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1
Lentino, Lisa Manzi. "Assessing appraisal /". The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1488202171196432.
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Maurício, António Manuel Costa. "Avaliação de desempenho: Caracterização das melhores experiências percepcionadas pelos avaliados". Master's thesis, Universidade de Évora, 2007. http://hdl.handle.net/10174/16686.
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Esta dissertação tem como finalidade caracterizar as melhores experiências de avaliação de desempenho, percecionadas pelos avaliados, no pressuposto que as mesmas são processes de interação social, envolvendo significados e expectativas entre os atores. Por conseguinte, a ênfase da abordagem que realizamos não está no modelo de avaliação mas nas práticas e consequentemente nos processes de interação, durante os quais os atores envolvidos na avaliação de desempenho constroem e reconstroem significados sobre a mesma. Assim, recorrendo a metodologias compreensivas e à técnica de análise de conteúdo, com apoio do software N6, analisámos o conteúdo de 14 entrevistas semiestruturadas, realizadas a funcionários avaliados pelo Sistema Integrado de Avaliação de Desempenho da Administração Pública e efetuadas num hospital do sector público administrativo do estado. Com este estudo, verificámos que os avaliados constroem significados (valorativos e qualificativos) sobre a avaliação em que a informação, a formação, o envolvimento do avaliador e as oportunidades de participação, assumem um papel central na legitimação social da avaliação de desempenho e consequentemente na aceitação da cotação, o que por sua vez condiciona as perceções qualitativas da avaliação de desempenho. Perante os resultados concluímos que a consecução dos objetivos da avaliação do desempenho só serão efetivos se os avaliados percecionarem as experiências de avaliação válidas e positivas e não como uma ameaça. Na sequência da interpretação dos resultados emergem um conjunto de hipóteses, as quais carecem ser testadas em estudos posteriores de maior dimensão. Por fim, foram delineadas as linhas orientadoras de um plano de intervenção que visam a consecução das boas práticas de avaliação de desempenho. /ABSTRACT - The purpose of this study is to characterize the best experiences of performance appraisal, perceived by appraised with the assumption that they are processes of social interaction, involving meanings and expectations between the actors. Therefore, the emphasis of the approach that we carry out is not in the evaluation model but in the practice and in the interaction processes, during which the involved actors in the performance appraisal construct and reconstruct meanings on the same. Thus, appealing to comprehensive methodologies and to the technique of content analysis, along with the support of N6 software, we study the content of 14 interviews, made to employees, who are assessed according to performance appraisal system used in Public Administration in Portugal (SIADAP). These interviews took place in a hospital of the public administrative sector, of the state. With this study, we verify that appraised create meanings (valuable and qualifying) of the appraisal where, information, training, appraisal involvement and chances for participation, consequently takes a central role in the social legitimacy of the performance appraisal, and, in the acceptance of the quotation, that will affect the qualitative perceptions of the performance evaluation. Studying the results we conclude that, the goal achievement of the performance appraisal will only be effective if the appraised perceive experiences of appraisal as valid and positive, and not as a threat. With the interpretation of these results, several hypotheses emerge which could be tested in future research, with a larger dimension. Finally, the guide lines of an intervention plan had been delineated, with a prior aim, the achievement of good practical of performance appraisal.
3
Jericho, Adrienne John, i n/a. "Perceptions of Principal Appraisal: Experience in Australian Lutheran Schools". Griffith University. School of Cognition, Language and Special Education, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040919.113840.
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This study was an investigation into participant perceptions of principal appraisal in Australian Lutheran schools where a national, systematic appraisal process for principals, entitled Principal Appraisal for Development (PAD), has been in place since 2000. The study group for the investigation consisted of fifteen principals, ten chairpersons of school councils and two district directors, all of whom had been involved in the process. The literature review indicated that whilst there was substantive scholarly writing on the purpose and methods of principal appraisal, there was a lack of recorded research on the experience and longer term outcomes of appraisal. Accordingly, the focus of the study was an examination of participant perceptions of the experience and impact of appraisal. The study's theoretical underpinning was symbolic interactionism and it adopted a qualitative approach to answer the central research question: What are principal and governing council chairperson perceptions of the efficacy of principal appraisal processes in Australian Lutheran schools? Data for the study were gathered through focus group and individual qualitative interviews. In addition, documents associated with the appraisal process were obtained for analysis. The data were then analysed using grounded theory methods, leading to the generation of three theoretical propositions. The first proposition was that the efficacy of principal appraisal depended on the completion of an explicit process that followed six clearly defined and understood steps; the second: that five perceptions of the efficacy of the appraisal process could be identified amongst participants; and the third: that the role played by key players in a spirit of trust in the process and in one another facilitated perceptions of efficacy in the appraisal process. Furthermore, the context in which the process took place, the actual purpose of the process and the nature of responses by participants emerged as key factors in each proposition. In particular, these factors determined whether the appraisal process advanced through the six defined stages required to ensure meaningful, long-term development for the principal, which of the perceptions of efficacy of the process for development was held by participants, and the extent to which trust in one another and in the process was evident. From these propositions eight statements that describe the experience of study participants were identified. These comprised: their belief that a development purpose must have priority in appraisal for perceptions of efficacy of the process; credible messages needed to emerge from the appraisal process for perceptions of its efficacy; appraisal needed to be perceived as a complex process of change involving meaning-making; principal as agent and initiator in the appraisal process facilitated perceptions of efficacy; a supportive and improvement-oriented environment for professional development was associated with perceptions of efficacy of the process; professional development of the principal needed to be perceived as a complex process; trust in the process and in one another was necessary for perceptions of appraisal's efficacy; and appraisal was recognised as having outcomes that may distract from development. These findings have specific implications for the policy and practice of principal appraisal in Lutheran schools, especially as PAD is reviewed. The findings also have application to other appraisal settings and generated key questions to assist in developing, implementing and evaluating principal appraisal systems. The study also indicated that those involved in the appraisal process need to think through how appraisal, development and accountability are related. These concepts are important and legitimate, and are to be both separated and recognised in any employment context. The study found that appraisal that resulted in development was a complex process of change involving shifts to meaning and behaviour. Such a process needed to be supported through an environment of trust with an improvement focus. The study has indicated that appraisal for development needs to be informed more fully by an understanding of the professional development literature. In summary, the study has contributed to an understanding of the place of appraisal in the learning and development of school principals.
4
Jericho, Adrienne John. "Perceptions of Principal Appraisal: Experience in Australian Lutheran Schools". Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365186.
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This study was an investigation into participant perceptions of principal appraisal in Australian Lutheran schools where a national, systematic appraisal process for principals, entitled Principal Appraisal for Development (PAD), has been in place since 2000. The study group for the investigation consisted of fifteen principals, ten chairpersons of school councils and two district directors, all of whom had been involved in the process. The literature review indicated that whilst there was substantive scholarly writing on the purpose and methods of principal appraisal, there was a lack of recorded research on the experience and longer term outcomes of appraisal. Accordingly, the focus of the study was an examination of participant perceptions of the experience and impact of appraisal. The study's theoretical underpinning was symbolic interactionism and it adopted a qualitative approach to answer the central research question: What are principal and governing council chairperson perceptions of the efficacy of principal appraisal processes in Australian Lutheran schools? Data for the study were gathered through focus group and individual qualitative interviews. In addition, documents associated with the appraisal process were obtained for analysis. The data were then analysed using grounded theory methods, leading to the generation of three theoretical propositions. The first proposition was that the efficacy of principal appraisal depended on the completion of an explicit process that followed six clearly defined and understood steps; the second: that five perceptions of the efficacy of the appraisal process could be identified amongst participants; and the third: that the role played by key players in a spirit of trust in the process and in one another facilitated perceptions of efficacy in the appraisal process. Furthermore, the context in which the process took place, the actual purpose of the process and the nature of responses by participants emerged as key factors in each proposition. In particular, these factors determined whether the appraisal process advanced through the six defined stages required to ensure meaningful, long-term development for the principal, which of the perceptions of efficacy of the process for development was held by participants, and the extent to which trust in one another and in the process was evident. From these propositions eight statements that describe the experience of study participants were identified. These comprised: their belief that a development purpose must have priority in appraisal for perceptions of efficacy of the process; credible messages needed to emerge from the appraisal process for perceptions of its efficacy; appraisal needed to be perceived as a complex process of change involving meaning-making; principal as agent and initiator in the appraisal process facilitated perceptions of efficacy; a supportive and improvement-oriented environment for professional development was associated with perceptions of efficacy of the process; professional development of the principal needed to be perceived as a complex process; trust in the process and in one another was necessary for perceptions of appraisal's efficacy; and appraisal was recognised as having outcomes that may distract from development. These findings have specific implications for the policy and practice of principal appraisal in Lutheran schools, especially as PAD is reviewed. The findings also have application to other appraisal settings and generated key questions to assist in developing, implementing and evaluating principal appraisal systems. The study also indicated that those involved in the appraisal process need to think through how appraisal, development and accountability are related. These concepts are important and legitimate, and are to be both separated and recognised in any employment context. The study found that appraisal that resulted in development was a complex process of change involving shifts to meaning and behaviour. Such a process needed to be supported through an environment of trust with an improvement focus. The study has indicated that appraisal for development needs to be informed more fully by an understanding of the professional development literature. In summary, the study has contributed to an understanding of the place of appraisal in the learning and development of school principals.Thesis (Professional Doctorate)
Doctor of Education (EdD)
School of Cognition, Language and Special Education
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Griggs, Bob Evans. "Appraiser Accuracy Utilizing the Texas Teacher Appraisal System: A Demographic Analysis". Thesis, University of North Texas, 1988. https://digital.library.unt.edu/ark:/67531/metadc331226/.
