Direct effects on instrumental performance of outcome revaluation by drive shifts

In three experiments the sensitivity of instrumental responding to revaluation of the instrumental outcome in the absence of experience with the revalued outcome was examined. Hungry rats were trained to make one response for food pellets and a different response for sucrose liquid. In Experiment 1, these responses were tested in extinction when the animals were either thirsty or hungry. A significant preference for the sucrose-trained response was observed in the test conducted under thirst but not in that conducted under hunger. In Experiments 2 and 3, the effect of experience with sucrose under thirst on the magnitude of this preference was explored. Following training of the instrumental responses in Experiment 2, half of the animals received presentations of sucrose while they were thirsty; the other half received sucrose while they were hungry. In Experiment 3, the same design was used but these sucrose presentations were made contingent on an instrumental response. Also in Experiment 3, the specificity of the sucrose-response preference to a shift to thirst was examined by testing under increased and decreased levels of hunger. The results of those experiments indicated that the sucrose-response preference is exhibited only under thirst and that exposure to the sucrose under thirst only marginally enhanced that preference. These findings suggest that instrumental responding may be modified by changes in the value of its outcome in the absence of experience with the revalued outcome.     

HR绩效管理缘何败在“绩效”上

一家IT公司的人力资源部经理在一年内换了5个人。每一个新来的人力资源经理都在绩效考核上栽了跟头，每一个新上任的人力资源经理都把前任失败的绩效考核推翻重来一遍，结果仍然是失败。绩效管理者的绩效成了“众矢之的”发人深思，这个公司的问题很典型，是很多IT企业的缩影，也是一些公司人力资源管理的通病。众矢之的咸也“绩效”，败也“绩效”，公司绩效管理缘何失败？这些初来乍到的人力资源经理按照老板的意图（很可能还没有完全理解或者理解错误），     

如何加强部门预算资金绩效管理

预算既是可以对政府的履职能力进行反映,也是对国家资源进行分配的重要手段。同时,作为政府绩效管理的重要构成部分之一就是预算绩效管理,是财政部门科学化精细化管理的重要内容。因此,对于如何加强部门预算资金绩效管理,本文就此展开了相应的分析与研究。     

高校教师绩效管理体系的构建

当前高校教师绩效考核存在的问题主要表现在:考核定位模糊并存在偏差,重考核、轻管理,重结果、轻过程,考核主体单一,专业学院(系)的管理者没有承担起绩效管理的责任,绩效考核指标不全、标准不明。高校的教师绩效考核要明确考核的目标,突出教师在考核中的主体地位,构建一体化教师绩效管理体系。     

Potential knowledge management contributions to human performance technology research and practice

This article considers three aspects of the knowledge management (KM) literature that have the potential to enhance human performance technology (HPT) research and practice. First, we believe the recent attempt by economists to describe and quantify intellectual capital can help HPT to better evaluate and defend organizational expenditures/investments for performance improvement initiatives. Second, the emerging KM literature explores the linkages between information, learning and performance, provides a common point of intersection for our fields, and can enhance our analysis and implementation of information (as opposed to training) solutions as well as inform and expand our conceptual and theoretical understanding. Third, we have observed that both KM and HPT practitioners are increasingly concerned with the learning that takes place outside the confines of traditional formal training environments. We briefly review the electronic performance support systems literature from HPT and KM, noting the similarities in epistemology, design, and interventions. Finally, we highlight the KM research agenda and suggest related opportunities for HPT research.     

绩效管理的三类模型

组织绩效管理体系 布雷德拉普(Bredrup,1995)认为组织绩效管理是由三个过程组成的:计划、改进和考察,并提出了组织绩效管理模型,如图1所示。在该模型中,绩效计划所分析的主要是制定组织的愿景和战略以及对绩效进行定义等活动。对绩效改进则从过程的角度分析,也就是说绩效改进包括商业过程再造、持续性过程改进、基准化和全面质量管理等活动。绩效     

浅论高校教育管理工作者绩效提升路径

随着社会的呼吁和国家的改革政策,高校管理被更加重视,管理工作者的绩效也更被关注,高校教育管理和管理工作者的各种问题显得更加突出和迫待解决。因为,解决这些问题才能最直接的提升高校教育管理工作者的工作绩效,而想要解决问题就必须先了解问题出现的原因。因此,本文将针对高校教育管理工作者,对其的绩效提升路径进行深入的分析和探究。     

教师绩效管理理论来源综述

教师绩效管理来源于绩效管理理论和教师评价理论,对国内外教师绩效管理的理论来源进行文献梳理,分析绩效管理理论的三种主流模型,归纳教师评价理论的四种模式,阐述我国教师绩效评价理论的发展,从理论源头上探究教师绩效管理理论的构成.     

