines the six stages of a typical performance management process: prerequisites, performance planning, performance execution, performance assessment, performance review, and performance renewal. Key aspects of each stage are defined. The document provides context on performance management and its differences from performance appraisal.
Kaur_Kiranjit_Performance Management System (5).docxKiran Dubb
This document provides an overview of performance management systems. It discusses the purposes of a performance management system, which include linking individual goals to organizational goals, making administrative decisions, communication, development, organizational maintenance, and documentation. It also outlines the six stages of a typical performance management process: prerequisites, performance planning, performance execution, performance assessment, performance review, and performance renewal. Finally, it notes some common challenges with implementing performance management systems and best practices for effective performance management.
This document is a project report submitted by Gulam Sarwar to fulfill requirements for an M.Com degree from Marwari College in Ranchi, India. The project examines the effectiveness of performance appraisal systems in public sector enterprises and their effect on employee motivation. It includes an introduction outlining the research objectives, a literature review on performance appraisal concepts, techniques, benefits, and the public sector. The report also includes case studies of performance appraisal and motivation at specific public sector organizations. It concludes with findings, conclusions, and references. The overall aim is to analyze the link between performance appraisal and employee motivation in public sector enterprises.
The document discusses the performance management system used by Lupin Limited called "success factor". It outlines the key aspects of the system including performance planning, appraisals, compensation practices, and rating scales. Employee performance is reviewed annually and linked to individual goals. A survey was conducted of 120 employees across various departments to evaluate the effectiveness of the system. Chi-square tests were performed on survey questions and results indicated employees feel the system provides clear expectations and opportunities for self-review and reflection.
The document discusses the performance management system used by Lupin Limited called "success factor". It outlines the key aspects of the system including performance planning, appraisals, compensation practices, and rating scales. Employee performance is reviewed annually and linked to individual goals. A survey was conducted of 120 employees across various departments to evaluate the effectiveness of the system. Chi-square tests were performed on survey questions and results indicated employees feel the system provides clear expectations and opportunities for self-review and reflection.
The document discusses performance appraisal at Jindal Brothers Pvt. Ltd. It includes:
1) An introduction to performance appraisal, its definition, objectives, characteristics of an effective appraisal system, and the role it plays in areas like motivation, training, and employee evaluation.
2) An overview of common performance appraisal methods like graphic rating scales, paired comparisons, forced choice, and 360 degree feedback.
3) Details of Jindal Brothers' performance appraisal process, including pre-appraisal steps to define objectives, participants, criteria, frequency, and methods of appraisal.
4) Benefits of performance appraisal for both the organization and
evaluation of performence appraisal INFINITY CREATIONS 2016saikrishnabachuwar
This document discusses performance appraisal and employee performance management. It begins by defining organizational effectiveness and the importance of evaluating employee performance. It then discusses the need for performance appraisal systems to provide feedback, identify high and low performers, and facilitate compensation decisions. The objectives and scope of performance appraisal are outlined, along with the methodology, data sources, and chapter plan for the study. Key differences between annual performance appraisals and ongoing performance management processes are explained. Typical outcomes of annual appraisals like misdirected bonuses and poor development are contrasted with improved communication, goal alignment, and employee development under performance management.
The document discusses the balanced scorecard, which is a strategic management tool that measures organizational performance across four perspectives: financial, customer, internal processes, and learning and growth. It provides examples of possible performance measures for each perspective, such as profit per year (financial), customer satisfaction levels (customer), cycle time and error rates (internal processes), and percentage of training delivered (learning and growth). The balanced scorecard helps organizations translate strategy into objectives and measures, communicate strategic goals, and align business activities to achieve strategic targets. It provides a comprehensive framework for performance measurement and management.
This document provides an overview of performance review systems and outlines a proposed new performance review system for Halcyon Technologies. It begins with declarations and acknowledgements. It then discusses the objectives and benefits of performance reviews, key concepts, and different review techniques. The proposed new system involves employees completing self-reviews and getting peer feedback, then meeting with their team leader for a review discussion. The goal is to help employees improve and inform compensation decisions like raises.
This document appears to be a student project report on performance appraisal at Hindustan Coca-Cola Beverages Private Limited in Vishakhapatnam, India. It includes an introduction outlining the purpose and importance of performance appraisal. It then discusses the objectives, methodology, and limitations of the study. The report will analyze Hindustan Coca-Cola's performance appraisal system and provide findings and suggestions.
