Hi Colka,

I would suggest to first decide the type of performance you would like to measure and then measurement tools. It could be qualitative or qualitative. To get the basic insights, I would suggest the following reading:

https://hbr.org/1992/01/the-balanced-scorecard-measures-that-drive-performance-2

There are various perspectives of using balance score card and integrating it with strategic management to measure performance is integrating. All the best.

Thanks!

Manoj

See this

https://www.google.com/url?sa=t&source=web&rct=j&url=https://www.mdpi.com/2071-1050/12/4/1365/pdf&ved=2ahUKEwjv4by60L3tAhUBsKQKHViGBbYQFjAAegQIBRAB&usg=AOvVaw3zvbabP1ElJxDxuyITwesq

Did you decide about the method already? I am quite surprised about this reversed approach... I am curious about your results and paper.

Adam Grudziński is an expert in Balanced Scorecard, please contact him as well

Colka, this could potentially be an interesting research topic dependent on the extent to which you tighten the focus of your study. One way of potentially doing so is to link the impact of the balanced scorecard on a specific aspect of individual (management or staff) performance within a specific organisational context. Hope this helps for now. I'd be interested in developments as I have an interest in performance management studies.

I believe there would several researches already conducted on the said topic since this is very general and old topic. Please look for novelty and contribution oriented studies if you want to get it published in good quality journal.

Khalid Rasheed Memon John Mendy Adam Sulich Ali Abdulhassan Abbas Manoj Bhattarai

I truly appreciate your guidance. I have learned a thing or two from your comments.

Colka

Hi!

Please familiarize yourself to book Globl Operations Strategy. And also studies of Dr. Marko Kesti concerning Human Capital Performance and Quality of Working Life. There are good and also some new measurements. F.ex. The quality of working life is a Production Factor.

Good luck with your studies!

Dear Colka:

I believe it is a good subject concerning the frame, that is to say the BSC is a good tool to analyze management in a standardized way. That will work fine. However, BSC is intended to be used in any kind of company, so when comparing you´ll find that there are things to compare that do not only depend of the strategic management model you use, but also of the industry. In order to avoid that perhaps you should concentrate on a single company that uses BSC.

Regards

Gustavo Concari

Gustavo Concari your input is noted with appreciation.

Thanks a million

Terhi Kesti your guidance is appreciated. am busy searching for that book now.

Thank You

Dear reader,

I’ve had the good fortune of working all over the world. As a managers and a consulting industrial psychologist, I’ve seen all kinds of performance management strategies. All were aimed at improving performance.

I also had the privilege of meeting people from different backgrounds and levels of experience. To them, performance improvement was a top priority. The pressure to improve performance was constant. So far, so good.

However, I don’t think that performance management works. There is a good reason for that: performance improvement strategies must include improved supervision. Supervision is another word for teaching, guiding and encouraging, for all levels of management. From top to bottom. From small organizations to multinationals.

Unfortunately, supervision has become taboo, even unnecessary because most managers would tell me that their employees were competent and didn’t need to be supervised. Supervision, they said, was an old strategy.

That is naïve and intellectually arrogant. Lack of supervision eventually backfires.

Unfortunately, I’ve seen it firsthand a thousand times.

Andre John Haddad

The sole concept of "managing the performance" is obscure and contradictory. Supposing that a person could manipulate other attitudes in a mathematical algorithm is risky, to say the least. There is a lack of evidence and even a theorem to explain the complexity of human behavior in the workplace, which is the result of a complex array of concatenated behaviors. That theorem doesn't exist yet and for that reason, the "isomorphism" that BSc tries to show via a dashboard and so, is only an exercise of comprehension but not an instrument to predict human performance in organizational settings.

The Balanced Scorecard was introduced in 1992 as Measures that Improve Performance. Hence, as a researcher one can legitimately ask: Does it?

However, Kaplan and Norton, a shrewd academic and a practitioner, realized there were too many confounding variables linking effort to performance and not all of them were accommodated in their Measures or in the Strategy. The reality is that businesses operate in dynamic environments with proactive actors and not passive players. So, even Kapkab and Norton silently shifted their focus and the BSC became only one of the instruments for engaging in performance improvement.

What you could do with your data, which I assume is about how the BSC was implemented in 4 companies, is to examine if the managers of the 4 companies felt that a) there was benefit from the use of BSC b) did they feel the value of the benefits was more than the costs and c) did the BSC use improve their strategic management?

Linking BSC or Strategy to Performance Improvement is a very difficult task, as others have already pointed out.

A much consumed topic, I suggest instead of strategic management is the possibility of entering into the contents of internal strategic management, such as transformational leadership, soft leadership, parental leadership, or participatory leadership and its impact on performance. @ Colka Nangolo

Although, the Effect of Strategic Management on the Organizational Performance was cpublished, but it still a good topic. You may use a moderating variables that can be qualitative or quantitative.

Try agility and Resilience

This is an interesting research area, however, it is very broad subject, in my opinion, you should start with the review of relevant literature and find a more specific aspect of this subject that you will investigate in your project. This article could be helpful:

Chavan, M. (2009). The balanced scorecard: a new challenge. Journal of management development.

Thanks Radoslaw for your contribution.

Regards

G. Concari

It's very interesting topic but if you can specify the concise the variable of Strategic Management..as it's very vast area of study means which one of the tools of Strategic Management , you are going to work on so it would be easy to know your objective of the research.