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All aspects of our work and private lives are increasingly measured and managed. But how has this 'audit culture' arisen and what kind of a world is it producing? Cris Shore and Susan Wright provide a timely account of the rise of the new industries of accounting, enumeration and ranking from an anthropological perspective, drawing on political economy, ethnographic observation and genealogical excavation. Audit Culture is the first book to systematically document and analyse these phenomena and their implications for democracy. The book explores how audit culture operates across a wide range of fields, including health, higher education, NGOs, finance, the automobile industry and the military. The authors build a powerful critique of contemporary public sector management in an age of neoliberal market-making, privatisation and outsourcing. They conclude by offering a raft of suggested actions to reverse its damaging effects on communities, reclaim professional autonomy, and restore the democratic accountability that audit culture is systematically undermining.

Harold Kerzner's essential strategies on measuring project management performance With the growth of complex projects, stakeholder involvement, and advancements in visual-based technology, metrics and KPIs (key performance indicators) are key factors in evaluating project performance. Dashboard reporting systems provide accessible project performance data, and sharing this vital data in a concise and consistent manner is a key communication responsibility of all project managers.  This third edition of Kerzner's groundbreaking work, Project Management Metrics, KPIs, and Dashboards: A Guide to Measuring and Monitoring Project Performance, helps functional managers gain a thorough grasp of what metrics and KPIs are and how to use them. Plus, this edition includes new sections on processing dashboard information, portfolio management PMO and metrics, and BI tool flexibility.  Offers comprehensive coverage of the different dashboard types, design issues, and applications Provides full-color dashboards from some of the most successful project management companies, including IBM, Microsoft, and others Aligns with PMI's PMBOK® Guide and stresses value-driven project management PPT decks are available by chapter and a test bank will be available for use in seminar presentations and courses Get ready to bolster your awareness of what good metrics management really entails today-and be armed with the knowledge to measure performance more effectively.

Process improvement initiatives require access to frequently updated and good quality data. This is an extremely difficult task in the area of production processes, where the lack of a process digital footprint is a very big challenge. To solve this problem, the authors of this article designed, implemented, and verified the results of a new work measurement method. The Workplace Performance Measurement (WPM) method is focused not only on the measurement of task duration and frequency, but also on searching for potential anomalies and their reasons. The WPM method collects a wide range of workspace parameters, including workers' activities, workers' physiological parameters, and tool usage. An application of Process Mining and Machine Learning solutions has allowed us to not only significantly increase the quality of analysis (compared to analog work sampling methods), but also to implement an automated controlling solution. The genuine value of the WPM is attested to by the achieved results, like increased efficiency of production processes, better visibility of process flow, or delivery of input data to MES solutions. MES systems require good quality, frequently updated information, and this is the role played by the WPM, which can provide this type of data for Master Data as well as for Production Orders. The presented authorial WPM method reduces the gap in available scholarship and practical solutions, enabling the collection of reliable data on the actual flow of business processes without their disruption, relevant for i.a. advanced systems using AI.

Work is an important quantity in thermodynamics. In a closed quanutm system, the two-point energy measurements can be applied to measure the work but cannot be utilized in an open quantum system. With the two-point energy measurements, it has been shown that the work fluctuation satisfies the Jarzynski equality. We propose a scheme to measure the work in an open quantum system through the technique of reservoir engineering. Based on this scheme, we show that the work fluctuation in open quantum system may violate the Jarzynski equality. We apply our scheme to a two-level atom coupled to an engineered reservoir and numerically justify the general results, especially demonstrating that the second law of thermodynamics can be violated.

This book is an essential supplement for MOST (Maynard Operation Sequence Technique) certification training. An excellent resource for practicing professionals and newcomers in the fields of industrial engineering and management, it provides a detailed explanation of each of the three MOST Systems. This edition is updated with relevant examples using today's technology to develop engineered standards. Content includes refreshed charts and guidelines to selecting a MOST System and completing a MOST analysis based on the application rules for BasicMOST, MiniMOST and MaxiMOST. A new informative chapter highlights the use of standards to improve workforce performance and increase productivity. A must for MOST certification for engineers, productivity improvement specialists, staffing and costing professionals. Certification training can be completed online and worldwide through authorized partners.

