...from me I think that says a lot. This because I have attended hundreds of different genre concerts over the years. Let me first start off with D’ Angelos opening performance. You could say his band began the show with an uplifting percussion performance. The bass from the drums and the shaking of the tambourine instantly brought the crowd to the re feet, everyone clapping and shaking there heads. This lead into the new jam he has with Questlove called Bonnaroo. This song really pumped the crowd up, I didn’t even know the song but some how found myself trying to sing and dance along with its good beat and rhythm. He toned down midset with his song , A Woman’s Worth. The piano being played by one of his band members although only a few simple notes made the song so deep and almost reflecting. Personally it brought a tear to my eye because you could tell he had so much feeling behind his chorus when he sang. Mary J Blige began her set with one of her newer songs which I do not recall the name of. The song was very upbeat and had many instrumental solos in the beginning and end. Overall the song was not to my liking yet it did have a good melody throughout the song. “My Life” allowed her to assume the more regal posture of a jazz singer, accenting some lines with scat-like runs. But the performance was no less dramatic. She found joy again with – what else? -- a Rufus song, “Sweet Thing,” originally with lead vocals by Chicago soul great Chaka Khan. Blige clung closely...
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...purpose of this research project was to find out how well BWI HR is meeting the needs of its employees. Fifty surveys were collected and reviewed. One each survey were eight HR services. The HR services are Performance Appraisal, Wage & Salary Administration, Incentive Pay Program, Internal Job Posting, Healthcare Insurance, Technical Training, Career Counseling/Development and Flexible Work Schedule. Each of the HR services had a rating scale to see how important and satisfied the Target employees would rate them. There were three HR services that showed the largest gap between importance and satisfaction. The incentive pay program, performance appraisal system and career counseling and development all showed large negative gaps. The incentive pay program should be changed from an individual-based program to a team/group-based program. The performance appraisal system should evolve into a “social network” type of performance management system. This type of social performance management system will bring many advantages, including empowerment. Finally, the career counseling/development programs should see a small expansion and reviews of the eligible degrees, adding certificates, increasing the tuition reimbursement amount and adding mentoring programs. These improvements should be implemented to improve the HR services, our people and our overall company performance. Introduction The HR department is proud to provide a wide array of services to our excellent...
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...sDEVELOPING A MOBILE ELECTRONIC PERFORMANCE SUPPORT SYSTEM FOR A MAJOR TOP 20 NEWSPAPER: AN ACTION RESEARCH STUDY IN ADVERTISING SALES by Theresa A. Hueftle A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Philosophy Capella University October 2005 UMI Number: 3187646 Copyright 2005 by Hueftle, Theresa A. All rights reserved. UMI Microform 3187646 Copyright 2006 by ProQuest Information and Learning Company. All rights reserved. This microform edition is protected against unauthorized copying under Title 17, United States Code. ProQuest Information and Learning Company 300 North Zeeb Road P.O. Box 1346 Ann Arbor, MI 48106-1346 © Theresa Hueftle, 2005 Abstract The purpose of this study was to determine the most effective way to deliver just-in-time learning using mobile technology for newspaper salespeople working in the field. The goal was to produce a pedagogical platform that was time sensitive, had on the job accessibility, and did not overload the salesperson’s mental abilities. The instructional design prototype used an action research approach. The study was based on the works of Gloria Gery (electronic performance support) and Ruth Clarks (building expertise). This study provided the information from an authentic newspaper environment to develop a mobile performance support prototype for newspaper salespeople. Results revealed the hardware, authoring software, content, architecture, and learning theory...
