Perform or Else: From Discipline to Performance
Free download. Book file PDF easily for everyone and every device. You can download and read online Perform or Else: From Discipline to Performance file PDF Book only if you are registered here. And also you can download or read online all Book PDF file that related with Perform or Else: From Discipline to Performance book. Happy reading Perform or Else: From Discipline to Performance Bookeveryone. Download file Free Book PDF Perform or Else: From Discipline to Performance at Complete PDF Library. This Book have some digital formats such us :paperbook, ebook, kindle, epub, fb2 and another formats. Here is The CompletePDF Book Library. It's free to register here to get Book file PDF Perform or Else: From Discipline to Performance Pocket Guide.
Contents:
'Performance' has become one of the key terms for the new century. But what do we mean by 'performance'? In today's world it can refer to experimental art;. "Overall, I find McKenzie's fluid essaying and profuse theorizing exhilarating. Alternately serious and ludic, vigorously interpretive and rewardingly idiosyncratic.
No additional import charges at delivery! This item will be shipped through the Global Shipping Program and includes international tracking. Learn more - opens in a new window or tab. There are 2 items available. Please enter a number less than or equal to 2. Select a valid country. Please enter 5 or 9 numbers for the ZIP Code.
Handling time. Will usually ship within 2 business days of receiving cleared payment - opens in a new window or tab. Taxes may be applicable at checkout. Learn more. Return policy. Refer to eBay Return policy for more details. You are covered by the eBay Money Back Guarantee if you receive an item that is not as described in the listing. Payment details. Payment methods.
Other offers may also be available. Interest will be charged to your account from the purchase date if the balance is not paid in full within 6 months. Minimum monthly payments are required. Subject to credit approval. See terms - opens in a new window or tab. Back to home page. Listed in category:. Email to friends Share on Facebook - opens in a new window or tab Share on Twitter - opens in a new window or tab Share on Pinterest - opens in a new window or tab Add to Watchlist.
Opens image gallery Image not available Photos not available for this variation. Learn more - opens in new window or tab Seller information greatbookprices2 See all greatbookprices2 has no other items for sale. For additional information, see the Global Shipping Program terms and conditions - opens in a new window or tab No additional import charges on delivery Delivery: Varies Payments: Special financing available. An error occurred, please try again. Like New: A book that looks new but has been read. In this theoretical tour de force McKenzie demonstrates that all three paradigms operate together to create powerful and contradictory pressures to 'perform This is an urgent and important intervention in contemporary critical thinking.
It will profoundly shape our understanding of twenty-first century structures of power and knowledge. Show more. Show less. He also consults as a strategist in the new media industry. No customer reviews.
Share your thoughts with other customers. Write a customer review. Most helpful customer reviews on Amazon.
Perform or Else: From Discipline to Perfor...
November 30, - Published on Amazon. Verified Purchase. McKenzie does an outstanding job of outlining issues and current discourse that are framed by the term 'performance' in society today. For our analysis, we have grouped them as follows:.
Reward Yourself
Another 0. We have included as the starting point. This was the year that the Police introduced the Code and brought in changes to replace the tribunal. Figure 13 shows that the Police issued the highest number of warnings in the first year of the Code and the new system. Since then, the number of warnings has fallen by around a third and remained at about cases a year since This was most likely because of the time it took for staff to progress from the initial warning stage to the final warning stage.
Expectation setting is not a disciplinary action, but the Police formally record it when they use it.
Randall rated it liked it Nov 12, In Perform or ElseJon McKenzie asserts that there is a relationship cultural, organisational, and technological performance. More Details McAuley, G. This is a very important element of the emotional logic that drives team performance. It also covers mediation, t Preparations for a disciplinary hearing are also covered, inclu
Its purpose is for the Police to set clear expectations for staff who have committed less serious breaches of conduct, so that they do not repeat the behaviour or problem. The Police will take expectation setting into account when determining any disciplinary action. The most use was between and This increase of use in expectation setting for staff indicates that the Police have become more confident about tackling problems at an earlier stage.
