Performance Targeting Research Articles

Economic Performance and Inflation Targeting in Developing Economies

This paper investigates the effect of inflation targeting (IT) on inflation, output growth and interest rates. Based on panel data of 53 developing countries, of which 20 that have adopted IT by the end of 2007. In this study we use the differences-in-differences approach of Ball and Sheridan (2005) to analyze the relationship between IT and economic performance over the period 1980-2012. The results show that the empirical analysis confirms that the effect of inflation targeting in developing economies will contribute effectively to achieve economic performance.

Geometric optimization of a differential planar eddy currents probe for non-destructive testing

The influence of the geometrical parameters of an eddy currents planar probe intended for non-destructive testing is reported in this paper. Finite element modeling simulations were used to evaluate the effect of each geometrical parameter on the probe response amplitude and spatial discrimination while testing an arbitrary defect. A representative set of probes was produced and used to experimentally validate the simulation study. The reported results show that modifications of the studied parameters can substantially improve the probe performance targeting specific testing requirements. Additional probes were produced using a parameters combination optimized for two different testing situations. It was also shown that the modification of the defects properties does not substantially modifies the relative effectiveness of the additional probes produced.

Performance payments: A new strategy to conserve large carnivores in the tropics?

Biodiversity, including wildlife, is globally decreasing at alarming rates. This development has evoked calls for innovative conservation policies. In the present paper we explore the novel conservation performance payment approach which for wildlife–livestock conflicts, so far, has only been implemented in Sweden. The contribution of the paper is twofold. A structural framework of performance payments' design is developed and an empirical assessment of the approach to tiger–livestock conflicts at Bandhavgarh National Park in India, an example where conservation needs compete with humans' increasing demand for land and resources, is presented. The framework focuses on issues of scheme design such as identifying performance indicators, targeting, payment amount and timing, considerations on making payments to groups vs. individuals, scheme duration, and inadvertent side effects. The assessment of the applicability of the performance payment approach to tiger ( Panthera tigris) conservation is based on a high-profile policy workshop, an interview with the park management, and 305 household-level interviews conducted in 20 villages in the buffer zone of the park.

Three Spheres of Performance Governance

This article argues that one of the reasons for unsatisfactory performance is the single-sighted and narrow scope of performance management models applied in most of the OECD countries. Performance targets are normally set from a single organization's perspective, which is not sufficient given the complex nature of societal problems that public agencies deal with. In the worst case, single-unit performance targeting and maximization of an organization's self-interest produces suboptimal results rather than positive impacts for society as a whole. After a critical assessment of existing performance management models, we suggest a more comprehensive approach. In our extended framework, the overall performance has been broken down into three fields of performance. The first field covers the enabling performance factors such as learning, process development and resources. The second field consists of a single organization's performance targets, i.e. measurable outputs delivered to customers and immediate results generated by these activities. The third field of our framework is called the multi-organizational sphere of effectiveness where positive results can only be created by multi-actor performance clusters. We conclude by discussing the potential strengths and weaknesses of the framework.

Coping with targets: performance measurement in The Netherlands police

PurposeThe article aims to understand why performance management schemes or targeting were introduced in the Dutch police organisation after 2002. This question is relevant for two reasons. First, Dutch political culture is traditionally not overly concerned with performance of public organisations, and second, police work seems especially averse to targeting.Design/methodology/approachThe article explores changes in Dutch politics, and especially the rise and agenda of Pim Fortuyn, a flamboyant politician who disrupted the traditional political relations in the Dutch polity, and who put government performance on top of the political agenda. Analysis of secondary sources is used to track the response of police management, and field work is used to investigate the reactions of street level police officers.FindingsThe introduction of targeting is directly attributable to changes in the polity. As such, they represent a pendulum swing that will move back, especially when the limitations of targeting will become clear, and when the political discourse has moved on to topics other than public accountability.Practical implicationsManagers of public organisations could learn from this case that political pressure can have far‐reaching consequences, which cannot always be ignored, and can lead to far‐reaching effects in the organisation, that may be counterproductive.Originality/valueThis article asks simple questions: Why are Dutch police forces using performance contracts involving targets negotiated between the department of home affairs, the mayor and the police chief? Why were they introduced from 2002 on? And will they be a lasting practice in the Dutch police?

Academic Course for Enhancing Student-Athlete Performance in Sport

The purpose of this paper is to describe content and methods of an academic course offered twice annually at an NCAA Division I University. With empirical support to the effectiveness of this academic approach to psychological skills training presented elsewhere (Curry & Maniar, 2003), the focus of this paper is on the type and extent of each intervention treatment during the 15-week semester course (Vealey, 1994). Course content includes applied strategies for best performance targeting, arousal/affect control, identifying purpose, goal setting, imagery, sport confidence, trust, flow, sport nutrition, on-/off-field problem solving, self-esteem, and life skills education on eating disorders and drug/alcohol abuse. Teaching methods include narrative story telling, small group activities, journal writing, cognitive-behavioral homework, brainteasers, and active learning demonstrations.

Police Accountability in Scotland: [2] ‘New’ Accountabilities

This second article on police accountability focuses on aspects such as best value; performance management and targeting; HMCIC's role; Accounts Commission and Audit Scotland; common services and multi-tiered policing; community and social inclusion partnerships; and complaints against the police. The conclusion is drawn that these new accountabilities throw into question traditional views on the constitutional position and future management of policing in Scotland.

From Performance Appraisal to Performance Targeting

This paper argues that performance appraisal as a method of studying what an employee (or a team) has accomplished in the past is expensive, has limited value, and may even be dysfunctional for improving future performance. The paper suggests replacing performance appraisal with performance targeting—a concept that embraces a strategic perspective and an orientation toward the future. Performance targeting shifts the focus from documenting and evaluating an employee's work to assesssing the partnership between a subordinate and a supervisor. In this relationship the supervisor and the subordinate share the responsibility for attaining desired results.

Merit Pay, Performance Targeting, and Productivity

Most merit pay plans have limited ability to motivate employees and to enhance productivity. This article suggests that performance targeting, a concept that is related to performance appraisal but different from it, may be a more promising approach to productivity enhancement. The article illuminates some of the main shortfalls of expectancy theory on which many merit pay plans are based and points out some of the possible problems with performance appraisal. The article sug gests that the productivity enhancement effort must include a deliberate effort to prevent the crea tion of demotivators and a search for a better understanding of what makes the individual employee tick. It cautions managers to consider the propositions that are provided by the equity and needs theories of motivation in developing programs to boost productivity.