Cost Centres, Profit Centres, Investment Centres

The use of a balanced scorecard when gauging the performance of executives at Paradigm Toys is useful because it measures several key areas that measure past and real time performance that directly affects the company. A balance scorecard can contain both financial and nonfinancial measures as well as both quantitative and qualitative performance measures. Additionally because a balance scorecard can be tailored to the business’s specific targets it can measure the substance of performance better that basic financial indicators that are usually considered the basis of performance ratings. It is important to use more than just financial indicators, because other factors, those qualitative in nature, measure how an employee does their job and gives a larger picture of how well an employee performs. For example, in the case of sales concerning installation of home improvement products one might be measured by repeat buyers or customer satisfaction of how well the salesman followed up with their sale and installation. This kind of non-financial factor can be used to measure the company’s goal of repeat buyer and customer satisfaction which can translate into future sales and growth. Financial indicators are used in similar ways, but are more quantitative in nature. The main reason to use financial indicators is because they can provide a clear picture

The balanced scorecard does not focus solely on achieving financial objectives but also highlights the non-financial objectives .It balances the use of financial and non-financial performance measures to evaluate short-run and long-run performance in a single report . And this is problems faced by Norwalk Division managers. They complained about the continual pressure to meet short-term financial objectives in business that required extensive investments in risky projects to yield long-run returns. Furthermore, the Division-business strategy mentioned in Exhibit 1is not clearly and detailed enough for the whole company ,which is quite simple style and without a clear “quantitative data” as an objective ,it is difficult to communicate to employees and achieve the goals setup by headquarters.

A balanced scorecard is a method company’s use to measure their performance. It includes objectives, strategies, and tactics. This paper will contain two strategic objectives for each of the four balanced scorecard areas (shareholder value or financial perspective, customer value perspective, process or internal perspective, and learning and growth perspective) for H & R Block. It will also have two strategies for every objective, one tactic for each strategy, and two methods to monitor and control the overall strategic plan for H&R Block.

As a manager of my company’s web-design and web-hosting specialist and programmers, I need to satisfy the CEO’s request to improve the team’s performance. In order to accomplish this, I will develop a system of output control systems to assess performance through financial measures, organizational goals, and operating budgets. Furthermore, using financial measures of performance will evaluate performance through profit ratios, which measures how efficiently managers are using the organization’s resources. While generating profits, I will also be calculating the organization’s net income before taxes divided by its total assets, also known as return on investment. After calculating this, I will calculate the difference between the amount of revenue generated and the resources used to produce the product through a process called gross profit margin.

Almost every single company that is in business faces a serious problem called cost allocation. Every company no matter what they sell or what service they provide faces the problem of allocating costs to defined cost objects. The cost allocation process is a very hard process for most. Cost allocation is a very complex and difficult procedure that requires the application of appropriate accounting procedures. These accounting methods sometimes will not provide objective and fair cost allocation because they have irrational bases that are not always reliable or appropriate. This is why accounting theory and practice steadily try to advance upon methods that are already in place and help develop new ones that could provide objective and fair cost allocation (Perčević & Dražić, 2008).

Performance measures of strategic goals are essential information needed in the context of managing financial resources. Measures include market share, cash flow, profitability and market position. Objectives laid down are achieved by improving customer satisfaction, organisational flexibility and productivity. Customer demands need to be managed and satisfied; changes in customer demands need to be identified and met efficiently and productivity must be effective. In order to manage financial resources in an organisation, organisation need to know

To answer those questions, I will perform an evaluation on the corporate-owned store control system from budgeting, performance evaluation, incentives, and transfer pricing perspectives. Part King is a decentralized organization. Every corporate-owned store is a profit center. The stores buy auto parts from Part King and then sell them to the two segmentations: hobbyists and commercial customers. Profit is the difference between revenue and cost. Thus, profit center managers are evaluated in terms of

Introduction- To be competitive, organizations must be both strategic and tactical to the nth degree, must be proactive rather than reactive, and must find a way to measure this easily and accurately. One way to accomplish this is through a Balanced Scorecard approach; a tool often viewed as one of the best tools that helps organizations translate strategy into performance. In general the BSA (Balanced Scorecard Approach) allows for a clear strategic and tactical directions for the organization, retains financial measurements in a summation along with their links to performance, and highlights an important and robust measurement system that links and integrates customers, stakeholders, processes, resources, and performance into single measurement strategy.

The structure of an organization can vary depending on the company. This is responsible for maintaining and outlining specific duties or task within the organization. Depending on the company they can choose between a centralized or decentralized structure. Centralized organizational structures focus management authority and decision-making in a single executive team, with information flowing from top managers to various business units (Centralized Vs. Decentralized Organizational Design, David Ingram, 2017). Decentralized organizational structures, on the other hand, look more like multiple smaller representations of a single structure, featuring management redundancies and more close-knit chains of command (Centralized Vs. Decentralized Organizational Design, David Ingram, 2017). Within these, there are more specified structures with different advantages and

What you measure is what you get” – In the journal ‘The Balanced Scorecard – Measures that drive performance’ by renowned professors, Kaplan and Norton (1992), a new management system was introduced to a peripheral perspective economic industry. Past the industry era, traditional financial performance measures such as return-on-investment and earnings-per-share were deemed no longer competent in the ever-changing market. The view of focussing on either financial or non-financial perspectives alone were regarded as one-dimensional and ignorant of other crucial factors in both the company and the market.

Where this profit margin and their other needs are assessed in the primary strategic planning, it is communicated to the middle managers who are responsible for departmental performance. Keeping these standards, the targets are assigned to individual

The term ‘performance' is a familiar term used in many aspects of everyday life. Most dictionaries define it as the manner or quality of functioning and it is appropriate to apply it to organizations, with regard to monitoring and quantifying their operating capabilities. Performance measurement system will be those traditional, financially-based performance measures which periodically summarize the organization's performance for the benefit of shareholders, lenders, creditors and statutory authorities.

In centralization pattern, major decisions affecting the business units are tend to be taken up by the corporate managers. The power is not delegated to the business unit managers to take up major decisions regarding the business unit. The corporate headquarters will take up major decisions relating to the business units. Such involvement might be taken by the business unit managers as ‘interference’ or stifling to

Hirshleifer (1956) poses that in order to obtain optimal intra-firm pricing; the transfer price must be equal to the marginal cost of the affiliates producing goods in conditions of

Profit distribution is a term which refers to the allocation of profits to various categories of stakeholders such as owners and stockholders or for various purposes such as investment and research. It is important for each and every organization to come up with a perfect profit distribution policy that would effectively aid in the process of internal management of the firm. In this paper, we conduct a thorough research on the various types of profit distribution techniques/formulas with a presentation of a case study to highlight the merits of having a profit distribution policy in place in every organization. The role of profit distribution in the internal management of companies is therefore explored in our dissertation.