what is potters performance satisfaction model?
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I remembered this however, I couldn't be sure so I looked it up for you. is this economics 101, empirical evidence? well if so, here's something to get you pointed in the right direction. \n\nhttp://en.wikipedia.org/wiki/Principal-agent_problem\n\nHope this helps...\n\nKoop and Potter (1999) find evidence in favor of Hamilton s model using Bayesian techniques\nhttp://citeseer.ist.psu.edu/context/109357/0\n\nYou will also find Potter's e-mail address here:\nhttp://papers.ssrn.com/sol3/papers.cfm?abstract_id=67808\n\nGood luck.
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Customer satisfaction.\nKeep all very Clean.\nShould cooperate with Customers.\nMaintain timeings.\nDresscode.\nHow to impress customers...\n\nIts my point of view.
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Check this page\nhttp://www.evaluationengineering.com/archive/articles/1004/1004conformance_test.asp\n\nIt will give you the right info.
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Organizational Effectiveness\n\nWhy is balancing such a difficult act for leaders and organizations to achieve these days? \n\nWhy do we waste precious energy struggling to become more independent while working in an interdependent environment?\n\nWhat if we could significantly improve individual and team productivity and organizational effectiveness with existing resources?\n\nBALANCE, ENERGY and ORGANIZATIONAL EFFECTIVENESS are key elements of successful business enterprises. \n\nThe HPS Mobile Enterprise™ was conceived as a metaphor representing the parts of an enterprise. A mobile – like any business - can be simple or extremely complex and can include few or many parts – shapes, sizes, color - which are all interconnected and, at least to some extent, interdependent. Changing (i.e. adding, eliminating, restructuring, etc.) any part can significantly affect the balance of the mobile and, ultimately, organizational effectiveness. \n\nWebster’s dictionary defines mobile as follows: adj. – 1. Capable of being moved or moving. 2. Changing readily in mood, expression, or appearance. 3. Enjoying or affording opportunities for change from one social status to another. – n A sculpture consisting of parts that move, especially in response to air currents. \n\nEXEMPLARY LEADERS ensure that all parts are balanced and energy is focused toward desired outcomes in order to maximize individual and team productivity and organizational effectiveness. Leadership Development\n\nEXEMPLARY LEADERS create and sustain an organizational environment and culture whereby: \n\nA compelling vision is established and sense of purpose is understood \nClear and timely communication occurs using effective voice systems \nEmployees are inspired to perform at their best and sustain their best performance \nKey talent retention is improved and employee attrition declines \nInnovation and creativity are fostered at all levels of the organization \nEmployee morale, motivation and satisfaction levels are improved \nSuperior customer service is delivered and competitive advantage established \nBusiness results reflect high-performance throughout the organization \nHuman Performance Strategies combines traditional cognitive intelligence (IQ) with non-cognitive intelligence (EI) to help leaders perform at their best and inspire the best from their people. Combining and leveraging these distinct competencies forms a foundation for leadership effectiveness and achieving full organizational potential. In simple terms: IQ + EI = 100% of POTENTIAL. Emotional Intelligence \n\nHuman Performance Strategies will soon introduce some exciting new research-based information regarding organizational effectiveness. This new concept is called ORGANIZATIONAL INTELLIGENCE and will underscore the significance of the HPS Mobile Enterprise™ to an even greater extent. \n\nEXEMPLARY TEAMS achieve and sustain high-performance levels on a consistent basis. High-performance teams do not evolve randomly or arbitrarily. Exemplary leaders must facilitate a progression of developmental stages to create the conditions for high-performance. Exemplary leaders understand and leverage this progression to improve individual, team and organizational performance. High-Performance Teams\n\nEXEMPLARY ORGANIZATIONS achieve and sustain maximum effectiveness or 100% of POTENTIAL. The TRUE POTENTIAL of an organization occurs when individuals and teams are aligned, energized and committed to accomplish or perhaps exceed business goals and objectives. Closing the GAP between the present and potential often translates to performance improvement and productivity gains enjoyed only by world-class enterprises. \n\nHuman Performance Strategies offers a fully integrated systems approach to improve individual and team productivity and organizational effectiveness. If you are interested in learning more about how world-class enterprises achieve and sustain 100% of POTENTIAL at the individual, team and
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key performance indicators (KPI'S) increase project and company performance
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Customer feedback gathering & asessment \nContinuous product/process improvement\nCustomer database & Relationship marketing\nCustomer retention programmes \nStrategic decisions based on CLV (customer lifetime value)
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Patient catering satisfaction questionnaire\nQuestionnaire to measure patients’ satisfaction with their catering service and database to process findings and generate reports.
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just try to make me understand what kind of performance measurement tool u required and for what pupose.
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be honest\nserve your customers well
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In what regards? \n\nBy measuring success in general, you are better able to assess what is working and what is not.
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Whatever gives you gratification.  Money, Power, focus, status, involvement, coworkers, Boss, commute, nature of the job etc.  However, some people can't be pleased! They are complainers and complaning is what makes them happy. So if you have some of these make sure you give them more to complain about.  The more you give them the happier they are. They don't show it really but deep inside they are really happy.
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Ecolab is a client of mine. I sell them janitorial supplies. A friend of mine also works with them. They seem to be a profitable company.
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Dear mr./ms. engineer, \n\nProducing ceramics is one thing and managing the busyness is another. You should include in your question what kind of help you need.
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"competitive success review"
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Satisfied\n\nFilled with satisfaction; content: a very satisfied customer. \nPaid or discharged in full, as a debt or obligation. \nConvinced beyond a doubt.\n\nTo gratify the need, desire, or expectation of. \nTo fulfill (a need or desire).
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They should be evaulated on performance just like everybody else in the private sector. \n\nI am a project manager and I have customers and vendors who don't want to do this or that, but guess what I push them to do what needs to be done and I am evaluated on my perfomrance period.
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The department you need is marketing, and the review of literature would mean you should go to the library.  If you try putting "customer satisfaction" into a browser, what do you get?  (Presumably you have tried that already; if not, why not?)