A Study on the Contextual Performance Management of Civil Servants Based on the Perspective of Game Theory

2010 ◽  
Author(s):  
Xiuli Wang ◽  
Hailong Zhang
Keyword(s):  
Game Theory ◽  
Performance Management ◽  
Contextual Performance ◽  
Civil Servants

EFFECTIVE STEPS ON THE WAY TO MODERNIZATION OF CIVIL SERVICE IN THE SYSTEM OF JUDICIARY BODIES: INTRODUCTION OF ELEMENTS OF GAME THEORY

2018 ◽  
Author(s):  
Olena Hladunova ◽  
Keyword(s):  
Game Theory ◽  
Justice System ◽  
Civil Service ◽  
Civil Servants ◽  
International Standards ◽  
Scientific Article ◽  
Basic Principles ◽  
Conflict Situations ◽  
Definition Of ◽  
The Right

In this scientific article the main elements of game theory are analyzed, the achievements of domestic and foreign scientists devoted to the consideration of such theory are investigated. The expediency of involving in the practical activity of the civil service in the system of judicial authorities effective methods used in the field of business and consisting in the use of game technologies, which have proven their effectiveness in terms of providing quality services. It is focused on the fact that game theory can play a key role in the decision-making process, however, it is important to strictly adhere to the limits of its application. Possible conflict situations in the work of civil servants of the justice system are formulated and it is investigated that in conflict conditions each so-called participant of the game makes his course, i.e. chooses his strategy, as a result of which the relevant conflict situation is outlined and a set of strategies of all players. Some examples of the use of elements of game theory are given and the content of certain types of strategies is revealed. In particular, a strategy is described, which is denoted by the term "screening". Taking into account the definition of ways to modernize the civil service, the need to include in standardized training programs for civil servants of the justice system category "B" training course, which will include the basic principles of game theory for their active use in conflict, skills to compromise in relationships with visitors to the court - recipients of court services, selection of the right strategy, consideration of theoretical and game modeling of personnel management tasks, focusing on the ability to obtain and timely provide the necessary information to create a new civil service in the judiciary that meets international standards.

scholarly journals The Impact of performance management on improving human resources management’s elements at Al Hikmah Pharmaceutical Company (Public shareholding)

2021 ◽  
Vol 10 (2) ◽  
pp. 415-425
Author(s):  
Mah’d Hussein Abu Joma
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Pharmaceutical Company ◽  
Task Performance ◽  
Human Resources Management ◽  
Contextual Performance ◽  
Study Data ◽  
Study Results ◽  
Management Factors ◽  
The Impact

The study aimed to identify the impact of Performance management’s dimensions (Task performance & Contextual performance) on improving human resources management’s elements in Al Hikmah Pharmaceutical Company. The study sample consisted of the employees working of Al Hikmah Pharmaceutical Company where 302 questionnaires were distributed to the employees working in in the company in Jordan; (12) questionnaires were excluded because they were not valid for analysis. The study used the descriptive analytical method. The study data was collected through a specially designed questionnaire for this purpose. The results of the study showed that the performance management factors (Task performance & Contextual performance) factors in Al Hikmah pharmaceutical company, the values of their arithmetic averages ranged between (3.675- 4.149) and according to the adopted scale, all these values are (high), which confirms the presence of a high impact of both performance management factors on all factors of human resources management in Al hikmah company. The study also showed that there is a discrepancy in the amount of the impact of performance management factors on the stages of human resources management’s elements, as follows: 1-The training and development. factor came first, 2-The organizational culture. factor came second, 3-The evaluate performance factor came third. Human resources management’s elements have been influenced to a lesser extent by the performance management factors. Based on the study results, researcher recommended the necessity of adapting Performance management by administration's leaders so as to develop the human resources department’s elements in the company because this contributes to raise productivity of it, which also means bigger market share, better revenues, best quality, then driving organization to achieve its goals.

scholarly journals Towards a Managerial Public Service Bargain: The Estonian Civil Service Reform

2018 ◽  
Vol 11 (1) ◽  
pp. 135-154 ◽  
Author(s):  
Cerlin Pesti ◽  
Tiina Randma-Liiv
Keyword(s):  
Empirical Study ◽  
Performance Management ◽  
Public Service ◽  
Civil Service ◽  
Participant Observation ◽  
Research Question ◽  
Analytical Framework ◽  
Civil Servants ◽  
Service Research ◽  
Civil Service Reform

