The document summarizes a research study on performance management in state universities in Cameroon from an administrator's perspective. The study aimed to understand how administrators perceive the purpose and effectiveness of performance management systems. It found that administrators found the meaning and purposes of performance management to be ambiguous. They perceived the various processes within the system as fragmenting and confusing in achieving intended outcomes. Additionally, the lack of dedicated academics to manage the process compounded concerns about the system.
Organizational Effectiveness of Naval State University: Proposed Institutiona...Dr. Amarjeet Singh
This research sought to study the organizational
effectiveness of Naval State University (NSU), Biliran,
Philippines. It was intended to answer the organizational
effectiveness of the delivery of service by the present
academic organizational set-up in terms of: Instruction,
Research, and Community Extension. The study used the
descriptive survey method through the aid of focus group
discussion and researcher-made guided questions as the
main instrument for data collection. There were items in
the instrument that were patterned from the accreditation
activities by the Accrediting Agency of Chartered Colleges
and Universities in the Philippines (AACUP). The
researcher tapped a third party who was an expert in
conducting focus group discussions. The expert researcher
who conducted the FGD was not connected with the Naval
State University to avoid any biases. The activity of FGD
was recorded with the consent of the key informants. The
key informants were the key officials of the university. And
they come up with only one answer in each item or
indicator. The data were recorded according to the
frequencies and corresponding percentage. After analyzing
and interpreting the processed data, the Organizational
Effectiveness of NSU in the areas of: Instruction, Research
and Community Extension were rated as very effective. But
some indicators were identified for needed improvements.
And the institutional capacity building as designed in the
study should be implemented accordingly.
This document summarizes a study investigating how employee perceptions influence the effectiveness of training programs. The study draws on a case study of a financial services organization to explore how trainee attitudes and work environment factors impact training transfer and effectiveness. The key findings were that management practices, trainee perceptions of the work environment, and systems of reward explained behavioral changes after training.
A Comparative Analysis of Organizational Structure and Effectiveness between ...inventionjournals
The nature of services in institutions of higher learning requires that all stakeholders play
positive roles in the sustainability of the institution’s survival and effectiveness in giving quality teaching,
research and learning. Structure and processes are core requirements for understanding organizational
effectiveness. The actual scenario in the field, however, raises concerns as to whether cases of pending work,
inefficiency, conflicts among others can be arrested by having proper structures and processes. The purpose of
the study was to assess the effect of organizational structure on organizational effectiveness, in public and
private universities in Kenya, using the case of Moi University and University of East Africa (UEA)-Baraton.
Based on the study, this paper undertakes a comparative analyisis of organizational structure and
organizational effectiveness between UEA-Baraton and Moi University and the extent to which the nature of
formalization and level of horizontal integration are antecedents to level of communication and locus of
decision-making. The study utilized a cross-sectional survey design that was descripto-explanatory in nature to
identify attributes of the study population using a small sample of individuals. Independent samples t-test was
used to test whether there was any significant difference in organizational structure and organizational
effectiveness between public and private universities. Further, the study used hierarchical regression analysis to
test the hypotheses. Based on the sample of 365 participants (300 from Moi University and 65 from UEABaraton),
the independent samples t-test confirmed that there were significant differences in organizational
structure and organizational effectiveness between public and private universities. The regression results
indicated that the locus of decision-making had positive and significant effects on productivity, stability,
resource acquisition and human resource satisfaction and development. The results highlight the need to
improve organizational structure which has positive impacts on organizational effectiveness under the
moderation of organizational processes. This move is necessitated by the accelerated pace of business
complexity today.
International Journal of Engineering Research and Applications (IJERA) is an open access online peer reviewed international journal that publishes research and review articles in the fields of Computer Science, Neural Networks, Electrical Engineering, Software Engineering, Information Technology, Mechanical Engineering, Chemical Engineering, Plastic Engineering, Food Technology, Textile Engineering, Nano Technology & science, Power Electronics, Electronics & Communication Engineering, Computational mathematics, Image processing, Civil Engineering, Structural Engineering, Environmental Engineering, VLSI Testing & Low Power VLSI Design etc.
Relationship between Quality Management System Adoption and Organization Perf...Premier Publishers
Organizations’ implication of adopting Quality Management System (QMS) and the resistance it generates negatively affects the performance of Higher Education Institutions (HEI). In Kenya between the period 2014 and 2015, HEI had been deprived of quality through a 6% government capitation cut and 28% increase in student numbers, with a 1:500 lecturers to student ratio and a 14.3% of the 28 week, academic year time waste. Studies on the relationship between Quality Management System adoption and organization performance revealed both positive and negative results. Past studies suggest that the relationship may be affected by other factors such as quality performance, innovation performance and organization performance. The purpose of this study is to establish the relationship between Quality Management System adoption and organization performance. Guided by Contingency Theory of organization structure, a correlation research design and a population of 215, management personal was used from 11 public universities in Kenya certified by Kenya Bureau of Standards. The study adopted a census survey with response at 94.4%. Primary data was collected using questionnaires. Qualitative data was analyzed using descriptive statistics such as means, frequency counts and percentages. The study hypothesis indicated that there was no significant correlation between organization performance and Quality Management System adoption; however, an alternative hypothesis was adopted since there was a positive significant correlation between the two variables. The study recommends the universities to maintain quality management systems, or improve them to ensure that they are institutions that offer quality services.
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document provides an abstract for a research study that explored the relationship between quality management practices of the Malcolm Baldrige National Quality Award (MBNQA) and organization performance at colleges in Southeast Sulawesi, Indonesia. The study examined the effects of leadership, workforce focus, strategic planning, customer focus, operations focus, measurement/analysis/knowledge transfer on organization performance. The study found that leadership positively impacted strategic planning, workforce focus and organization performance. Strategic planning significantly impacted operations focus but not workforce or customer focus. Workforce focus positively impacted operations focus, measurement/analysis/knowledge transfer but not organization performance. Customer focus positively impacted operations focus but not measurement/analysis/knowledge transfer. Operations focus positively impacted measurement/analysis
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.
Educational administration between reality and hopejournal ijrtem
ABSTRACT: The pedagogical administration has undergone a certain transformation in relation to the changes in the Moroccan education system. From a classical action model to a modern and multifunctional conception of the pedagogical manager, which needs a redefinition of the referential framework for administrative executives. The different reforms in the Moroccan education system have led to changes in educational administration in a process of decentralization / deconcentration, towards a new model of good leadership and participative management seeking efficiency and results-based management. The implementation of new management methods in schools is highly dependent on the levels of competence required for good leadership. The study proves that there is an awareness of the importance of modern management tools and their impact on academic performance. Pedagogical administration is a major pillar in the Moroccan education system for a quality school.
Organizational Effectiveness of Naval State University: Proposed Institutiona...Dr. Amarjeet Singh
This research sought to study the organizational
effectiveness of Naval State University (NSU), Biliran,
Philippines. It was intended to answer the organizational
effectiveness of the delivery of service by the present
academic organizational set-up in terms of: Instruction,
Research, and Community Extension. The study used the
descriptive survey method through the aid of focus group
discussion and researcher-made guided questions as the
main instrument for data collection. There were items in
the instrument that were patterned from the accreditation
activities by the Accrediting Agency of Chartered Colleges
and Universities in the Philippines (AACUP). The
researcher tapped a third party who was an expert in
conducting focus group discussions. The expert researcher
who conducted the FGD was not connected with the Naval
State University to avoid any biases. The activity of FGD
was recorded with the consent of the key informants. The
key informants were the key officials of the university. And
they come up with only one answer in each item or
indicator. The data were recorded according to the
frequencies and corresponding percentage. After analyzing
and interpreting the processed data, the Organizational
Effectiveness of NSU in the areas of: Instruction, Research
and Community Extension were rated as very effective. But
some indicators were identified for needed improvements.
And the institutional capacity building as designed in the
study should be implemented accordingly.
This document summarizes a study investigating how employee perceptions influence the effectiveness of training programs. The study draws on a case study of a financial services organization to explore how trainee attitudes and work environment factors impact training transfer and effectiveness. The key findings were that management practices, trainee perceptions of the work environment, and systems of reward explained behavioral changes after training.
A Comparative Analysis of Organizational Structure and Effectiveness between ...inventionjournals
The nature of services in institutions of higher learning requires that all stakeholders play
positive roles in the sustainability of the institution’s survival and effectiveness in giving quality teaching,
research and learning. Structure and processes are core requirements for understanding organizational
effectiveness. The actual scenario in the field, however, raises concerns as to whether cases of pending work,
inefficiency, conflicts among others can be arrested by having proper structures and processes. The purpose of
the study was to assess the effect of organizational structure on organizational effectiveness, in public and
private universities in Kenya, using the case of Moi University and University of East Africa (UEA)-Baraton.
Based on the study, this paper undertakes a comparative analyisis of organizational structure and
organizational effectiveness between UEA-Baraton and Moi University and the extent to which the nature of
formalization and level of horizontal integration are antecedents to level of communication and locus of
decision-making. The study utilized a cross-sectional survey design that was descripto-explanatory in nature to
identify attributes of the study population using a small sample of individuals. Independent samples t-test was
used to test whether there was any significant difference in organizational structure and organizational
effectiveness between public and private universities. Further, the study used hierarchical regression analysis to
test the hypotheses. Based on the sample of 365 participants (300 from Moi University and 65 from UEABaraton),
the independent samples t-test confirmed that there were significant differences in organizational
structure and organizational effectiveness between public and private universities. The regression results
indicated that the locus of decision-making had positive and significant effects on productivity, stability,
resource acquisition and human resource satisfaction and development. The results highlight the need to
improve organizational structure which has positive impacts on organizational effectiveness under the
moderation of organizational processes. This move is necessitated by the accelerated pace of business
complexity today.
International Journal of Engineering Research and Applications (IJERA) is an open access online peer reviewed international journal that publishes research and review articles in the fields of Computer Science, Neural Networks, Electrical Engineering, Software Engineering, Information Technology, Mechanical Engineering, Chemical Engineering, Plastic Engineering, Food Technology, Textile Engineering, Nano Technology & science, Power Electronics, Electronics & Communication Engineering, Computational mathematics, Image processing, Civil Engineering, Structural Engineering, Environmental Engineering, VLSI Testing & Low Power VLSI Design etc.