This new handbook, with contributions from experts around the world, is the most comprehensive treatise on work design and job analysis practice and research in over 20 years. The handbook, dedicated to Sidney Gael, is the next generation of Gael's successful Job Analysis Handbook for Business, Industry and Government, published by Wiley in 1988. It consists of four parts: Methods, Systems, Applications and Research/Innovations. Finally, a tightly integrated, user-friendly handbook, of interest to students, practitioners and researchers in the field of Industrial Organizational Psychology and Human Resource Management. Sample Chapter available: Chapter 24, Training Needs Assessment by Eric A. Surface is available for download.

In the present study, we examine the process through which abusive supervision impacts employee creativity. Specifically, we test whether abusive supervision is associated with lower levels of employee creativity and if this effect is mediated by employee sleep deprivation and emotional exhaustion. Results showed that abusive supervision had an indirect negative relationship with employee creativity via its impact on employee sleep deprivation and emotional exhaustion. These findings contribute to a better understanding of the negative effects of abusive supervision on employee creativity and the processes by which they occur.

The paper presents a tourist trip planning system that is aimed at offline attractions recommendation for a tourist based on current situation in the region and user profiles. Authors present the related work analysis in this area and based on this analysis develop the reference model of the proposed system and describe implementation that is based on previously developed Tourist Assistant — TAIS.

The idea of Happiness at Work is drawn from psychology and economic studies. It is often considered as a synonym with ‘wellbeing’ and defined as a state characterized by a high level of life satisfaction, a high level of positive emotions, and less negative emotions. This research aims to validate the Happiness at Work scale in the Indonesian context. In this study, the researchers conducted cross-cultural adaptation for the Happiness at Work scale following systematic procedures to produce the Scale of Happiness at Work in the Indonesian language. Afterward, the researchers evaluated the content validity with the help of professional judgment and measured the Content Validity Index at the item level and the scale level. Further, to examine the psychometric properties of the Happiness at Work scale, the researchers administer the questionnaire to a sample of 105 (35 male and 70 female) lecturers to conduct exploratory factor analysis to formulate the new dimensionality of the Happiness at Work scale. The results of Exploratory Factor Analysis indicated that Happiness at Work in the Indonesian context could be measured using four dimensions. To confirm that the extracted dimensions measure a single construct, the researchers administered the produced version to a sample of 370 (147 male and 223 female). Afterward, researchers conducted confirmatory factor analysis to evaluate the validity and reliability of the measurement model. This research found out that the Indonesian version of Happiness at Work measurement is reliable and valid. Thus, this study may contribute to the happiness at work literature of non-western context. In conclusion, the Indonesian-Happiness at Work scale shows robust psychometric properties that can be used for further research.

Recently, myocardial work analysis as an echocardiographic tool to non-invasively determine LV work has been introduced and validated against invasive measurements. Based on systolic blood pressure and speckle-tracking derived longitudinal strain (GLS) during systole and isovolumic relaxation, it is considered less load-dependent than LV ejection fraction (LVEF) or GLS and to integrate information on LV active systolic and diastolic work. We aimed to establish reference values for global constructive (GCW) and global wasted work (GWW) as well as of global work index (GWI) and global work efficiency (GWE) across a wide age range and to assess the association with standard echocardiography parameters to estimate the potential additional information provided by myocardial work (MyW). The Characteristics and Course of Heart Failure STAges A/B and Determinants of Progression (STAAB) cohort study carefully characterized a representative sample of the population of the City of Würzburg, Germany, aged 30-79 years. We performed myocardial work analysis using the standardized, quality-controlled transthoracic echocardiograms of all individuals lacking any cardiovascular risk factor. Out of 4965 participants, 779 (49±10 years, 59% women) were eligible for the present analysis. Levels of GCW, GWW, and GWE were independent of sex and body mass index, and were stable until the age of 45 years. Thereafter, we observed an upward shift to further stable values of GCW and a linear increase of GWW with advancing age, resulting in lower GWE. Age-adjusted percentiles for GCW, GWW, GWI, and GWE were derived. Higher levels of blood pressure or LV mass were associated with higher GCW, GWI, and GWW, resulting in lower GWE; higher LVEF correlated with higher GCW and GWI, but lower GWW. Higher E/e' correlated with higher GWW, higher e' with lower GWW. Derived from a large sample of apparently healthy individuals from a population based-cohort, we provide age-adjusted reference values for myocardial work indices, applicable for either sex. Weak correlations with common echocardiographic parameters suggest MyW indices to potentially provide additional information, which has to be evaluated in diseased patient cohorts.