Abstract The aim of this article is to explore and explain the 2012 civil service reform in Estonia. The study builds on the concept of public service bargain, which facilitates the operationalization of changes in the civil service system. Although public service bargain has attracted a lot of interest of public administration scholars, it has not been previously applied in the civil service research in Central and Eastern Europe. The theoretical part synthesizes previous literature on typologies of public service bargain, thus elaborating an analytical framework for the empirical study. The empirical study addresses the following research question: did the civil service reform change the public service bargain in Estonia and if so, how ? The empirical research was carried out by relying on desk research, secondary literature on Estonian administrative reforms and participant observation. The study builds partly on the materials collected for the EUPACK case study on Estonia. The analysis shows that the civil service reform brought along changes in all three components of public service bargain: reward, competency and loyalty, although the agency-type bargain was retained. The shift towards the managerial public service bargain is evidenced in the greater emphasis on flexibility in employment relations, the use of fixed-term contracts, increased private-sector-style practices at all levels of the civil service, an emphasis on performance management, and the reduction of job security. Despite the widespread criticism of NPM, the Estonian civil service reform presents a “textbook case” of managerial NPM-oriented reform. It is argued that substantially diminished rewards may contribute to a vicious circle of temporary civil servants, including problems with recruiting new officials and a further increase in their turnover, ultimately leading to a “temporary state”. The loyalty of civil servants may in turn shift towards instrumental, short-term and easily influenced or changing loyalty, thus challenging the fundamental values of democratic governance.

Managing performance through employee attributes: implications for employee engagement

2019 ◽  
Vol 69 (9) ◽  
pp. 2119-2137 ◽  
Author(s):  
Pia Lappalainen ◽  
Minna Saunila ◽  
Juhani Ukko ◽  
Tero Rantala ◽  
Hannu Rantanen
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Task Performance ◽  
Employee Engagement ◽  
Cognitive Task ◽  
Self Regulation ◽  
Contextual Performance ◽  
Social Orientation ◽  
Psychological Traits ◽  
Content Type

Purpose The purpose of this paper is to examine the connection between performance management and employee engagement. More specifically, the authors address shortcomings in prior literature where employee performance has been controlled narrowly as cognitive task accomplishment. Accumulating evidence shows, however, that such performance-mediating factors as employee engagement constitute critical antecedents of employee and organizational performance. They can most effectively be influenced by attending sensitively to employees’ individual differences, which are ultimately driven by motifs and dispositions. Design/methodology/approach The study takes a quantitative approach to exploring predictors of employee engagement. The analysis is based on a sample of 503 online survey respondents from knowledge-intensive organizations. Findings The results indicate that employee engagement is driven more by employees’ inherent attributes than environmental factors. The analysis refuted the connection between engagement and social orientation, self-regulation and conscientiousness. Instead, the factors associating with employee engagement were analytical thinking, extroversion, systems thinking, assertiveness and leadership. Practical implications In this paper, the authors put forth a novel conceptual model of performance management, introducing new and evidence-based foci for effective people management that expand task performance to contextual performance and supplement quantifying approaches to performance control with the qualifying methodology. Originality/value Departing from the previously dominating frameworks of performance management that focused on task performance, this work extends to contextual performance and considers also employees’ psychological traits.

Success and failure in international assignments

2016 ◽  
Vol 4 (4) ◽  
pp. 386-407 ◽  
Author(s):  
Angelo S. DeNisi ◽  
Shirley Sonesh
Keyword(s):  
Performance Management ◽  
Task Performance ◽  
Absorptive Capacity ◽  
Contextual Performance ◽  
Relationship Building ◽  
Multidimensional Model ◽  
International Assignments ◽  
Dimensional Model ◽  
Content Type ◽  
Definition Of