Relationship between Quality Management System Adoption and Organization Perf...Premier Publishers
Organizations’ implication of adopting Quality Management System (QMS) and the resistance it generates negatively affects the performance of Higher Education Institutions (HEI). In Kenya between the period 2014 and 2015, HEI had been deprived of quality through a 6% government capitation cut and 28% increase in student numbers, with a 1:500 lecturers to student ratio and a 14.3% of the 28 week, academic year time waste. Studies on the relationship between Quality Management System adoption and organization performance revealed both positive and negative results. Past studies suggest that the relationship may be affected by other factors such as quality performance, innovation performance and organization performance. The purpose of this study is to establish the relationship between Quality Management System adoption and organization performance. Guided by Contingency Theory of organization structure, a correlation research design and a population of 215, management personal was used from 11 public universities in Kenya certified by Kenya Bureau of Standards. The study adopted a census survey with response at 94.4%. Primary data was collected using questionnaires. Qualitative data was analyzed using descriptive statistics such as means, frequency counts and percentages. The study hypothesis indicated that there was no significant correlation between organization performance and Quality Management System adoption; however, an alternative hypothesis was adopted since there was a positive significant correlation between the two variables. The study recommends the universities to maintain quality management systems, or improve them to ensure that they are institutions that offer quality services.
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document provides an abstract for a research study that explored the relationship between quality management practices of the Malcolm Baldrige National Quality Award (MBNQA) and organization performance at colleges in Southeast Sulawesi, Indonesia. The study examined the effects of leadership, workforce focus, strategic planning, customer focus, operations focus, measurement/analysis/knowledge transfer on organization performance. The study found that leadership positively impacted strategic planning, workforce focus and organization performance. Strategic planning significantly impacted operations focus but not workforce or customer focus. Workforce focus positively impacted operations focus, measurement/analysis/knowledge transfer but not organization performance. Customer focus positively impacted operations focus but not measurement/analysis/knowledge transfer. Operations focus positively impacted measurement/analysis
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.
Educational administration between reality and hopejournal ijrtem
ABSTRACT: The pedagogical administration has undergone a certain transformation in relation to the changes in the Moroccan education system. From a classical action model to a modern and multifunctional conception of the pedagogical manager, which needs a redefinition of the referential framework for administrative executives. The different reforms in the Moroccan education system have led to changes in educational administration in a process of decentralization / deconcentration, towards a new model of good leadership and participative management seeking efficiency and results-based management. The implementation of new management methods in schools is highly dependent on the levels of competence required for good leadership. The study proves that there is an awareness of the importance of modern management tools and their impact on academic performance. Pedagogical administration is a major pillar in the Moroccan education system for a quality school.
The transfer of public secondary school teachers in the national capital regi...Alexander Decker
This document summarizes a study on the transfer policies and practices for public secondary school teachers in the National Capital Region of the Philippines. The study aimed to analyze how various stakeholders perceive the factors that influence teacher transfers between divisions and schools. It utilized questionnaires and reviewed documents on existing transfer policies. The results found significant differences in stakeholder perceptions of most transfer factors, except for those related to teacher qualifications and skills. The study concluded specific policy proposals could help improve transfer practices for teacher welfare.
This document summarizes an article from the International Journal of Management that discusses redesigning the strategic planning process of a higher education institution through process management. It provides context on the increasing competitiveness of educational institutions and importance of strategic planning and process management. The research studied the strategic planning process of UNISC University in Brazil. It mapped the university's current 9-step process and 6 planning documents. The research proposed a redesigned process with annual rather than 5-year planning, better alignment of strategies and actions, strategic indicators for monitoring, and improved control and measurement of outcomes. The redesign through process management aims to improve the university's ability to address challenges and evolve from a fragmented to systemic organizational view.
This document analyzes the organizational cultures of high-performing schools (HPS) and low-performing schools (LPS) in the state of Kedah, Malaysia. The study used Cameron and Quinn's Organizational Culture Assessment Instrument to measure four types of culture - clan, adhocracy, market, and hierarchy - in two HPS and two LPS with a total of 129 teachers. The findings showed that both HPS and LPS have dominant hierarchy cultures, with HPS scoring higher. Both practiced market culture equally. LPS practiced more clan culture while both practiced little adhocracy. Teachers in both schools preferred clan culture. HPS preferred market culture more than LPS. The study aims to identify cultural differences between
Improving leadership in higher education institutionsmejastudy
Improving leadership in Higher Education institutions:
a distributed perspective
Jitse D. J. van Ameijde Æ Patrick C. Nelson Æ Jon Billsberry Æ
Nathalie van Meurs
Antecedents and consequences of organizational commitment270489
The document summarizes a study that examined the antecedents and consequences of organizational commitment among Pakistani university teachers. The study investigated how personal characteristics, job satisfaction factors, and perceptions of organizational justice related to teachers' organizational commitment. It also examined how commitment influenced job performance and turnover intentions. Data was collected from 125 teachers and showed that characteristics, satisfaction, and justice were significantly related to commitment. Distributive justice and trust in management had the strongest relationships with commitment. Commitment was also found to negatively relate to turnover intentions and positively relate to self-reported performance.
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, 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.
Abstract
- Institutions of higher learning face a new situation on
higher education. It holds some novel threats and presents some
fresh opportunities. Given the uncertainty of the future, collage
and university administrators cannot allow their organizations to
drift. This study assessed the managerial skills development of the
administrators of the five (5) well-established private institutions
of higher learning in Batangas, Philippines. A combination of
descriptive-purposive research design and survey method was used to
determine the managerial dimensions exhibited by the administrators.
Mean, Likert Scale, Analysis of Variance (ANOVA), Pearson Product
Moment Correlation Coefficient and and Bivariate Correlation were
used. There is no significant difference in the assessment of the three
groups of respondents in terms of communication skills and solving
problems effectively. However, there is a significant difference in terms
of self leadership, managing the task effectively, managing the people
effectively, and managing interpersonal relations effectively.
There is
a very high significant relationship among all the managerial skills
dimensions required of the institution administrators using the same
managerial dimensions. The managerial skills of the administrators
have to be enhanced to improve the quality of people in the institution.
The Proposed Executive Development Program and Training Model
are strongly recommended.
Strategic Management Practices in the Government of Kenya Ministries and Thei...paperpublications3
Abstract: The aim behind this study was to determine role of strategic management practices on change implementation guided by three objectives; the influence of leadership styles, communication styles and employee skills on change implementation in the government of Kenya Ministries. The study used descriptive research design where 95 respondents were the representative of the entire population from 18 ministries. Questionnaires were used as the instrument of data collection. The data collected was analysed using SPSS and regression analysis method used to establish the hypothetical relationship between variables. The study established that leadership styles, communication styles and employee training were not common strategic management practices to influence change implementation in the ministries. The study concluded that the ministries should recruit managers who can analyse the business environment, formulate, implement and evaluate strategies. Ministries should adopt structures that are flexible to changes and encourage employee training to enhance efficiency and effectiveness. Therefore, the study recommended that ministries should introduce changes by developing a plan that will outline how change will be implemented gradually with minimal systemic and individual resistance.
The relationship between total guality management practies and org cultureAziz Ahmad
This document discusses two competing views on the relationship between total quality management (TQM) practices and organizational culture. The unitarist view argues that TQM is associated with a single, homogeneous culture. The pluralist view argues that TQM is multidimensional and associated with different types of cultures. The purpose of the study is to empirically examine the validity of these two views. It reviews literature on TQM practices, organizational culture, and the competing views on their relationship. The study aims to explore which types of cultures are associated with different elements of TQM practices.
CFA IN ORGANISATIONAL COMMITMENT WITH SPEACIAL REFERENCE TO WOMEN FACULTIES O...IAEME Publication
The survival in the present insecure and competitive environment has forced organizations to have specialized and committed employees which act beyond their duties, because the success of organizations depends on them. Committed human resources are organization’s greatest assets. This study aims to examine the confirmatory factor analysis (CFA) of organisational commitment among academicians. The research method, according to the purpose of applied research and the manner of data collection is a descriptive and the analyzing of the model specifically is based on structural equation modeling (SEM) via AMOS and SPSS softwares.
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
International Journal of Engineering Research and Development (IJERD)IJERD Editor
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Supervision as a Determinant of Public Secondary School Teachers’ Effectivene...iosrjce
The study investigated supervision as a determinant of public secondary school teachers’
effectiveness in Central Senatorial District of Delta State. Seven research questions were raised and answered
and seven hypotheses were formulated and tested to guide the study. The study used the correlational research
design. A sample of 997 teachers was utilized for the study. The research instrument used for data collection
was the questionnaire titled teachers’ supervision and teachers’ effectiveness (TSTE) questionnaire. The data
collected were analyzed using simple percentage for the socio-demographic data and simple regression and
correlation statistics for the research questions and hypotheses. The seven hypotheses were tested at 0.05 level
of significance. The results revealed that there was a significant relationship between teachers’ supervision and
their teaching effectiveness, there was a significant relationship between teachers’ educational qualification and
their teaching effectiveness, and there was a significant relationship between teachers’ teaching experience and
their teaching effectiveness, hence supervision was seen as a vital and critical element of teaching effectiveness.
Assessment of personnel management skills among private school owners in ifak...ResearchWap
ABSTRACT
This study investigated the teachers’ assessment of personnel management skills by school owners in Ilorin West, Kwara State.
Descriptive survey research design was adopted for the study and multi-stage sampling method which involved proportionate, stratified and random sampling techniques was adopted to draw a total of 100 respondents that participated in the study. Teaching methods adopted by basic science teachers and the implication Questionnaire was used to collect data for the study. The Pearson Product Moment Correlation (PPMC) of inferential statistics were used to test the null hypotheses postulated for the study at 0.05 alpha level while, frequency count and percentages were used to compute the demographic data collected.
The findings of the study revealed that There is a significant relationship between teachers’ assessment and personnel management skills by school owners in Ilorin West, Kwara State. There is a significant difference between the financial entitlements and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There is a significant difference between the Professional development and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There is a significant difference between the Staff Welfare and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State.
Based on the findings of the study, it was recommended that there should be seminar giving to the teachers on important of assessment and personnel management skills by school owners in Ilorin West, Kwara State. There should be seminar giving to the administration on the effects of financial entitlements and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There should be seminar giving to the administration on the effects of Professional development and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There should be seminar giving to the administration on the effects of Staff Welfare and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State.
TOTADO paper and templates Birdi (2011).DOCKamal Birdi
This document introduces the Taxonomy of Training and Development Outcomes (TOTADO) evaluation framework. TOTADO integrates previous models to define a taxonomy of outcomes from training and development activities. It evaluates outcomes at four levels - individual, team, organizational, and societal. At each level, outcomes are categorized into affective, cognitive, behavioral, instrumental/physical dimensions. The framework provides a comprehensive and theoretically grounded approach to assessing the diverse impacts of training and development.
