Describe the advantages of using a balanced scorecard to measure and control organizational performance. Suppose that you created a balanced scorecard for Walmart. What specific customer service measures would you include?
Q: design is she conducting?
A: Sarah is conducting a case study of a CEO of a major company. She is planning to apply the…
Q: As a manager of a company, how can you prevent this unethical problems in occuring?
A: Unethical means - not maintaining a high moral standard: Immoral and unethical corporate practices…
Q: In this discussion forum we further explore the topic of rational actor paradigm, which asserts that…
A: A compensation plan is a complete package that describes the salaries, wages, benefits, and payment…
Q: Kaily Bach was recently promoted to the managing director's position at Big Wheel Bikes, Inc. Kaily…
A: Here in this case, it seems like Kaily can achieve her short-term goals as she is taking small steps…
Q: u, as team leader, have observed the subpar performance of a team member. You set a one-on-one…
A: Fundamental attribution error is a cognitive bias which causes to misjudge or underestimate impact…
Q: 8a. When using goal-setting theory to motivate employees, managers should. a. help workers…
A: The entrepreneur will carry on the business activities to increase the profitability of the…
Q: Briefly explain McClelland’s “Individual Human Needs” theory with a specific context of a workplace…
A: In the mid-1940s, Abraham Maslow made his theory of needs . ... Afterward, David McClelland based on…
Q: Total quality management (TQM) is one type of organizational development intervention discussed in…
A: TQM is the practice of overseeing the future & is far more comprehensive in its application than…
Q: "An organization should achieve high levels of performance to be recognized as an excellent…
A: The organizational excellence award is a recognition given to organizations that have demonstrated a…
Q: Which of the following bases of power has/have been found to be positively related to employee…
A: Power can be described as the ability to influence and control the behavior and actions of others.…
Q: I really need help with the formulas to get the answers. Thanks! Case Study 2: Forecasting Lost…
A: In time-series information, irregularity alludes to the presence of varieties that happen at…
Q: “The manager’s most basic responsibility is to focus people towards performance of work activities…
A: A manager is one who looks after managing the resources of the organization . Managers can…
Q: Kaily Bach was recently promoted to the managing director's position at Big Wheel Bikes, Inc. Kaily…
A: Management is the art of getting things done through others. There are five functions of management…
Q: The board of directors decides whether to give bonuses depending on the value of the company's stock…
A: Remuneration Packages That Actually Drive Performance Choices about leader pay can permanently…
Q: Q1. How local context of the company may encourage or prevent the unethical practices of its…
A: Whether an executive steals money from the company or an associate falsifies records, unethical…
Q: Using appropriate examples, elaborate on how ’responsible officers’ could bring effectiveness to…
A: This is the way how ’responsible officers’ could bring effectiveness to implementation of the…
Q: Building Brand Equity Background: You have been hired by a company to boost the declining sales of…
A: Branding is a marketing concept which makes use of various brand attributes to distinguish the firm…
Q: If an experienced secretary discovered that she made less money than a newly hired janitor, how do…
A: Human Resources Human Resources refers to that department of the organization that deals with the…
Q: This week, we are looking at a particular case study where a problem in the workplace created…
A: Let me provide an example of a case study that illustrated safety concerns, their ramifications, and…
Q: decision making of the management? Measuring strategic metrics to assess and monitor the…
A: Decision making process in management is the process which includes taking the final or productive…
Q: aily Bach was recently promoted to the managing director's position at Big Wheel Bikes, Inc. Kaily…
A: Management has 5 major functions Planning Organizing Staffing Directing Controlling
Q: What is an AIDA plan? Explain with an example/sentence examples relating each point.
A: Basically the full form of AIDA is Attention Interest Desire and Action.