- Perform or Else, From Discipline to Performance by Jon McKenzie | | Booktopia.
- Organizational Biosynthesis. A Symposium.
- Joy of Cooking: All About Party Foods & Drinks.
- ISBN 13: 9780415247696.
- Customer Reviews?
This is a positive result, because the earlier tribunal system did not support a differentiated approach to managing staff behaviour. This shows that the Police are enforcing the high standards they have set. The people we interviewed were very positive about the approach. We also how the Police were feeding data into the early intervention system, for example when off-duty staff allegedly committed an offence.
- Models of Capitalism: Growth and Stagnation in the Modern Era.
- Revisiting Jon McKenzie’s Perform or else: Performance, labour and pedagogy.
- The threefold social order.
- 6 Steps You Need to Take Before Terminating an Employee for Poor Performance - Insperity.
- Perform Or Else: From Discipline to Performance - Jon McKenzie - Google книги.
- Philip Larkin: Selected Poems.
- Mathematics of Optimization, Smooth and Nonsmooth Case.
The Police will monitor the outcome of such allegations, which they may deal with subsequently as disciplinary cases. We heard that there is an increasing number of self-referrals and that staff have responded positively to the use of early intervention. However, there is still a small risk that some factors, such as a group of like-minded people and ineffective supervision, could coincide to create problems.
The Police need to continue to address these issues in the way some managers carry out the Police's policy to strengthen staff confidence. In doing so, even more police staff will feel able to challenge undesirable behaviour.
We discuss the Police's plans to improve performance management in Part 7. The Police see those two qualities as essential in creating a safe and respectful working environment, especially for female staff and those in minority groups. Only small numbers of professional conversations were recorded by the Police in the years to Navigation Toggle navigation.
About us Media centre Publications Good practice. You are here: Home publications Response of the New Zealand Police to the Commission of Inquiry into Police Conduct: Final monitoring report Part 5: Detailed findings on performance management, values, behaviour, and discipline. We discuss: the Police's Code of Conduct ; creating police values ; policy and training ; reporting inappropriate behaviour ; changes to the disciplinary approach ; managing staff performance ; and early intervention.
The Police's Code of Conduct 5. The Police's values 5. The official values of the Police are: Professionalism : We take pride in representing the Police and making a difference in the communities we serve. Respect : We treat everyone with dignity, uphold their individual rights, and honour their freedoms.
Integrity : We are honest and uphold excellent ethical standards. Empathy : We seek understanding of, and consider, the experience and perspective of those we serve. Valuing diversity : We recognise the value different perspectives and experiences bring to making us better at what we do. Policy and training 5. Reporting inappropriate behaviour 5.
Perform or Else: From Discipline to Performance / Edition 1
If staff do not feel able to challenge the behaviour themselves, they can report it to: a supervisor or manager, up to the Police Commissioner; human resources; the Speak Up helpline, which enables anonymous reporting; the IPCA; or the Police, using the general complaints process. Changes to the disciplinary approach 5. Managing staff performance 5.
Early intervention 5. Respect and integrity at the organisational level have improved 5. People would get away with a lot, like coming in late, leaving early. Their work would be under par, not interested and people would hold files up to their chin. That has changed significantly over the last six to eight years. There's more direction, this is what you can do, this is what you can't do, this is what we would like you to do, and if you don't do that kind of stuff then you will be held to account. By putting importance on the values, the Police helped staff to talk about problem behaviour: There is still bad behaviour out there but it's more individual, it's not a culture.
It's not accepted as a culture. It's just unfortunate that we still have a few individuals that still have that attitude. In , the Police were doing well on three of the measures: Staff in my team respect staff diversity: People in my team conduct themselves in accordance with the values expected by the New Zealand Police: My supervisor behaves in a way that is consistent with the values of the New Zealand Police: A safer working environment for women and people from minority groups 5.