International Journal of Business and Management Invention (IJBMI)inventionjournals
The document analyzes the determinants of successful strategy implementation in public schools in South Africa. A survey was conducted of 165 respondents using a questionnaire. The data was analyzed using SPSS. The results found compensation management, managerial behavior, institutional policies, and resource allocation all had a statistically significant association with successful strategy implementation based on the chi-square tests and Cramer's V coefficients. The study provides insights into factors that can enhance effective strategy implementation in public schools.
This document summarizes a study that assessed the status and use of evaluative processes in African universities. The study found that while universities have established planning units and monitoring frameworks to track activities and budgets, monitoring is largely activity-based and evaluative strategies are limited or implemented ad hoc. The paper argues that universities need to establish adaptive learning systems to generate lessons, create organizational knowledge, and inform sustainable organizational change, as is increasingly demanded by accountability frameworks. It draws lessons from a regional forum's engagement with universities over 10 years to strengthen monitoring and evaluation. Specifically, individual capacity outcomes are clear but institutional capacity assessment is more complex.
This document provides a literature review on performance measurement and management. It defines performance management as the process of managing performance throughout an organization, involving understanding performance issues at all levels from individuals to the organization as a whole. Performance measurement is defined as quantifying the efficiency and effectiveness of actions using individual measures, a set of measures to assess organizational performance, and an infrastructure to acquire and analyze data. The document discusses why performance should be managed, including for strategy formulation, implementation, communication, motivation, and decision making. It also explores how performance should be managed and overcoming barriers to effective performance management in public sector organizations.
This document summarizes a research study that assessed key factors for establishing knowledge management in hospitals in Isfahan, Iran. The study examined the relationship between organizational culture, knowledge processes, information technology, and knowledge management establishment. A survey was administered to 300 hospital staff. The results showed that organizational culture, knowledge processes, and information technology all had a significant positive impact on knowledge management establishment. Organizational culture was found to promote participation and a sense of belonging, while knowledge processes and information technology facilitated knowledge sharing and management. The study concluded that considering these key factors can help to successfully establish knowledge management in organizations.
Assessing Quality Outcome And Performance ManagementKelly Taylor
This document discusses the evolution of performance management from its origins to its current conceptualization and practice. It begins by defining performance management and outlining how the concept has changed over time from focusing on individual outputs and rewards to emphasizing a flexible, developmental process oriented around both individual and organizational goals. The document then examines different performance management approaches and how they have been applied in healthcare organizations to improve quality and outcomes through human resource interventions and performance indicators.
This document summarizes a research paper about the moderating role of management leadership on the relationship between knowledge management implementation and organizational performance in a university context. The paper reviews literature on knowledge management processes in universities and indicators of organizational performance at universities. It discusses how leadership is important for knowledge management success and is both an enabler of knowledge management and a factor for performance. The purpose of the research is to analyze the moderating effect of management leadership on the relationship between knowledge management implementation and organizational performance, from the perspective of teacher-researchers at a university in Morocco.
The transfer of public secondary school teachers in the national capital regi...Alexander Decker
This document summarizes a study on the transfer policies and practices for public secondary school teachers in the National Capital Region of the Philippines. The study aimed to analyze how various stakeholders perceive the factors that influence teacher transfers between divisions and schools. It utilized questionnaires and reviewed documents on existing transfer policies. The results found significant differences in stakeholder perceptions of most transfer factors, except for those related to teacher qualifications and skills. The study concluded specific policy proposals could help improve transfer practices for teacher welfare.
This document summarizes an article from the International Journal of Management that discusses redesigning the strategic planning process of a higher education institution through process management. It provides context on the increasing competitiveness of educational institutions and importance of strategic planning and process management. The research studied the strategic planning process of UNISC University in Brazil. It mapped the university's current 9-step process and 6 planning documents. The research proposed a redesigned process with annual rather than 5-year planning, better alignment of strategies and actions, strategic indicators for monitoring, and improved control and measurement of outcomes. The redesign through process management aims to improve the university's ability to address challenges and evolve from a fragmented to systemic organizational view.
This document analyzes the organizational cultures of high-performing schools (HPS) and low-performing schools (LPS) in the state of Kedah, Malaysia. The study used Cameron and Quinn's Organizational Culture Assessment Instrument to measure four types of culture - clan, adhocracy, market, and hierarchy - in two HPS and two LPS with a total of 129 teachers. The findings showed that both HPS and LPS have dominant hierarchy cultures, with HPS scoring higher. Both practiced market culture equally. LPS practiced more clan culture while both practiced little adhocracy. Teachers in both schools preferred clan culture. HPS preferred market culture more than LPS. The study aims to identify cultural differences between
Improving leadership in higher education institutionsmejastudy
Improving leadership in Higher Education institutions:
a distributed perspective
Jitse D. J. van Ameijde Æ Patrick C. Nelson Æ Jon Billsberry Æ
Nathalie van Meurs
Antecedents and consequences of organizational commitment270489
The document summarizes a study that examined the antecedents and consequences of organizational commitment among Pakistani university teachers. The study investigated how personal characteristics, job satisfaction factors, and perceptions of organizational justice related to teachers' organizational commitment. It also examined how commitment influenced job performance and turnover intentions. Data was collected from 125 teachers and showed that characteristics, satisfaction, and justice were significantly related to commitment. Distributive justice and trust in management had the strongest relationships with commitment. Commitment was also found to negatively relate to turnover intentions and positively relate to self-reported performance.
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, 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.
Abstract
- Institutions of higher learning face a new situation on
higher education. It holds some novel threats and presents some
fresh opportunities. Given the uncertainty of the future, collage
and university administrators cannot allow their organizations to
drift. This study assessed the managerial skills development of the
administrators of the five (5) well-established private institutions
of higher learning in Batangas, Philippines. A combination of
descriptive-purposive research design and survey method was used to
determine the managerial dimensions exhibited by the administrators.
Mean, Likert Scale, Analysis of Variance (ANOVA), Pearson Product
Moment Correlation Coefficient and and Bivariate Correlation were
used. There is no significant difference in the assessment of the three
groups of respondents in terms of communication skills and solving
problems effectively. However, there is a significant difference in terms
of self leadership, managing the task effectively, managing the people
effectively, and managing interpersonal relations effectively.
There is
a very high significant relationship among all the managerial skills
dimensions required of the institution administrators using the same
managerial dimensions. The managerial skills of the administrators
have to be enhanced to improve the quality of people in the institution.
The Proposed Executive Development Program and Training Model
are strongly recommended.
Strategic Management Practices in the Government of Kenya Ministries and Thei...paperpublications3
Abstract: The aim behind this study was to determine role of strategic management practices on change implementation guided by three objectives; the influence of leadership styles, communication styles and employee skills on change implementation in the government of Kenya Ministries. The study used descriptive research design where 95 respondents were the representative of the entire population from 18 ministries. Questionnaires were used as the instrument of data collection. The data collected was analysed using SPSS and regression analysis method used to establish the hypothetical relationship between variables. The study established that leadership styles, communication styles and employee training were not common strategic management practices to influence change implementation in the ministries. The study concluded that the ministries should recruit managers who can analyse the business environment, formulate, implement and evaluate strategies. Ministries should adopt structures that are flexible to changes and encourage employee training to enhance efficiency and effectiveness. Therefore, the study recommended that ministries should introduce changes by developing a plan that will outline how change will be implemented gradually with minimal systemic and individual resistance.
The relationship between total guality management practies and org cultureAziz Ahmad
This document discusses two competing views on the relationship between total quality management (TQM) practices and organizational culture. The unitarist view argues that TQM is associated with a single, homogeneous culture. The pluralist view argues that TQM is multidimensional and associated with different types of cultures. The purpose of the study is to empirically examine the validity of these two views. It reviews literature on TQM practices, organizational culture, and the competing views on their relationship. The study aims to explore which types of cultures are associated with different elements of TQM practices.
CFA IN ORGANISATIONAL COMMITMENT WITH SPEACIAL REFERENCE TO WOMEN FACULTIES O...IAEME Publication
The survival in the present insecure and competitive environment has forced organizations to have specialized and committed employees which act beyond their duties, because the success of organizations depends on them. Committed human resources are organization’s greatest assets. This study aims to examine the confirmatory factor analysis (CFA) of organisational commitment among academicians. The research method, according to the purpose of applied research and the manner of data collection is a descriptive and the analyzing of the model specifically is based on structural equation modeling (SEM) via AMOS and SPSS softwares.
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
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Supervision as a Determinant of Public Secondary School Teachers’ Effectivene...iosrjce
The study investigated supervision as a determinant of public secondary school teachers’
effectiveness in Central Senatorial District of Delta State. Seven research questions were raised and answered
and seven hypotheses were formulated and tested to guide the study. The study used the correlational research
design. A sample of 997 teachers was utilized for the study. The research instrument used for data collection
was the questionnaire titled teachers’ supervision and teachers’ effectiveness (TSTE) questionnaire. The data
collected were analyzed using simple percentage for the socio-demographic data and simple regression and
correlation statistics for the research questions and hypotheses. The seven hypotheses were tested at 0.05 level
of significance. The results revealed that there was a significant relationship between teachers’ supervision and
their teaching effectiveness, there was a significant relationship between teachers’ educational qualification and
their teaching effectiveness, and there was a significant relationship between teachers’ teaching experience and
their teaching effectiveness, hence supervision was seen as a vital and critical element of teaching effectiveness.
Assessment of personnel management skills among private school owners in ifak...ResearchWap
ABSTRACT
This study investigated the teachers’ assessment of personnel management skills by school owners in Ilorin West, Kwara State.
Descriptive survey research design was adopted for the study and multi-stage sampling method which involved proportionate, stratified and random sampling techniques was adopted to draw a total of 100 respondents that participated in the study. Teaching methods adopted by basic science teachers and the implication Questionnaire was used to collect data for the study. The Pearson Product Moment Correlation (PPMC) of inferential statistics were used to test the null hypotheses postulated for the study at 0.05 alpha level while, frequency count and percentages were used to compute the demographic data collected.
The findings of the study revealed that There is a significant relationship between teachers’ assessment and personnel management skills by school owners in Ilorin West, Kwara State. There is a significant difference between the financial entitlements and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There is a significant difference between the Professional development and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There is a significant difference between the Staff Welfare and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State.
Based on the findings of the study, it was recommended that there should be seminar giving to the teachers on important of assessment and personnel management skills by school owners in Ilorin West, Kwara State. There should be seminar giving to the administration on the effects of financial entitlements and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There should be seminar giving to the administration on the effects of Professional development and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State. There should be seminar giving to the administration on the effects of Staff Welfare and the personnel management skills among private school owners in Ifako Ijaye Local Government Area of Lagos State.
