Ragnar Nurkse School of Innovation and Governance ! ! ! ! Elise Tõllimäe Pay-for performance: necessary or unsuitable way to increase efficiency in the public sector Essay ! ! ! ! ! ! ! ! Supervisor: professor Dr. Caspar F. van den Berg !
Improved individual and employee involvement and open organisational performance communicaion mechanisms Increased employee job Greater autonomy and input satisfaction, motivation into decision making and commitment The Involvement-Commitment Cycle (Adapted from Bratten and Gold pg 455) Employee discipline When all avenues of communication fail managers may have to resort to disciplinary action. Disciplinary actions are important tools designed to help managers maintain an
ManOS Overview Everything below is rooted in my core value of creating selfesteem. My actions today focus on work, girls, travel & having fun. My career is the ultimate leverage point as this creates the money, selfesteem and confidence. The money allows me to travel and the selfesteem & confidence allow me to live the lifestyle that is congruent with drawing in girls. Long term (5+ years), I want my life to offer value to the world by having a beneficial impact on those around me. I am obviously not clear how I will do this, so for now, I am focused on taking the greatest strides possible over the next few years, to better put me in a position to achieve my long term goal. 1. Career Vision I want to earn the rank of manager in my firm within the next 3 years. I want to earn the respect and trust of fellow employees. I?
Tartu Secondary School of Business AS M.T.S Business plan Karin Erimäe Instructor: Natalja Zagura Tartu 2008 2 TABLE OF CONTENTS TABLE OF CONTENTS........................................................................................................2 EXECUTIVE SUMMARY.................................................................................................... 3 BUSINESS IDEA...................................................................................................................3 Mission ...............................................................................................................................3 Keys to Success....................
ccc_tracy_fm_i-xviii.qxd 7/7/03 3:22 PM Page iii CHANGE YOUR THINKING, CHANGE YOUR LIFE How to Unlock Your Full Potential for Success and Achievement B R I A N T R AC Y JOHN WILEY & SONS, INC. ccc_tracy_fm_i-xviii.qxd 7/7/03 3:22 PM Page i CHANGE YOUR THINKING, CHANGE YOUR LIFE ccc_tracy_fm_i-xviii.qxd 7/7/03 3:22 PM Page ii ccc_tracy_fm_i-xviii.qxd 7/7/03 3:22 PM Page iii CHANGE YOUR THINKING, CHANGE YOUR LIFE How to Unlock Your Full Potential for Success and Achievement B R I A N T R AC Y JOHN WILEY & SONS, INC. ccc_tracy_fm_i-xviii.qxd 7/7/03 3:22 PM Page iv Copyright © 2003 by Brian Tracy. All rights
Life in Estonia through the eyes of an economics student With a population of 1 313 271 people, Estonia is one of the least populous member states of the European Union. However, according to the IMF, it is a developed country with an advanced and high-income economy. Estonia follows market economy system which ensures the little government intervention and the determination of prices of goods and services in a free price system. Therefore, economic decisions are guided solely by the aggregate interactions of a country's citizens and businesses. In addition to mentioned afore, Estonia tends to perform favourably in measurements of civil liberties, education, and press freedom. Living in Estonia has many of its good sides, for instance it is a secure place from nature disasters and it has a beautiful nature. Although, when not to look only through rose-tinted glasses, there are still some minuses in country’s organization. So, what are the beneficial and negative
One way to make employees feel valued as people at the workplace is job enlargement. It involves adding on tasks at the same level of skill and responsibility. By giving employees more tasks, it is hoped to make jobs more interesting, which might increase production and job satisfaction. Increasing job involvement may also motivate an employee. Having employees involved in decisions that affect their works have a positive impact on their motivation and it makes them feel valued as people. Another motivator for the workplace is alternative work arrangements, that encourage good work-life balance. An alternative work arrangement is any arrangement that is different from the traditional nine to five while still getting 40 hours a week. Employees receive the same pay and benefits as they would if they were working the traditional schedule. Flexible work time is an alternative work arrangement. Flextime
One way to make employees feel valued as people at the workplace is job enlargement. It involves adding on tasks at the same level of skill and responsibility. By giving employees more tasks, it is hoped to make jobs more interesting, which might increase production and job satisfaction. Increasing job involvement may also motivate an employee. Having employees involved in decisions that affect their works have a positive impact on their motivation and it makes them feel valued as people. Another motivator for the workplace is alternative work arrangements, that encourage good work-life balance. An alternative work arrangement is any arrangement that is different from the traditional nine to five while still getting 40 hours a week. Employees receive the same pay and benefits as they would if they were working the traditional schedule. Flexible work time is an alternative work arrangement. Flextime
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