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Implementation of the performance appraisal process in the Macedonian civil service and its determinants: Does the design of the performance appraisal system matter?
Full text linkIn the actual circumstances, when every modern Government has accepted the "new public management" philosophy, the performance of the public administration is being measured by the achieved effects (outputs), rather than by the spent resources (inputs). Hence, it becomes bigger the need of developing a performance oriented organizational culture. And we generally know that the most common tool for developing such culture is the performance appraisal, as an instrument of the total quality management. Because of the great importance of this concept, the aim of the research is determining the level of success in the implementation of the performance appraisal system in Republic of Macedonia, measured not only through the statistical indicators (appraisement ratio, distribution of marks, and fulfillment of the obligation for submitting a report on the conducted appraisals, which show how much the process is implemented), but also through the commitment to quality of the performance appraisal process, as indicator of the quality of the process’ implementation (how the process is being implemented). This problem is explained in the light of the performance appraisal system’s design. In that order, we examine the influence of the satisfaction with the design of the performance appraisal system and its motivational potential, as independent variables, over the commitment to quality of the performance appraisal process, as dependent variable which is subject of the empirical analysis (conducted through solely\ud
authored Likert scales, questionnaires and interviews). It is supplemented with the results from the comparative – descriptive analysis, which investigates the level of compatibility between the regulative framework in the Republic of Macedonia and the international "good practices" in the field of the civil servants’ performance appraisal. By its design, the research represents a comparative – descriptive study with an empirical research, conducted over a representative sample of 280 respondents, selected through the Cochran’s and Krejcie & Morgan’s sampling formulas. The data gathered was processed and summarized through calculation of the Pearson’s correlation coefficient and the determination coefficient, as well as through the indicators of the descriptive statistics. The research findings have identified a relatively strong straightforward impact of the two investigated variables on the civil servants level of commitment to quality of the performance appraisal process (0.72 and 0.6 respectively correlation coefficient) and (0.5138 and 0.3631 respectively determination coefficient) and only partial compatibility of the regulative framework in the area of the civil servants performance appraisal with the international practices. The descriptive statistical indicators show that the level of commitment to quality of the performance appraisal process is 2.93 (on a scale form 1-5). This leads us to the general conclusion that the quality of implementation of the performance appraisal system is highly influenced by its design, and in Republic of Macedonia there is still space and need for its improvement. Key words: Civil servant; Commitment; Motivational potential; Performance appraisal system; Satisfaction
The communication paradigm of leadership as a basic assumption for changes in the public sector organizations in the Republic of Macedonia
Full text linkIn the basis of the progress and enhancement of every organization lies the ability to reform (continuous introduction and implementation of changes) which leads to its improvement. This is especially popular and necessary in the public organizations from the transition countries where the reform process is still in progress. On the other hand, the communication is one of the determinants and even more, a basic premise for successful conduction and embodiment of these changes. Because of this, the problem orientation of this work is defined as existence of inadequate interpersonal communication between the leader and his followers in the process of sharing and implementing of the vision and realizing effective, timely and relatively permanent changes. More specifically, the subject of the research is focused on investigation of the effectiveness and efficiency communication level of the public sector’s leaders as determinant of the implementation of the organizational changes in the public administration (as a represent of the changes foreseen in the Strategy for public administration reform, aiming to create a competent, professional and service – oriented administration is the implementation of a civil servants’ performance appraisal system). Thus, in order to realize this general task, the research has set out several specific objectives such as: to investigate and determine the scope of the communication and cooperation, the level of estimated benefit in/ from the communication, the level of (in) formality in the relations\ud