TOTADO paper and templates Birdi (2011).DOCKamal Birdi
This document introduces the Taxonomy of Training and Development Outcomes (TOTADO) evaluation framework. TOTADO integrates previous models to define a taxonomy of outcomes from training and development activities. It evaluates outcomes at four levels - individual, team, organizational, and societal. At each level, outcomes are categorized into affective, cognitive, behavioral, instrumental/physical dimensions. The framework provides a comprehensive and theoretically grounded approach to assessing the diverse impacts of training and development.
International Journal of Business and Management Invention (IJBMI)inventionjournals
The document analyzes the determinants of successful strategy implementation in public schools in South Africa. A survey was conducted of 165 respondents using a questionnaire. The data was analyzed using SPSS. The results found compensation management, managerial behavior, institutional policies, and resource allocation all had a statistically significant association with successful strategy implementation based on the chi-square tests and Cramer's V coefficients. The study provides insights into factors that can enhance effective strategy implementation in public schools.
This document summarizes a study that assessed the status and use of evaluative processes in African universities. The study found that while universities have established planning units and monitoring frameworks to track activities and budgets, monitoring is largely activity-based and evaluative strategies are limited or implemented ad hoc. The paper argues that universities need to establish adaptive learning systems to generate lessons, create organizational knowledge, and inform sustainable organizational change, as is increasingly demanded by accountability frameworks. It draws lessons from a regional forum's engagement with universities over 10 years to strengthen monitoring and evaluation. Specifically, individual capacity outcomes are clear but institutional capacity assessment is more complex.
This document provides a literature review on performance measurement and management. It defines performance management as the process of managing performance throughout an organization, involving understanding performance issues at all levels from individuals to the organization as a whole. Performance measurement is defined as quantifying the efficiency and effectiveness of actions using individual measures, a set of measures to assess organizational performance, and an infrastructure to acquire and analyze data. The document discusses why performance should be managed, including for strategy formulation, implementation, communication, motivation, and decision making. It also explores how performance should be managed and overcoming barriers to effective performance management in public sector organizations.
This document summarizes a research study that assessed key factors for establishing knowledge management in hospitals in Isfahan, Iran. The study examined the relationship between organizational culture, knowledge processes, information technology, and knowledge management establishment. A survey was administered to 300 hospital staff. The results showed that organizational culture, knowledge processes, and information technology all had a significant positive impact on knowledge management establishment. Organizational culture was found to promote participation and a sense of belonging, while knowledge processes and information technology facilitated knowledge sharing and management. The study concluded that considering these key factors can help to successfully establish knowledge management in organizations.
Assessing Quality Outcome And Performance ManagementKelly Taylor
This document discusses the evolution of performance management from its origins to its current conceptualization and practice. It begins by defining performance management and outlining how the concept has changed over time from focusing on individual outputs and rewards to emphasizing a flexible, developmental process oriented around both individual and organizational goals. The document then examines different performance management approaches and how they have been applied in healthcare organizations to improve quality and outcomes through human resource interventions and performance indicators.
This document summarizes a research paper about the moderating role of management leadership on the relationship between knowledge management implementation and organizational performance in a university context. The paper reviews literature on knowledge management processes in universities and indicators of organizational performance at universities. It discusses how leadership is important for knowledge management success and is both an enabler of knowledge management and a factor for performance. The purpose of the research is to analyze the moderating effect of management leadership on the relationship between knowledge management implementation and organizational performance, from the perspective of teacher-researchers at a university in Morocco.
This document discusses the implementation of total quality management (TQM) in higher education institutions. It explores factors to consider in applying TQM to satisfy stakeholders like students, parents, industry, and society. The authors analyze approaches to TQM in higher education and discuss challenges of implementation, like leadership, customer identification, and cultural transformation. They propose that TQM can help address issues of productivity and financing if adopted properly in universities.
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.
This document discusses organizational change through three main points. First, it examines three major theories of organizational change: the dialectic model, teleological model, and Burke's theory. Second, it analyzes a case study of change at Johnson & Johnson. Finally, it discusses trends in change readiness assessment and the use of digital tools to improve change management.
International Refereed Journal of Engineering and Science (IRJES)irjes
This document summarizes a research article about a comprehensive quality management excellence model and its role in strategic organizational transformation. It introduces a comprehensive quality management excellence model (TQMEX) that was developed based on total quality management principles and protocols. The model incorporates elements of ISO 9000 quality management systems and total quality management. It also discusses Japanese quality management techniques like the 5S model and business process reengineering that can support implementation of comprehensive quality management in organizations. The model and techniques are presented as effective ways for organizations to implement total quality management and drive strategic transformation.
International Refereed Journal of Engineering and Science (IRJES)irjes
International Refereed Journal of Engineering and Science (IRJES) is a leading international journal for publication of new ideas, the state of the art research results and fundamental advances in all aspects of Engineering and Science. IRJES is a open access, peer reviewed international journal with a primary objective to provide the academic community and industry for the submission of half of original research and applications
This document discusses a case study on the link between organizational change and coaching. It describes a project at a tertiary education institution in Hong Kong to implement a new student and course record system. A change team infrastructure was established, including a steering committee, change managers, a project team, and implementation teams. Initial efforts involved educating staff on the new system and upcoming changes. The case study examines how coaching helped facilitate the change process, maintain motivation, and assess the impact of coaching on change factors before and after implementation.
The effect of teacher involvement in management on academic performance of pu...inventionjournals
ABSTRACT The purpose of this study was to explore the relationship between teacher involvement in management and performance of public secondary schools in Kakamega County. The study was conducted in Kakamega County using descriptive design. Questionnaireswas used to collect data. A total of 75 principals and 375 teachers were selected as respondents. Data were analyzed using (SPSS) version 20 package. Both descriptive and inferential tools that include mean, standard deviation, correlation and regression were used in the study. The researcher found that teacher involvement in management of their institutions has a positive effect on the academic performance of such institutions and that there is need to develop and enhance trust between staff members and management. The study recommended that institutions establish and manage systems which vet entry behavior of new students in a bid to redeem their academic performance.
This document summarizes a study on the adoption of best human resource management (HRM) practices among private secondary schools in Kisumu County, Kenya. The study found that private schools have adopted some best HRM practices to varying degrees, including recruitment and selection, training, performance management, and communication. However, the document recommends that these practices be strengthened further to improve staff performance. It provides background on private schools in Kenya and discusses theories on how bundles of HRM practices can boost organizational performance when implemented together in a consistent way.
This document summarizes a journal article that proposes an e-Learning Maturity Model (eMM) as a framework to help institutions assess and improve their e-learning capabilities. The eMM is designed to assess an institution's ability to develop, deploy, and support e-learning. It draws from similar maturity models used in software engineering to benchmark processes. Implementing an eMM could provide institutions a roadmap to guide improvements and allow them to benchmark their e-learning capabilities against other institutions.
A Qualitative Study of Ethical Change Management Affecting Teacher Satisfacti...ijtsrd
This study aims to explain the essence of ethical change management affecting teacher satisfaction and school performance. A purposive sampling of six teachers from three schools in Krabi, Thailand, was selected. The data were analysed using content analysis and the NVIVO software program. The results show that the schools face ethical issues, such as assessment methods and ethical dilemmas. Human resource management HRM in school is needed to coordinate ethical culture and ethical change with teachers in the best possible way. School’s success depends on its change management capacity to an ethical culture. School leaders should try best management practices. Analysis alone, however, cannot guarantee the success of a transition process in the school. Ethical change management could help school administrators understand ethical decisions and the relationship between HRM, ethics, goal, teacher satisfaction, and school performance outcomes. Human resource analysis includes SWOT analysis, mission vision, strategies, and ethical culture goals related to enhancing ethical change management, teacher satisfaction and school performance. Ethical change management will improve teacher satisfaction and turn it into good performance. The implication could help all organisations to increase ethical culture and develop employee satisfaction and organisational performance in any sector. Pongsakorn Limna | Sutithep Siripipattanakul | Pichakoon Auttawechasakoon "A Qualitative Study of Ethical Change Management Affecting Teacher Satisfaction and School Performance: A Case Study of Secondary Schools in Krabi, Thailand" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-3 , April 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49516.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/49516/a-qualitative-study-of-ethical-change-management-affecting-teacher-satisfaction-and-school-performance-a-case-study-of-secondary-schools-in-krabi-thailand/pongsakorn-limna
An Organizational Development Framework For Assessing Readiness And Capacity ...Angie Miller
This document discusses using an organizational development framework to assess readiness for expanding online education. It summarizes a model that examines an organization's inputs, internal environment, and outputs. The document then discusses factors for successfully institutionalizing distance learning programs, including establishing online learning, diffusion of innovations, and 30 factors across topics like leadership, faculty support, and evaluation. It proposes using an organizational development approach focused on data collection, diagnosis, planning, and evaluation to assess an institution's capacity for adopting or expanding online learning programs.
This document discusses total quality management (TQM) implementation in higher education institutions. It reviews the literature on critical success factors for TQM implementation. The key findings are:
1) Critical success factors for TQM implementation in higher education include management commitment, the role of quality departments, training, employee involvement, and relationships with suppliers.
2) Proper education and training of those involved in the implementation process can help address issues like a lack of continuous improvement culture.
3) There are three approaches to TQM in higher education - a customer focus on students, a staff focus, and a focus on meeting service agreements and specifications.
This document discusses total quality management (TQM) implementation in higher education institutions. It reviews the literature on critical success factors for TQM implementation. The review focuses on implementations, impacts on organizational performance, and indicators that encourage TQM adoption. The findings suggest a conceptual model of TQM critical success factors and their impact on higher education institution performance. Non-implementation of TQM was sometimes due to institutions prioritizing funding over continuous improvement culture. Proper training can help address issues in the implementation process.
Learning transfer in leadership programs.docxSara239500
Understand the importance of leadership development initiatives in corporate environments. It is not enough to evaluate our programs using formative and summative evaluations or implementing the Kirkpatrick evaluation model to gain insights into how participants implement the knowledge or skills after training. We must understand how to design a program that has elements that will promote transfer before, during, and after the program. This paper will examine the impact of learning transfer and the models used to understand better how to achieve this. Afterward, a deep dive will be done into the relationship between learning transfer and leadership development and what elements can be incorporated before, during, and after the programs that can impact transfer.