Evaluation of employee performance is an important element in enhancing the quality of the work and
improves employees’ motivation to perform well. It also presents a basis for upgrading and enhancing of
an organization. Periodical employees’ performance evaluation in an organization assists management to
recognize its strengths and weaknesses.
This paper presents a design and implementation of a performance appraisal system using the fuzzy logic.
In addition to the normal process of performance evaluation modules, the system contains step by step
inference engine processes. These processes demonstrate several calculation details in relations
composition and aggregation methods such as min operator, algebraic product, sup-min and sup-product.
The system has foundation to add-on analysis module to analyze and report the final result using various
similarity measures. MS Access database was used to maintain the data, build the inference logic and
develop all setting user interfaces.
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2. International Journal of Advanced Research in Management (IJARM), ISSN 0976 – 6324
(Print), ISSN 0976 – 6332 (Online), Volume 1, Issue 1, January- June (2000)
1.0 INTRODUCTION
Performance measurement is the process of assessing progress toward achieving
predetermined goals. Performance management is building on that process, adding the
relevant communication and action on the progress achieved against these predetermined
goals. It is actually a new term for the old appraisal system where employee performance
was regularly reviewed. Today, performance management focuses on ensuring the results
desired by the Organization. Performance management goes through the following steps:
analysis, identifying competencies and key skills, and lastly, continued development and
control of performance management systems. A common approach to assessing
performance is to use a numerical or scale rating system whereby managers are asked to
score an individual against a number of objectives / attributes set during the previous
meeting.
1.1 OBJECTIVES OF THE STUDY
The Primary Objective of the study is to study the Effectiveness of Performance
Management System. And the Secondary Objectives are 1) To study the present PMS
System. 2) To find out the satisfaction level of PMS. 3) To find out the level of
transparency in the system. 4) To find out the need for Training and Development. 5) To
analyze the employees perception towards working climate of the organization.
1.2 LITERATURE SURVEY
1.2.1LANDY, ZEDECK, CLEVELAND (1983)
The measurement of an employee’s performance allow for relational
administrative decisions at the individual employee level. Performance measurement
allows the organization to tell the employee something about their rates of growth their
competencies and their potential.
1.2.2 ANTONYONI (1996)
Problems arise from 360degree feedbacks when programs are carried out hastily
or without a strategic control. In some cases subject’s feedback are left to figure out
themselves hot to cope with results and tend not to develop goals and action plans.
1.2.3 JAWAHAR & WILLIAMS (1997)
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3. International Journal of Advanced Research in Management (IJARM), ISSN 0976 – 6324
(Print), ISSN 0976 – 6332 (Online), Volume 1, Issue 1, January- June (2000)
A recent analyzers of this data shared that raters are more lenient if they think the
result will be used for assessment instead of for development purpose.
1.2.4 MCKIRCHY (1998)
Performance appraisals should focus on three objectives performance not
personalities valid concrete, relevant issue, rather reaching agreement on what the
employee is going to improve in his performance.
1.2.5 PEIPERI (2001)
Emphasize the importance of auto mining 360 saying that there was “crucial
because in appropriate or narrowly defined criteria a difficult for peer evaluates to use
and even harder for recipients to apply.
2.0 RESEARCH METHODOLOGY
DATA COLLECTION METHOD
Primary Data: The different methods used in collection of primary data are
Questionnaire and Observation
2.2 Sample Size
The sample size for this study is taken as 120.
2.3 Sampling Techniques
The sampling technique applied is Convenience Sampling
2.4 Tools used for analysis
Percentage Analysis, Chi- square test, Weighted Average and Simple Correlation
2.5 LIMITATIONS OF THE STUDY
The survey is restricted only to Chennai SSIPL. The options of the respondents are
accepted as true and valid. Time spent on research was limited. The conclusions drawn
from the study is only indicative and not exhaustive in nature.