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The purpose of this study was to determine if there are personal and demographic characteristics which can predict the most accurate teacher appraisers. The demographics were limited to the following: campus-level job assignment, employing district size, sex, race, number of years of experience as an administrator, previous level of teaching experience, and curriculum area taught by the appraiser. The 622 subjects were school administrators trained to utilize the Texas Teacher Appraisal System. The data were analyzed using multiple linear regression. Where an independent variable was significant (.05), a follow-up ANOVA and Tukey's multiple comparison were employed. Based on the findings of this study the following conclusions were drawn: 1. A summary data set indicated there was little evidence that any of the demographic variables was a significant predictor of accuracy in the evaluation process. 2. Six different data sets indicated that varying instructional settings and methodologies can influence evaluator accuracy. The campus assignment, years of experience, content area taught, race, and sex of the appraisers were all identified in at least one of the exercise sets as having significance. Except for sex and race, none of the variables was found to be significant when the overall prediction equation with all demographic variables was evaluated. 3. In the prediction equations of this study the percent of variance was so minute that social significance could not be established. 4. The Texas Teacher Appraisal System can be used by appraisers with various backgrounds and experiences without a reduction of accuracy. 5. School boards can appoint appraisers with various backgrounds and experiences without a reduction of accuracy in the process.
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Milosevich, Jodi. "Investigating the relationship between personality dimensions, level of self-efficacy and perceived performance appraisal satisfaction: a case for individualised performance appraisals". Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30977.
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Orientation: For decades, organisations have implemented performance management systems in order to promote an environment focused on performance enhancement and employee development. Performance appraisals have consistently been at the centre of performance management systems. However, they are often perceived as being ineffective or unsatisfactory, resulting in dissatisfaction and contributing to financial and time losses. Performance Appraisal Satisfaction (PAS) amongst employees is, therefore, vital if organisations want to achieve desired outcomes. Limited research was found that explained or described methods which organisations can utilise to increase PAS amongst employees. Research rationale and objectives: As organisations become more global, innovative and employee-focused, the need to cater to individual needs and desires has significantly increased. This study aimed to investigate ways in which PAS can be increased through the individualisation of three performance appraisal aspects namely; number of raters; method of feedback and frequency of feedback. In terms of the individualisation factors, this study has focused on; level of perceived self-efficacy and the Big Five personality dimensions. Research approach: Given the limited pre-existing literature on this topic, the present study used an exploratory research approach to engage with the results in an in-depth manner. Qualitative and quantitative data was collected from employees and Human Resource practitioners in order to establish performance appraisal preferences and the viability of implementing individualised performance appraisals. Composite questionnaires consisting of Likert-type questions, choice-based conjoint tasks and open-ended questions, were distributed utilising a convenient and snowball methodology. Completed questionnaires were analysed by means of descriptive and inferential and statistics, conjoint analysis, as well as by means of a thematic analysis. Semi-structured interviews were conducted with Human Resource practitioners and analysed using a thematic analysis. Main findings: Results from the descriptive and inferential statistics indicate that the level of self-efficacy and personality-type are significant in predicting certain performance appraisal preferences. For example, respondents with increased levels of perceived self-efficacy significantly preferred face-to-face feedback from a manager (p < .05) while respondents with low levels of perceived self-efficacy significantly preferred impersonal feedback (p < .05). Results from the composite questionnaire’s open-ended items indicated that employees prefer performance appraisals which considered their personality type and level of self-efficacy. However, the thematic analysis conducted on the HR practitioner interviews revealed that HR practitioners are hesitant to implement a novel performance appraisal system for reasons including; gaining top-management support and the additional time and administrative burden it would likely impose on the HR practitioners themselves.
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Eltom, Osman. "GERD: An appraisal". Thesis, KTH, Hälsoinformatik och logistik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-278046.
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AbstractThe grandEthiopianRenaissanceDam,amajorhydropowerprojectlocatedintheBlueNilein Ethiopia,isprojectedtobecomeoneofthebiggestsourcesofhydroelectricpowerinAfricaby2022.Thescaleoftheprojectisburdenedwithaconsiderableenvironmentalandsocialload,the magnitudeofitsimpactdependingonafewkeydecisionsmadeduringtheinauguralstages.The viabilityofGERDintheNileBasinisassessed.Keyconsiderationstobearinmindduringthe initialfillingofthemainreservoirarediscussed.Anumberofmodelsandsimulationsarecited andanalysed,mostlydealingwithhydrologicaldataintheregionandpredictionsofGERD’simpact onannualflowrates.Recommendationsforanenvironmentallyconsciousfillingstageandsubsequentoperationareincludedintheclosingstatements.Key words: GERD, NileBasin,hydroelectric,gravitydam,biodiversity,energymanagement,civil infrastructure,powersystems,sustainability,environmentalmanagement.Sammanfattning The Grand Ethiopian Renaissance Dam studeras vid dammens slutgiltiga fullbordande.Den hi-storiska utvecklingen av projektet, samt de politiska och ekonomiska procedurer och dess implikationer för projektet och hur detta påverkat och kommer påverka regionens utveckling presenteras och kontextualiseras. Olika scenarier för påfyllnad av huvudreservoarens vattentillförsel studeras genom analys av liknande fall samt teknisklitteratur, slutsatser dras utifrån beslutsfattandes rekommendationer och observationer. Möjliga scenarier för invigning av dammen med ambitionen att minimera ansträngningen för nationer som befinner sig nedströms längst Nilens flöde belyses utifrån analysmetoden. Potentiella strategier för en hållbar framtid med minimal skada för den biologiska mångfalden i Nilbäckenet diskuteras utifrån analysmetoden. Nyckelord: GERD, Nilbäcken,Vattenkraft,Gravitationsdam,biologiskmångfald,energihan-tering, Civilinfrastruktur,Clkraftsystem,Hållbarhet,Miljöhantering.
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Carter, Marta L. "Effects of appraisal purpose and rating format on performance appraisal accuracy". Thesis, Virginia Tech, 1989. http://hdl.handle.net/10919/45961.
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The principle of encoding specificity states that effective information retrieval relies upon consistency of encoding and retrieval cues. The present study generalized this principle to a complex social interaction in order to investigate the relation between certain combinations of pre- and post-observational cues and their effects on information categorization, recognition accuracy, and judgment accuracy. It was hypothesized that two experimental factors, appraisal purpose and rating format categorization, would influence organization, retrieval, and judgment of performance information. Specifically, consistent encoding (purpose) and retrieval (format) cues were expected to result in the most efficient retrieval of information, and consequently in more accurate performance ratings.
Master of Science
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Conlin, Brad. "INGO Performance Management Practices and the Need for Accountability". Thesis, Université d'Ottawa / University of Ottawa, 2015. http://hdl.handle.net/10393/32143.
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This study provides a comprehensive look at the current state of best practices in performance appraisal systems in the public and private sector. From this, the main objective for this research paper is to investigate the reasons why INGOs are not currently able to properly implement a ‘best practices’ based performance appraisal system. Furthermore, this paper will provide both future research questions, as well as practitioner based recommendations. In addition, it will examine the need for higher levels of accountability in INGOs through appropriate performance appraisal systems.
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Campbell, Alasdair James. "Implementing appraisal : a case study of the implementation of an appraisal system". Thesis, Open University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.275098.
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Diffey, Keith Russell. "The teacher appraisal interview". n.p, 1990. http://ethos.bl.uk/.
