Performance Management Commons^™

Leaving A Leadership Legacy, Carole Watkins

Leadership Hour at Otterbein University

As chief human resources officer (CHRO) of Cardinal Health. Ms. Watkins reported directly to the Chairman and CEO. She started with the company in 1996 and assumed the CHRO role in 2005 after progressing through several promotions, and taking on leadership positions in Human Resources and other high level corporate functions.

As CHRO, Ms. Watkins had global and enterprise-wide leadership responsibility for all of HR, as well as Corporate Communications, Security, Real Estate, Facilities and Aviation.

Supportive Supervision And Resiliency Ohio - Guidance For Coaches Supporting Resilience, Quality Improvement Center For Workforce Development

Other QIC-WD Products

I. Preparation for Coaching Session A. Preparation of Supervisor ➢ Review Coaching Skills and Coaching Process (see Pgs. 4-5 Coaching in Child Welfare Participant Guide from the Supervisor’s Coaching Training) ➢ Reflect on how coaching builds a trusting relationship ▪ Commitment to confidentiality ▪ Clear mutual understanding of coaching, the process and expectations ▪ Modeling the coaching mindset/skill set ➢ Review the basics of Resilience Alliance (Handout of Slide Deck provided at the Supervisor’s Coaching Training) B. Preparation of Caseworker (can be done by supervisor in unit/team meeting) ➢ Discuss how Resilience coaching is a part of supportive supervision ➢ …

Together Apart: Influences And Barriers To Engagement Among Remote Workers, Stacey-Robin H. Johnson

Student Theses and Dissertations

Organizations recognize the importance of having employees who do more than 'show up' for work. Rather, the goal is to have employees who will adapt to, embody, and promote the values, agenda, and strategic purposes of the organization beyond their work life. In the efforts around engagement, there are key influences in the organizational lifespan of an employee that can inspire or discourage engagement attitudes and behaviors.

Remote workers (defined here as those who work outside of a central, collective work setting) present unique challenges, the most pressing being maintaining a sense of connection and inclusion among the group in …

A Narrative Inquiry With Three Formerly Abrasive Leaders: Stories Of Disruption, Awakening, And Equipping, Lori J. Tucker

Electronic Theses and Dissertations

Psychological aggression in the workplace is known to be destructive. Most commonly, knowledge of this workplace dynamic is through the literature of workplace bullying or abusive supervision and from the perspective of the accuser. Very little is known of the perspective of the accused. Moreover, unknown in the literature is the valued perspective of the leader who (a) acknowledged his or her behavior was inappropriate and (b) significantly improved his or her interpersonal behavior and management strategies. The purpose of this study was to inquire into the experience and meaning making of three formerly abrasive leaders who were positively influenced …

Athletic Advantage: Employers’ Views On Applicant’S Involvement In Student Athletics, Jonathan Wenning

Honors Projects

I have always been told that because of my involvement in athletics, recruiters will be more interested to hire me over other candidates because of the skills I have learned as a student athlete. By completing this honors project, I had the ability to survey hiring managers and recruiters targeting Bowling Green Business Students to see if and why they have a preference of hiring a student athlete.

Promoting Workplace Health Using Wearable Technology: A Mixed Methods Study In A Nonprofit Organization, Mitchell Tarver

Dissertations

Despite efforts to improve the designs and benefits of workplace wellness programs (WWPs), there are two major problems preventing employers from optimizing the human capital of their employees: (a) many WWPs are limited and do not include an exercise component, which increases the potential for chronic health conditions; and (b) more than 50% of employees are reluctant to participate in WWPs due to the common barriers of time, convenience, and location. A lack of physical activity is a problem because studies have shown that chronic conditions increase rates of absenteeism and presenteeism, both of which increase productivity loss. Additionally, low …

Eyes In The Field, A Seat At The Table, A Voice At The Ranch : A Study On Optimal Farm Labor Conditions., Christine Wiggins-Romesburg

Electronic Theses and Dissertations

The field of human resource development has twin obligations to promote the performance of organizations and the satisfaction and welfare of all workers. Nevertheless, agriculture appears to be an understudied industry in the field, despite this obligation and the potential for suffering experienced by workers performing crop work. This case study sought to understand the process through which a single agricultural operation fosters optimal conditions for workers engaged in labor-intensive crop production. This study found employees experienced better treatment compared to other agricultural operations, and that conditions were rich in both intrinsic and extrinsic factors. Intrinsic factors were marked by …

Faculty Focus: From Student To Scholar Of Work-Life Balance

Business Exchange

Grace Lemmon, associate director of DePaul's Doctorate in Business Administration program, discusses how she made work-life balance and employee engagement her academic specialty and how she advises her students on how to make work-life balance part of the conversation when interviewing for a job.

