Entrepreneurship has become increasingly important in the workplace. Research suggests motivational traits are important in pursuing entrepreneurial activities. Yet, the extent to which factors influencing entrepreneurial versus managerial goals differ remains unclear. This study assessed the influence of goal orientation and self-efficacy in…

As part of a CfBT Education Trust funded study, we investigated the practical steps school leaders can take to ensure that self-evaluation of school performance led, through the effective staff development, to genuine school improvement. On the journey from self-evaluation to school improvement our research identified what schools did that worked,…

The nature of project management is change. Even though all knowledge areas in the Project Management Body of Knowledge (PMBOK) are rooted in controlling change, none of these areas specifically addresses the human elements of change. There is a significant distinction between directly controlling change relative to the nonhuman aspects of a…

Tomorrow's workforce is seeking more than a paycheck; they want their work to meet their needs for affiliation, meaning, and self-development. Companies willing to meet these demands will capture the enormous profit potential of a workforce of fully engaged workers. This piece explores what engagement is, why it matters, and how human resource…

In most districts, the evaluation of superintendents by the members of the board of education takes place in executive session of the board behind closed doors. Few board members or superintendents question the status quo. Most evaluation forms are merely collections of subjective checklists that catalog approved personality traits, attributes,…

Should student personnel departments implement MBO (management by objectives)? Yes. Experience and research have shown that MBO can have a positive effect on key aspects of campus management. To do this, however, the college must make a substantial, ongoing commitment to the program, and the program must have campus-wide support at all levels.…

Recommends that a "Management by Objectives" (MBO) approach be considered for an effective faculty appraisal system. MBO appraisal is based on the assumptions that faculty members are capable of committing themselves to their work and that they will be allowed to participate in the administration of their areas. (JOW)

Reports on empirically-based longitudinal study of performance in a manufacturing company that uses management by objectives. The performance of the subordinates of 181 MBO-involved supervisors in the production and marketing departments is analyzed. Time lag, reinforcement, and sustaining improvements in performance are considered and analyzed.…

To assess the effects of a management-by-objective (MBO) program on university faculty, a survey was administered and the results analyzed. Faculty perceived decreases in independence/autonomy, academic freedom, opportunity for advancement and promotion, and job security. MBO programs in higher education should be modified to decrease structure…

The article show how a manager can motivate subordinates to achieve the common purposes of need satisfaction and goal attainment. (Author)

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…

Stating that management training programs usually contribute little to organization results because they focus on improving personal characteristics, the authors describe a training and development strategy and training design to produce performance-improvement results. Programs using this strategy are described. (MF)

To increase the efficiency and effectiveness of management of parks for recreational purposes, a new concept has been designed to evaluate and analyze the needs and attitudes of both the working personnel and the public consumer. (JD)

Three systems of appraisal of employees are described with reference to major characteristics and the most appropriate application context. The first system, the developmental action program, is designed to be utilized on a job allowing the employee considerable discretion in reaching the job's objectives, and perhaps some autonomy in establishing…

Although management has built remuneration policies on the belief that money does not motivate personnel, the author states that the best way to encourage high performance is still money if administered correctly. He discusses behavior theories, incentive/contingency principles, the weaknesses of many merit pay schemes, and factors in employee…