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Diffey, Keith Russell. "The teacher appraisal interview". Thesis, Open University, 1991. http://oro.open.ac.uk/57320/.
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Teacher appraisal is one of the key educational issues of the 1980s and 1990s. Developments have been-taking place at both national and local levels, and in the near future, many schools will be obliged to adopt some form of appraisal system. In setting the context for this research, attention is drawn to the purposes and types of appraisal, its major benefits and drawbacks, and the common features of existing schemes. Most teacher appraisal schemes maýe the appraisal "interview" the focal activity, and therefore the effectiveness of the system, is dependent upon the quality of the interaction during the interview itself. Thus, the central aim of this research is to find out more about what goes on in such meetings. In one school eleven case-study appraisal interviews were audio-taped, and intensive analysis of both "content" and "process" was applied. The methodology employed is primarily qualitative and interpretive in nature. Each interview is described in detail, making extensive use of quotations where necessary. The evaluation of each encounter provides valuable insights into the behaviour of participants. Semi-structured interviews with staff from the study school afford additional data. A number of generalities and issues emerge, in relation to both interview content and process. The results are enhanced by making use of certain theoretical concepts from the science of social psychology, including role theory, social psychological orientations, and interactionist perspectives. The implications of this research are considered, in particular the need to train staff in the skills of appraisal interviewing. The characteristics of 'good practice' in a teacher appraisal interview are also discussed. It is concluded that the behaviour of participants in a teacher appraisal interview is a function of role, relationship, personality, and the intricacies of transactional processes. A dramaturgical perspective provides an appropriate language for describing typical interview behaviour. A typology of teacher appraisal interviews is also developed.
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Lusty, M. G. F. "Teacher appraisal : teachers' perceptions of an LEA teacher appraisal scheme and its implementation". Thesis, Open University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292280.
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Andersson, Fredrik, i Robert Landberg. "Real Estate Appraisal : A Study of Real Estate Appraisers in Sweden". Thesis, Jönköping University, Jönköping International Business School, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-209.
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Problem: Problemet som legat till grund för intresset och inriktningen med denna magisteruppsats är då tidigare kontorsfastigheten Skatteskrapan skulle byta ägare och användningsområde. En planerad ombyggnad ställde till problem med avseende på uppskattningen av ombyggnadskostnader. I slutändan handlar problemet om ett värderingsproblem. Detta problem tillsammans med andra ex-empel där fastigheter bytt användningsområden har väckt ett intresse att göra en ingående undersökning av det svenska fastighetsvärderingsområdet. Denna uppsats är indelad i fem olika delundersökningar. Initialt sker en presentation av svenska metoder för fastighetsvärdering. Vidare under-söks olika faktorer som har olika värdepåverkande effekter på fastighetsvärdet. Därefter genomförs en undersökning av hur nya användningssituationer kan vålla värderingsproblem samt hur ett värde fastställs i en sådan situation. Nästa steg består utav en undersökning av internationella värderingsmetoder. Studien avslutas sedan med en undersökning av nya trender som utvecklats inom fastighetsvärderingen.
Syfte: Syftet med denna magisteruppsats är att studera fenomenet fastighetsvärdering via svenska fastighetsvärderare för att erhålla en förståelse för hur de resonerar vid valet av värderingsmetod och bestämmer det slutliga värdet. Dessutom är syftet också att belysa relationen mellan svenska och internationella värderingsmetoder för att utröna likheter och skillnader.
Metod: Vi har valt en kvalitativ metod i form av åtta intervjuer. En förstudie, i form av en intervju, görs med professor Stellan Lundström, vilken ämnar till att ge en uppdaterad bild av forskningen inom området. Därefter hålls sju intervjuer med auktoriserade fastighetsvärderare. Värderarnas synpunkter analyseras sedan tillsammans med resultat från förstudien, teoretiskt ramverk samt tidigare studier. Analysen är baserad på en modifierad tankemodell som är skapad av forskaren Jan Matts-son. Genom denna modell har sedan fem viktiga nivåer, knutna till uppsatsens problemområde, analyserats.
Slutsats: Vi fann att de svenska värderingsmetoderna i stort sett utgörs av tre olika metoder. Dessa är avkastningsmetod, ortsprismetod samt produktionskostnadsmetod. De viktigaste värdepåverkande faktorerna var fastighetens läge samt dess skick och standard. Även hyreskontrakten och vakanser påverker till stor del. Beslut om ny användningssituation kan tas av olika anledningar. Det största problemet relaterat till denna förändring är uppskattningen av framtida kostnader, där ombyggnadskostnader utgör den största svårigheten. De internationella värderingsmetoderna är överlag de samma som de svenska. Kulturella skillnader föreligger i vilka metoder som används i olika situationer. De viktigaste nya trenderna är effekten av de internationella redovisningsstandarderna. En annan trend är det ökade användandet av automatiska analysverktyg.
Problem: The underlying problem within this Master of Science thesis is the emanating issues from the changed owner and usage situation of the former Tax Department. A planned reconstruction led to difficulties in estimating the reconstruction costs. In the end this problem is an appraisal issue. This problem led to an interest to make a thorough investigation of the area of Swedish real estate appraisal. The thesis is constituted by five different subinvestigations. Initially an exploration is made concerning Swedish real estate appraisal methods. Further, factors affecting the real estate value are examined. This is followed by an investigation of what appraisal issues that might occur in a new usage situation and how the value is estimated in such a situation. The relation between Swedish and International appraisal methods is then illuminated. The final investigation is concerning what new trends that have occurred on the Swedish real estate appraisal market.
Purpose: The purpose of this Master of Science thesis is to study the phenomenon real estate appraisal via Swedish real estate appraisers to gain an understanding of how they reason when choosing appraisal method and determine the real estate value. Additionally, the aim is also to highlight the relation between Swedish and International real estate methods to reveal differences and similarities.
Method: We have chosen a qualitative method taking the form of eight interviews. A total of eight interviews are performed. The study is offset by a pre-study with a professor at RIT, Stellan Lundström. The aim with this interview is to get an updated view of the latest research within real estate appraisal. This is followed by seven interviews with certified real estate appraisers. The results from the interviews with the appraisers are analysed together with the pre-study, theoretical framework and previous studies. The analysing process is based upon a modified thought model, originally developed by the researcher Jan Mattsson. The analysing process is presented in five steps that all are connected to the modified thought model and related to the problem area of this Master of Science thesis.
Conclusion: We found that the Swedish appraisal methods generally are constituted by three methods. These are the avkastnings method, the ortspris method and production cost method. The most influent factors on the real estate value are the location as well as the condition and standard. Also the rent contracts and vacancies to some extent affect the value. A rather large problem originates in the estimation of future costs, where the estimation of reconstruction costs is referred to as the largest issue. The international appraisal methods are equivalent to the Swedish methods. The largest differences are of cultural kind mostly caused by differences in legislation. New trends that are presented are the impact of the international accounting standards (IAS). Another significant trend is the increased use of automatic real estate analysis tools.
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Li, Liya. "Performance appraisal management in Qidi". Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7610.
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The purpose of this study is to explore the performance appraisal practice in Qidi, and suggest in what way Qidi should go in performance appraisal in the future. The result shows that there are some problems in Qidi’s performance appraisal, management. Thereby, the suggestions are that Qidi should establish a standard performance appraisal system, create a formal control system, and keep the process transparent in appraisal.
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McGivern, Gerald John. "The introduction of consultant appraisal". Thesis, Imperial College London, 2005. http://hdl.handle.net/10044/1/11827.
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Karkoulian, Silva. "Performance appraisal in higher education". Thesis, University of Leicester, 2002. http://hdl.handle.net/2381/31001.
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The proper implementation of an appraisal system in an educational institution could enhance the growth and development of its faculty members, which will positively reflect on the whole institution. This study aims at laying the ground for a better appraisal practice at the Lebanese American University (LAU). The study also attempts to identify trends and areas for further development, and to provide consolidated practical advice for universities in Lebanon. 80 faculty members filled semi-structured questionnaires at the Lebanese American University. Furthermore, 40 faculty members were interviewed using purposive sampling. The response rate was low (36.86%), for 80 out of the 217 responded to the distributed questionnaire. The interviews with faculty members acknowledged the importance of mentoring and professional development at LAU. The results showed that no formal appraisal scheme was implemented at LAU. The majority of the respondents acknowledged that 360-degree appraisal is the most comprehensive appraisal practice. Based on the literature review and the suggestions of interviewed faculty members, a communication model for the performance appraisal scheme was developed to be further tested and adopted by the university, if it yielded satisfactory results. The researcher finally recommended the formal adoption of a performance appraisal process at LAU.
