Who may judge the performance of an organization? Is it executive management, based on generic satisfaction questionnaires? Is it the researcher, based on mixed method data or action research? Or should it be the local configuration of those that are mutually engaged in a unit (department, team), such as employees, clients, team leader? And how can this be done on an ongoing basis?
This is a senior management and leadership issue and needs to have been well thought through. One well described method is the Balanced Scorecard approach-
http://balancedscorecard.org/Resources/About-the-Balanced-Scorecard
This provides you with a framework for both monitoring and measuring performance across the organization.
I am aware of the balanced scorecard as a strategic performance management system. What I am looking for really, is how, for instance a self-organizing team, may generate performance information, that allows them to adjust their local value based actions within the realm of the organization's strategy as a whole. Who is to judge action oriented performance on a local (team) scale?
This sounds like a evaluation question, and there are a number of ways to approach it. Ideally, you would identify the various stakeholders and determine what performance indicators are most relevant to the different stakeholder groups in relation to the organization's mission and strategies. Then, ask what can be monitored on an ongoing basis that will be useful for adjusting the team's actions. There are a number of resources available through the American Evaluation Association: www.eval.org.
http://www.eval.org
It can be used different methods for the assessment. For example a combination of questionnaire, focus group and interview could be fine.
Involvement of insiders (employees, team leaders...) is essential to make evaluations on ongoing basis. However, a combination of methods seems best suited for this task.
NITIE, un sistema de información sobre el desempeño organizacional desde el interior, puede generarse estudiando la percepción del clima, cultura y satisfacción organizacional, desde la perspectiva de un grupo experto formado por empleados (con formación o experiencia en gestión) más método sociométrico de Moreno, 2 veces al año y desarrollar training group para socializar y realizar ajustes (retroalimentación después de 2 semanas a cada encuentro) con participación de los directivos y empleados.
the inside organisational performance can be best measured with the help HR scorecard (Becker, Huslid and Ulrich, 2001). they have explained the Human Resource Architecture an organisation must have in order to achieve organisational objectives. Please read this book:
Becker, Huslid and Ulrich (2001). THE HR SCORECARD: Linking People, Strategy and Performance
There are epigraphs in the following chapter that contain analyzes related to this important topic:
Chapter Quality of life and education in the knowledge society
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