Human resource management practices of selected companiesAlexander Decker
This document discusses a study that assessed the human resource management (HRM) practices of selected companies to develop a comprehensive HRM program. The study tested whether the extent of HRM tool usage differed based on company size (large, medium, small). It was found that there were no significant differences in HRM practices related to acquisition, maintenance, and relations. However, significant differences were found in development practices. The study concluded some companies lacked performance evaluation systems and recommended implementing such systems to improve training and development.
Assessing the Effectivenessof the Integrated Quality Management System (Iqms)...QUESTJOURNAL
ABSTRACT: The empirical analysis generally showed that the implementation of the Integrated Quality Management System is not effective at the College as management needs to ensure that performance management is conducted properly for improved results. The study suggests that the College should ensure that employee’s day-to-day activities are aligned to the organisation’s objectives. In addition, the staff development programmes should be informed by the output from performance evaluation to address barriers which hinder effective curriculum delivery. This study explored the understandings, views and experience of the academics of the College in the implementation of the Integrated Quality Management System. The general observation is that the system is not effectively implemented at the College. Continuous poor work at the College shows that performance management is not effectively implemented. The study was conducted using a questionnaire to gather data that was then analysed to produce findings through given objectives. The findings were then used to come up with strategies for effective implementation for academic growth that will hopefully improve the throughput and certification rates. The empirical analysis generally showed that the implementation of the Integrated Quality Management System is not effective at the College as management needs to ensure that performance management is conducted properly for improved results.
The Impact Of Compansation Systemand Career Planning On Organizational Commit...inventionjournals
The purpose of the study is to analyse the impact of compensation and career plannng on organzational commitment. This study uses survey method to 113 lecturers as respondents. The data is then processed by multiple regression.The results showed that the Compensation, Career Planning, on Organizational Commitment. It can be concluded to encourage lecturers to do research publication it is necessary to apply the system of compensation based on the performance appraisal system elements of research faculty and careers to include research as compulsory elements that must be met lecturers to improve his career. With the compensation system and a good career planning can ultimately increase organizational commitment.The conclusion of this study is compensated significantly influential on organizational commitment at the 90% confidence level
Similar to Performance Management in State Universities in Cameroon: An Administrator’s Perspective (20)
The purpose of this study was to determine how parenting contributes to deviancy in school among students at Bokamoso Junior Secondary School. The study was a descriptive survey in which a questionnaire was administered to Form 2 and Form 3 students of Bokamoso Secondary School to collect data. The results were then presented using mean and standard deviation. The results showed that majority of students were male around the age of 16-20 years. The results further revealed that parental involvement has a significant influence on students being deviant, which was given by an average mean of 2.55 which is above the criterion mean of 2.50 and average standard deviation of 0.572. It was concluded that parenting is factor associated with a deviancy amongst students at Bokamoso Secondary School. It was therefore recommended that they should be a joint disciplinary council consisting of parents or guardian, teachers and school management which usually recommends on how to deal or act on certain offences depending on the gravity of offences.
This paper studies the pattern of students’ movement within and around the various classes of degrees in Modibbo Adama University of Technology, Yola, Nigeria. In this paper, a transition matrix was developed for the five classes of degrees using movement patterns in ten consecutive semesters (2011 – 2016). The probabilities of moving across the five different classes was obtained. Furthermore, a fundamental matrix was obtained to determine the expected number of students who stay within each particular class (stayers).
This study endeavoured to establish the characteristics of effective teachers and how these characteristics assisted teachers to improve learner performance. To address this aim, a case study design was employed as a methodology for the study, consisting of five rural schools. A literature study was conducted, alongside semi-structured individual interviews with five school principals and focus group interviews with twenty eight teachers from the same rural schools from where school principals were drawn. The collected data was analysed thematically, by establishing themes and their emerging categories. The established themes and their categories were interpreted and discussed to answer the research questions. The major findings of the study revealed that an effective teacher has a blend of three characteristics, namely, professional characteristics, personality characteristics and social characteristics. The blend of characteristics contribute to the quality of teaching and learning processes. The study recommended that educational practitioners in diversity should be cognisant of the characteristics of effective teachers and nurture them appropriately as these characteristics have a life-transforming effects on the lives of the learners.
This study endeavoured to establish the characteristics of effective teachers and how these characteristics assisted teachers to improve learner performance. To address this aim, a case study design was employed as a methodology for the study, consisting of five rural schools. A literature study was conducted, alongside semi-structured individual interviews with five school principals and focus group interviews with twenty eight teachers from the same rural schools from where school principals were drawn. The collected data was analysed thematically, by establishing themes and their emerging categories. The established themes and their categories were interpreted and discussed to answer the research questions. The major findings of the study revealed that an effective teacher has a blend of three characteristics, namely, professional characteristics, personality characteristics and social characteristics. The blend of characteristics contribute to the quality of teaching and learning processes. The study recommended that educational practitioners in diversity should be cognisant of the characteristics of effective teachers and nurture them appropriately as these characteristics have a life-transforming effects on the lives of the learners.
This research study examined the influence of self-regulation skills and social competence on the academic achievement of lower primary school pupils in Osun State, Nigeria. The study used a correlational research design and surveyed 418 primary 3 pupils across 9 local government areas using three instruments to measure self-regulation skills, social competence, and academic achievement. The results showed that pupils had low levels of behavioral and verbal self-regulation skills, average levels of emotional self-regulation skills, and overall low levels of self-regulation skills. Pupils showed high levels of social competence. Statistical analysis revealed a significant influence of self-regulation skills and social competence on pupils' academic achievement. The study concluded that social competence had a greater influence on academic achievement compared
With growth in enrollment in online courses at the university level, the quality of those courses is coming under increased scrutiny. This study surveyed faculty with experience in online, onsite, and blended courses to identify factors most likely to impede student success in online courses as well as strategies to improve online courses. The most common responses for why students might find online courses more challenging focus in the areas time management, student-teacher interaction, and motivation. The strategies for improving student success in online courses fall into the categories of assignments, teaching strategies, and training for both faculty and students. Steps for students to take before enrolling in an online course and tips for faculty who want to teach online courses for the first time are also included as appendices.
This paper focused on analysis of emergence of criminal groups in Dar es Salaam city and Zanzibar town. Data collection was based on in-depth interviews and focus group discussions. Content analysis was used in analysis of data collected from the study. The study findings revealed that youths are vulnerable and susceptible to criminal activities due to corruption, fake promises from politicians, education systems, laxity of parental or guardians’ care and inspiration of children to live luxurious life. In addition, the study recommended to take proper moves that police operation and other government authorities undertake on use of force that cannot end such societal challenges. Instead, the government should provide education system, which is skilled oriented to enable young people to employ themselves. In addition, more efforts are needed to fight corruption from low level to high level of government system.
Zambian communities are rich with voices of the value of adult education, albeit unsystematically documented. It is these insightful voices that this article unveils. Phenomenological research design was employed. Three research sites were targeted comprising two chiefdoms and covering four villages, two villages from each chief dom. Data was collected using interviews and focus group discussions. After coding the data, narrative and thematic methods of data analysis were used. Findings reveal that the value of adult education is measured informally by the number of the adult population able to access social amenities equitably and equally on one hand, and on the other, by their ability to read the ‘word and the world’ as purported by Freire and Macedo (1987).
Despite a healthy production of teachers, teacher attrition is a significant concern facing school administrators across the state of Texas. This study sought to determine the extent to which questions on the Exit and Principal Surveys reflect three sets of standards which guide educator preparation in Texas: Association of Teacher Educators (ATE) Standards for Teacher Educators, Texas Administrative Code (TAC) Educator Preparation Program Curriculum Standards, and Pedagogy and Professional Responsibilities (PPR) Exam Standards. This analysis provides important information about the validity of survey questions as a measure of standards compliance for educator preparation in Texas and also sought to determine if there is a difference between teacher candidates’ Exit Survey evaluation of preparation and principals’ Principal Survey evaluation of first-year teachers’ preparation. Findings indicated a clear disconnect. Recommendations are provided as contributions for future discussion on much needed educator preparation program standards reform.
This research study examined the effect of individual counseling on the academic performance of underachieving pupils at Maimusari Public Primary School in Borno State, Nigeria. The study found that common causes of underachievement among pupils included arriving late to school, not having complete learning materials, depression, anxiety, and negative teacher attitudes. The study also revealed that individual counseling helped pupils overcome learning barriers and significantly improved their academic performance. It is recommended that teachers be trained to identify underachieving pupils and refer them for counseling support.
The study contributes to the on-going debate regarding the significance of early childhood teachers’ instructional decision-making that take into consideration their theoretical knowledge (explicit theories) and practical experiences (implicit theories) and how they impact their instructional decision-making processes in diverse socio-cultural contexts of children. To address this gap in the literature, a qualitative multi-case study into the perceptions and classroom practices of four kindergarten teachers in two Ghanaian schools, Tata and Kariba, was carried out over a six-month period. One research question that sought to explore factors and beliefs influencing teachers’ instructional decision-making in a kindergarten classroom guided the study. Data sources used were semi-structured individual interviews and pair-based interviews and fieldnotes of classroom observations. Both within and across case interpretative analysis, as outlined. The study’s findings revealed that these teachers’ explicit theories and implicit theories of teaching influenced their instructional decision-making processes in kinder garten classrooms.
The study aimed to evaluate the “Human resource management for vocational schools at Bac Ninh province, Viet Nam: A model of faculty development program”. It concentrated on evaluating the existing Human resource management for vocational schools of the province, determining demographic profile of the respondents, profile of vocational schools. In order to come up with this analysis, a survey covering 50 specific vocational schools is implemented aiming to assess current status of the development of contingent of teachers and the factors affecting the development of teaching staff for vocational schools in Bac Ninh province such as Human resource planning; Recruitment and selection; Training and development Retention and maintenance; Promotion; Labor relations; and Transfer and retirement. Thereby, identifing the limitations in Human resource management of vocational schools. Based from all the findings of this study, the following conclusions were derived: The human resource management of vocational schools on Bac Ninh province still limited. Human resources in sufficient quantity, but the structure is not reasonable, lack of highly qualified and experienced faculty. Support policies are not sufficient to motivate faculty and attract highly qualified human resources. From the cited summary of findings and conclusions, the following are hereby recommended: Re-examining all the plans and programs for the Quality of Human Resource so that necessary updating and modification can be done; Strongly focusing on recruitment process and policies of training and retraining human resources, Specific strategies for implementing these plans must also be considered. Conducting regular evaluation of all the programs must be implemented.