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Jelley, Diana Mary. "Peer appraisal in general practice". Thesis, University of Newcastle Upon Tyne, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.366581.
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Mavroudeas, Stavros. "Regulation Approach : A Critical Appraisal". Thesis, Birkbeck (University of London), 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.529309.
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Ainsworth, Peter M. "Structural realism : a critical appraisal". Thesis, London School of Economics and Political Science (University of London), 2008. http://etheses.lse.ac.uk/2951/.
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Three principal forms of structural realism are distinguished in this thesis: weak epistemic structural realism (WESR), strong epistemic structural realism (SESR) and ontic structural realism (OSR). In chapter 1, it is argued that the positive argument in favour of WESR, i.e. the claim that it can accommodate the no miracles argument and the pessimistic induction is unconvincing, because (i) the no miracles argument is flawed, so it is no particular virtue of WESR that it can accommodate it and (ii) it is not clear that WESR really can accommodate the pessimistic induction. In chapter 2, it is argued that there are unresolved difficulties in drawing the observable/unobservable distinction (or an appropriate alternative distinction) in a way that is suitable for the WESRist's purposes. In chapter 3, it is argued that the main argument for SESR is unconvincing, because it is based on Russell's principle of acquaintance (or a modern variant of this principle), a principle for which no substantial argument has been given and which has absurd consequences (as shown in appendix 2). In chapter 4, it is argued that neither the WESRist nor the SESRist has provided a convincing response to Newman's objection. In chapter 5, it is argued that, depending on how one interprets the doctrine, OSR is either (i) wholly untenable or (ii) conventional scientific realism (or antirealism) combined with the traditional metaphysical view that objects are bundles of properties and that in the latter case the doctrine has some plausibility, but the arguments that have been adduced in favour of it are inconclusive. The thesis is concluded with a sketch of the sort of position in the scientific realism debate that I find more attractive.
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Chen, Xiang. "Conceptual problems in theory appraisal". Thesis, Virginia Polytechnic Institute and State University, 1988. http://hdl.handle.net/10919/80063.
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The objective of this thesis is to examine the role of conceptual problems in scientific change, especially in the processes of theory appraisal.
In the thesis I begin with a review of Buchdahl's, Toulmin's, and Laudan's works on conceptual problems. In the review I show that, although all these writers emphasize the importance of conceptual problems as a criterion of theory appraisal, their works on conceptual problems are not complete.
The basis of this thesis is a case study of the nineteenth-century optical revolution. Traditionally, the victory of the wave theory in the revolution was supposed to be due to its empirical successes. However, historical research, presented here, does not support this opinion. I present a different view of the optical revolution, comparing the conceptual problems of wave and particle optics, and identifying the appraisal criteria that historical figures actually employed. I argue that the inferior status of the particle theory in dealing with conceptual problems was the primary cause of the optical revolution.
Based on a generalization of a variety of historical cases of conceptual problems, I offer a new account of conceptual problems. First, conceptual problems are the characteristics of conceptual structures rather than theories. Second, the sources of conceptual problems are the processes of concept application, especially in identifying the existence of a concept's referent, in specifying the properties of its referent, and in explicating the procedure of its application. Third, the primary symptom of conceptual problems is that a conceptual structure becomes meaningless. In conclusion, I present a comprehensive set of categories for classifying conceptual problems.Master of Science
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Calderón, Robert Franciscus. "Mood and performance appraisal quality". The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1282749923.
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Yeung, Wing Man. "Affect, appraisal and consumer judgment /". View Abstract or Full-Text, 2003. http://library.ust.hk/cgi/db/thesis.pl?MARK%202003%20YEUNG.
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Densley, Tingley Danielle. "Design for deconstruction : an appraisal". Thesis, University of Sheffield, 2013. http://etheses.whiterose.ac.uk/3771/.
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This thesis contains an assessment and discussion of the sustainability of design for deconstruction. As a basis for the work, existing literature was reviewed and the gaps in existing knowledge highlighted. Environmental assessment methods were identified as a way to incentivise design for deconstruction. An analysis of LEED demonstrated minimal achievement of reuse credits, likely due to limited availability of reused materials. The supply chain can be developed in the future through the design for deconstruction of all new buildings. Quantifying the environmental benefits of design for deconstruction was underlined as a key strategy to encourage designers to consider the incorporation of design for deconstruction. A methodology was developed to account for designed-in future reuse at the initial design stage. This is based on a PAS2050 methodology (2008) which shares the environmental impact of an element over the number of predicted lives. In the course of this work it has been assumed that the typical building has a fifty year life span, a conservative estimate. Studies in this thesis limit analysis to a hundred year period, giving a possible two lives for the majority of elements. The methodology was used as a basis for the calculation of savings that occur by designing for deconstruction. Initial feasibility studies estimated that a 49% saving in embodied carbon is accomplished by designing for deconstruction. Having demonstrated the potential scope of savings, a tool, Sakura, was developed to enable designers to investigate the savings in embodied energy and carbon for their own schemes. Sakura was used to assess the savings that could be achieved for a range of case studies. Steel and timber frame structures demonstrated the greatest potential savings from design for deconstruction. School projects exhibited the highest savings when the building types were compared.
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Whicker, Leanne, i n/a. "Interpersonal Communication and Appraisal : The Application of Cognitive Appraisal Theory to Difficult Communication at Work". Griffith University. School of Applied Psychology, 2003. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030808.150552.
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The program of research reported here was concerned with what makes difficult face-to-face communication in work settings difficult. A framework for analysing this problem was developed by bringing together the disparate literatures of communications theory and cognitive appraisal theory. The framework identified the outcome of an instance of face-to-face communication at work as a function of features of the situation, the appraisal that the worker makes in the situation, and the response strategies selected for dealing with the situation. The research program was directed to operationalising these constructs and studying their interrelationship. The first two studies reported in the thesis (Studies 1 and 2) revealed the types of communication encounters that are most difficult to manage at work, and offered insight into why these situations are difficult. Qualitative and quantitative data were gathered and the quantitative data analysed using multidimensional scaling techniques. The results provided a taxonomy of difficult communication situations in the workplace. The next two studies (Studies 3 and 4) focused on the development of measures of primary and secondary appraisal, and on a taxonomy of response strategies applicable to work settings. A new measure of primary appraisal was developed from qualitative data pertaining specifically to the domain of difficult communication contexts. Principal components analysis was used in the development of the response strategies instrument. Study 5, the final study, reported the results of the application of cognitive appraisal theory to the context of difficult communication at work. In this study, the theory was applied to four difficult communication situations identified in Study 1, and the relationships among appraisal, response strategy, and outcome were investigated using principal components analysis and, subsequently, hierarchical regression analysis. The results indicated that, as the appraisal of the context varies, so too does the choice of response strategy, lending support to the transactional model. Appraisal contributes significantly to response strategy choice and to the outcome of the situation over and above that offered by response strategies alone. In addition, the findings revealed that appraisal of the situation differ across situations and according to the status of the other person in the encounter. The findings of the series of studies reported here point to the value of viewing difficult communication situations in the workplace in terms of the interrelated constructs of situations, appraisals, strategies rather than, as more commonly, in terms of characteristics of difficult persons. Some situations are inherently more difficult than others, appraisals alter the difficulty level of situations, and the availability of response strategies influence outcome. Appraisal is, however, a construct of central importance, in much the same way it is in the research context from which it was appropriated, viz stress research. Appraisal contributes significantly to choice of response strategy and directly to outcome over an above the contribution of response strategy. The research program was not without its shortcomings, among them the reliance on retrospective reports of participants about their behaviour, and these need to be addressed in future research. The findings as they stand do, however, point to more useful ways of conceptualising difficult situations at work and devising methods of intervention that will ensure better outcomes, in a significant area of life in the modern workplace.
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Benade, Marzelle. "A critical appraisal of performance management (appraisal) in higher education : case study at Stellenbosch University". Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/4787.
