Annotated Bibliography
APA REFERENCE:
Seiden, S., & Sowa, J. E. (2011). Performance Management and Appraisal in Human Service Organizations: Management and Staff Perspectives. Public Personnel Management, 40(3), 251–264.
Performance-based management is specially designed to enhance the quality of service, productivity, and efficiency, transparency to make clear decisions to achieve better results. French Ministry has conducted a study based on Performance-based management by a team of researchers who are proficient in ergonomics, sociology and management science, to check the consequences of performance-based management on employees, on teams, and work for the organization. This management has taken care of many different aspects of their consideration (Anact (2007)).
1. Organization management in a French public administration: Since 2001, performance-based management has been implemented in the French public administration. A specific law called LOLF based on institutional Act on Budget Legislation (Loiorganique relative aux lois de finances, called “LOLF”) has been implemented for the process of following the management (Seiden, S, 2011).
2. Methodology: It has enhanced with the budget in the parliament which was organized in programs to start the missions and actions towards the new program. Then, they started making a short term and long-term goals planning and have started their organization steps towards the growth of the management. At the same time, to reduce public deficits, a cost-cutting rule has been introduced in several administrations, and notably in the Ministry of Budget, where this research was conductedRasmussen, J. (1997).
3. Work quality and quality of life
The quality of work at life is considered a role and responsibility of the job. This tends to replace the traditional idea of “work conditions”. This mainly has two major causes,
a. Work requirements are often recognized as dealing with physical conditions like a flame, cool, brightness, sound, vibration, task repetitiveness, manual treatment, danger to toxic products, etc.
b. Some sources of challenges have performed which are related more to the mental field (psycho-social risks, pressure, burn-out). It impacts the quality of social relations and works relations which also includes work recognition, honor, and consideration to personnel, knowledge, cultural exchange and support in decisions.
APA REFERENCE:
Soares, M. M., Jacobs, K., Falzon, P., Nascimento, A., Gaudart, C., Piney, C., … Germe, J.-F. (2012). Performance-based management and quality of work: an empirical assessment. Work, 41, 3855–3860.
Performance Management and Appraisal:
In exploring performance management, the first most consideration is to start with the explanation process of managing individual employee performance. The process of managing individual performance is related to the models used to manage performance at the organization level. Typically, this process begins at the top of the organization with executives developing a performance management strategy. The final objective of a performance management process is to follow individual performance with organizational performance. The process should signal workers about the organization's goals, priorities, and expectations and how well they are contributing to them and an organization's performance management process, however, it is subject to interpretation by individual employees.
a) Data and Methods:The data referred to drawn from the research study which can be also called Investigating Partnerships in Early Childhood Education (I-PIECE), utilizes a structured, related case study design and multiple data collection methods. The research involves 22 human service groups that originally give early care and education services in New York State and the Commonwealth of Virginia, with 11 sites included from each state.
b) Findings:The finding analysis considered the number of sharing and similarities of different elements of each of the organization's performance management system. As shown in Table 1, we can estimate that 100 percent of organizations studied indicated that staff received an annual, performance evaluation and 95 percent of the organizations received training plans in combination with performance reviews.