Managerial Evaluation Research Articles

Accounting Information and Industrial Relations: Towards a managerial evaluation of the Disclosure Policy decision

The primary objective of this article is to assist organisational management to evaluate policies on disclosure of information to trade unions. Such policies form part of the industrial relations system of an organisation, which embraces all aspects of personnel and labour management. I shall be drawing particular attention below to the need to consider the dynamic and interactive effects of information on the components of this system. Before looking directly at issues relating specifically to trade union negotiators, therefore, I want briefly to consider some aspects of communication of information to employees in general since there is clearly a potential interaction with the information supply to union negotiators.

Generating Future Scenarios—Their Use in Strategic Planning

In this article a practical approach to incorporate the information about the future states of the world in evaluating strategic plans is suggested. It is described how managers could formally evaluate the resilience of alternative plans using this approach. Some suggestions on the presentation of information that facilitates managerial evaluation are provided.

Job Shop Scheduling with Due Dates and Overtime Capability

A scheduling procedure is proposed for the static job shop problem with job due dates and overtime capability. An example is used to demonstrate the procedure and the generation of trade-off curves relating overtime and total tardiness for use in managerial evaluation of alternative schedules. Results are reported for a set of trial problems having 30 to 98 processing operations. An extension of the procedure is described for dynamic job shop scheduling.

Note on level of aspiration as a selective device for psychiatric aides.

2 of each other by the third trial; and (2) estimate on the first trial was 15 or less, with the estimate of the number of squares that would be drawn and performance within 2 of each other by the third trial. The same two combinations of estimate and performance were used in this study. The classification of the 12 aides was based on a rating by the Director of Nursing. This procedure is justified by the fact that rwo different studies (Pulos, et al., 1962; Siskind, 1967) indicated that the Director's ratings were significantly correlated with several other types of rating of aides' performance. The four aides rated as above average were also selected as above average by the Level of Aspiration Test (either of combinations described above); of the 8 aides rated as below average, 2 were above average on the Level of Aspiration Test. Analysis of these data by the Fisher exact probability test (Siegel, 1956) indicated that the null hypothesis could be rejected at P = .01. Results of these studies justify use of the Level of Aspiration Tesc in the immediate demographic area of Carter Hospital. It should not be used without further assessment when the potential employees are part of a different population because populations do differ significantly (Siskind & Drake, 1967). The results suggest that level of aspiration tests merit closer attention as assessment and selective