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Thesis (MBA (Business Management))--University of Stellenbosch, 2009.AFRIKAANSE OPSOMMING: Die doel van hierdie studie is om die huidige prestasiebestuurstelsel van die Universiteit van Stellenbosch te evalueer en om verbeterings aan te beveel. Die volgende navorsingsdoelwitte is dus bespreek: bepaal of uitsonderlike prestasie beloon word; stel vas of personeellede in die huidige prestasiebestuursproses glo en dit ondersteun; identifiseer die knelpunte in die prestasiebestuurstelsel van die Universiteit van Stellenbosch; bepaal die kenmerke van en vereistes vir doeltreffende prestasiebestuurstelsels; ontwerp ‘n model wat toesighouers in die toekoms as wegspringblok kan gebruik om prestasie as deel van hul daaglikse aktiwiteite te meet; bepaal die potensiële verwantskap tussen prestasie en vergoedingsvlakke; en bemagtig Menslike Hulpbronne om die vergoedingsbeleid konsekwent toe te pas. Eerstens word eietydse literatuur bestudeer om die verskil tussen prestasiebeoordeling en prestasiebestuur te bepaal. Beste praktyk vir prestasiebestuur word deur die literatuuroorsig geïdentifiseer sodat die Universiteit van Stellenbosch dit in die toekoms kan implementeer en sodat die slaggate waarin ander instansies getrap het, vermy kan word. Ander hoër onderwysinstansies word geëvalueer om bestaande stelsels ten volle te begryp en te bepaal waar die Universiteit van Stellenbosch kan verbeter. Data van die 2006-2007 en 2007-2008 prestasie-evalueringstydperke is gebruik om te bepaal of daar ‘n korrelasie is tussen individuele prestasiepunte en bonusse wat ontvang is. Laastens word ‘n elektroniese vraeboog aan alle permanente personeellede aan die Universiteit van Stellenbosch versprei word om te bepaal wat die huidige persepsie van prestasiebestuur by bogenoemde instansie is. Die resultate (verwys Tabel 4.4) toon aan dat die Universiteit van Stellenbosch as geheel nie aan die vasgestelde prestasiebestuurbeleid voldoen nie. Sommige personeellede wat ‘n prestasiepunt van 3 en laer behaal het, het ook bonusse ontvang. ‘n Bonus vir ‘n prestasiepunt van 3 kan nog regverdig word as ‘n erkenning vir harde werk. Die Universiteit van Stellenbosch streef ooreenkomstig sy vergoedingsbeleid daarna om ‘n verwantskap tussen prestasie en vergoeding te bewerkstelling deur tussen uitsonderlike, gemiddelde en ondergemiddelde presteerders te onderskei. Dit is duidelik dat die Universiteit van Stellenbosch se beleidsdokumente (vergoeding en prestasiebestuur) uitgevoer word en weldeurdag is. Opleiding, wat saam met opvoeding bevorder word, verseker ‘n hoë vlak van begrip vir prestasiebestuur, die ontwikkeling van die nodige vaardighede en waardering vir die waarde wat prestasiebestuur tot ‘n organisasie kan toevoeg. Die voorgestelde prestasiebestuursmodel (verwys Tabel 5.2) sal verseker dat behoorlike voorbereiding gedoen word (standaard werkprosedures en opleiding) met opvolgaksies (kritiek en hersiening) om te verseker dat die model saam met die organisasie groei. Die huidige prestasiebestuurproses (die hoe) is onsuksesvol. Aandag kan egter aan die proses geskenk word deur opleiding en heropleiding en deur meer finansiële hulpbronne beskikbaar te stel om te verseker dat gepaste verwantskap tussen prestasie en vergoeding geskep word. Verskeie prestasiebestuurprogramme (elektroniese weergawes) is beskikbaar. Dit is vir die toekoms uiters belangrik om elektroniese bestuursmetingsprogramme te implementeer en om die proses hierby aan te pas. Gereelde kommunikasie hou personeel ingelig en verseker dat die verskillende stadiums van prestasiebestuur plaasvind. Die idee dat prestasiebestuur alledaags en tydrowend is moet in ‘n kultuur van maklike en doeltreffende prestasiebestuur omskep word.
ENGLISH ABSTRACT: The aim of this study was to critically examine the current situation regarding the performance management system at Stellenbosch University and make recommendations for improvement. This was done by looking at the following research objectives: determine whether outstanding performance is rewarded; investigate whether staff members believe in and support the current performance process; identify barriers to the performance management system at Stellenbosch University; determine characteristics and requirements of effective performance management systems; design a model that can be used in future as a starting point for supervisors to measure performance as part of their daily activities; determine the potential link between performance and remuneration levels; and empower Human Resources to consistently enforce the remuneration policy. Firstly, contemporary literature was reviewed to understand the difference between performance appraisal and performance management. Best practices for performance management were identified through the literature review to ensure that Stellenbosch University implements those in future and to steer away from the pitfalls other institutions have experienced. Other higher education institutions were evaluated to fully understand what is in place and where Stellenbosch University can improve. Data from the 2006-2007 and 2007-2008 performance evaluation periods were used to determine whether a correlation exists between an individual’s performance mark and receiving a bonus. Lastly, an electronic questionnaire was distributed to all permanent employees of Stellenbosch University to determine the current perception of performance management at this institution. The results (refer Table 4.4) indicate that Stellenbosch University as a whole does not comply with the set policy regarding performance appraisal. There were employees who received performance v marks of 3 and below who also received bonuses. Performance marks of 3 can be justified and seen as a “thank you for your hard work”. In terms of Stellenbosch University’s remuneration policy, the University strives to establish a link between performance and remuneration by differentiating between outstanding, average and below average performers. It is clear that Stellenbosch University’s policies (remuneration and performance management) are in place and well thought through. Training, running concurrently with education, ensures a high level of understanding of performance management, the development of the required skills and an appreciation of the value that performance management can add to an organisation. The proposed performance management model (refer Table 5.2) will ensure that thorough preparation is done (standard working procedures and training), with a follow-up action (critique and revision), to allow this model to evolve with the organisation. The current performance management process (how) is not successful. However, it can be fully addressed through training and re-training, and by making more financial resources available to ensure an appropriate linkage between performance and remuneration. Several performance management programmes (electronic versions) do exist. Moving forward, it is vital to implement electronic measuring programmes in conjunction with the re-alignment of the process. Regular communication will keep employees informed and will ensure that the different stages of performance management take place. The idea that performance management is mundane and time-consuming must be changed to a culture of easy-to-do and effective performance management.
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Whicker, Leanne. "Interpersonal Communication and Appraisal: The Application of Cognitive Appraisal Theory to Difficult Communication at Work". Thesis, Griffith University, 2003. http://hdl.handle.net/10072/366193.
Pełny tekst źródłaStreszczenie:
The program of research reported here was concerned with what makes difficult face-to-face communication in work settings difficult. A framework for analysing this problem was developed by bringing together the disparate literatures of communications theory and cognitive appraisal theory. The framework identified the outcome of an instance of face-to-face communication at work as a function of features of the situation, the appraisal that the worker makes in the situation, and the response strategies selected for dealing with the situation. The research program was directed to operationalising these constructs and studying their interrelationship. The first two studies reported in the thesis (Studies 1 and 2) revealed the types of communication encounters that are most difficult to manage at work, and offered insight into why these situations are difficult. Qualitative and quantitative data were gathered and the quantitative data analysed using multidimensional scaling techniques. The results provided a taxonomy of difficult communication situations in the workplace. The next two studies (Studies 3 and 4) focused on the development of measures of primary and secondary appraisal, and on a taxonomy of response strategies applicable to work settings. A new measure of primary appraisal was developed from qualitative data pertaining specifically to the domain of difficult communication contexts. Principal components analysis was used in the development of the response strategies instrument. Study 5, the final study, reported the results of the application of cognitive appraisal theory to the context of difficult communication at work. In this study, the theory was applied to four difficult communication situations identified in Study 1, and the relationships among appraisal, response strategy, and outcome were investigated using principal components analysis and, subsequently, hierarchical regression analysis. The results indicated that, as the appraisal of the context varies, so too does the choice of response strategy, lending support to the transactional model. Appraisal contributes significantly to response strategy choice and to the outcome of the situation over and above that offered by response strategies alone. In addition, the findings revealed that appraisal of the situation differ across situations and according to the status of the other person in the encounter. The findings of the series of studies reported here point to the value of viewing difficult communication situations in the workplace in terms of the interrelated constructs of situations, appraisals, strategies rather than, as more commonly, in terms of characteristics of ‘difficult’ persons. Some situations are inherently more difficult than others, appraisals alter the difficulty level of situations, and the availability of response strategies influence outcome. Appraisal is, however, a construct of central importance, in much the same way it is in the research context from which it was appropriated, viz stress research. Appraisal contributes significantly to choice of response strategy and directly to outcome over an above the contribution of response strategy. The research program was not without its shortcomings, among them the reliance on retrospective reports of participants about their behaviour, and these need to be addressed in future research. The findings as they stand do, however, point to more useful ways of conceptualising difficult situations at work and devising methods of intervention that will ensure better outcomes, in a significant area of life in the modern workplace.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
Faculty of Health Sciences
Full Text
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Grainger, David. "Authoring appraisal : an analysis of participation in performance appraisal systems in two local authorities in England". Thesis, University of Leeds, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.574506.
