Download Balanced scorecard diagnostics : maintaining maximum by Paul R. Niven PDF

By Paul R. Niven

"Balanced Scorecard Diagnostics is a single-source advisor to correctly studying the effectiveness of an organization's Balanced Scorecard, entire with the newest instruments and information to enforce corrective adjustments, making sure your Balanced Scorecard is working at greatest functionality. all through this step by step advisor, self-assessment questions aid readers concentration corporation discussions to severely study their implementation efforts and propel Scorecard projects forward." "Balanced Scorecard Diagnostics is a must-read for everybody who desires to get the main out of the Balanced Scorecard in use at their organizations."--BOOK JACKET.  Read more... the present kingdom of the balanced scorecard -- First issues first -- prior to you degree -- method maps -- Measures, pursuits, and projects -- Cascading the balanced scorecard to force organizational alignment -- Key balanced scorecard method linkages : budgeting, reimbursement, and company governance -- Sharing balanced scorecard effects : reporting and strategy-centered administration conferences -- construction the balanced scorecard at Aliant, Inc

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You can empower your people, open your environment, and transform your culture. You can listen to your customers, create a customer-focused organization, and commit to total customer satisfaction. You can devote yourself and your company to total quality management. 22 Have you sampled any of the tempting delights of this menu? If so, you’re certainly not alone. However, as a result of many highly publicized flops, we’ve become increasingly skeptical of new ideas promising to be the panacea we’ve been searching for in our quest for business success.

Eventually, I turned to that most reliable of corporate news sources—the grapevine—to find out what people were saying about the Balanced Scorecard. It turns out that most employees were convinced that in the absence of a stated reason for the Balanced Scorecard, their boss was planning to use it as a tool for generating layoffs within the unit, and as a result they were refusing to provide any support for the implementation. qxd 2/8/05 10:56 AM Page 25 FIRST THINGS FIRST 25 and file. The sponsor was shocked by this news because he sincerely saw the Balanced Scorecard as a tool that could eventually lead to the attraction of new resources for the group.

Budgeting at our organization is political and based largely on historical trends. 8. Our employees do not have a solid understanding of our mission, vision, and strategy. 9. Our employees do not know how their day-to-day actions contribute to the organization’s success. 10. Nobody owns the performance measurement process at our organization. 11. We have numerous initiatives taking place at our organization, and it’s possible that not all are truly strategic in nature. 12. There is little accountability in our organization for the things we agree as a group to do.

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