between the participants in the communication process, the level of mutual trust between them, the level of authoritarian and hierarchical posture of the relations in the organization (reflected through the presence of the different leadership styles). As to the methodology of research, in this case is applied analytical – descriptive approach with an empirical research in public sector organizations in the Republic of Macedonia (population) from which, with application of appropriate sampling techniques, is extracted a representative sample of 200 respondents from different spheres, levels and locations. The analytical framework of the research is empirically tested through application of originally authored or instrument such as the structured questionnaire, which is directly related and contains items which are indicative for evaluation of the quality (presence – absence) of relationship between the variables. In order to make relevant conclusions, data gathered underlie to adequate statistical analysis i.e. calculation of values of the central tendency and correlation measures, with preference of non parametric procedures of Chi – square and C-contingency coefficient. The results indicate that the leadership has the strongest influence over the implementation of the organizational changes with correlation coefficient (r = 0.69). This leads to the conclusion that, as we expected, the level of authoritarian and the hierarchical posture of the relations in the organization (the leadership) has the biggest impact over the level of success in the implementation of the organizational changes. Key words: Communication, leader (ship), public sect
ОРГАНИЗАЦИСКАТА КУЛТУРА НА ПРОМЕНИ ВО ФУНКЦИЈА НА\ud ПОДОБРУВАЊЕ НА ОРГАНИЗАЦИСКАТА КОНКУРЕНТНОСТ
Full text linkВеќе од поодамна, својата конкурентност, голем дел од организациите во светот ја градат –\ud
во дел, ако не и целосно, преку организациските политики поврзани со менаџирањето на т.н.\ud
,,меки“ делови на организацијата. Моделите кои ја разработуваат структурата на вредноста на\ud
организацијата сосема јасно го конкретизираат сето тоа. Понатаму, исто така, теоријата јасно ги\ud
дефинира организациската клима – култура и лидерството, како ,,двете страни на ист медал“.\ud
Моделите и концептите и во однос на овие прашања се многубројни и постојат. Па затоа, оттука, би\ud
си го поставиле прашањето за оправданоста и смислата на уште еден истражувачки труд во оваа\ud
област?!\ud
Ние, неговата актуелност и оправданост ја црпиме имајќи ги во вид последните наши\ud
истражувања спроведени во земјава, а кои се поврзани со предметните поими за кои зборуваме\ud
(лидерство, индивидуални вредности, ставовите, иновативноста), и кои недвосмислено укажуваат\ud
дека не постојат битни промени во свеста на оние кои во Р.Македонија, или поточно во еден нејзин\ud
географски дел, менаџираат и стопанисуваат и веројатно и самите секојдневно размислуваат за\ud
,,зголемување на конкурентската предност,, на својата компанија.\ud
Значи, во трудот ќе се изнесат дел од релевантните и доволно податливи информации од\ud
скорешни истражувања, кои ќе послужат како рамка за интерпретација на директните мерења на\ud
важната варијабла на промените и развојот на секоја организација, препозната во ,,ставот кон\ud
промените,, утврден кај повеќе од 150 лидери од приватни и јавни организации, институции и\ud
фирми од Југозападна Македонија.\ud
Клучни зборови: Организациска култура на промени, лидерство, конкурентност.\ud
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For a long time, large part of the organizations worldwide build their competitiveness - in part, if\ud
not entirely, through the organizational policies related with managing of the so called „soft“ parts of the\ud
organization. The models which elaborate the value structure of the organization clearly specify all this.\ud
Moreover, also are modeled the processes of interactive creation of value, which emphasize the direct\ud
interdependence, again with others „soft“ elements, but now out of the organizational structure – with the\ud
clients.\ud
Furthermore, also the theory clearly defines the organizational climate - culture and leadership as\ud
„both sides of the same medal“. Models and concepts regarding these issues are numerous and exist. \ud
Hence, can be raised the question of the justification and the meaning of another research effort in this\ud
area?!\ud
We emphasize its actuallity and justification taking into account our recent research conducted in\ud
our country, which are related with subject terms which we are speaking for (leadership, personal values,\ud
attitudes, innovation), which clearly indicate that there are not significant changes in the awareness of\ud
those in Macedonia, or rather in one of its geographic area, manage and operate and probably think on\ud
daily basis about „increasing the competitive advantage“ of their companies.\ud
Thus, this paper will present some of the relevant and sufficiently available information from\ud
recent research, which will serve as a framework for interpretation of the direct measurements of the\ud