Q: Mr. Smith is the managing director at NTM telecommunications network. He does not believe in…
A: The management style used by Mr. Smith is laissez-faire. In this management style, people are…
Q: Aguinis Performance Management 3rd edition. Case study 1-3 Distinguishing Performance Management…
A: Performance appraisal is a tool used to assess how well an employee completes his/her job. As a…
Q: the effect of job satisfaction(satisfaction and productivity, satisfaction and…
A: A worker with a feeling of fulfillment with his employment will feel more obliged to be at that…
Q: Q.1. Authority, discipline, unity of command, and unity of direction are B. Taylor's four C.…
A: Authority is the official right to exercise control to perform work. This term might comprise the…
Q: 6. The text notes that management is both a science and an art. Recall an interaction you have had…
A: Management is considered both as a science as well as an art because it has a set of defined…
Q: B/ Choose the correct answer and justify why you chose it? 1. What is a Safety and Health Management…
A: Developing a safety and health management system is very important for every organization. This…
Q: In 3-5 sentences answer the following 1. Why is controlling a very important management function?…
A: Note: Since you have asked multiple questions, we will solve the first question for you. If you want…
Q: You’re a manager who employs a participative control approach. You’ve concluded that corrective…
A: What is participative control approach? It is such a form of management where employee involvement…
Q: What do you understand by the term organizational development? What trends are shaping the…
A: Organization refers to a group of individuals engaged in the pursuit of established goals. It can be…
Q: . When employees are engaged, they demonstrate which of the following answer choices…
A: Correct Answer is option E. That is, All of the Above.
Q: Which one of the following is least important element of the directing functions of a business…
A: MANAGEMENT: Management is the process of planning, organizing, staffing, directing, and controlling,…
Q: Q:1:-How does the organization environment (inside and outside) affect managers? Explain with…
A: Operations is an important base for every organization, whether in manufacturing, service, or…
Q: In the later part of the 20th century, due to increasing competition and challenges, newer…
A: Due to the increasing challenges and complexities of business world, many academic and business…
Q: Q1. Explain the importance of Management in organizational success. a. Explain the contribution of…
A: Dear student as per our guidelines we can answer only first 3 sub parts of the question and…
Q: Evaluation
A: A director's essential test is to tackle issues imaginatively. While drawing from an assortment of…
Q: management had determined that its committee is not effective. How do the weaknesses in audit…
A: The Audit committee is in control in observing the decision of bookkeeping approaches and standards…
Q: In customer relationship managementwhen variation in desired and actual performance occur the formal…
A: Answer: In the above context of the question, we can say that not only in customer relationship…
Q: 3- In what way the organizational culture facilitates collective commitment? a. It encourages the…
A: Building relations with customers are considered to be very important for the stability of every…
Q: Which of the following are the most important management skills according to Mintzberg? a.…
A: In an organization, there are different roles and responsibilities based on the degree of skills and…
Q: What is considered a central factor in the success of diversity management initiatives? Multiple…
A: Diversity management refers to organizational measures that attempt to encourage better inclusion of…
Q: 8. Learning organizations use which approach to acquire knowledge that they can use to change…
A: Learning Organizations: A learning organization is a type of organization which is skilled at…
Q: What specifically would you tell John to say to justify to continue investment in understanding the…
A: In an organization, there are different roles and responsibilities based on the degree of skills and…
Q: Describe how the Wells Fargo scandal demonstrates that organizational leaders must not only…
A: Wells Fargo is financial assistance company in America with offices worldwide. It is the fourth…
Describe the advantages of using a balanced scorecard to measure and control organizational performance. Suppose that you created a balanced scorecard for Walmart. What specific customer service measures would you include? (pg 664)
Trending now
This is a popular solution!
