According to the systems view, what is the primary objective of training? Select one: a. Altering the behaviour of employees to improve the company performance O b. Helping employees to improve individual performance Oc. Educating employees to increase the company performance O d. Preparing employees for a broader role to increase the company performance

According to the systems view, what is the primary objective of training? Select one: a. Altering the behaviour of employees to improve the company performance O b. Helping employees to improve individual performance Oc. Educating employees to increase the company performance O d. Preparing employees for a broader role to increase the company performance

Principles of Accounting Volume 2

19th Edition

ISBN:9781947172609

Author:OpenStax

Publisher:OpenStax

Chapter12: Balanced Scorecard And Other Performance Measures

Section: Chapter Questions

Problem 1TP: What combination of quantitative factors and qualitative factors would you like your potential...

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Components of the organization that are demotivating for purposes of performance management are known as ______. A. business goals B. strategic plans C. uncontrollable factors D. incentives
The managerial decision-making process has which of the following as its third step? A. Review, analyze and evaluate the results of the decision. B. Decide, based upon the analysis, the best course of action. C. Identify alternative courses of action to achieve a goal or solve a problem. D. Perform a comprehensive differential (differential) analysis of potential solutions.
ORGANIZATION STRUCTURE AND SPAN OF CONTROL Refer to the organization charts labeled Structure A and Structure B in the figure for problem 11. Required a. For organizational structure A, describe the 1. advantages and disadvantages of this structure. 2. impact of the resulting span of control. 3. possible effect on employee behavior. b. For organizational structure B, describe the 1. advantages and disadvantages of this structure. 2. impact of the resulting span of control. 3. effect on employee behavior. c. When determining the appropriate span of control, discuss the factors that should be considered.
What combination of quantitative factors and qualitative factors would you like your potential employer to use as a performance management system? Explain your answer.
What should an organization do if performance measures change? A. Make sure that the manager being evaluated is aware of the measurement change, as this may affect his or her decision-making. B. Make sure that the manager benefits without the corporation also benefitting. C. Make sure that there are significant overriding opportunities for each manager, if the manager is unaware of the change. D. Obtain customer surveys on the change before communicating the change to the manager.
ORGANIZATION STRUCTURE AND SPAN OF CONTROL Refer to the organization charts labeled Structure A and Structure B in the figure for problem 12. Required a. For the organizational structure A, describe the 1. advantages and disadvantages of this structure. 2. impact of the resulting span of control. 3. effect of the organizational structure on employee behavior. b. For the flat organizational structure B, describe the 1. advantages and disadvantages of that organizational structure. 2. impact of the resulting span of control. 3. effect of the organizational structure on employee behavior. c. When determining the appropriate span of control for a company, discuss the factors that should be considered.
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Describe ways that system theory can help you implement an OD intervention. Assume an organization wants to give more power or decision-making authority to lower level employees. Describe one intervention that might be useful for achieving the objective. Assume an organization conducted a workshop on customer service. The goal was to improve the customers experience. Describe one way you might be able to evaluate the intervention
what is the role of performace management techniues in improving organizational performance
a. what quantitative/qualitative factors would you use for performance management? b. how well does your current workplace performance management system actually measure performance? c. which performance measures are present or missing?