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...Guide to a Balanced Scorecard: Performance Management Methodology Guide to a Balanced Scorecard Performance Management Methodology Richard H. Hopf Deputy Assistant Secretary for Procurement and Assistance Management Department of Energy David J. Litman Director, Office of Acquisition and Grants Management Department of Transportation Lloyd W. Pratsch Procurement Executive Department of State Ida M. Ustad Deputy Associate Administrator for Acquisition Policy General Services Administration Robert A. Welch Director for Acquisition Management and Procurement Executive Department of Commerce Terrence J. Tychan Deputy Assistant Secretary for Grants and Acquisition Management Department of Health and Human Services Pauk A. Denett Director of Administration/Senior Procurement Executive Department of Interior Moving from Performance Measurement to Performance Management Guide to a Balanced Scorecard: Performance Management Methodology Preface T he members of the Procurement Executives’ Association (PEA) - an informal association of civilian procurement executives - have redesigned their programs for performance evaluation and management of acquisition systems. They have moved from headquartersbased, process-oriented oversight programs to ones which rely more on self or local assessment of performance against departmental or agency expectations. Through the use of assessment approaches based on performance measurement models developed by a federal...
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...Contents Executive Summary The project aims at the identification of the most important factors that are relevant to job performance for a professional employed as a trainer in the Adventure Sports sector. Through this, we plan to identify the relevant concepts of motivation, personality, leadership and team behavior etc which play a role in these organizations and the impact of these parameters on the performance of personnel employed in this sector. The study was divided into two phases. In the first phase, through extensive interviews, we identified three variables: passion for exploration, independence and recognition as having the maximum impact on the performance of an adventure sports professional. In the second phase, surveys were conducted on a larger sample of people and statistical analyses done to validate the hypotheses that were formed in the first phase. On the basis of this, it was found that the impact the variable passion for exploration has on job performance is completely explained by the three performance dimensions while the other two variables are partially supported. 1. Introduction Adventure Sports refers broadly to all those activities with a certain level of inherent danger and involves a lot of physical exertion from the part of the participants. It involves a wide variety of activities ranging from bungee jumping and water sports to trekking in the Himalayas. From being considered an activity that is aimed at having occasional fun, adventure...
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...Illustrations Chapter 3 Role of OD practitioner The role of the OD practitioner is varied and dynamic. Descriptions include; helper, advisor, sounding board, navigator, coach, facilitator, designer, developer, leader, consultant, expert, partner, problem solver, diagnostician, process specialist and collaborator. These roles can be practiced as an employee within the organization or as an external consultant. Internal consultants are the members of the organization and may be located in the human resource department. They perform the OD role exclusively and combine it with other tasks such as compensation practices, training or employee relations. The internal consultants have a variety of clients that includes both line and staff departments. External consultants are not the members of the organization. They typically work for a consulting firm or are self-employed. External practitioners are generally hired to provide a particular expertise that is unavailable internally to bring a different and potentially more objective perspective into the organization development process, or to signal shifts in power. Internal consultants have an advantage over external consultants because they have ready access to and relationship with the client, know the culture of the organization and have insight about the root cause of the problem. Apart from this, internal consultant have vast amount of information, reports and direct observations. External consultants, however, have the advantage...
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...Survey Paper: Businesses often use surveys to gain a better understanding of the happenings within a company. The results of the surveys are used to make changes to improve the company and solve business problems. This paper will address the survey created in regard to supervisory performance, managerial leadership style, and performance appraisal systems. We will discuss how the proposed survey addresses the problem and determine if the survey questions are appropriate to research the business problem. We will identify the level of measurement used for the survey questions. Finally we will discuss what ethical implications must be considered when developing survey questions. This survey was designed to find what the employees think about supervisory performance, managerial leadership style, and performance appraisal systems. The survey consists of a series of questions to arrive at the views of the employees first regarding the supervisors. The questions will answer the question of how well the supervisors are performing the supervisory functions required. Next the survey asks questions to see if the employees are receiving the proper performance appraisals from verbal recognition to how satisfied the employees are with the pay rate. The survey then addresses what type of managerial leadership style the supervisors have, it gives the option of the three leadership styles preferred from within the company and gives an option for “other” to determine how many leaders have...