Retention, Matthew Molinaro

The Review: A Journal of Undergraduate Student Research

Employee retention in the 21th century reflects how companies keep their employees motivated and well prepared for the challenges in the workplace. In this paper, I apply the concepts of motivation and how employers keep their employees. I also emphasize the costly effects of a employee leaving the organization, both as a dollar and emotional standpoint.

Increasing Operator Skills In A Manufacturing Environment, Bobbie Lee Hubbard

Instructional Design Capstones Collection

A plastic-injection molding facility is converting many machines into more automated systems. These complex systems require higher-level skill sets than current operators have been trained in. There is a need to increase the level of competency in most, if not all, of the operators at the Facility, and create a system of levels that engages employees and encourages learning new skills to increase their position and pay.

There is a need for a clear path of compensation based on skills and actions. The Facility is currently not optimizing or maximizing their current portfolio of machines and resources, leaving an unknown …

Exploring The Perceptions Of Leaders In Investor-Owned Utilities In California On Managing Organizational Change Initiatives, Maria Liza Legaspi

Dissertations

Purpose: The purpose of this qualitative study employing in-depth interviews was to identify the strategies and practices executive leaders and midlevel managers of investor-owned utilities (IOUs) perceive are effective in creating employee acceptance and support of organizational change and to identify the supports and barriers executive leaders and midlevel managers perceive as affecting employee acceptance or resistance to organizational change in IOUs.

Methodology: A qualitative research design enabled the capture of deeper thoughts and insights of executive leaders and midlevel managers of 4 IOUs in California. The study delved into the strategies and practices used by IOUs that are perceived …

Unretentive Incentives, Rebekah Paradis

Student Scholar Showcase

In the workplace, managers often offer monetary rewards or incentives as instantaneous motivators in hopes that it will alter employee behavior. Unfortunately, although these rewards have been proven to yield desired outcomes, their impacts are short lived as managers create an environment based on extrinsic motivation. When an employee works solely to receive a paycheck it is already challenging to keep them, as other companies can offer them comparable, if not better, salaries. It is even harder to retain an employee who is accustomed to receiving an incentive with a particular behavior when the reward is no longer an option, …

Innovative And Introverted: How Introverts Function In The Creative Workplace, Rose Needle

Senior Theses

Open office plans have become the dominant style for creative workplaces, designed to encourage constant collaboration and proximity. Little research assesses the validity of that conventional practice, or the impact of open environments on creativity, productivity or employee satisfaction for introverts, who require time alone for highest functioning. Though the “Extrovert Ideal” permeates these industries, nearly 50% of the general population is introverted—and introverted traits correlate positively with creativity. This thesis includes a survey of 143 people working in creative industries, assessing perceptions of productivity and satisfaction along with personality type. A majority of respondents yearned for solitude to complete …

Explore Alternatives Now! - Performance Mgmt In The Multi-Dimensional Digital World, Richard Raymond Smith

Research Collection Lee Kong Chian School Of Business

Earlier, business was not quite as dynamic, employment was intended for the long-term, and the idea of pay linked to performance was quite a dependable model. But as we examine the tradition of performance management in light of today's digital business models, there are a number of new questions that emerge.

Examining The Critical Success Factors Of Rapid Acquisition: A Human Capital Perspective, Christine J. Jestice

Theses and Dissertations

Department of Defense (DoD) acquisition programs continue to encounter schedule delays and cost overruns despite past reforms. Global threat uncertainties and high-velocity technological advances are also prevailing. Given the current rate at which program offices are fielding weapon systems, the United States (US) may be fighting with obsolete weapons and technology. Gaining superiority demands a new approach – to expedite the rate of capability delivery through rapid acquisition programs who have demonstrated success in delivering capabilities with speed. This research examines whether the attributes in the people dimension of an expedited framework contribute to success of rapid defense acquisition programs. …

Oklahoma Selects And Designs A Selection Intervention, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Oklahoma’s Quality Improvement Center for Workforce Development Steering Committee has decided to refine the selection process for new child welfare workers as part of their ongoing commitment to hiring a dedicated, talented workforce and supporting that workforce in practice with children, youth, and families. The committee spent much of 2018 doing a thorough needs assessment and exploration of their child welfare recruitment and retention challenges. Through this process they recognized that interviewing strategies and hiring decisions are made inconsistently across the state. The team acknowledged that this could result in the selection of individuals who are not the best fit …

Louisiana Selects A Workforce Intervention: Job Redesign & Teaming, Quality Improvement Center For Workforce Development