The study investigated the differences in leadership styles exhibited by principals of public Colleges of Education in Ghana in relation to their sex, age, years of work experience, and academic qualification. The cross-sectional survey design was adopted for the study. The target population was made up of all 46 principals of public Colleges of Education in Ghana. The target population consisted of all 38 public Colleges of Education which were in existence before the absorption of eight private Colleges of Education by the government of Ghana into public system. The purposive sampling technique was used to select 38 principals for the study. The Multifactor Leadership Questionnaire developed by Bass and Avolio (2004) was adapted to collect data. Means, standard deviations, t-test and ANOVA were used to analyse the data. The findings revealed that there were no statistically significant differences in the leadership styles of the principals of public Colleges of Education in Ghana based on their sex, age, and academic qualification. However, there were statistically significant differences in the leadership styles adopted by the principals in relation to their years of work experience. It was therefore concluded that many years of experience of principals of public CoEs in Ghana is critical for good leadership in these colleges. Among the recommendations was that the National Council for Tertiary Education (NCTE) should consider years of work experience in the selection and appointment of principals for public Colleges of Education in Ghana. Additionally, in-service training and refresher courses should be organized regularly by NCTE for principals on the leadership styles suitable for achievement of objectives and goals of their colleges.
This document summarizes a research study on the challenges of teaching English to young learners in primary schools in Kuwait. The study collected data through surveys of 20 English teachers and interviews/observations of teachers in 5 educational areas of Kuwait. The main challenges identified were lack of teacher training, inadequate resources, large class sizes that make communicative language teaching difficult, exams that focus on grammar over skills, and limited use of English in and outside the classroom. The researchers concluded that teachers face significant obstacles in teaching English to young learners locally in Kuwait.
The study examines the effect of improvisation of teacher-made instructional media on students’ performance in some selected primary science concepts. Thus, a pre-test and post-test, non-randomized experimental design was adopted for the study. Three thousand, three hundred and sixty-eight (3,368) primary six pupils from 48 public primary schools in Akwa Ibom State formed the population while two hundred and nineteen primary six pupils from two schools formed the sample for the study. The two intact classes were exposed to standard and improvised science equipment. A Primary Science Performance Test (PSPT) instrument was used to collect data before and after each lesson. A t-test statistical analysis revealed that there is no significant difference of the post-test performance of intact classes exposed to improvised science equipment and those standard equipment indicating that pupils benefited equally from the standardized and improvised equipment with t-calculated score of 1.34 below the t-critical 2.92. It is recommended that the government should organize workshop on the use of improvised materials to change the orientation of the teacher centred instructional approach to teaching primary science.
Child and Youth Care (CYC) students have the right to be engaged in pedagogical practices that inspire and arouse their curiosity about their field of practice. Undergraduate course-based research in which students have an opportunity to conduct authentic research within a for-credit course is one such high-impact pedagogical practice with a growing body of evidence-based outcomes. This article presents an undergraduate course-based research project that examined child and youth care student’s beliefs about displaying love as a component of their practice. Located in the constructivist/interpretive research paradigm, this course-based research project collected data through the use of an expressive arts-based data method followed by a semi-structured questionnaire. Four overarching themes were identified during the thematic analysis: (a) authentic caring involves expressions of love, (b) expressions of love are an essential component of growth and development, (c) loving care as an ethic of relational practice, and (d) but…professionalism stands in the way. The results of this course-based study suggest that expressing love as a component of relational-centred CYC practice is not fully understood by CYC students and that much more research is needed to explore this issue.
This research describes an attempt to establish a pedagogically useful list of the most frequent semantically non-compositional multi-word combinations for English for Journalism learners in an EFL context, who need to read English news in their field of study. The list was compiled from the NOW (News on the Web) Corpus, the largest English news database by far. In consideration of opaque multi-word combinations in widespread use and pedagogical value, the researcher applied a set of selection criteria when using the corpus. Based on frequency, meaningfulness, and semantic non-compositionality, a total of 318 non-compositional multi-word combinations of 2 to 5 words with the exclusion of phrasal verbs were selected and they accounted for approximately 2% of the total words in the corpus. The list, not highly technical in nature, contains the most commonly-used multi-word units traversing various topic areas and news readers may encounter these phrasal expressions very often. As with other individual word lists, it is hoped that this opaque expressions list may serve as a reference for English for Journalism teaching.
The main objective of this study is to explore how podcasting can be implemented in teaching English as a Second Language as a supportive technological tool and thus contribute to the development of positive attitudes and beliefs of the learners. To this aim, the field experiment research was conducted. The study was carried out in a total of 28 pupils of the first grade of high school at an educational institution on Rhodes, Greece in February 2018. The students were assigned into the experimental group (15 students) and the control group (13 students). The results of the research have shown a positive change in students’ attitudes and beliefs, though no statistically significant difference has arisen regarding the students’ interest in the course, their self-confidence in English, the role of gender in learning English and the difficulties students come across when studying English. Similarly, no significant change has occurred regarding the usefulness of English, the importance of the English accent and the knowledge of another foreign language as a contributing factor to learning English more easily. Finally, a negative change was found regarding difficulties in oral communication in English.
One of the challenges of higher education focuses on the improvement of personal and professional skills of students, with the aim of strengthening strategies that include cutting-edge resources in the learning process. The appropriate use of Information and Communication Technologies (ICTs) in teaching work as support in face-to-face mode, has a significant impact on engineering professionals. With the correct handling of instruments, strategies, evaluations and educational materials mediated by technologies, which provide great advantages, where the student can work at their own pace and improve the synchronous and asynchronous communication channels with the teacher and their classmates to develop skills and acquire experiences. This work presents the incorporation of educational resources in virtual scenarios as support to the learning units taught in face-to-face modality in the Interdisciplinary Professional Unit of Engineering campus Guanajuato (UPIIG), with the purpose of reinforcing in the student self-management of knowledge to discover new teaching experiences and motivate them in the achievement of meaningful learning.
This study aims to recognize effectiveness methods of teaching skills in primary school in English , the researcher used the numbered heads together strategy as an effective method in education skills, the researcher used an experimental design with two groups (control group and experiment group), with a post-test for the achievement of Al-Khamaal Primary school , Fifth class , The sample of the study consisted of (60) pupils at Al-Khamaal Primary school in English, for the academic year (2018-2019). The researcher equaled the two research groups statistically by ( age by months, the marks of the last year, the achievement of the parents), so there were no statistical significance between the two groups in variables. The researcher used a test to collect data. The analysis of the data showed that the numbered heads together strategy has a great effect in teaching skills at primary schools. At the end of this study, the researcher presented some recommendations. These recommendations that focus on paying more attention to the learning strategies that used to improve educational process, moreover, teacher at primary schools should use effective strategies and effective methods in teaching skills.
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Performance Management in State Universities in Cameroon: An Administrator’s Perspective
1. Research Journal of Education
ISSN(e): 2413-0540, ISSN(p): 2413-8886
Vol. 4, Issue. 4, pp: 51-58, 2018
URL: http://arpgweb.com/?ic=journal&journal=15&info=aims
Academic Research Publishing
Group
51
Original Research Open Access
Performance Management in State Universities in Cameroon: An
Administrator’s Perspective
Agbor Michael Ntui
Associate Professor, Faculty of Education the University of Bamenda, Cameroon
Abstract
This study provides an in-depth understanding of how administrators perceive the purpose and value of the
performance management systems in state Universities of Cameroon; how the administrator assess the effectiveness
of current performance management processes in the department; the different dimensions of how administrators
perceive the impact of academic managers on their work performance; the extent to which administrators respond to
the process, measure and outcomes involved in operating the performance management system. The study also
analyzes what administrators think is an effective performance management system in the state Universities. The
research adopted a qualitative case study approach by selecting 12 administrators from 6 state Universities with
varied backgrounds in terms of years of service, seniority and gender. Data were collected through in-depth, semi-
structured interviews and documentary sources. Among the major findings were that the participants found the
meaning and purposes of performance management ambiguous; and that the many different processes contained
within the system were perceived as fragmenting and confusing in achieving the intended outcomes. Compounding
the concern was the lack of dedicated and able academics to manage the process.
Keywords: Performance management; Perspective; Administrator; State university.
CC BY: Creative Commons Attribution License 4.0
1. Introduction and the Problem
Organization and institutions, academic and non-academic are established or called upon to perform specific
duties or render particular services. These duties and services must be clearly specified. Management of performance
should be an on-going process that involves both the employer and employee in:
a) Identifying and desorbing realistic and appropriate means of attaining the institutional goals and standards.
b) Identifying, describing and updating the job description and job functions.
c) Giving and receiving information relative to employer performance.
d) Constantly examining goals of the institution and relating these goals to the objectives
e) Appraising the level of performance of the employee.
f) Planning on training programs that will lead to sustaining, improving performance standards and
g) Relating performance appraisal to rewards.
Performance management can be regarded as a systematic process by which the overall performance of an
organization can be improving the performance of individuals within a team framework. It is a means for promoting
superior performance by communicating expectations, defining roles within a required competence framework and
establishing achievable benchmarks. According to Armstrong and Baron (2004), Performance Management is both a
strategic and an integrated approach to delivering successful results in organizations by improving the performance
and developing the capacities of teams and individuals. Some define performance management as a specific set of
practices implemented by managers to control the behavior of individuals, with the ultimate aim to improve
organizational performance (Elton, 2004).
An administrator is one who directs the activities of other persons and undertakes the responsibility for certain
objectives through these efforts while leadership refers to people who bend the motivations and actions of other to
achieving certain goals; it implies taking initiative (Middlehurst, 2004).
Economic and political changes over the past few decades have had a profound impact on the traditional
relationship between the government and universities, their management and academic in the Cameroon state
Universities. Higher education systems are increasingly seen by governments as an instrument to enhance national
competitiveness in the global market (Slaughter and Leslie, 1997). This has resulted in a skilled and educated
workforce (Jary and Parker, 1998). This market orientation has led to the emergence of a new public sector.
Emphasis in organizational management has changed from command-and-control model towards the facilitation
model of leadership. This change has necessitated the evolution of the concept of performance management as a new
concept in the Human Resource Management Model (Armstrong and Baron, 2004) and in doing so it has
emphasized the need to consider it as a management problem.
This model assumes that the employee and the employer must have goals and objectives, which are coincident
with the main missions of the organization or institution. If the organization is broken into units or departments, the
goals and objectives of the employees in each department must support the objectives in that department, which in
turn support the overall objectives of the organization. We consider the University system as an example. The
university normally has the three missions of teaching (and learning), research and community service. These
2. Research Journal of Education
52
missions are translated to teaching programs in different departments, research units and the provision of skilled
labour to the general public. These departments and units support the main missions of the University by carrying
out their individual tasks to support the goals of the University.