important variable of changes and development of each organization, recognized in „the attitude towards\ud
the changes“, verified in more than 150 leaders (executives, managers, supervisors) from private and\ud
public organizations, institutions and companies from Southwestern Macedonia.\ud
Key words: competitiveness, leadership, organizational culture of changes
ENTREPRENEURSHIP AS MARKET VALORIZED CREATIVE POTENTIAL
Full text linkThe transition period of the society has left us richer for certain immediate experiences that will not\ud
remain without influence on future generations. The transition from the old paradigm (socialist society) to the\ud
new one (entrepreneurial society), is an uncertain and a long-lasting process, merely due to its radicalism.\ud
Thus, this study aims at determining the quantity of entrepreneurial resources for those who manage and\ud
operate organizations, institutions, and companies in the Republic of Macedonia, through determining the\ud
extent of some of their personal characteristics that are considered part of the profile of any successful\ud
entrepreneur. Inventive and creative potential, reliability, attitude toward change, attitude toward risk-taking\ud
are the personal traits, in which we are interested in terms of management of human resources. It is said that\ud
they broadly represent, but not fully cover the entrepreneurial personality. The research comprises a sample\ud
of 132 respondents from different levels and activities in the Republic of Macedonia and the conclusions\ud
have been reached according to their results on the TTS test by Eugene Rodsep, the test for determining\ud
confidence, the MI 1 test for measuring the attitude toward changes, and the questionnaire assessing the\ud
level and attitude toward risk-taking. The results of the research have shown that the managers in the\ud
Republic of Macedonia possess, more or less, the tested characteristics, but they are very unevenly\ud
distributed among individuals. In conclusion, this research aims to help managers of different organizations\ud
to become aware of their “entrepreneurial spirit”, to help HR managers and the state authorities to develop it\ud
and give directions for further development of entrepreneurship.\ud
Keywords: Entrepreneurship, entrepreneur‟s profile, inventive- creative potential
CONSTRUCTION AND APPLICATION OF INSTRUMENT FOR MEASUREMENT OF THE ATTITUDE TOWARD SCHOOL PSYCHOLOGISTS
Full text linkThis research has an aim to determine the status of the school psychologists in the primary schools in\ud
Republic of Macedonia, confirmed through the explorations of the attitude of the teachers and other\ud
expert personnel regarding the school psychologist. For the need of this research, an instrument for\ud
measurement of the attitude toward the school psychologist (SSP) is constructed. The main conclusions\ud
drawn from the field work, statistical evaluations and analysis are that a large percent of the subjects\ud
(73%) have negative attitude toward the school psychologists and there is a lack of basic information\ud
regarding their status, role and tasks. These results are very significant because it is more than necessary\ud
to reveal and maybe to change some essential requirements about the working tasks, the demands, the\ud
duties and engagements of the school psychologists.\ud
Key words: instrument for measurement of the attitude, school psychologist, working atmospher
The Future Challenge: Data Warehouse As a Method of Data Integration from Public Administration Legacy Systems for Decision-making in Macedonia
Full text linkVISUALIZATION AS DECISION SUPPORT SYSTEM\ud TECHNOLOGY IN THE LOCAL GOVERNMENT\ud SERVICES
Full text linkUrban planning and building is a very important task for the Department for\ud
communal arrangement in the Local Municipality. Many of these sectors possess\ud
transactional information system where the data of all one-stop-shop systems in the\ud
local Municipalities systems are saved. This data is an excellent base for Data\ud
Warehouse creation which is necessary for support of Decision making processes for\ud
managers and analytical staff of government institution that make decisions. But, the\ud
data must be prepare data for effective visualization. It is obvious, “One picture is worth\ud
a thousand words”
The Future Challenge: Data Warehouse As a Method of Data Integration from Public Administration Legacy Systems for Decision-making in Macedonia
Full text link
ENGINEERING DESIGN METHODS
Full text linkA related part of the complexity of modern design has been the development of new\ud
design methods. This paper reviews the field of design methods, describes methods that help to\ud
stimulate creative design thinking such as brainstorming, synectics and enlarging the search space\ud
and introduces the most relevant and widely used rational methods that covering the whole design\ud
process. The eight methods included are: user scenarios, objectives tree, function analysis,\ud
performance specification, quality function deployment, morphological chart, weighted objectives and\ud
value engineering