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The use of performance appraisal (PA) schemes is now almost ubiquitous in modem organizations, yet the academic literature on the subject must contend with a number of empirical studies which suggest that those who implement appraisal systems consider them to have failed. This suggests a need for more comprehensive examination of what happens when PA is implemented in practice. Taking a broadly realist approach, this thesis argues that such an examination must give a more comprehensive picture of how each of the different groups involved in PA participate in such schemes, with such participation seen not as determined by appraisal systems, but as meaningful choices taken by agents, which are influenced by such systems. This thesis focuses on the understandings (or 'theorizations') of PA held by different groups, arguing that these are the basis of the choices they make about how to participate. Employees at two local authorities in England were interviewed about their understandings and experiences of PA, and connections were drawn from the distinctive rationalities of each group about the organization in general, through their understandings of PA in particular, to the way they actually participate in appraisal. The latter topic is not a major focus of the thesis, but was studied by examining how PA forms at the two authorities had been designed to produce certain outcomes, and how some appraisers and appraisees had completed those forms. From this examination, two main conclusions are drawn. Firstly, the studied schemes reflected their designers' wish for them to perform multiple and contradictory functions. Secondly, appraisers and appraisees participated in PA enthusiastically, but often in ways against the design of the PA scheme, reflecting the fact that, whilst they accepted the legitimacy of their organization's PA schemes, their understandings of PA were very different to those of the designers.
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Freybote, Julia. "Market Feedback and Valuation Judgment: Revisited". Digital Archive @ GSU, 2012. http://digitalarchive.gsu.edu/real_estate_diss/11.
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Appraisers receive feedback from a variety of sources such as other appraisers, clients and the real estate market. Previous studies find client feedback to introduce an upward bias into commercial and residential appraisal judgments. Hansz and Diaz (2001) find that the provision of transaction price (market) feedback for a previously valued property biases commercial appraisers upwardly in subsequent valuations. The authors provide market optimism, client feedback and a reduced conservatism bias as explanations for their findings. However, previous client and market feedback studies were conducted in upward-trending or booming real estate markets. The identified upward bias in valuation judgments may have been the result of positive real estate market conditions.
This study investigates the impact of transaction price feedback on residential appraisal judgment in a changed appraisal task environment, characterized by a depressed housing market, market pessimism, conservative lenders and a changed residential appraisal industry. As Hansz and Diaz (2001) find an upward appraisal bias in an upward-trending market, I expect market feedback to introduce a downward bias into residential appraisal judgments in a depressed market. Compared to a “no feedback” control group, residential appraisers receiving the feedback that their previous value estimates were too high, compared to the realized transaction price, are expected to make significantly lower subsequent value judgments for an unrelated property. The “too low” feedback is not expected to have an impact on subsequent value judgments.
I test the hypotheses with a controlled experiment using a pre-posttest design. The experimental design has one factor (transaction price feedback) fixed at three different levels (“too low”, “too high”, “no feedback”). A posttest-only validity control group is added to test for a potential testing bias in the pre-posttest design. This study uses residential expert appraisers, defined as active Oregon State certified residential appraisers, from the Portland metropolitan statistical area (MSA) as subjects. Experimental subjects are randomly selected from a list of all certified residential appraisers in the Portland MSA. Experimental subjects are randomly assigned to the control and treatment groups (10 subjects per group; N=40).
Subjects in the treatment groups and pre-posttest “no feedback” control group are asked to value a lot of vacant residential land in the geographically unfamiliar Roswell, Georgia. After they provide their value estimates for this first valuation case, subjects in the treatment groups are given a note from a seller’s broker stating the transaction price for the previously valued property. Subjects in the “too high” feedback group receive a transaction price that is 15% below their estimates and subjects in the “too low” feedback group receive a transaction price that is 15% above their value estimates. The control group receives no feedback. All treatment and control groups are then given a second (unrelated) valuation case of vacant residential land in Newnan, Georgia and asked for their value estimate. The experiment is concluded with an exit questionnaire containing demographic and professional questions as well as manipulation checks.
The experimental data are analyzed using the parametric independent samples t-test. The assumptions of normality and equal variances are not violated by the dataset. A one-way ANOVA and the non-parametric Mann-Whitney U test are used as robustness checks. All statistical tests conclude that neither the mean of the “too high” feedback group nor the mean of the “too low” feedback group are statistically different at the 5% level from the mean of the “no feedback” control group. Thus, no evidence is found that transaction price feedback biases residential appraisal judgments in a depressed market.
The insignificant results are further analyzed to assess whether they are due to a non-reception of the treatment by subjects, low statistical power or a non-existing relationship: The explanation that subjects did not read the treatment note can be excluded. A power analysis reveals low statistical power and very small effect sizes for both treatments. An alternative explanation for the insignificant results is the absence of the hypothesized relationship. The main client group of experimental subjects is appraisal management companies, which due to legislation passed after 2007, work with appraisers on behalf of lenders. As a consequence, residential appraisers do not receive direct client feedback anymore (compared to Hansz and Diaz, 2001) and may not respond subconsciously to the “too high” feedback.
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Jonsson, Daniel. "Sustainable Urban Development : Forecasting and Appraisal". Licentiate thesis, KTH, Infrastructure, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-1677.
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Lopes, Maria Dulce Soares. "Non-financial aspects of project appraisal". Thesis, Imperial College London, 1990. http://hdl.handle.net/10044/1/8411.
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Sinnema, Claire. "Teacher Appraisal: Missed Opportunities for Learning". Thesis, University of Auckland, 2005. http://hdl.handle.net/2292/71.
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The improvement of teaching is now recognised to be a key to the sustained improvement of student achievement. Teacher appraisal, a central element of performance management, is intended to improve the quality of teaching (and therefore learning). This thesis examines whether teacher appraisal is achieving this purpose, through three empirical studies. This thesis begins with a discussion of the context of teacher appraisal in relation to education reform of the last two decades. A normative model of teacher appraisal, one that focuses on data-based inquiry into student learning, is outlined, and the emerging education context in relation to that model is examined. Three studies, which explored schools' appraisal documents, appraisal discussions and teachers' appraisal goals, are presented. The first study, a document analysis, investigated the emphasis on student learning in the statements of purpose in 17 primary schools' appraisal policies, and the emphasis on student learning in the performance indicators developed to assess teachers against the professional standards. Results showed that while improved student learning was an intended purpose of schools' appraisal policies, the indicators that were used to evaluate teachers seldom focused directly on student learning.The second study examined whether data-based inquiry into student learning occurs in appraisal discussions, and the reasons for the level of reported inquiry. Eleven practitioners (four appraisers and seven appraisees from three schools) were interviewed about their most recent appraisal discussion to investigate whether student learning was a focus of the appraisal discussions and whether student achievement data were referred to in those discussions. Findings showed that appraisal discussions typically focused on teacher practices without exploring connections between those practices and the impact they have on student learning.Only one of the eleven teachers described a discussion that included talk specifically about student learning. Furthermore, there were no reports of reference to student learning data in appraisal discussions. There was, however, a particularly positive response to the suggestion that appraisal should, and could, focus on student learning and on data relating to this learning. This study also highlighted the considerable influence of appraisal goals in determining the content and scope of appraisals. In the third study, 68 teachers from eight schools responded to a questionnaire about their appraisal goals to establish the extent to which teachers' appraisal goals focus on data-based inquiry into student learning. Less than five per cent of goals were found to refer to student outcomes. The vast majority focused on teacher processes and behaviours. Goals also tended to be vague, rather than specific, and were not explicitly challenging. Findings across the studies suggest that only limited attention is given, in critical elements of teacher appraisal, to student learning. The final chapter of the thesis explores two key strategies for closing the gap between current appraisal practices and the 'appraisal for learning' approach argued for here - an approach that focuses on teacher learning about student learning and that is based on evidence. The first strategy involves alignment within appraisal elements, and to initiatives beyond appraisal. The second strategy is capacity building to ensure that personal, interpersonal and organisational capacities necessary for 'appraisal for learning' are developed. This research shows how teacher appraisal policy and practice has been a missed opportunity to improve teaching effectiveness and how it could be reshaped in ways that maximise student learning.
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Lim, Paul C. T. "Wages policy in Singapore : an appraisal /". Title page, contents and introduction only, 1985. http://web4.library.adelaide.edu.au/theses/09EC/09ecl7318.pdf.