Other QIC-WD Products

For several years prior to the current Administration, Louisiana suffered through an unstated policy of “Do More with Less”: Fewer employees, higher caseloads, less resources, and high employee turnover. In 2016, the Louisiana Department of Children and Family Services (DCFS) leadership determined that supporting and stabilizing the child welfare workforce was a high priority. To strengthen its workforce, Louisiana will implement “Job Redesign and Teaming” as its QIC-WD intervention. The job redesign aspect of the intervention includes a comprehensive job analysis and process mapping to determine which tasks needed to be retained by the child welfare worker and which tasks …

Eastern Band Of Cherokee Indians Selects A Workforce Intervention: Onboarding, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Family Safety Program (FSP) serves the Eastern Band of Cherokee Indians (EBCI) to provide high quality and innovative care, utilizing an integrated model to ensure client access to behavioral health services and targeted case management. To retain a competent and committed workforce and best serve children and families, FSP partnered with the Quality Improvement Center for Workforce Development (QIC-WD) to be one of eight national project sites to test child welfare workforce interventions. In 2018, FSP conducted a workforce needs assessment, which revealed that staff had inconsistent job expectations for their own role and lacked understanding of the roles …

Milwaukee Selects A Workforce Intervention: Organizational Culture & Climate, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Division of Milwaukee Child Protective Services (DMCPS) of the Wisconsin Department of Children and Families (DCF) will be implementing and testing an organizational culture and climate intervention called ARC, which stands for Availability, Responsiveness, & Continuity. ARC is an organizational change process that has improved outcomes in mental health settings by: 1) introducing core principles to guide service improvement efforts, 2) embedding research-based organizational components for service improvement, and 3) fostering attitudes necessary for ongoing service improvement. DMCPS employs approximately 185 State employees. These employees conduct initial child protective service assessments, oversee ongoing case management services delivered by private …

The Effect Of Two Types Of Workload Assignment On Productivity, Performance, And Stress, Christopher Winchester

UNO Student Research and Creative Activity Fair

The importance of employees within a firm has led to an increased need in maximizing performance and productivity, while also minimizing the stress levels of employees. This study provides insight into two types of workload assignment of (1) receiving a task all at once, or (2) receiving a task broken up. It investigates how matching subjects’ workload assignment preference (WAP) can impact performance, productivity, and stress levels. The results showed that there was an even split in workload assignment preference across the population, and that employees who received a task based on their preferred type of workload assignment improved in …

A Systematic Evaluation Process: Soliciting Client Participation And Working In A Cross‐Cultural Context, D'Jeane T. Peters, Lisa A. Giacumo

Organizational Performance and Workplace Learning Faculty Publications and Presentations

A systematic evaluation process helps performance improvement practitioners organize their work with clients to deliver valued results. Further, we implemented a strategic partnership approach to solicit client participation to conduct a feasible systemic training evaluation project. In this article, we share our experience and recommendations for performance improvement practitioners who work in cross‐cultural evaluation‐project contexts.

Using The Mixed Methods Research To Model The Hotel Performance Measurement In Egypt: An Example From A Hotel Chain, Karam G. Zaki

Journal of Global Business Insights

The aim of this research is to propose a process dynamic model for measuring and benchmarking performance in hotel food and beverage operations. This model involves three sequential stages; first, identifying the existing performance measures used in hotels; followed by, calculating performance using Data Envelopment Analysis (DEA) and LINGO application; third, benchmarking the performance index. The research design involves a case study methodology with the choice of mixed methods. It uses 20 in-depth semi-structured interviews, group discussions, archival analysis, and direct observations. A panel data from 2007 until 2016 was obtained from the hotel cases to get performance calculations and …

Is The Role Of Work Engagement Essential To Employee Performance Or ‘Nice To Have’?, Woocheol Kim, Soo Jeoung Han, Jiwon Park

Organizational Performance and Workplace Learning Faculty Publications and Presentations

The current study aimed to scrutinize roles of work engagement as a mediator in the relationships between job and personal resources and employees’ outcomes, namely job performance and turnover intention, specifically focusing on testing the essentiality of work engagement. A total of 571 complete responses from full-time employees in Korean organizations were utilized for data analysis with structural equation modeling (SEM). This study analyzed two research models through the competing model approach: One model (Model 1) specified that job and personal resources directly influence job performance and turnover intention and also indirectly influence job performance and turnover intention through work …