Purpose The purpose of this paper is to review the literature on how success and failure for international assignments have been defined, and integrate several proposals for these definitions into a multi-dimensional model that considers task performance, relationship building, contextual performance and retention as all being part of how success or failure should be defined. The authors also discuss two proposed pre-requisites for success – absorptive capacity (operationalized at both the individual and the unit levels) and adjustment. The authors conclude by bringing in literature on performance management and how ideas about performance management must also be integrated into the discussion of the success or failure of international assignments. Design/methodology/approach This paper reviews existing proposals regarding the definition of expatriate success and failure, and proposes a multidimensional model of success based on the past literature. Based on this literature the authors also propose two pre-requisites for success and discuss several requisite KSAOs, as well as some suggestions from the literature on performance management. Findings The authors argue for a multidimensional model of expatiate success which includes task performance, relationship building, contextual performance and retention as part of what constitutes a successful assignment. The authors also argue that absorptive capacity and adjustment should be considered as pre-requisites for success, and that principles from performance management should be applied to dealing with international assignments. Research limitations/implications A more comprehensive definition of success and failure should aid research by providing a better dependent variable, and by leading to research on various aspects of this outcome. Practical implications The proposed model and approach can hopefully help practice by clarifying the different dimensions of success and how performance management techniques can be applied to dealing with international assignments. Originality/value There has been a lot written about how we should operationalize the success or failure of international assignments. The present paper reviews that literature and integrates a number of ideas and suggestions into a multi-dimensional model which includes information about pre-requisites for success and relevant KSAOs, along with ideas from performance management to help insure the success of these assignments.

Swiss public servants' perceptions of performance in a fast-changing environment

2008 ◽  
Vol 74 (2) ◽  
pp. 307-323 ◽  
Author(s):  
Yves Emery ◽  
Carole Wyser ◽  
Noemi Martin ◽  
Joelle Sanchez
Keyword(s):  
Public Sector ◽  
Performance Management ◽  
Public Management ◽  
New Public Management ◽  
Shared Vision ◽  
Civil Servants ◽  
Public Servants ◽  
Street Level ◽  
Public Sector Organization ◽  
New Public

The notion of performance is central in all the modernization processes that have been conducted during the last 20 years, notably under the New Public Management (NPM) movement. Since the models and notions of performance analysed in research nearly always reflect the vision of top management, this article proposes to consider the vision of personnel at the street level, specifically Swiss civil servants. A highly capable public sector organization, focused on efficiency, quality services provided for the citizens and outcomes needs motivated employees to achieve these ambitious objectives. But how is `performance' perceived by civil servants without any management responsibilities? Using the typology of Boltanksi and Thévenot, the article highlights several reference worlds to which civil servants refer when speaking of performance, revealing the dominant influence of the industrial world over that of the civic world, with the domestic and commercial worlds placed third and fourth in importance, respectively. It details the evolution of performance as seen by civil servants, allowing us to better understand their reactions when faced with the transformations under way as well as the identity crisis caused by the contradictory worlds they currently face. Points for practitioners Under the NPM-banner, performance management has been introduced in almost every public sector organization. Performance must be clearly operationalized at all levels of the hierarchy, which is a difficult process because NPM has introduced new values that potentially conflict with traditional public sector values. This article highlights and analyses the way Swiss civil servants at the street level perceive performance, providing useful insight into their dominant value framework. Their perception of a `highly capable public sector' must be set against actual standards in order to achieve a shared vision of the main dimensions and criteria of performance, a prerequisite for effectiveness in every performance management system.

scholarly journals Determinants Analysis of Organizational Citizenship Behaviors

2018 ◽  
Vol 14 (2) ◽  
pp. 234
Author(s):  
Nadia Motii ◽  
Adam Chati
Keyword(s):  
Performance Management ◽  
Organizational Citizenship ◽  
Contextual Performance ◽  
Individual Performance ◽  
Organizational Citizenship Behaviors ◽  
Qualitative Inquiry ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Private Companies ◽  
The Individual

The purpose of this work is to identify the most representative components and dimensions of the Organizational Citizenship Behaviors within the Moroccan context. The first phase of this paper lies on a theoretical framework defining the individual performance concept, and then we will emphasize the different Organizational Citizenship Behaviors' theories. The method involves an exploratory qualitative inquiry based on directive interviews with executives working in the private companies located in the region of Rabat. The present study reassessed the finding of the existing theories in a purposive sample and in a different context. By identifying the different components of the contextual performance within the Moroccan context we can link several organizational behaviors in the same model, which will pave the way to a confirmatory study. This will allow for more organizationnal consideration of contextual performance and may direct future research on performance management.

scholarly journals The development of the system of material stimulation of civil servants

2018 ◽  
Vol 5 (4) ◽  
pp. 374-382
Author(s):  
E. V. Maslennikova ◽  
L N Tatarinova
Keyword(s):  
Institutional Change ◽  
Performance Management ◽  
Public Service ◽  
External Environment ◽  
Civil Servants ◽  
The Status ◽  
Material Stimulation ◽  
Stimulation Of

The article discusses the processes of institutional change in public service in a changing external environment, focuses on the problems of unbalancing the status of civil servants, substantiates the direction of development of the system of material incentives in the logic of performance management.

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