Answered: Would you change a performance…

Would you change a performance appraisal to reflect more positively on an individual whose advancement is important to your supervisor? Explain.

Managerial Accounting

15th Edition

ISBN:9781337912020

Author:Carl Warren, Ph.d. Cma William B. Tayler

Publisher:Carl Warren, Ph.d. Cma William B. Tayler

Chapter14: The Balanced Scorecard And Corporate Social Responsibility

Section: Chapter Questions

Problem 1DQ: How does a strategic performance measurement system improve upon an ordinary performance measurement...

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Should an organization focus on controllable or uncontrollable factors to effectively implement a successful performance measurement 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.
When managerial accountants design an evaluation system that is based on criteria for which a manager is responsible, and it is structured to encourage managers to make decisions that will meet the goals of the company as well as their own personal job goals, the framework used is _______. A. a controllable factors framework B. an uncontrollable factors framework C. a strategic plan framework D. a responsibility accounting framework
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Explain the meaning of the learning curve. How do managers determine the appropriate learning curve percentage to use?
How does a strategic performance measurement system improve upon an ordinary performance measurement system?
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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?
What are the advantages and disadvantages of using the balanced scorecard approach to performance evaluation of managers? Can it be manipulated?
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