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Latifpour, Moozar Kasra. "Non-destructive appraisal of paste backfill". Thesis, McGill University, 2002. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=79242.
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This thesis explores the possibility of using both miniature reflection (MSR-IE) and Ultrasonic (PUNDIT) techniques for the appraisal of paste backfill.The use of paste backfill is gaining popularity, however various technical, environmental and regulatory constraints complexify the study of its behaviour. There are various laboratory experiments available for the appraisal of this material; however the results do not necessarily correspond to its in-situ response. The main objective of this experimentation is to evaluate the quality of the fill by the study of its P-wave velocity, hence establish a relationship between the curing-time, strength and P-wave velocity of the material. This preliminary analysis in the field of mining demonstrates the possibility of finding an easy, reliable and cost effective in-situ method of appraising paste backfill.
Given the complexity of the research project, the work focuses on correlating the quality of the paste fill, with the MSR-IE and PUNDIT systems, in a laboratory environment. The results demonstrate the potential of the MSR-IE investigation on Paste backfill and the near future possibility of in-situ testing with this method.
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Pedersen, Carsten. "Informativeness and accuracy in personality appraisal". Thesis, University of Oxford, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.298645.
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Green, Lilian. "Dynamic simulation for whole life appraisal". Thesis, University of Reading, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325206.
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Overend, Mauro. "The appraisal of structural glass assemblies". Thesis, University of Surrey, 2002. http://epubs.surrey.ac.uk/804385/.
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Perdicoulis, Anastassios. "Appraisal of local authority development plans". Thesis, University of Salford, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.360434.
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Mitchell, M. K. "The regulative aspect of aesthetic appraisal". Thesis, University of Exeter, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.371953.
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Zanstra, Ydwine Jieldouw. "Cognitive appraisal, coping and cardiovascular reactivity". Thesis, University of Aberdeen, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.446206.
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In the laboratory, prior research has shown that cognitive appraisals of challenge and threat are predictive of differential hemodynamic response patterns during stressor exposure. Participants who appraise a stressor as a challenge showed a myocardial (heart-mediated) response. On the other hand, threat appraisal has been shown to be associated with a vascular hemodynamic response pattern. The first aim of the current dissertation was to test whether these relationships between cognitive appraisal and hemodynamic responding generalise to a real-life stressful situation. Stressor exposure was found to elicit both myocardial and vascular response patterns in association with challenge and threat appraisal, respectively. Thus, this study showed that these patterns can be observed in real life. In addition, the threat-related increases in vascular responding that were observed in real life were substantial. Thus, these data suggest that interventions aimed at attenuating threat appraisals or enhancing challenge appraisals may potentially affect cardiovascular health. Therefore, the next aim was to examine whether cognitive appraisals can be manipulated. Using a bias induction paradigm, participants were trained to interpret emotionally ambiguous situation descriptions as either a challenge or as a threat, depending on experimental condition. Evidence, was obtained in one out of two studies suggesting a bias in cognitive appraisal had been induced successfully. The aim of the final study was to experimentally manipulate appraisal as well as hemodynamic reactivity. In this experiment, participants received either challenging or threatening task instructions. Subsequently, participants performed four consecutive mental arithmetic tasks. Data were analysed using a within- and between-subjects design. Cognitive appraisal was significantly affected by the experimental manipulation; however, the hemodynamic reaction patterns were not. Some evidence was found suggesting a role for effort expenditure in relation to task difficulty.
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England, Judith Ann. "Ecological appraisal of river restoration schemes". Thesis, University of Hertfordshire, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.410064.
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SILVA, RODRIGO CASADO OLIVEIRA DA. "APPRAISAL OF VEHICLE ROUTING SYSTEM IMPLEMENTATION". PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2007. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=11511@1.
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Com a era da globalização e a introdução da filosofia de
Gestão da Cadeia de
Suprimentos, os clientes têm se tornado cada vez mais
exigentes no que diz respeito à
qualidade e prazos de entrega, gerando uma competitividade
crescente e uma busca
por serviços cada vez mais customizados que, para as
empresas de distribuição de
produtos, tem se tornado um fator cada vez mais importante
na obtenção de vantagem
competitiva e conquista de fatias cada vez maiores do
mercado. Nesse sentido, muitas
empresas de transporte têm tentado dar maior
confiabilidade, mais velocidade e
flexibilidade, buscando obter maior eficiência e
pontualidade nas tarefas de entrega
e/ou coleta; um melhor aproveitamento da frota e dos
motoristas; menores tempos de
ciclo; melhor planejamento das rotas, gerando assim
sensíveis reduções de custos
operacionais, melhoria da imagem da empresa no mercado e,
em função disso, uma
conquista cada vez maior de mercado. Nesse sentido, de modo
a obter excelência nos
processos de distribuição física, muitas empresas têm
adquirido os chamados sistemas
de roteirizarão e programação de veículos ou, simplesmente,
roteirizadores. Dado o
crescimento na utilização de roteirizadores para redução de
custos operacionais e a
possibilidade por parte do autor de participar da
implementação dessa tecnologia em
uma empresa, os objetivos dessa dissertação são: Descrever
a operação da Empresa
Alfa onde foi realizada a implementação do roteirizador de
veículos e a apresentação
do processo de implementação do roteirizador na operação.
Como o autor fez parte da
implementação do roteirizador na Empresa Alfa, a
metodologia utilizada para a
elaboração desse trabalho incluiu: pesquisa bibliográfica,
visitas in loco e entrevistas
não estruturadas junto aos envolvidos na operação. O
resultado desta dissertação é
uma análise da operação da Empresa Alfa durante a
implementação do roteirizador,
mostrando seus pontos positivos e suas dificuldades
extraídos apos finalizado o
processo de implementação.Nowadays with the globalization and the introduction of the Supply chain management philosophy, the customers become more demanding in order to get better quality in delivery time, increasing competitiveness and a search for customized services that, for distribution companies, it has become the most important factor in order to get competitive advantage and to increase the market share. In accordance with these ideas, many distribution companies have tried to improve the reliability, speed and flexibility, in order to get higher efficiency and punctuality in the deliveries; better fleet and drivers utilization; lower time to planning routes, generating cost reduction, improvements of the company`s image in the market, and higher market share. Trying to get excellence in distribution process, many companies have acquired the routing and scheduling systems. Due to the growth of routing systems use and the possibility for the author to participate in an implementation of this technology in a company, the objectives of this work are: to describe the operation of the Alpha Company`s where the implementation has been done; and present the routing system implementation process. Since the author was part of the team in the implementation of routing system in the Alpha Company, the methodology used for the elaboration of this work included: bibliographical research, visits in loco to the Alpha Company`s operations and non structuralized interviews with the involved parts in the operation. As a result of this work, we have an analysis of the operation during the implementation of the Routing System in line with the main results getting after finished the implementation process.
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Massey, David E. "Satellite Ground Station Cost/Performance Appraisal". International Foundation for Telemetering, 1997. http://hdl.handle.net/10150/609743.
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International Telemetering Conference Proceedings / October 27-30, 1997 / Riviera Hotel and Convention Center, Las Vegas, NevadaThe proliferation of Low Earth Orbiting (LEO) science, earth resources and eventually global communications satellites either in orbit or planned, requires a much lower cost methodology for ground support. No longer is it economically feasible to consider a single, dedicated satellite tracking station to service a LEO spacecraft. An innovative approach is needed to lower the cost of LEO satellite data services thus contributing to the expansion of the commercial space market. This appraisal will cover the performance aspects needed for LEO tracking support and offer a unique and new solution to providing TT&C and payload services.
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Guedes, Maria do Carmo Vaz de Miranda. "Mathematical models in capital investment appraisal". Thesis, University of Warwick, 1988. http://wrap.warwick.ac.uk/107492/.
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Kiryazov, Kiril. "Grounding Emotion Appraisal in Autonomous Humanoids". Licentiate thesis, Linköpings universitet, Institutionen för datavetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-105344.