Step by step
Solved in 2 steps
- Cousins Jeri Lynn DeBose, Tish Hoover, and Josephine (Joey) Parks looked forward to meeting up during the Christmas holidays to compare notes on the results of midyear teacher evaluations. All were public school teachers in districts scattered over the state. In the pressured search for new levels of teacher accountability demanded by legislators, the state department of education joined 16 other States in implementing a new teacher evaluation system. The goal is to hold teachers account-able for student learning progress in the classroom. Under the guidance of the National Council for Teacher Quality, criteria varies by State, but in most cases, 40 percent of each teacher's accountability score would be based on the principal's evaluation and ranking based on personal observation, 30 percent would be based on personal observation by a master teacher from outside the district, and the Other 30 percent would be based on student test score gains. The state department of education would set a performance goal each school district, and the principal would set a performance goal for each teacher. In preparation, the State conducted intensive training sessions for principals and designated master teachers who would conduct the evaluations based on four class observations per teacher. Officials used standardized achievement tests to derive value-added scores that measure student learning over the year. Teacher ratings were 1-5, with I am being the lowest and 5 representing near perfection. The publication of the first year's evaluations stirred interest and controversy, particularly among teachers who worried about the possible long-term effects on job retention and tenure. Now, with the first-year evaluations in hand, the three cousins pored over their experiences. The three represented different types of school systems within the state. Jeri Lynn worked for a metropolitan system in the state capital. The system included many low-income students whose first language was nor English, and several schools within the system were teetering on the brink of State takeover if improvement in student scores didn't materialize this school year. Tish worked in a county System dominated by upper-income residents, and Joey taught in the rural community in which all three grew up. The rural community had high unemployment, and a low percentage of graduates went on to college. As a result, the cousins came to the table with differing teaching experiences. "The numbers are all over the place," Jeri Lynn remarked as she studied the pages. "The whole system is flawed, and they need to make changes," Joey said. " It's too subjective. The principal and master teacher observations are subjective because there are personal factors that affect a true outcome." "Yeah, look at the numbers from your upper-income district," Jeri Lynn said to Tish. " How can 60 percent of the teachers score 5s?" Tish chuckled. "Yeah, lucky us. Our schools are overflowing with children from wealthy families. These are the kids who will apply to Ivy League schools. I can tell you that the principals are going to avoid confrontation on all fronts. No principal is going to give any indication that their students are receiving an education that's less than perfect, and that means cramming the rankings with 5s. They claim a higher level of motivation for students, and thus the selection of an elite team of educators. So with those pressures, I don't think we get personal feedback that IS accurate." "At the other end of the spectrum, we have my rural district," Joey said. "The big problem is that the principals know everyone and have longstanding relationships with everyone in the county, so I think scores are based on personal history. We could almost predict who would get high or low scores before the observations. For principals, it can go back as far as 'his daddy and my daddy hated each other in high school, and now I get to evaluate his daughter." "I think that in many cases, principals feel pressure to align scores with state expectations. The stare expected my district to have high scores and expected rural schools such as yours to be lower," Tish said. "But isn't that partially offset by lower goals for the rural school distracts responded Joey. "The key to the accountability system is the principal in each school," Jeri Lynn suggested. "With several of the schools in Metro teetering on the edge of state takeover by the end of the year, we had lots of strict principals who wanted to hold our feet to the fire with lower scores." "I thought the whole idea was to provide the teachers With feedback so that we would know the areas where we need improvement," Tish said. "The principals were supposed to conduct two observations in the fall and two more in the spring," Jeri Lynn said. think that's asking too much of them when they already have so much on their plates. I think a lot of them are skimping on their visits. know I only had one observation last semester, and I'm sure Mr. Talley just faked the second set of numbers. The master teachers make only two observations a year, which may be more objective but counts for less." "I'm wondering, too, how a principal measure performance in a course area outside his area of expertise, such as math," Joey said. "If the guy has a phobia about math, anything the teacher says or does is going to 100k brilliant—thus a 5." Tish and Jeri Lynn looked at each other and laughed. Maybe we picked the wrong subjects," Tish said. "My question is one of perception," Jeri Lynn said. "A large percentage of my students are ELL. That affects their scores. How do you measure a 3 in my situation against a 5 for Tish? At the end of the school year, little Carlos is thrilled that his reading in English has improved, but there's no Big Bang here. a slow steady improvement that may not actually show up in big strides for a couple of years." "So, the question is how do they create a system that is fair?" Tish asked. "And accurate," added