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4. International Journal of Advanced Research in Management (IJARM), ISSN 0976 – 6324
(Print), ISSN 0976 – 6332 (Online), Volume 1, Issue 1, January- June (2000)
3.1 CHI-SQUARE TEST SHOWING RELATION BETWEEN IMPACTS OF
TRAINING ON PERFORMANCE APPRAISAL SATISFACTION WITH T&D
Impact of training on
Performance Appraisal
Refreshes Total
Great Some
Mind &
Extent extent
improves performance
Satisfaction Highly
15 8 7 30
with T&D Satisfied
47 7 13 67
Satisfied
Neutral 10 5 8 23
Total 72 20 28 120
Null Hypothesis (Ho): There is no significant association between impacts of training on
performance appraisal satisfaction with T & D
Alternate Hypothesis (H1): There is a significant association impact of training on
performance appraisal satisfaction with T & D
CALCULATIONS
O E (O-E) (O-E)2 (O-E)2/E
15 18 -3 9 0.5
8 5 3 9 0.55
7 7 0 0 0
47 40.2 6.8 46.24 0.86
7 11.167 -4.167 17.36 0.64
13 15.633 -2.633 6.94 2.25
10 13.8 -3.8 14.44 0.95
5 3.8333 1.1667 1.36 2.81
8 5.3667 2.6333 6.934 0.77
Total 9.33
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5. International Journal of Advanced Research in Management (IJARM), ISSN 0976 – 6324
(Print), ISSN 0976 – 6332 (Online), Volume 1, Issue 1, January- June (2000)
Degrees of freedom
= (r-1) (c-1) = (3-1) (3-1)
= 2* 2 = 4
Level of significance is 5%
Tabulated Value is 9.488
Calculated Value is 9.33
Interpretation:
Calculated X2 < Tabulated X2
Since the tabulated value is less than calculated value the null hypothesis is
rejected and the alternate hypothesis is accepted. Therefore there no is significant
association between satisfaction level of employees on training and development and
impact of training on performance.
3.2 WEIGHTED AVERAGE ANALYSIS ON SATISFACTIONAL LEVEL OF
PERFORMANCE MANAGEMENT SYSTEM
NO. OF WEIGHTED
ATTRIBUTES WEIGHTAGE
S.NO RESPONDENTS AVERAGE
1 Highly Satisfied 5 14 70
2 Satisfied 4 67 268
3 Neutral 3 32 96
4 Dissatisfied 2 5 10
5 Highly Dissatisfied 1 2 2
TOTAL 120 446
(5*14) + (4*67) + (3*32) + (2*5) + (1*2)
WEIGHTED
AVERAGE = ----------------------------------------------------
120
X = 446/120 = 3.71
INFERENCE:
It is inferred that the most of the people are satisfied with the existing Performance
Management System.
3.3 CORRELATION FOR SHOWING THE CORRELATION BETWEEN EXISTING
PMS AND ORGANIZATIONAL CLIMATE
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6. International Journal of Advanced Research in Management (IJARM), ISSN 0976 – 6324
(Print), ISSN 0976 – 6332 (Online), Volume 1, Issue 1, January- June (2000)
X Y X2 Y2 XY
3 14 9 196 42
1407
21 67 441 4489
576
18 32 324 10304
320
64 5 4096 25
14 2 196 4 28
ΣX=120 ΣY=134 ΣX2=5066 ΣY2=15018 ΣXY=2373
ANALYSIS:
r = N (ΣXY) – (ΣX) (ΣY)
[N ΣX2 – (ΣX)2] [NΣY2 – (ΣY)2]
= 5(2373) - (120) (134)
((5(5066)-(120)2) ((5(15018) (1382))
= -0.1705396
INFERENCE:
The value lies between -1 to +1. So there is Strong Correlation between
Types of Material Handling System and Equipment over Hauling.
4.0 SUGGESTIONS
The employees can be given feedback about their strong area and improvement required
area every quarterly, which improves their performance more. Training can be given on
soft skills and personality development which makes the employees to perform well in
their job. It has been observed that the company rates their employee’s performance
through critical incident diary. Key Result Areas should be modified annually. PMS
should be planned well in advance and executed in a much more systematic way. It is
suggested to implement 360 degree appraisal also.
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7. International Journal of Advanced Research in Management (IJARM), ISSN 0976 – 6324
(Print), ISSN 0976 – 6332 (Online), Volume 1, Issue 1, January- June (2000)
4.1 CONCLUSION
The study reveals that, the training and development program conducted by the
company helps the employees to develop their potential skills to achieve their given task
effectively and efficiently. The critical incident diary method helps the managers to rate
the employee’s performance accurately, where in future 360 degree appraisal and self
appraisal are to be implemented. The feedback given by their superiors helps them to
know their strong area and to improve their weak area. The employees are satisfied with
their existing Performance Management System in their organization where some more
modifications can be done to enhance its effectiveness.
59