XXXXXXXXXXXX, in a XXXXX release XXXXXX XX the XXXXXXXXXX of Defense, it XXX been decided to XXXXXXX XXX inefficient and XXXXX Defense XXXXXX XXXXXX (XXX) with SAP XXXXXX. XXX’s existing XXX system had XXXXXXXXXXX XXXXXXXXXXXXXXXX XXXXXXX XXXXXXX XXXXXX XXXXXXXXXX XXXXXXXX XXXXXXXXX ticketing services XXX individual military services’ personnel and finance/XXXXXXXXXX systems. Therefore, XXX XX appointed XX XXX XX an agent on behalf of XXX (XXXXXXXXX). The agent XX responsible XX develop a XXXXXX that XXX XXXX XXXXXXXXXX streamlining travel XXXXX and XXXXXXXX XXXXXX XXXXXXXXX departments XXX XXXX XXXX XXXXXXXXX redundant process XXX XXXXXXXXX XXXX standardization leading towards increased XXXXXXXXXXXX.
X XXX agency XXXXXXX exist in XXXX case i.e., since XXX XXX XX heavily XXXXXXXXX on SAP, the XXXXX could complicate XXXXXX XXXXXX XXXXXXXXX in a XXXX training and XXXXXXX repairs, maintenance XXXXX for the government. XXXXXXXXXXXX, XXX principal will XX XXXXXXXX to incur Monitoring XXXXX in order XX minimize the XXXX.
An XXXXXXXXXXX solution through which this problem XXX be controlled is XX separate decision XXXXXXXXXX and decision control. XXX XXXXXXX, covenants must be XXXXXXXX in XXX agreement that XXXXXX XXX XX do XXXXXXX project for XX XXXXX XXX., XXX the principal (XXX) XXXXX keep ultimate decision XXXXXXX (XXXX, XXXX).
XXX XXXXXXXXXX
Variety XX Tasks XXX XXXXX XX XXXXXXXX XXXXXXXXX are XXX XXX key dimensions XX job XXXXXX. Since XXXX XX primarily a XXXXXXXXXX XXXXXXXXXXXX, the XXX XXXXXX XX front-line XXXXXXXXXX is XXXXXXXXXXXXX XX “many tasks and XXXXXXX XXXXXXXX XXXXXXXXX” XXXXX XXXXXXXXXXX to Point # 2 in XXX figure XXXXX;
Mostly clerical XXXX XXXX under this category. XXX XXX XXXXXX XX middle level XXXXXXXXXX XXX XX categorized XXXXX Point # XX (Limited Tasks, Limited Authority) whereas upper management (XXXXXXXXXX XXX XXXXX of directors) XXXXX XXXXX XXXXX # XX i.e., XXXXXXX XXXXX XXX broad XXXXXXXXX. Current XXX XXXXXX XX DTMO XXXXXXXX reporting primarily XX departmental managers. Although XXXX job design may XX XXXXXXXXX for a XXXXXXX XXXXXXXXXXXX but it is not fully XXXXXXX because XXX XXXXXXXXXXX XXXX only focus XX their own functional XXXXXXXXX instead XX focusing on XXX XXXXXXX XXXXXXXX process i.e., an XXXXXXXX’s XXXXXXX will XX divided between XXXXXXXXXXXX XXXXXXXXXX XXX project XXXX goals.
XXXXXXXXX, current XXX design suffer from a key weakness XXXX there is XX goal congruence i.e., teams XXX XXX XXXXXXX to XXXXXXX XXX ultimate objective of organization XXX XXX XXXXXXX XXXXXXX XX XXXXXXXXXX their own departmental XXXXXXXXXXX. XXXXXXXXX, a matrix XXXXXX XXXX be XXXX appropriate in this XXXX. XXXXX Defense industry XX characterized by a XXXXXXXX XX XXX products / XXXXXXXX, individuals XXXXX XX XXXXXXXX XX XXXX in XXXXX XX a particular XXXXXXX and XXXX that XXXXXXX is completed, they should be XXXXXXXXXX XX XXX XXXXXXX XXXXX. Given the nature XX defense XXXXXXXX, it is XXXXXXXXXX that individuals XXXXXX XXXXXXXXX XXXXXXXXXXX must XXXXXXXXXXX and work together closely to achieve a XXXXXXX objective. However, this also requires an organization XX implement an appropriate performance XXXXXXXXXX XXX XXXXXX system.
XXXXXXXXXXXX XXXXXXX
XXX compensation package XX XXXXXXXX according to XXX position held XX employee and number XX years on XXXXXXX. XXX instance, a service XXXXXX of military XX eligible for XXX following benefits (subject XX the fulfillment XX certain conditions) in addition to the XXXXX pay.
§ XXXXX XXXX XXXXXXXXX: Provide XXXXXXX XXXXXXX XXXXXX of XXXXXXXX XXXX a one-time, lump-sum, XXX free XXXXXXX to XXX XXXXXXXXX personnel.
§ Montgomery XX XXXX: XXXXXXXXX of up XX 36 XXXXXX XXXXXXXXX XX XXXXXXXX XXXXXXX XXXXXXX.