Jeri Lynn. Is a 1-5 grading System by principals and master teachers a valuable part of a feedback control system for teachers? Why?Cousins Jeri Lynn DeBose, Tish Hoover, and Josephine (Joey) Parks looked forward to meeting up during the Christmas holidays to compare notes on the results of midyear teacher evaluations. All were public school teachers in districts scattered over the state. In the pressured search for new levels of teacher accountability demanded by legislators, the state department of education joined 16 other States in implementing a new teacher evaluation system. The goal is to hold teachers account-able for student learning progress in the classroom. Under the guidance of the National Council for Teacher Quality, criteria varies by State, but in most cases, 40 percent of each teacher's accountability score would be based on the principal's evaluation and ranking based on personal observation, 30 percent would be based on personal observation by a master teacher from outside the district, and the Other 30 percent would be based on student test score gains. The state department of education would set a performance goal each school district, and the principal would set a performance goal for each teacher. In preparation, the State conducted intensive training sessions for principals and designated master teachers who would conduct the evaluations based on four class observations per teacher. Officials used standardized achievement tests to derive value-added scores that measure student learning over the year. Teacher ratings were I —5, with I am being the lowest and 5 representing near perfection. The publication of the first year's evaluations stirred interest and controversy, particularly among teachers who worried about the possible long-term effects on job retention and tenure. Now, with the first-year evaluations in hand, the three cousins pored over their experiences. The three represented different types of school systems within the state. Jeri Lynn worked for a metropolitan system in the state capital. The system included many low-income students whose first language was nor English, and several schools within the system were teetering on the brink of State takeover if improvement in student scores didn't materialize this school year. Tish worked in a county System dominated by upper-income residents, and Joey taught in the rural community in which all three grew up. The rural community had high unemployment, and a low percentage of graduates went on to college. As a result, the cousins came to the table with differing teaching experiences. "The numbers are all over the place," Jeri Lynn remarked as she studied the pages. "The whole system is flawed, and they need to make changes," Joey said. " It's too subjective. The principal and master teacher observations are subjective because there are personal factors that affect a true outcome." "Yeah, look at the numbers from your upper-income district," Jeri Lynn said to Tish. "How can 60 percent of the teachers score 5s?" Tish chuckled. "Yeah, lucky us. Our schools are overflowing with children from wealthy families. These are the kids who will apply to Ivy League schools. I can tell you that the principals are going to avoid confrontation on all fronts. No principal is going to give any indication that their students are receiving an education that's less than perfect, and that means cramming the rankings with 5s. They claim a higher level of motivation for students, and thus the selection of an elite team of educators. So with those pressures, I don't think we get personal feedback that IS accurate." "At the other end of the spectrum, we have my rural district," Joey said. "The big problem is that the principals know everyone and have longstanding relationships with everyone in the county, so I think scores are based on personal history. We could almost predict who would get high or low scores before the observations. For principals, it can go back as far as his daddy and my daddy hated each other in high school, and now I get to evaluate his daughter "I think that in many cases, principals feel pressure to align scores with state expectations. The stare expected my district to have high scores and expected rural schools such as yours to be lower," Tish said. "But isn't that partially offset by lower goals for the rural school distracts responded Joey. "The key to the accountability system is the principal in each school," Jeri Lynn suggested. "With several of the schools in Metro teetering on the edge of state takeover by the end of the year, we had lots of strict principals who wanted to hold our feet to the fire with lower scores." "l thought the whole idea was to provide the teachers With feedback so that we would know the areas where we need improvement," Tish said. "The principals were supposed to conduct two observations in the fall and two more in the spring," Jeri Lynn said. think that's asking too much of them when they already have so much on their plates. I think a lot of them are skimping on their visits. know I only had one observation last semester, and I'm sure Mr. Talley just faked the second set of numbers. The master teachers make only two observations a year, which may be more objective but counts for less." "I'm wondering, too, how a principal measure performance in a course area outside his area of expertise, such as math," Joey said. "If the guy has a phobia about math, anything the teacher says or does is going to 100k brilliant—thus a 5." Tish and Jeri Lynn looked at each other and laughed. Maybe we picked the wrong subjects," Tish said. "My question is one of perception," Jeri Lynn said. "A large percentage of my students are ELL. That affects their scores. How do you measure a 3 in my situation against a 5 for Tish? At the end of the school year, little Carlos is thrilled that his reading in English has improved, but there's no Big Bang here. a slow steady improvement that may not actually show up in big strides for a couple of years: "So, the question is how do they create a system that is fair?" Tish asked. "And accurate," added Jeri Lynn. What do you see as the major strengths and flaws in the feedback control system used in the schools in this scenario? What changes do you recommend to overcome the flaws?The Kroger Company is one of the largest grocery retailers in the United States with over two thousand grocery stores across the country. Kroger uses an online customer opinion questionnaire to obtain performance data about its products and services and learn about what motivates its customers (Kroger website, April 2012). In the survey, Kroger customers were asked if they would be willing to pay more for products that had each of the following four characteristics. The four questions were: Would you pay more for products that have a brand name? products that are environmentally friendly? products that are organic? products that have been recommended by others? 1. Is the data collected by Kroger in this example categorical or quantitative? Group of answer choices categorical quantitative 2. What measurement scale is used? Group of answer choices Ordinal Nominal Interval Ratio
- Under which perspective of the balanced scorecard would classify quarterly sales growthPart 1 Now that you have read the information related to satisfaction surveys, you are aware of how essential a well developed customer satisfaction survey can prove in obtaining customer feedback. Use your new knowledge and life experience to identify a setting that you would be interested in developing a customer satisfaction survey for i.e., Nursing Home, Hospital, Managed Care, PACE Program, Ambulatory Care Facility or Physician's office tat . Draft a 10 question survey that could be utilized to obtain consumer, patient, resident member feedback at any of the settings. Part 2 Develop hypothetical survey results and develop a plan of action for improvement based on the response to each survey question for example: Do you believe that all Reception staff were courteous? Score = 60% Follow-up- Survey results will be reviewed with office staff. An in-service related to the importance of providing optimum customer service will be provided to all office staff. There feedback will be…A local manufacturing firm which produces engineer to order and assemble to order high value products for the pharmaceutical industry has recently been requested by its owner to provide a proposal on the benefits of a predictive performance model and methodology from a workshop that you have recently completed. You are requested to produce the following report: 1. Review the current state of the practice of performance reporting within firms. 2. Suggest a suite of appropriate key performance measures. 3. Explain the benefits of an Ex-Ante or Predictive Performance approach to enterprise performance management. 4. Recommend a methodology on how this type of Enterprise Performance Model might be deployed within actual firms. It is recommended that you use appropriate examples from the literature or your prior industrial experience to support any recommendations that you provide.
- Analyze the student summative assessment results(attached) by discussing two possible causes of nonproficiency for students in certain areas after the summative assessment.Suppose that in a telecommunications company, the manager wants to do a study to determine which customers are potential to receive a 30% discount on a new product. Name one quantitative variable and one qualitative variable that you would use to conduct this study. a. Existing client (qualitative) and Profession (quantitative) b. SSN (quantitative) and Existing Client (qualitative) c. Date of Birth (quantitative) and SSN (qualitative) d. Annual Income (quantitative) Profession (qualitative)Q1. The elimination or minimisation of waste from activities within enterprises is an important element of most performance improvement methods. Explain then main types of waste and give examples of how these wastes can be hidden with the normal operations of a firm. Q2. A local manufacturing firm which produces make to stock high added value products for the pharmaceutical industry has recently been requested by its owner to provide a proposal on the benefits of a predictive performance model and methodology from a workshop that you have recently completed. You are requested to produce the following report:1. Review the current state of the practice of performance management and reporting within this category of firms.2. Suggest a suite of appropriate key performance measures.3. Explain the benefits and challenges of an Ex-Ante or PredictivePerformance Demand Model approach to enterprise performancemanagement.4. Recommend a methodology on how this type of Enterprise PerformanceModel…
- Is sensitivity analysis a concept applied to LP only, or should it also be used when analyzing other techniques? Provide a specific non-monetary example and explain.9 A survey can provide insight about why a certain demographic makes a particular decision. True False2. Identify variables contributing to a problem altuaticon and address it in data gathering, e.g. crime is related to time of day and location. In your group, brainstorm all the variables that you think of that contribute to absenteeism in a workplace. Then arrange them in the table below. Personal roasons Unsatisfactory working conditions 3. If you wanted to research absenteeism in your particular workplace, would you focus on the personal situation of employees or rather on the working conditions? Give a reason for your answer: 4. Draw up 15 interview questions that you would ask to determine staff members' reasons fc absenteeism (the first three have been done for you): Question Yes No 1. Have you been absent from work within the last 3 months? 2. Was it a planned absence? Was your line manager informed that you were going to be absent? Page Date Learner Signature N EUC- EIC POE 8 US 9012 Jssue 3-01-01-2021 2021-04-04 12:48:39 3.