• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

'Some people consider that it is not possible for an organisation to exist without performance indicators' Discuss.

Extracts from this document...

Introduction

Organisational Accounting & Control; Coursework/Essay. Rajiv Y. Tanna 25/01/03 Dr. Derek E. Purdy University of Reading a) 'Some people consider that it is not possible for an organisation to exist without performance indicators' Discuss. b) 'Outline your own types of performance indicators that could be used in a school and indicate any problems with these'. a) I agree with the statement that it is not possible for an organisation to exist without performance indicators. According to Smith, performance indicators "facilitate estimation of the production function confronting the organisation, so that best practice can be identified and achievable targets set." According to Bartol and Martin, an organisation is "two or more persons engaged in a systematic effort to produce goods or services." Organising is "the process of allocating and arranging human and nonhuman resources so that plans can be carried out successfully". By making use of performance indicators, central management is therefore able to assess the productivity and efficiency of each division or department in an organisation. It is important to note that divisional profitability is a very important figure to look at in order to assess how effectively the firm has allocated and arranged resources. Emmanuel, Otley and Merchant point out, there are various other measures that account for a broader series of success criteria, e.g. ...read more.

Middle

By doing this, sales performances in each of these under-performing departments soared and this is arguably due to more effective leadership of these particular managers. Performance indicators are therefore vital to have, as managers will then be able to motivate staff to work towards goals and thus lead effectively. As can be seen from the above points, it is extremely hard to imagine an organisation from surviving without performance indicators. Planning, organising, leading and controlling all form the foundations to achieving effective management and the above points portray that at the end of the day, none of functions are achievable without having some form of performance measure, no matter what form of structure the organisation possesses. Every organisation, no matter how big or small, needs some sort of performance indicator to in order to plan, organise, lead and control the business if it is to carry on existing. b) There are a number of performance indicators that can be used in schools and we shall outline these below, as well as any associated problems. Grades at GCSE & A-level would be an example of a performance indicator as it generally indicates the different levels of ability each student possesses. ...read more.

Conclusion

I do not feel looking at all subject grades as a whole is fair and it would be more accurate to look at individual subjects. If certain performance indictors are made public, then this will increase competition between schools, e.g. league tables. On the one hand, we could argue that this competition will be healthy, as schools will realise that parents will, more than ever be choosing more actively where to send their child to school, thus will be pushing for continuous improvements in order to raise standards. On the other hand, while the popular schools will be expanding, unpopular ones may be forced to close down. Several of these unpopular schools may operate in uniquely disadvantaged areas and may be an important part of the local community. Additionally, most of the performance indicators above relate to examination competences, but as we have already discussed, these should not be the only measures of a child's ability as some schools may excel in other areas such as sport. Broadbent stresses the importance of realising that research has revealed much resistance to the idea that outputs of the schools can be measured. This belief is justified by appeals to the value set of education. The value set is claimed by teachers to be rooted in relationships and based on a desire to help individual pupils achieve their own unique best. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. A CASE STUDY OF PERFORMANCE APPRAISAL IN A SMALL PUBLIC SECTOR ORGANISATION

    It can be considered very positive, and is 13% higher than the national government benchmark. Figure 1.1 Satisfaction levels - Extract from Passenger Focus Employee Opinion Survey 2007 Q80. Considering everything, I am satisfied to be working for Passenger Focus.

  2. Reward Management, Monitoring Performance and Exit Rights & Procedures

    the workers, where supervisors and managers have made sure that employees know what effort is required from them and where the employees have confidence that they will have the facilities, the resources and the ability to achieve the effort and produce the results, THEN they will be motivated by the incentives offered by the payment system.

  1. MANAGING PEOPLE AND ORGANISATION

    PEST POLITICAL- The Project Shield was being undertaken by two groups based in two different countries. The political situation in each country i.e. India and US is different. The political stability is very important for the company because changes in political environment such as war or other factors may affect the overall strategy of the company.

  2. Managing and Leading People

    Companies are therefore realising that they need to ensure the talents and skills of all employees are fully considered. This will ensure employers need to assess who their most talented workers are and retain them. By identifying the talent that brings the greatest benefits to the business, companies will deliver stronger results.

  1. HRM in organisation

    As a result, human resource strategy should be linked to the corporate strategy in order to achieve the organisation's goals. This is because the potentialities of people who implement the corporate strategies are the main factor which affects the output of organisation.

  2. conflicts in organisation

    If the individual hates any such stress or punishment, he could come into conflict with other group members. It is very complicated for an individual to stay like group-member at the same time, significantly diverge from the group norm. So in such case either he conforms to the group norm or quits the group.

  1. gender blind organisation

    There was an absence of women representation, particularly in the higher level of management. This is an organisation where gender balance is not a concern for the employers as well as employees. An organisation whose practices is not gender neutral, but have largely been designed by men, for men, with organisational cultures which value masculine over feminine work styles.

  2. This report will analyse current organisational situation of Heidelberg Insurance Services Company which is ...

    However, on contrary, it is stated that HPW practices are too universal, specifications and measurements are elementary, studies relies on management cooperation. [7] Total Reward is a sum of all rewards offering company to its employees. However, this model is not suitable as it does not solve all HIS Companyâs issues regarding training, lack of commitment and low performance.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work