§ XXXX child and youth XXXXXXX: XXXXXXXX XX provide affordable XXXXXXXX XXX XXXX families including day-care XXXXXXXX, sports XXX fitness. Allowance depends XX XXXXXX XXXXXX.
§ XXXXXXXXXX Assistance: Provision XX up to 36 XXXXXX education to XXXXXXXX service XXXXXXX.
§ XXXX XXXXXXXXX: The employer XXXX provide XXXXXXXXXX XXX XXXXXXX finance, credit card, mortgages, rental agreements XXX.
XX XXXXXXXX, XXX employees and executives XXX eligible for XXXXXXX XXXXX allowances XXX benefits including housing allowance, combat XXXX compensation, disability XXX, XXXXXXXXXXXX XXX, XXXXXXXXXX XXXXXXXXX and exclusion from XXXXX, XXXXXX security etc.
XXX XXXXXXXXXXXX package XXX DTMO personnel is XXXXXXXXXXXX XXXXXXX and intertwined. X XXX disadvantage XX XXXX a program XX that it XXXX not provide XXX XXXXXXX i.e., an employee XXXX XXXX XXXXXXXXXX in understanding as XX XXXX is required from XXX XXX how he can contribute towards achieving the XXXXXXXXX objectives of XXXX. XXXXXXXXX, compensation XXXXXXX shall be XXXXXXXXXXXX XXX shall XX linked primarily with the XXXXXXX XX XXXXXXXX.
Performance XXXXXXXX
DTMO XXXX XXXXXXXXXXXXX XXXXXXXXX to evaluate XXX XXXXXXXXXXX of XXXXXXXXX. Key XXXXXXXXXXX XXXXXXXXXX includes;
- XXXXXXXXXX and XXXXXX XXXXXXXXXX XX project/XXXXXXXXXX
- XXXXXXX costs XXXXX XXXXXX
- XXXXXXXXX interdepartmental XXXXXXXXXXXXX and XXXXXXXX
- Problem XXXXXXXXXXXXXX XXX XXXXXXXX
- Team management and fair evaluation of XXXXXXXXXXXX
- XXXXXXX XXXXXXXXXX XXXXXXXXX of job-XXXXXXX skills
- XXXXXXX XXXX XXXXXXXXXXX XXXXX XXX XXXX and group.
- XXXXXXXXX XX XXXXXX XXX XXXXXXXXX XX XXXXXXXXX XXXXXXXX XXX.
XX XXX XX discerned XXXX DTMO’s performance XXXXXXXXXX system is XXXXXX promotion-based XXX heavily XXXXX XXXXXXX the XXXXXXXXXXX XX XXXXX-XXXX XXXXXXXXXX. XXXXXXX, such a system XXX have XXXXXXXXXXX drawbacks i.e., XXXXXXXXX an XXXXXXXX XX relative XXXXXXXXXXX XXXXXXXX XXX XXXXXXXXX his cooperation and XXX also result in XXXXXXXXXX XXX work XX XXXXXX.
Defense XXXXXXXX is highly XXXXXXXXXXX to XXXXXXXXXXXXX XXXXXXXXXXXX. XXXXXXX in XXX XXst century, the XXXXXXXXXXXXX operated in a reasonably XXXXXXX environment where XXX-down decision making XXXXXXXX XXX XXXXXXXXXXXX XXXXXXXXX made XXXXX. XXXXXXX, XXX XXXXXXXX business environment has XXXXXXXXX XXXXXXXXXXX changes XXX hence, XXXXX strategies XXX require XXXXXX XXXXX in XXXXXXXX making authority, XXXXXXXXXXX measures for evaluating XXXXXXXXX, XXX XXXXXXXXX XXXXXXXXXXXX systems. XXXXXXXXX, XXXX’s performance evaluation criteria should also XXXXX on XXXXXX XXXX-XXXX XXXXXXXXXXX i.e., XXX XXXXX XX linked XXXX Value XXXXXXXX XXXXXXX of XXXX evaluating XXXXXXX success/failure XX short-term XXXXX.
References
- Brickley, J., Smith, X., & XXXXXXXXX, J. (2015).Managerial economics and organizational XXXXXXXXXXXX. XXXXXX-XXXX Education.
- X. Fama (1980), “Agency Problems and XXX Theory XX XXX Firm,” XXXXXXX of XXXXXXXXX XXXXXXX 88, 288–307
- XXXXXXXXXX XX, X. X. (1977). XXX Defense XXXXXXXXXXXXXX XXXXXX: XXXXXXXXXX or Complement to the XXXXXXX Sector?.XXXXXXX XXXXXXXXXXXXXX XXXXXXX,34, XX-48.
- XXXX official XXXXXXX; XXXXX://www.defensetravel.XXX.XXX/XXXXX.cfm
- XXXXXXXXXX XX Defense XXXXXXXX XXXXXXX: XXXXX://www.defense.gov/
- XXX XXXXXXXX XXXXXXX (XXXXXXX and press releases): https://XXX.XXX.XXX/about/
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