...1.0 Performance Management Today we believe that an organization’s competitive success is achieved through people. Then, it follows that the skills and performance of people are critical. Performance management is a continuous process of identifying, measuring and developing performance of individuals and teams and aligning performance with the strategic goals of the organization. The system through which organizations set work goals, determine performance standard, assign and evaluate work, provide performance feedback, determine training and development needs and distribute rewards (Briscoe and Claus, 2008). “Performance management is a systematic approach to tracking individual performance against the targeted objectives of the organisation, and identifying strengths and opportunities for improvement” (Smith & Mazin 2004:42). Performance management refers to the on-going means by which an organization monitors, documents, corrects or rewards individual and collective employee performance in an organization by using various tools. 2.0 Employee Performance According to Tinofirei (2011), employee performance is the successful completion of tasks by a selected individual or team, as set and measured by a supervisor or organization, to pre-defined acceptable standards while utilizing available resources efficiently and effectively within a changing environment. Armstrong and Baron (2005: 122) agree that work performance management for teams is inherently the same as for individuals...
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...Chapter 1 – Introduction Rewards, Motivation and Job Satisfaction are important and significant variables to the organization success as it is an employee’s attitude towards their job. The higher the job satisfaction, the more the employees will hold a positive attitude towards their jobs. Similarly, the organization will have low turnover rate and better in talent retention. (Sarwar & Abugre, 2013) Therefore, an organization’s strategy is linked to job satisfaction of the employees as it has direct impact on productivity and profitability. (Khalid, et al., 2011) In many organizations, employee turnover is a major issue because of the cost involved with new hiring and training. The purpose of this study is to find out the relationship between job satisfaction and employees performance in Gas Pte Ltd. (Sarwar & Abugre, 2013) Chapter 2 – Literature Review In the past, the organizations provide a permanent guarantee for the job and employees will in return give the organizations their loyalty and their best performance. However, this is a dream now which show that the job satisfaction in the organization has changed over the years. Employees are more educated and highly trained in skill. They are able to perform their duties based on their capabilities to achieve the goals of the organization. As a result now, organizations should recognize what are the needs to motivate their employees to deliver their best to the organizations. (Zaidi & Abbas, 2011) ...
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...Chapter 1 – Introduction Rewards, Motivation and Job Satisfaction are important and significant variables to the organization success as it is an employee’s attitude towards their job. The higher the job satisfaction, the more the employees will hold a positive attitude towards their jobs. Similarly, the organization will have low turnover rate and better in talent retention. (Sarwar & Abugre, 2013) Therefore, an organization’s strategy is linked to job satisfaction of the employees as it has direct impact on productivity and profitability. (Khalid, et al., 2011) In many organizations, employee turnover is a major issue because of the cost involved with new hiring and training. The purpose of this study is to find out the relationship between job satisfaction and employees performance in Gas Pte Ltd. (Sarwar & Abugre, 2013) Chapter 2 – Literature Review In the past, the organizations provide a permanent guarantee for the job and employees will in return give the organizations their loyalty and their best performance. However, this is a dream now which show that the job satisfaction in the organization has changed over the years. Employees are more educated and highly trained in skill. They are able to perform their duties based on their capabilities to achieve the goals of the organization. As a result now, organizations should recognize what are the needs to motivate their employees to deliver their best to the organizations. (Zaidi & Abbas, 2011) ...
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...Available online at www.sciencedirect.com ScienceDirect Solar Energy 112 (2015) 68–77 www.elsevier.com/locate/solener Short-term reforecasting of power output from a 48 MWe solar PV plant Yinghao Chu, Bryan Urquhart, Seyyed M.I. Gohari, Hugo T.C. Pedro, Jan Kleissl, Carlos F.M. Coimbra ⇑ Department of Mechanical and Aerospace Engineering, Jacobs School of Engineering, Center for Renewable Resource Integration, University of California, San Diego, 9500 Gilman Drive, La Jolla, CA 92093, USA Department of Mechanical and Aerospace Engineering, Jacobs School of Engineering, Center for Energy Research, University of California, San Diego, 9500 Gilman Drive, La Jolla, CA 92093, USA Received 31 March 2014; received in revised form 14 November 2014; accepted 17 November 2014 Communicated by: Associate Editor Frank Vignola Abstract A smart, real-time reforecast method is applied to the intra-hour prediction of power generated by a 48 MWe photovoltaic (PV) plant. This reforecasting method is developed based on artificial neural network (ANN) optimization schemes and is employed to improve the performance of three baseline prediction models: (1) a physical deterministic model based on cloud tracking techniques; (2) an autoregressive moving average (ARMA) model; and (3) a k-th Nearest Neighbor (kNN) model. Using the measured power data from the PV plant, the performance of all forecasts is assessed in terms of common error statistics (mean bias, mean absolute error...
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...Australas Med J. 2012; 5(1): 1–7. Published online 2012 Jan 31. doi: 10.4066/AMJ.2011892 PMCID: PMC3413924 The relationship between managers' leadership styles and emergency medical technicians' job satisfaction Azimeh Ghorbanian,1 Mohammadkarim Bahadori,2* and Mostafa Nejati3 1. School of Management and Medical Information Sciences, Shiraz University of Medical Sciences, Shiraz, Iran 2. Health Management Research Centre, Baqiyatallah University of Medical Sciences, Tehran, Iran 3. School of Management, Universiti Sains Malaysia (USM), Malaysia Corresponding Author: Mohammadkarim Bahadori Health Management Research Centre, Baqiyatallah University of medical Sciences Tehran Iran Email: moc.liamg@htlaehirodahab Author information ► Copyright and License information ► Copyright © Australasian Medical Journal This article has been cited by other articles in PMC. Go to: ------------------------------------------------- Abstract Background/Aims Leadership plays a crucial role in many professions, especially in challenging positions such as emergency medical service jobs. The purpose of this study was to explore the relationship between managers' leadership styles and emergency medical technicians' job satisfaction. Method This is a descriptive and cross-sectional study that was carried out in 2010. The research population included 21 managers and 87 emergency medical technicians working in 23 stations in Isfahan city, Iran. The main tools used for data accumulation...
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