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Abstract on organizational analysis
Organizational structures analysis
Organizational structures analysis
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Evaluating Performance Using Metrics
Identifying the profit centers, cost centers, and investment centers of the company.
From reviewing Anthony Orchards organizational structure information the profit centers of the company are the sales department and the operation department. The cost centers of Anthony Orchard is the operations and processing departments and marketing, and investment centers of the company is the finance and the accounting departments.
What are the indicators that each responsible party uses to evaluate performance?
The indicators that each responsible party uses to evaluate performance is different per the responsible of the department either it will be financial or non-financial (Zimmerman, 2011). The financial measure
for control where the non-financial measured for decision making (Zimmerman, 2011, p. 149) How can a manager evaluate each unit's performance based on the metrics (with interpretation)? The manger of a Cost Center would evaluate performance to control cost, where a managers of a Profit center would evaluated based on revenues and expenses and the Investment center would evaluate based on return on investment, the manager can either increase controllable margin or decrease average operating assets (Portz & Lee, 2010). If put in charge of one of the cost centers, which would you want to manage and how would you propose managing it to ensure both short-term success and long-term sustainability? To manage an investment center is to have the responsibility over revenues, expenses, and investments made in the company. The management use Return on investment (ROI) is often used to evaluate the investment center performance. In addition, if the investment center is fairly large, as a manager, may have some influence on how the center is financed. The investment center may have the authority to decide when individual accounts payable shall be paid or may have its own line of short-term credit (Reece & Cool, 1978), the investment center is used by as an “extension of the profit center idea: profit is measured for both, but only in an investment center is this profit related to the size of the investment base”(Reece & Cool, 1978, p. 1), this allows for investment center to encourage the other center management to work vigorous to reduce assets will which increases ROI than just focus on just maximizing profitability.
There are many ways to analyze the performance of a company, some more popular than others. According to the Barney text the accounting method is the most popular way of measuring a firm's performance (Barney, 2002). Some of the reasons for the popularity could include the fact that accounting measures of performance are publicly available on many firms and they communicate a great deal of information about a firm's operations. Other methods of performance analysis include firm survival and the multiple stakeholder approach.
Each division has its own brand management, sales, finance, product development and operations line management and was evaluated as a profit center.
Assess achievements and collaborate with decisions made. The strength of the assessment depends on whether it is measurable towards the purpose of the performance criteria.
When examining both Plant F and Plant P, it was important that they be similar in terms of the products, market and technology in order to view a better comparison of organizational structure. Both plants had very similar management styles and had the same two objectives: one “maximizing current output within existing capabilities” and two “improving the capabilities of the plant” (Walker & Lorsch, 1968, p. 8). The plants main differentiation was in the organizational structure; Plant F had a more functional basis while Plant P had a more product basis.
Over the last few decades, there has been plenty of research done on the quality of child care and early education programs in the United States which demonstrated the need for benchmarking quality and holding programs accountable at a systemwide level - especially those utilizing public funds. Various program types already had their own means of managing accountability in some way or another, such as licensing and accreditation for child care programs, and public school pre-kindergarten program standards. What was lacking, however, was a framework that provided common ground for these various forms of accountability to align with one another. Thus, the need for Quality Rating and Improvement Systems was born. (National Center on Early Childhood
Chip Conley ideas can fit into the behavior measurement aspect of a performance management system because he speaks about culture; which applies to the culture of the organization as well as individual perspectives (Conley, 2010). This applies to the behavior aspects of the performance measurement because the behaviors, the make-up and the values that the organization have in place can help them achieve their goal (Aguinis, 2013). In order for an organization to be successful they have to not only provide a safe working environment they also need to know what they want to achieve and how to achieve them. This includes having the right managers in place that is committed to the success of their employees which leads to the success of themselves
According to Parmenter (2011, p. 13), Key Performance Indicators (KPI) are a set of measures that assess the organisation performance on how effective the organisation achieve its objectives which are crucial for current and future success of the organisation. Key Performance Indicators (KPI) has been widely used by many organisations and for organisations to identify the right KPIs; it has to have a clear objectives and strategic directions that align with KPIs set.
Establish and drive performance measures for the operation (including a consideration of efficiency versus effectiveness), often in the form of dashboards convenient for review of high level key indicators.
A terrible tragedy occurred on March 25, 1911. There was a devastating fire at the Asch Building. It took 146 lives of the 500 workers that reported for work that day. In fact, it was such a devastating disaster that up to that time, it was considered the worst workplace disaster. Who’s fault was it? Why did the fire occur? Many ask these questions, but none can be sure.
Preview: This book provides a lengthy indoctrination of the what and why of performance management. This summary will cover both the pragmatic and practical pieces of the text; while excluding some of the specific instruction for those who oversee the overall orchestration of performance management in the workplace. The purpose of this paper is to allow its readers to grasp some main themes of performance management and develop a vocabulary for discussion and debate of the topic.
‘If you can’t measure it, you can’t management it’, [Dan vesset and Brian, M. 2009]. Performance management is concerned with the measurement of results and with studying progress to achieving objectives base on the results. Managing performance can tell you what you’re doing well in, and also reveal areas where you need to make adjustments. Measuring performance tells you how far you’ve gone achieving your ultimate
Performance metrics are used to determine and quantity improvement in processes. To develop performance metrics, it is important to collect data pertaining to critical work processes, understand the desired results and the development of realistic measurements to be used to quantify the process improvements. The goal of lean is to help in comparing performance levels with the benchmarks or established standards. In order to successfully develop project metric, it is it advisable to first define the project metrics. These include the goals, objectives, and project benchmarks. For example, if the process is to produce four inch rods. The upper limits and lower limit must be set probably 4m plus or minus 0.5m. Any deviation bellows 3.5m or beyond 4.5metres shall be considered out of control (Nicoletti, 2013). Process should always be within control. Collecting data is mainly to help in quantifying process improvement and not reduce products variability. The most commonly used metrics include speed, time, quality, quantity. In lean, both primary and secondary metrics must be defined.
An engineer, for a manufacturing company, is approaching the time for an annual review to be performed. The previous review suggested a poor rating based on the current evaluation criteria. While the engineer is a bright hard worker, there appear to be personality conflicts that resulted in an unfavorable previous review. These conflicts include practical jokes towards the engineer and lack of respect from the plant manager.
In this essay the contribution of the balance scorecards tools will be evaluated to determine the alignment between the financial and non-financial measures in an organisation.
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective