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Direct linkKallio, Kirsi-Mari; Kallio, Tomi J. – Studies in Higher Education, 2014
The article focuses on the effects of management-by-results from the perspective of the work motivation of university employees. The study is based on extensive survey data among employees at Finnish universities. According to the results, performance measurement is based on quantitative rather than qualitative measures, and the current…
Descriptors: Foreign Countries, College Administration, Governance, Management by Objectives
Lindberg, Erik – Educational Assessment, Evaluation and Accountability, 2012
The Anglo-Saxon countries have implemented Management by Objectives (MBO) complemented with school-based management (SBM) fairly rapidly. Although these countries are considered something of a benchmark of stability, research on principals reveals that they experience high levels of stress and that this is associated with poorer job performance.…
Descriptors: Foreign Countries, Principals, Job Performance, School Based Management
Download full textCenter for American Progress, 2011
School principals are second only to teachers among school-based factors that influence student achievement and they are critical to attracting and retaining effective teachers and other school staff. Yet in the past, federal policymakers haven't given school leadership much attention. This reauthorization of the Elementary and Secondary Education…
Descriptors: Academic Achievement, Leadership Effectiveness, Principals, Instructional Leadership
Lockitt, Bill – Learning and Skills Network (NJ1), 2007
Project management covers a wide range of skills and is one of the best forms of staff development available for the development of skills by doing. This publication is for the use of staff involved in e-learning development projects. An introduction and overview includes discussion of e-learning projects in general and why they are undertaken;…
Descriptors: Management by Objectives, Task Analysis, Job Performance, Job Analysis
Winsor, Jerry L. – 1984
An examination of the goals of an effective employee appraisal system of an effective employee evaluation procedure is the focus of this paper.The paper discusses the purposes of the appraisal system and its objectivity (or lack of it), the selection of items to be judged, the standards for judging the performance of an employee, and the person…
Descriptors: Competence, Job Performance, Job Skills, Management by Objectives
Morrell, James E.; Price, Bonnie B. – 1982
To evaluate their school management personnel, the Muhlenberg (Pennsylvania) School District adopted the Administrative Management by Objectives Appraisal System (AMOAS). Administrators are evaluated on the basis of objectives that they establish in conjunction with their immediate supervisor and on everyday job performance. Above satisfactory…
Descriptors: Administrator Evaluation, Administrators, Elementary Secondary Education, Job Performance
Dossett, Dennis L.; Greenberg, Carl I. – 1980
To examine the effects of goal-setting on supervisors' evaluations of workers' performance, and on the causes attributed to that performance, 80 subjects were shown a simulated interaction between a worker and supervisor in one of three goal-setting conditions: self-set, participative, or assigned. The worker either succeeded or failed to meet the…
Descriptors: Attribution Theory, Difficulty Level, Feedback, Job Performance
Peer reviewedTerpstra, David E.; And Others – Group and Organization Studies, 1982
Investigated the impact of a Management by Objectives (MBO) application in a university setting. Faculty (N=23) completed a questionnaire about perceptions of performance and satisfaction both prior to and after the MBO application. Results suggest that performance increased while satisfaction generally declined. (Author/RC)
Descriptors: College Faculty, Faculty Development, Faculty Evaluation, Higher Education
Blai, Boris, Jr. – 1983
An objective, measure-oriented job performance appraisal plan permits management to evaluate worker performance more accurately and precisely, and provides a means for assessing the degree-of-match between employee qualifications and job skills requirements for hiring, advancement, and dismissal decisions. Deficient appraisals may be costly,…
Descriptors: Employment Qualifications, Evaluation Criteria, Evaluation Methods, Job Analysis
DeVries, David L. – 1983
The majority of empirical studies on performance appraisal (PA) systems focus on the search for the perfect form in which subjective traits are replaced by objective and job-relevant, measurable behaviors. Organizations using a PA system to evaluate their employees struggle with issues of implementation, adaptation, and linkage with other human…
Descriptors: Accountability, Evaluation Methods, Human Resources, Job Performance
Peer reviewedAdams, Katherine L. – Journal of Applied Communication Research, 1981
Examined the conversational structure of questions and answers in a performance appraisal interview between a manager and an employee. Results demonstrated that both the manager and employee used question-and-answer pairs to demonstrate their understanding of the expectancy to ask and answer questions and to provide sequential implicativeness and…
Descriptors: Administrators, Discourse Analysis, Employees, Employer Employee Relationship
Stevenson, Sally – 1980
Intended for use by library managers, this self-study guide provides an introduction to performance appraisal as an effective tool in human resource management, and a review of the extensive management literature on performance appraisal. Topics discussed include: (1) the functions of performance appraisal, which include the provision of…
Descriptors: Achievement Rating, Annotated Bibliographies, Check Lists, Competence
Allen, Thomas R., Jr., Comp.; Lyne, George E., Jr., Comp. – 1988
The major ppurpose of this study was to determine from human resource administrators in the business community the techniques now used in appraising exempt and nonexempt employee performance. Of the 1,000 administrators surveyed, 125 returned usable questionnaires for a response rate of 12.5 percent. The administrators reported that even though…
Descriptors: Adult Education, Business Administration, Business Education, Evaluation Criteria
Dossett, Dennis L.; And Others – 1978
Goal-setting has been accepted as an effective motivational tool. Whether goals should be participatively set or assigned was examined by holding goal difficulty constant in an investigation based on previous results which suggested that participants in goal-setting set more difficult goals than those for whom goals are assigned. Results suggest…
Descriptors: Clerical Workers, Difficulty Level, Employer Employee Relationship, Job Performance
Murray, Stuart – Personnel Administrator, 1983
Data from questionnaires administered to 163 company middle managers and from their personnel files revealed that the 87 managers from a division using the management-by-objectives appraisal system are more satisfied with this system and its feedback than are the 76 respondents from a division using a subjective appraisal system. (MLF)
Descriptors: Administrator Evaluation, Employee Attitudes, Employer Employee Relationship, Evaluation Criteria