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...HRM Project Performance Appraisal System in Accenture A critique of the performance appraisal system in Accenture 2011 Santanu Chowdhury (PGP14/297), Abhijeet Yadav (PGP14/256), Kulbhushan Baghel (PGP14/278), Gaurav Patil (PGP14/272), Udit Kapoor (PGP14/309, Pranay Khera (PGP14/320) Section E Group 5 3/14/2011 Contents Acknowledgment 3 Introduction 3 Importance of the issue 3 Performance Appraisal System in Accenture 4 Interview and Survey 6 1. Set the performance objectives and standards 6 2. Communicate the objectives, standards and expectation to the employees 7 3. Measuring the performance 9 A. Self Input of performance by the employee 10 B. Supervisor input on employee performance 11 C. Supervisor’s Qualitative Assessment 13 4. Feedback by supervisor 15 5. Feedback is stored in the system 16 Recommendation 18 Appendix 18 Acknowledgment We, gratefully acknowledge the guidance, help and valuable suggestions received from Prof. T N Krishnan. We would like to thank him for his valuable advice and guidance. We would also like to thank the employees and ex-employees of Accenture India who has given us interview and have taken part in our survey of Accenture performance appraisal system thereby aiding us in the successful completion of the project. Introduction Accenture is a global management consulting, technology consulting and outsourcing firm with a workforce of 177000 employees around the world. In India, Accenture...
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...Teamworking and organizational performance: A review of survey-based research Teamworking xxx 2007 Publishing Ltd ORIGINAL Journal of Ltd 2007performance XXX UK Publishing Management Reviews © Blackwell 1460-8545 International and organizational IJMR Oxford, Blackwell ARTICLES Anne Delarue,1 Geert Van Hootegem, Stephen Procter and Mark Burridge This paper presents a review of recent survey-based research looking at the contribution of teamwork to organizational performance. In particular, it focuses on empirical studies in which both teamwork and performance are directly measured in a quantitative way. The paper begins by identifying four interrelated dimensions of teamwork effectiveness: attitudinal, behavioural, operational and financial. The first two represent transmission mechanisms by which organizational performance can be improved. The latter two provide direct measures of organizational outcomes. The review shows that teamworking has a positive impact on all four dimensions of performance. It also reveals that, when teamwork is combined with structural change, performance can be further enhanced. The paper concludes by highlighting some important research gaps that future studies could address. Introduction Teamwork has emerged in recent years as one of the most important ways in which work is being reorganized (Osterman 1994; Waterson et al. 1997). This idea of delegating responsibilities to work groups has been diffused under a range...
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...Patient satisfaction at XYZ Medical Group Project Goals At XYZ Medical Group, we strive to provide excellent pediatric care to our patient population. The question that we want answered is “Does XYZ Medical Group meets the needs of its patients.” We also want to see the relationship between patient overall experiences and, if asked, will they refer their family and friends to our organization. Additionally, we want to see how we compare to other organizations in today’s health care environment. The 2014 XYZ Medical Group Patient Assessment Survey project evaluated the pediatric patient experience with the quality of care received during calendar year 2013. We will also have the opportunity to compare our survey results to the 2013 California Patient Assessment Survey (PAS), conducted for calendar year 2013 by California Healthcare Performance information Systems (CHPI), which evaluated 173 California Physician organizations. Our survey asked commercially-insured patients enrolled in Health Maintenance Organizations (HMOs) and Preferred Provider Organizations (PPOs) to evaluate certain areas of quality, primarily focusing on: • Access to care • Interactions between doctors and patients • Helpfulness of office staff • Overall ratings of the doctor Literary Review Patient satisfaction surveys have been utilizes for years in United States and in other countries, including the United Kingdom. In an article, “Can patients assess the quality of health care” by...
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...The Human Touch Performance Appraisal II Tr a i n i n g L e a d e r ’s G u i d e Coastal Training Technologies Corp 500 Studio Drive Virginia Beach, VA 23452 ©2000 Coastal Training Technologies Corp. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of Coastal Training Technologies Corp. This publication is designed to provide accurate and authoritative information in regard to the subject matter. It is sold with the understanding that Coastal Training Technologies Corp. is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional should be sought. Table of Contents The Human Touch Performance Appraisal II Preparation Materials Introduction....................................................................................................................8 Training Session Checklist...............................................................................................9 Trainer’s Instructions for Using the Book The Human Touch Performance Appraisal.........................................................10 Tips for Transferred Learning ........................................................................................11 Possible Session Agendas ........
