Individual responsibility at the work place means performance for the organization

Written by Alexandra Blaga on July 9, 2014. Posted in Articles, Individual Performance

Personal-responsability-at-the-workplace

Individual responsibility comes together with an organizational culture that is based on values such as reliability, transparency and autonomy. These values imply open mindedness and open communication with employees, trusting them that they will successfully manage and finalize their projects without the need for constant monitoring and control from the management’s side.

Monitoring Healthcare Information Systems with Key Performance Indicators

Written by Ramona Gligorea on July 5, 2014. Posted in Articles, KPI

Monitoring Healthcare Information Systems with KPIs

Throughout the years, the healthcare industry has become increasingly more complex due to technological and medical evolution and, as a result, it is characterized today by an overwhelming amount of information. Therefore, hospitals require an efficient information system that will enable the proper management of all these requirements.

How can distributed leadership affect job performance? A presentation by Ajay K. Jain and Franziska Günzel-Jensen, at the PMA 2014 Conference

Written by Adelina Chelniciuc on July 1, 2014. Posted in Individual Performance, News

The presentation “Relationship between Trust, Distributed Leadership and Job Performance in Health Care Context: Exploring the mediating role of Job Satisfaction” was offered, on the third day of the PMA 2014 Conference, by Ajay K. Jain, from the Department of Human Behavior and Organization Development, of the Management Development Institute Gurgaon, India and along with Franziska Guenzel-Jensen, of the Aarhus University.

Training, coaching, mentoring – which is better?

Written by Alexandra Blaga on July 1, 2014. Posted in Articles, Individual Performance

All three concepts are nowadays generally known and used within organizations. In this context the question that arises most often refers to which one of them is the most effective. A relevant aspect to take into consideration is that there currently is no best choice between these processes. Each one can be the most suitable choice for an employee, depending on the organizational strategy, departmental goals and individual targets.

On uncertainty assessment with Marcello Cavallare, Sergio Sousa, Eusébio Nunes at the PMA 2014 Conference

Written by Adelina Chelniciuc on July 1, 2014. Posted in KPI, News

The presentation “Uncertainty assessment of performance indicators” was offered, in the third day of the PMA 2014 Conference, by Marcello A. L. Cavallare, Sergio d. Sousa and Eusébio p. Nunes, from University of Minho, Portugal.