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The work presented in this dissertation investigates the problem for resource management of autonomous robots. Acting under the constraint of limited resources is a necessity for every robot which should perform tasks independent of human control. Some of the most important variables and performance criteria for adaptive behavior under resource constraints are discussed. Concepts like autonomy, self-sufficiency, energy dynamics, work utility, effort of action, and optimal task selection are defined and analyzed as the emphasis is on the resource balance in interaction with a human. The primary resource for every robot is its energy. In addition to the regulation of its “energy homeostasis”, a robot should perform its designer’s tasks with the required level of efficiency. A service robot residing in a human-centered environment should perform some social tasks like cleaning, helping elderly people or delivering goods. Maintaining a proper quality of work and, at the same time, not running out of energy represents a basic two-resource problem which was used as a test-bed scenario in the thesis. Safety is an important aspect of any human-robot interaction. Thus, a new three – resource problem (energy, work quality, safety) is presented and also used for the experimental investigations in the thesis. The main contribution of the thesis is developing an affective cognitive architecture. The architecture uses top-down ethological models of action selection. The action selection mechanisms are nested into a model of human affect based on appraisal theory of emotion. The arousal component of the architecture is grounded into electrical energy processes in the robotic body and is modulating the effort of movement. The provided arousal mechanism has an important functional role for the adaptability of the robot in the proposed two- and three resource scenarios. These investigations are part of a more general goal of grounding highlevel emotion substrates - Pleasure Arousal Dominance emotion space in homeostatic processes in humanoid robots. The development of the architecture took inspiration from several computation architectures of emotion in robotics, which are analyzed in the thesis. Sustainability of the basic cycles of the essential variables of a robotic system is chosen as a basic performance measure for validating the emotion components of the architecture and the grounding process. Several experiments are performed with two humanoid robots – iCub and NAO showing the role of task selection mechanism and arousal component of the architecture for the robot’s self-sufficiency and adaptability.
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Luong, Hien Thu. "Vietnamese Existential Philosophy: A Critical Appraisal". Diss., Temple University Libraries, 2009. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/44747.
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PhilosophyPh.D.
In this study I present a new understanding of Vietnamese existentialism during the period 1954-1975, the period between the Geneva Accords and the fall of Saigon in 1975. The prevailing view within Vietnam sees Vietnamese existentialism during this period as a morally bankrupt philosophy that is a mere imitation of European versions of existentialism. I argue to the contrary that while Vietnamese existential philosophy and European existentialism share some themes, Vietnamese existentialism during this period is rooted in the particularities of Vietnamese traditional culture and social structures and in the lived experience of Vietnamese people over Vietnam's 1000-year history of occupation and oppression by foreign forces. I also argue that Vietnamese existentialism is a profoundly moral philosophy, committed to justice in the social and political spheres. Heavily influenced by Vietnamese Buddhism, Vietnamese existential philosophy, I argue, places emphasis on the concept of a non-substantial, relational, and social self and a harmonious and constitutive relation between the self and other. The Vietnamese philosophers argue that oppressions of the mind must be liberated and that social structures that result in violence must be changed. Consistent with these ends Vietnamese existentialism proposes a multi-perspective ontology, a dialectical view of human thought, and a method of meditation that releases the mind to be able to understand both the nature of reality as it is and the means to live a moral, politically engaged life. This study incorporates Vietnamese existential philosophy from 1954-1975 into the flow of the Vietnamese philosophical tradition while also acknowledging its relevance to contemporary Vietnam. In particular, this interpretation of Vietnamese existentialism helps us to understand the philosophical basis of movements in Vietnam to bring about social revolution, to destroy forms of social violence, to reduce poverty, and to foster equality, freedom, and democracy for every member of society. By offering a comparison between Vietnamese existential thinkers and Western existentialists, the study bridges Vietnamese and the western traditions while respecting their diversity. In these ways I hope to show that Vietnamese existentialism makes an original contribution to philosophical thought and must be placed on the map of world philosophies.
Temple University--Theses
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Ly, Linda. "Performance Appraisal in a Family Business". Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10605651.
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This qualitative study explored the perceptions of effectiveness of a performance review process at one family business. Ten employees across the firm were interviewed in order to describe the process, identify its strengths and weaknesses, and offer suggestions for improvement. Findings suggest that participants understood the process steps and timing, but had less accurate understanding of the process outcomes. Participants generally perceived the process as fair, helpful, and valuable to their development. Noted strengths included the process design and support from direct managers, executive leaders, and the organization. Weaknesses included the lack of structure, poor consistency in ratings, timing issues, and lack of goal alignment. Recommendations include improving the rating system, adjusting the process timing and structure, leveraging evaluation data as a talent management tool, and increasing stakeholder involvement. However, these study findings are considered exploratory, and more research should be conducted to determine how representative these findings are of family businesses.
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Young, Katherine. "Strategic appraisal of interdependent infrastructure provision". Thesis, University of Oxford, 2015. https://ora.ox.ac.uk/objects/uuid:ca177983-e5c9-4ce5-8577-19ef12a9f116.
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Infrastructure services are of fundamental importance to a country's economic and social well-being; however, decisions about such investments are complex, involving multiple actors, high levels of uncertainty and creating a multi-decadal lock-in to the choices made. Methodologies to assist with such decisions ('appraisal' methodologies) have developed to consider many of these complexities, yet they remain sector specific, ignoring interdependencies between infrastructure networks. Such methodologies thereby ignore the opportunities or vulnerabilities derived from these inter-relationships, simply assuming that cross-sectoral services will be provided, and ignoring the constraints created for future development. Furthermore, the siloed methodologies make calculation of the total system effects impossible, undermining strategic plans and obscuring any need (or ability to) prioritise across sectors. The work herein aimed to develop and demonstrate a strategic approach, capable of providing a more complete valuation of infrastructure investments by taking the interdependencies between the networks into account. In so doing, it examined the hypothesis that use of such a methodology could help deliver more robust outcomes. The work is founded on development of a common, cross-sector appraisal methodology: fifteen common, monetised infrastructure performance metrics, developed by reviewing the strategic priorities of infrastructure and the existing sectoral cost benefit analyses. This was integrated with best practice from portfolio, pathway and real option approaches to create a longer term, system focused analysis of the decision space. Testing the framework through a case study (the Thames Hub Vision), chosen specifically for its high number of sectors, diversity of impacts and magnitude of its interdependencies, it examines the information gained by the increased methodological complexity. The results demonstrate that current appraisal methods are indeed incomplete, with interdependencies creating additional value and the opportunity for increased robustness. Indeed, ignored system effects are found to be sufficient to reverse the result of the analysis and future effects enabled by the investments are found to be up to an order of magnitude greater than the direct impacts recorded by current appraisals. Furthermore, the response and sensitivity to uncertainty is shown to be affected by consideration of the system effects, both directly, through their application to multiple assets and indirectly, through interaction with the wider investment landscape. The proposed approach captures these values and relationships, allowing more informed decisions to be made. In addition, a decision support tool is developed providing the means to identify which opportunities stakeholders wish to maintain, how these can be created and which variables must be tracked to ensure the opportunities remain valid. The work therefore promotes a more active, strategic approach to infrastructure investment, allowing translation between national targets, regional stakeholder values and sector-specific technical requirements, to create a more holistic plan for a country's infrastructure networks.
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Williams, A. Lynn. "Critical APPraisal: EBP and Phonology Apps". Digital Commons @ East Tennessee State University, 2017. https://dc.etsu.edu/etsu-works/2031.
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Moyo, Unoda C. "Performance Appraisal in Organizational Cultural Context". PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/1155.
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This study examined the relationship between an organization's culture and its performance appraisal (PA) system and process. The initial phase of this study involved examining an organization's culture and the properties of its performance appraisal system from organizational archival information. Information derived from this phase of the study was later utilized to formulate interview questions, guide the search for the organizational culture survey instrument, and to construct the performance appraisal perceptions measuring instrument. This latter instrument is a quantitative measure that was later employed in testing the primary hypothesis that stated the performance appraisal process had a positive effect on organizational culture. The results of the hypotheses testing revealed that the PA process, in terms of individual member perceptions thereof, had a significant positive effect on the selected organizational cultural elements. Further analysis of the data revealed that members of the organization that had been recently appraised had statistically stronger positive perceptions towards the PA process and, therefore, stronger inclination towards the espoused cultural values. These findings make a strong case for using the performance appraisal process for the purpose of not only evaluating individual performance for various administrative goals, but for other goals related to creating, maintaining, and perpetuating the desired organizational culture. This suggests that organizational leadership (through its management), when designing its PA system should pay attention to the value system, or the culture, it wants to prevail in its organization and include this information along with other relevant performance measures into the PA structure. Such a policy can lead to the existence of an appropriate culture for that organization if, as the results of this study show, the managers and supervisors at all levels timely perform such appraisals for all their subordinates. Performance appraisal, which itself is often considered a structural element designed for organizational control, has the potential to have as much impact on an organization's culture as any other mode of communication. In that regard, this study takes a step towards looking at PA as one more criteria to be examined during organizational cultural studies and organizational intervention