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...course of action to enhance the unit’s effectiveness. Each year, the FAP reports and presentations are incisive, constructive, and fascinating. I look forward to talking with you about your FAP over the course of the semester and to reading about and hearing your team’s FAP findings and recommendations. CONTENTS 1. Introduction to the Field Application Project 2. Timetable / Project Requirements 3. Choosing a Site 4. Gaining Access 5. Working in Your Study Group 6. General Principles and Guidelines for Data Collection 7. Strengths and Weaknesses of Different Data-Gathering Approaches a. Archival Data b. Interviews c. “Shadowing” Job Incumbents d. Focus Group Interviews e. Surveys 8. Analyzing the Data You Collect For Your FAP 9. Writing Your FAP Report 10. Tips on FAP Presentation 11. A Look Beyond the FAP Presentation 12. Appendix: Sample Survey Reminder Email and Survey Items You Can Use or Adapt 1. INTRODUCTION TO THE FIELD APPLICATION PROJECT (back to contents) The major assignment...
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...The Impact of Social Media use on Academic Performance at one Urban University: A Pilot Study Sam Mozee, MPPA Mississippi Urban Research Center Abstract. The purpose of this study was to begin exploring the possible impact of social media use on the academic performance of students attending one urban university. The study's primary goal is to identify key themes, trends, and/or perceptions that can be used as a foundation for more in-depth empirical research, and can be used to develop policy recommendations to deal with this growing phenomenon. A qualitative research design was used, and three preliminary research questions were formed to guide this study: (1) How common is the use of social media (i.e., Facebook, MySpace, Twitter, and LinkIn) among college students? (2) For those students who do utilize social networking sites, on average how much time do they spend on those sites collectively per day and/or per week? and (3) How does the academic performance of students compare between students who utilize social media sites and students who do not use social media sites? Findings from this study seem to confirm perceptions of high student usage of social media among college students; however, they also seem to contradict other research literature findings regarding intensity of usage and gender-usage inclinations. Introduction Recently, there has been considerable discussion regarding the frequent use of social media tools (e.g., Facebook, MySpace, Twitter, Xanga, Friendster)...
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...Improving Organizational Performance Kenyetta PYSCH/ 428 May 06, 2013 Marianne Narick Improving Organizational Performance Organizations prove successful by the business structure, communication with employees and job satisfaction. There are many ways to accomplish such goals with team building strategies and communication. According to www.boundless.com, “Job satisfaction can be influenced by a person's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. It isn't always easy to measure job satisfaction as the definition of satisfaction can be different for different people. If an organization is concerned about job satisfaction of their employees, management may want to conduct surveys to determine what type of strategies to implement”. Airdevils Inc, is an aerial stunts performance facility in Salt Lake City, Utah. The company was founded in 1995 by one of the best female stunt performers, Celsey Evans and five other performers of the same expertise. By the next year, Airdevils’ workforce expanded to 115 crew members. With a thriving business and company workforce expansion, the founding partners retired from stunt performances and formed the top management staff. For the past two years business came to a stand-still existing and new customers not impressed with the stunts, key employee turnover was at an all-time high and to top things off current employee job satisfaction low. According to...
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...participants. This study used a self-report survey, a questionnaire given to parents, a testing on Cortisol secretion, and a lesson observation as research measures. The study argued that music performance anxiety (MPA) for child performers could be affected both by acquired and inborn nature. Results showed that first, stress and MPA exists among child performers. Second, the more prior experience of performing, the less anticipatory anxiety will occur. Third, young children receiving more prior experience of performing also have higher Cortisol levels. Fourth, the quality of performance can be improved if child performers are more familiar with their performance location, venue, and environment. Fifth, children performed better in the second concert than in the first one. Finally, increasing experience of performing may reduce the level of stress and anxiety....
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