Washington Selects A Workforce Intervention: Telework, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Washington State Department of Children, Youth, and Families (DCYF) will be implementing and testing the effectiveness of telework for child welfare field operations staff and their supervisors. DYCF is a stateadministered system with a total of 3,075 employees. There are approximately 1,600 field operation staff and 260 field operation supervisors that make up the majority of the child welfare workforce in the agency. A comprehensive workforce needs assessment showed a strong desire among employees to be able to work from home or an alternate work site. A telework policy existed but was inconsistently implemented, and the majority of employees …

Nebraska Selects A Workforce Intervention: Addressing Secondary Traumatic Stress, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Nebraska Department of Health and Human Services Division of Children and Family Services (DCFS) workforce intervention will address secondary traumatic stress (STS) among frontline staff and supervisors. Nebraska is a state-run child welfare system with about 400 Child and Family Service Specialists (CFSS) organized into five service areas across the state. Currently, the annual CFSS turnover rate in Nebraska is about 30%, but DCFS is committed to retaining and supporting high quality CFSS. Over the last year, DCFS has worked with the QIC-WD to review human resources (HR) data, feedback from the field (e.g., CFSS, supervisors, and administrators), and …

Prosocial Rule-Breaking To Help Coworker: Nature, Causes, And Effect On Service Performance, Cass Shum, Ankita Ghosh, Anthony R. Gatling

Hospitality Faculty Research

We examine the nature, antecedents, and service performance consequence of employees’ prosocial rule-breaking behaviors with a motive to help coworkers (PSBC) in two studies. Using a qualitative exploratory study with a sample of 80 hospitality workers, we showed the prevalence of PSBC in the hospitality industry, which includes four unique forms. Next, we examined the causes and effect of PSBC by drawing on the social cognitive theory. We proposed that coworkers PSBC and employees’ moral courage interactively predict employee PSBC, which has a negative effect on service performance. We tested the hypotheses using a time-lagged survey study with a sample …

Supportive Supervision And Resiliency Ohio - Coaching In Child Welfare 2019 Participant Guide, Atlantic Coast Child Welfare Implementation Center

Other QIC-WD Products

Purpose: This training is designed to introduce supervisors to coaching concepts, provide them an opportunity to practice these skills in a safe environment, and receive timely feedback. Learning Objectives Upon completion of this day, the participant will:  Describe the purpose and structure of the training  Explore their preconceptions, feelings, beliefs and thoughts concerning coaching  Explore their assumptions about coaching  Develop a working definition of coaching for their state  Identify questions they would like answered by the end of the day  Recognize the 6 elements of the coaching mindset  State the importance of using …

Supportive Supervision And Resiliency Ohio - Coach Ohio Flyer 2019, Ohio Department Of Job And Family Services, Quality Improvement Center For Workforce Development

Other QIC-WD Products

What is Resilience? Resilience is a person’s ability to “bounce back” from hardship or a difficult situation. What is Resilience Alliance? Resilience Alliance is a series of weekly group sessions to create an improved, healthier work environment and help staff develop skills and behaviors that promote their physical and psychological well-being. The goals are to: • Decrease stress by enhancing resilience skills, increasing social support and changing the organizational culture • Help participants regulate their emotions and not engage in avoidance behaviors in response to traumatic situations • Reduce symptoms of secondary traumatic stress • Increase self-efficacy, collaboration and job …

Why Do Employees Break Rules? Understanding Hospitality Employee Organizational Rule-Breaking, Ankita Ghosh, Cass Shum

Hospitality Faculty Research

This study explores employees’ organizational rule-breaking behaviors in the hospitality industry. Unlike the majority of hospitality literature which suggest rule-breakers are deviant, a growing stream of management research suggested that intentions behind rule-breaking behaviors among organizational employees include self-interest, to increase work efficiency, to help a subordinate or a coworker, and to provide good customer service. Our study extends the research on rule-breaking not only by studying the intentions of hospitality employee rule- breaking behaviors, but also by exploring the types of rules broken and the possible consequences of such behaviors. Eighty hospitality workers studying at a public university in …

Are Women Executives Hurting Firm Performance? An Examination Of Gender Diversity On Firm Risk, Performance, And Executive Compensation, Krystal Diane Sung

CMC Senior Theses

In order to assess the continuing imbalance of top executives between genders, I examine the effects of gender diversity within top management teams on firm risk, performance, and executive compensation. Capitalizing on previous analysis, I apply three unique differentiators. First, I utilize current data from 2012 to 2017 from Compustat, CRSP, and ExecuComp. Second, I provide a unique subset view on a firm and individual performance of female CEOs to examine executive compensation. Third, my scope of analysis expands to S&P Composite 1500 companies. I use separate models to estimate the effect of gender diversity on firm risk by examining …