队列管理机制QOS性能仿真

队列管理机制是网络拥塞控制和网络服务质量的基础,采用NS2仿真工具基=JaQOS性能评价指标对主、被动队列的代表算法RED、DropTail进行仿真分析,得出两种算法性能差异及各自的特点,为进一步研究提供依据．     

浅谈体育比赛成绩档案管理

体育比赛成绩档案管理是整个体育比赛活动的重要基础性工作之一,本文通过对近年来我市成功举办的全国性运动会和2010年广州亚运会期间我学院参赛运动员所取得成绩进行综合分析,探索体育运动会成绩档案管理模式,实行规范管理、建立健全管理制度、提高人员素质、注重学习交流、重视收集成绩材料归档和利用,不断创新和提高档案管理的效率和方法。     

浅析绩效管理在高职学生管理工作中的运用

绩效考核是现代人力资源管理的重要内容之一。科学合理地应用绩效手段对学生进行全面、客观、准确的绩效管理,在充分考虑其可行性的基础上,把优秀学生干部评选、学生奖学金、助学金的确定与其绩效考核成绩直接挂钩,把个人与集体的目标紧密结合,对高职院校管理水平的进一步提升有着特别重要的意义。本文主要研究的是高校学生绩效管理量化考核指标及其在高校学生绩效管理中的实际应用。     

关于政策合力推动大型科学仪器绩效管理的思考

大型科学仪器资源的统筹配置和绩效管理是高校大型仪器管理的核心,是优化资金使用、提高投入效益、促进教学科研发展的关键所在。系统介绍了如何通过加强源头管理、强化过程监督、建立保障体系、形成政策合力等方式和措施,推动高校大型科学仪器资源的统筹配置与绩效管理。     

基于目标管理的高职院校教师绩效管理体系研究

本文以现代高等职业技术学院的绩效管理为研究对象,对存在的问题进行了综述与分析,将平衡计分卡在企业领域里的模式"移植"到高职院校这一特殊组织中,实现从不同的角度对高职院校管理体制改革进行探讨。发展管理,过程导向,系统评价,创新性的使用平衡记分卡,使绩效管理的价值体现在管理绩效而非考核绩效上。     

政府绩效管理：美国经验与中国实践

政府绩效评估是绩效管理制度体系的一个核心环节。当前中国各级政府积极尝试以追求管理创新为目的的绩效评估,在取得显著成绩的同时,也遇到诸多问题。追根溯源,这些问题并不是绩效评估本身的问题,必须通过战略性的绩效管理方能得到根本解决,这方面可以借鉴美国联邦政府的相关经验。     

谈绩效评估与管理的正负功能

从当代公共管理学和人类学角度对绩效评估与管理的正负功能进行分析和思考,并阐述了绩效评估与管理的正功能及其实现的原则,以及绩效评估与管理的负功能及其纠正的途径.     

Modernizing schooling through performance management: a critical appraisal

This paper examines the ways in which a culture of performance has impacted on schooling in the English setting and draws parallels with other post‐industrializing nations. There is a growing awareness amongst researchers and practitioners that improving the quality of teaching and learning through performance management is not working. In education policy terms the UK Government has made much of the importance of modernizing the teaching profession in raising levels of achievement, attainment, and success in schools and colleges. The proposed trade‐off for teachers is improved pay for improved standards. Advocates of such reform point to the benefits derived from greater devolution of market principles to frontline professionals which, it is argued, enhance performance, remuneration, and motivation (Barber 2001). Critics, on the other hand, have criticized the deprofessionalizing tendency of tying performance management to government targets, which fail to connect with the contextual realities of teaching and learning in the classroom or education workplace (Elliott 2001, Merson 2001). Recently such criticism was rejected by the (then) Secretary of State for Education as cynicism. ‘In education it is those who offer cynicism in the guise of experience who can drive young teachers to look for other careers. We shall always try to combat cynicism wherever it threatens progress on standards’ (Morris 2001: 9). This paper seeks to avoid such inference by arguing for greater authenticity in the way education practice might drive, rather than being driven by, the policy and performance agenda.     

高校大型仪器设备绩效管理探讨

以武汉大学大型仪器设备绩效管理为例,从大型仪器设备购置的可行性论证、大型仪器设备资源共享、维修和功能开发经费、大型仪器设备管理人才队伍建设、大型仪器设备绩效考核指标等方面,分析了高校大型仪器设备绩效管理存在的问题和原因,提出了加强高校大型仪器设备绩效管理的几点策略。