The performance management process in the University for example should provide an opportunity for the
University and employees to discuss unit or departmental goals and jointly create plans for achieving those goals.
This is usually done through regular meetings and informal discussion in which old teaching programs are revised
and updated, new ones are proposed and unproductive ones deleted. These meeting and discussions should foster
only the achievement of institutional and organisational goals but also should contribute to the professional growth
of the teachers and the employees at large.
The arrival of Information Technology (IT) has changed the work environment from a manual to a mechanized
one. This changing environment offers many new challenges and opportunities and needs to be sustained.
Unexpected demographic growth, increased enrolment pressures in academic institutions, competition for teaching
places, pressures to reduce administrative costs, regulatory and policy pressures, increased services expectations, and
greater influence of customers and various stakeholders all influenced the way that we do our work today. There are
more accountability demands and new organisational model emphasizes a focus on decision-making and
accountability at the level where the work is done, and the development of a service culture that rewards team
performance, and integration of actives.
Given that performance management is a manifestation of Managerialism (Middlehurst and Kennie, 2003), the
extent to which the ideology of Managerialism has permitted Universities could explain the growing interest in
performance management in higher education sector.
Deem and Brehony (2005) define new Managerialism as an ideology that refers to ideas, values and practices
imported from the business sectors for managing public institutions in pursuance of efficiency, excellence and
continuous improvement. The characteristics of imported management techniques and practices include monitoring
employee performance, imposing tighter financial management control to attain targets, efficient use of resources for
improved productivity, quantitative measures performance, benchmarking and performance management (Deem and
Brehony, 2005; Randle and Brady, 1997).
The emergence of Managerialism in Universities can be traced back to the public sector reform which took
place in the early 1980s. One of the consequences of this reform was the shift in managerial thought on how to
manage public organisations to “new public management” or “new Managerialism” (Ferlie et al., 1996; Pollitt,
1993). With the belief that the new managerial approach “will deliver the „three Es‟ of economy, efficiency, and
effectiveness in public services and therefore can ensure value for taxpayers‟ money and eliminate waste” (Randle
and Brady, 1997), successive governments have been pushing all public organizations including Universities to
adopt this new set of managerial principles.
The movement towards Managerialism in Universities was encouraged as early as 1985 in the UK by the Jarratt
(1985). It urges that Universities should be considered as corporate organization and their Vice Chancellor should be
seen as Chief Executives in the governance of Universities (Dearlove, 1998). In addition, the external pressure to
improve quality and increase productivity has motivated Universities to increasingly adopt corporate practices and
techniques associated with new Managerialism (Cohen et al., 1999; Deem, 1998).
Applying the managerial practices to higher education is seen as a new departure because “it entails interrelated
organizational, managerial and cultural changes leading to a tightly integrated regime of managerial discipline and
control, which is radically different from the traditional collegial model experienced by academics” (Deem, 2001).
To what extent has the ideology of managerialism entered into the academic world?
In a study of six British Universities, which involved 105 semi-structured interviews with academics and
administrators, Henkel (1997) found that five Universities had moved towards a more managerial structure by
establishing a strong management team to run the operations and creating non-academic support units to mediate the
government‟s performance expectations and policies. Alongside the growth in administrative functions, the number
of Human Resources professionals has increased substantially in Universities to provide support in managing
academics (Jackson, 2001; Wilson, 1991)
Linking results of Research Assessment Exercise (RAE) to the size of the funding allocation is seen as central to
the growth of managerialism (Harley and Lee, 1997; McNay, 1999). In a study on the impact of RAE conducted by
McNay (1999) which involved 30 institutional cases, it reveals that RAE has caused some Universities to change
their recruitment strategies with a specific focus on hiring “research active” academics and centralize research
management with more emphasis on efficiency and control. Another emerging change identified by this study is that
some universities have clustered research staff from various departments together by creating research centers to free
them from teaching responsibilities (McNay, 1999). The gradual separation of teaching from research increases job
specification reinforcing the managerial ideology for efficiency.
Apart from organizational changes, the appointments of academic managers have become pervasive with
mandates to co-ordinate, integrate, control and regulate the work of academics (Deem, 1998; Randle and Brady,
1997). According to Deem (2001), this managerial role has been performed either by academics on a part-time basis
or full-time professional administrators. While this is still new to some Universities and most appointed managers do
not have private sector experience (Deem, 2001;2004), they seem to have embraced the concept of managerialism.
In a study of four Universities in the UK, Prichard and Hugh (1997) find a clear presence of managerialism from the
standpoint of senior post holders. This finding is affirmed by a subsequent study conducted by Deem (2001) to
examine the extent to which the idea about new manaferialism had permitted into higher education between 1998
and 2000. The results reveal that most surveyed academic managers, despite having a background as academics
3. Research Journal of Education
53
themselves, have a strong belief in their right to manage other academics. The legitimacy of academic managers
seems to be further bolstered due to the need to satisfy the requirements set by the external quality audit and
assessment on research and teaching (Deem and Brehony, 2005)
With the emergence of the academic manager to take on management roles along with the need to raise the
performance standards on research and teaching, the concept of performance management is increasingly seen as an
integral part of organizational life in universities to define, measure, and stimulate employee performance (Jackson,
2001).
The inclusion of performance management into the domain of academic appears to be challenging. Performance
management has been perceived as a management tool imported from the private sector and other parts of public
sector seeking to introduce command and control on work behavior in order to achieve institutional objectives. This
administrative principle is in conflict with university traditions of „collegiality‟ and „academic freedom‟ therefore,
the obligation of such a system may be seen as challenging the traditional ways of how academics self-regulate their
work and their long-established professional identities. Unfortunately, there is an apparent inconsistency in the
literature on the impacts of performance management on academic. Using different perspectives to view the impacts
of performance management could reach opposite conclusions on the matter. This paradox calls for a study to seek a
more in-depth understanding of how and whether academics adjust and respond to the changes brought by
performance management.
2. Objectives of the Study
This piece of work intends to investigate the following:
1. To examine how administrators perceive the purpose and value of the performance management systems in
the state Universities of Cameroon.
2. To find out how the administrator assess the effectiveness of current performance management processes in
the department.
3. To explore the different dimensions of how administrators perceive the impact of academic managers on
their work performance in state Universities.
4. To investigate the extent to which administrators respond to the process, measure and outcomes involved in
operating the performance management system in state Universities.
5. To analyze what administrators think is an effective performance management system in the state
Universities.
3. Research Questions
1. How do administrators perceive the purpose and values of the performance management systems in the
state Universities?
2. How does the administrator assess the effectiveness of current performance management processes in the
department?
3. In what dimensions do administrators perceive the impact of academic managers on their work
performance?
4. To what extent do administrators respond to the process, measures and outcomes involved in operating the
performance management system?
5. What do administrators think is an effective performance management system in the state Universities?
4. Methodology
The paper is based on extant literature on strategic talent management and University performance. The
literature was analyzed and synthesized from the concepts clarification to the relationship, and results were used to
formulate a research framework. A semi-structured interviewing approach was used to elicit the required information
together with documentary analysis to confirm and supplement the findings. The data collected for analysis were
coded and then organized under the key research question headings. Patterns and trends drawn from the interview
questions have gathered together to respond to the key research questions.
5. Findings and Discussions
How do academic participants perceive the purposes and values of the performance management system?
The extent to which University management and academics share the same view or have a common
understanding of the term „performance management‟ is of strategic importance to the implementation of the
program. Any gap or mismatch could result in skepticism among academics about the intention of introducing
performance management. At the Universities, the performance management system is designed to serve multi-level
purposes to accommodate the need to fulfill the external accountability requirements, the need to meet the
University‟s mission as an organization, and the need of individual academics for professional development. To
meet these multi-level purposes, the Universities operates five processes under the umbrella of the performance
management system that include a development-oriented appraisal scheme, a research monitoring process,
mentoring and probation reports for newly-joined academics, teaching evaluation in the form of peer observation and
student feedback surveys, and reward programs such as a promotion and an achievement bonus scheme to recognize
outstanding performance (for example, President Biya‟s grant to University students)
4. Research Journal of Education
54
While this system appears to have many good characteristics, at least in principle, to support the University‟s
needs to meet the accountability requirements and the individual needs for professional development, the term
„performance management‟ is regarded by participants of this study as ambiguous. As revealed from the findings,
thirty-three out of 60 participants included in this study have explicitly claimed that the term is either confusing or
non-existent in the University. In addition, almost all of the academics interviewed were not well-versed in the
reasons for the University introducing performance management. Twelve participants speculated that the purpose of
performance management was for managerial control, based on what they had read from the literature.
This speculative view was also supported by the other senior academics, but their judgment was based on their
personal belief on what the system should do rather than their understanding of the University‟s policy. Confusion is
also found among the remaining administrators. Their perception of performance management was largely
influenced by their experience with the appraisal scheme leading them to believe that the purpose of performance
management is primarily for individual professional development.
The confusion is due to the fact that previous literature argues that the term „performance management‟ is
exclusive, due to its open approach, which tends to serve multiple purposes (Williams, 2002) and involves a range of
varied activities that are not necessarily coherent with each other (Brown, 2005; Den Hartog et al., 2004). For this
reason, the literatures has not yet to come up with a universal definition, resulting in a wide range of different
interpretations depending on individuals beliefs or values.
The above discussion signals the importance of ensuring the multiple processes of the system are well-integrated
as a package of measures, and that policy value of each process is clearly distinguished and articulated. However, the
findings of this study confirm that this co-ordination is lacking in the three State Universities. At least three senior
administrators openly criticized the system as fragmented with no co-ordination between processes.
Furthermore, two other administrators questioned the link between the performance and reward programs. The
lack of co-ordination seems to add confusion among academics about what the real purpose of performance
management is, the result of which leads them to interpret it in their own way, based on their personal values.
Guided by entrenched academic identity (Harley and Lee, 1997) regarding personal values and the experience of
traditional values of an appraisal scheme, it is evident that the small group of academic participants in the case
school still believes that performance management is primarily for professional development. This result challenges
the conventional view that performance management is a manifestation of managerialism focusing on increased
efficiency, effectiveness, and accountability (Middlehurst and Kennie, 2003).
Taken together, it is plausible to argue that it is the confusion and uncertainty about the meaning of the term
performance management and the purpose of implementing multiple programs that contribute to the gap between the
University‟s intention and the view of the participants. The lack of concordance raises a concern about whether
academics will accept and commit to the performance management system.
How do academic participants view the effectiveness of current performance management processes in the
department?
