Since the 1990s, change management has received considerable attention as the new paradigm for the management of organisational transformations as well as behavioural and motivational changes within both for-profit and non-profit organisations. As such, constant changes have also become the new "normality" in educational and social service organisations.
Performance-oriented compensation (also referred to as “pay(-ment)”) is a direct or indirect remuneration or variable salary component paid to employees depending on their performance and capacity (“pay per performance”). Additional to other incentive systems or schemes, performance-oriented pay is primarily designed to increase the motivation and performance of professionals and managers, and thus also the productivity and effectiveness of the whole organisation.
This workbook aims at helping diaconal organisations to develop their own diaconal profile. The book is premised on the idea that the development of a diaconal profile is a process that takes place in a mutual dialogue.
exc-5a23fbb6343a9bd737479e0c Abstract: Since the 1990s, change management approaches received considerable attention as the new paradigm for the management of behavioural and institutional changes in both profit sector and non-profit organizations.…