According to conventional Goal-Setting Theory and Expectancy Theory, performance management systems can
raise motivation if three requirements are met: work objectives and appropriate work priorities are clarified and
specified; assessments are fair and accurate; and a clear connection between financial incentives and academics‟
efforts is established. This study, however, reveals that the systems implemented by the 6 state Universities have
been effective in meeting these three requirements;
Goal setting: considerable concern is raised in the literature about setting clear goals in the higher education
sector (Clark, 1983). Thirty participants asserted that the mandate of the school is so broad and ambiguous that it is
almost impossible to determine specific and achievable goals, a finding consistent with Clark‟s study.
Indeed, almost all participants included in the study indicated that they had received very little information
about the organizational goals from appraisers at the goal-setting meetings. Arguably, the goal-setting exercise at the
Cameroon Universities (cases studied) could be perceived as a self-identification process as pointed out by one
senior lecturer. This arrangement, however, did not seem to create problems for the professors. Based on responses,
from fifteen participants, their professional identity and enthusiasm enabled them to know what they individually
needed to achieve. What seems to be of concern, however, for more than half of those interviewed is the
intensification of academic work fuelled by administrative work for accountability purposes; the reduction of clerical
and secretarial support in helping them achieve administrative goals; and their involvement in „entrepreneurial‟
activities. This „overwhelming‟ workload could potentially force most of the participant academics to “muddle
through” the various activities imposed on them, rather than rely on a more organized work schedule to determine
their goals and work priorities.
Performance measures: unsurprisingly, seeking valid and reliable measures to accurately determine the
performance level of teachers in research, teaching, and administration has proved to be a challenge. All participants
in the study, including the newly hired lecturers, agreed that research performance is measurable based on a number
of quality publications and experience.
Consistent with Talib (2003) research, the tone set by the Research Assessment Exercise requirements seems to
have been accepted by academics as key measures for their research performance. Only twelve participants voiced
Elton (2004) concern as a caution that the use of simple productivity measures to judge their research performance
could encourage changes in short-term behavior resulting in unintended and detrimental consequences such as
eschewing research that takes a longer time to complete.
5. Research Journal of Education
55
Two of the Universities have put in place a peer-observation and a student feedback scheme to measure the
quality of teaching, about half of the participants concurred with the conventional view that the lack of valid
measures to evaluate teaching effectiveness was still a concern. At least two participants argued that the observation
of classroom practice could only produce a snapshot result and its validity was subject to the honesty and the ability
of the observer, a finding consistent with Wragg et al. (2004).
In addition, this study underscores the difficulty in using student achievement to judge teaching performance.
Despite all participants being proud of their teaching skills, forty participants voiced a concern about establishing
causal links between teacher contributions and student performance, due to many uncontrollable factors.
Administration was viewed by most participants as a chore and was characterized as the „least satisfying task‟.
Identifying appropriate measures to quantify the performance in administration seemed to be a challenge according
to the findings. With the intensification of administrative work and the fact that academics generally claim they do
not gain intrinsic satisfaction from the administrative work itself (Barnes, 2000; Byron, 2005), the consequence of
not having appropriate performance indicators to recognize the contribution to this dimension of work could greatly
undermine the commitment of academics to the organization, according to the perspective of Psychological Contract
Theory in Stiles et al. (1997). In addition, administration is one of the criteria for promotion and bonus awards. The
absence of performance indicators to quantify achievements in this area may put those academics whose
involvement in administration overwhelms teaching and research at a disadvantage for promotion and receiving
rewards.
Financial incentives: consistent with the existing knowledge base (Lacy and Sheehan, 1997; Varlaam et al.,
1992), this research confirms that academics tend to be more responsive to intrinsic rewards such as professional
competency and autonomy than financial incentives, a fact that further undermines the perceived effectiveness of the
current performance management processes. Thirty participants criticized the tenuous link between performance and
reward in the State Universities, and one of them further argued that the reward system could create a divisive and
counterproductive environment (Kohn, 1993). Another three participants described their reward experiences, but felt
that the reward progrmme could only bring limited impact. While the academics were not in favour of financial
incentives, it appears that reward programs are generally viewed as hygiene factors and must be maintained to avoid
dissatisfaction is the lack of clear or proactive communication to make the programs more transparent to all
participants to ensure they understand the steps needed in order to increase their opportunities to quality for the
rewards.
A further concern is linked to the professors‟ belief as to whether they have the ability and opportunity to
engage in activities that qualify for the rewards. Being a research-led University, the key determinant factor rewards,
particularly for promotion, is research performance. Prewitt et al. (1991) and Grant (1998) contend that this bias
towards research and against teaching puts those academics whose role is primarily teaching at a disadvantage. In
this study, the research emphasis in itself, however, does not seem to be a source of disagreement for many of the
academics as they are well aware that they work in a research-led University. It was a particular concern, however,
for the teacher-training staff who could claim little opportunity to engage in research, as opined by five participants.
Another emerging concern is that most lecturers are burdened with heavy teaching and administration loads that
impair their ability to complete the targeted research work and thus undermine their chance to receive the expected
rewards.
How do academic participants perceive the impact of the academic manager on their work performance?
The successful implementation of performance management requires the manager to be properly equipped for
the role and to have necessary resources and time to discharge the performance management responsibilities. This
study underscores the dilemma in relation to appointing the appropriate personnel to manage this process.
The research identified four key stakeholders involved in the performance management processes in the 6 state
Universities. Half of the participants felt that the Head of Departments (HOD) was their line manager and should
therefore have a vital role in performance management. However, it was generally agreed that the otherwise flat
structure, with a wide span of control, made it almost impossible to have the HOD carry out the performance
management activities for more than 40 lecturers in the University. Indeed, the role of the HOD in the University is
limited to overseeing the processes to ensure they adhere to the University‟s policy and guidelines. The actual
performance management responsibilities have devolved into three different roles of administrators (course leader,
academic research director, and appraiser) who take on this role in addition to their academic work. While the
involvement of three different people can address the needs of each separate process, that is accountability versus
development, lecturers may become confused with the feedback they receive from each stakeholder. Such feedback
and advice could be varied and conflicting. A further significant concern raised by 40% of the participants centered
on who should have the ultimate responsibility to monitor the performance of all facets of academic work. Given
that each academic leader is only responsible for one aspect of academic work, it raises a question of who is the
central person with the accountability for collating all performance information together from various processes and
deciding on an overall rating for each academic.
The above findings demonstrate two overarching problems: role ambiguity and role effectiveness faced by
administrators when carrying out the performance management activities in addition to their regular academic work.
6. Research Journal of Education
56
How do academic participants respond to the process, measure, and outcomes involved in operating the
performance management system?
Three different response strategies were identified among the participants in this study: a „sailing‟ strategy, a
„redefining‟ strategy, and a „struggling‟ strategy, as explained below;
Nineteen administrators interviewed felt that the current performance management arrangements have minimal
impacts on their working lives and thus they have made no change to their working practices. The entrenched
collegial culture in the University and the personal pride in their self-efficiency seem to lead them to believe they
can continue their usual practices („sailing‟ strategy) to contribute their best to the job, regardless of measures and
processes imposed on them under the umbrella of performance management. Another factor contributing to this
belief is linked to their relative experience with performance management. Two newly-hired lecturers in this group
indicated that they had been subject to a more rigorous performance management system in their previous
employment, for example, in secondary or primary schools, and therefore had less trouble adapting to the system
place.
Three participants used a lens through which they saw the positive aspects of the system and the scope of the
academic work that would provide them with enough room to configure their job focus (redefining strategy) to
regain any loss of professional identity due to the control aspects the system.
Based on the above findings, it is plausible to argue that there is little evidence to support the conventional view
(Simmons, 2002) that the performance management system in the Universities has undermined academic freedom.
What do academic participants think is an effective performance management system?
Need for a more structured system: The suggestions offered by participants to improve the system are quite
specific and focused on those issues identified above. What is strikingly identified by this research is that, instead of
finding that academics argue for the elimination of the performance management system in defending their
professional autonomy, it is evident that some participants included in the study call for more structured and
integrated system. To address the concern about the fragmentation of the current process, at least thirteen senior
administrators argued for a more structured system to integrate the various components of performance management
by using appraisal as a central tool to pull all information together and have a more structured management team
with clearly defined accountabilities to manage the processes.
Need to maintain collegial culture: while calling for a more structured performance management system, the
need to maintain the collegial culture was also underlined in the suggestions made by the participants. The
suggestions included: the need to focus on teamwork, involvement in decision making, the use of intrinsic rewards to
minimize a divisive effect; equitable allocation of work, recognition of all facets of academic work and the
transparency of the system. All these suggested changes are in line with the concept of the collegia; model
(Middlehurst, 2004), signaling that academics still uphold the value of academic identity and o not want to see it
fade away.
Need for effective leaders: To successfully implement an integrated and structured system while maintaining
collegiality, at least forty-five participants underscored the importance of effective leadership. As stressed by one
senior participant, “The system will become worthless unless we have an effective leader to run it”. They
characterized an effective leader as someone who has a high degree of motivation to develop people, is effective in
communication, and has the ability to create a climate conducive to helping academics achieve their objective. In
addition, there was also an expectation that this leadership role should be appointed in a managerial capacity with
full commitment to helping academics set targets, maintain the process, provide ongoing support, and follow up.
Finding a qualified person to meet these expectations, however, is more than challenging. The expected profile
means that the chosen leader should have the necessary academic credentials to act as a „mentor‟ to provide ongoing
support and feedback to academics and the necessary leadership attributes to perform the roles of „facilitator‟,
„communicator‟ and „manager‟ to effectively manage the processes.
6. Conclusion
The results of this study indicates that administrators believe the purpose of performance management at the
State Universities of Cameroon is primarily professional development and that the managerial control aspect is
largely neglected. This belief is largely linked to the deeply-held values of participants nurtured by a collegial culture
and traditional academic identity.
The discussion of the findings on the effectiveness of the current processes provides evidence that academics
find difficulty in setting their priorities due to a multiplicity of demands, lack of clear direction from the authorities,
and time constraints. Another concern is about the appropriateness of measures to accurately evaluate their
performance. Research on academic motivation confirms that individuals tend to be more responsive to intrinsic
rewards than financial incentives, which further undermine the perceived effectiveness of current performance
management processes. The study also reveals that the administrators delegate the performance management
responsibilities to academic leaders. The lack of vested authority, along with the difficulty in stretching enough time
to carry out performance management activities in a truly professional way, adversely impacts their effectiveness in
performing the role.
Given that the performance management system has been only loosely implemented, most administrators do not
seem to find difficulty in adapting to the system.
7. Research Journal of Education
57
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