QUESTION 4LGO, a pseudonym, was first established as a municipal council before it had upgradedits status as a city council. LGO was automatically given the status of the city councilwith the rapid growth of its economics and a population density of more than 450,000people as a result of a nationwide migration of populace aside from the increasingnumber of births. LGO is headed by a mayor appointed by the state government and he isone of the members of the council. LGO is responsible for administering public healthand sanitation, solid waste management, urban planning, environmental control andbuilding, socio-economic development, and infrastructure maintenance.Before implementing Key Performance Indicators (KPIS) in the organization, LGOmeasured its performance using Annual Work Target (AWT); an individual performanceappraisal where the impact was very significant for employees because of the directlinkage to the salaries that would be received by them. AWT was an individualperformance assessment performed periodically on employees' achievement. Thepurpose was to give recognition and reward to the employees who made an outstandingcontribution for the year. Employees who scored between 95% to 100% (significantlyexceed target), 85% to 95% (exceed target), and 65% to 85% (on tar-get) could beconsidered for annual salary movement whilst employees who scored below 65% (belowtarget) would not be considered for salary increment the AWT had been embedded withinmanagerial routines of the LGO as it became shared values within the organization. Thiswas reflected in the daily routines of making decisions and measuring performance.AWT became a primary mechanism to determine salary increment and promotion of theemployees. However, the assessment was found to be not very objective in meeting thegoals of the organization due to several reasons. First, different employees were beingevaluated using diverse performance measurements. Second, there were too manyrequirements in the AWT, which could affect the core activities and core services of theorganization.LGO started to have a plan to shift from AWT to new Performance Management Systems(PMS) way back in 2009. The introduction of KPIS was in conjunction with the NinthMalaysian Plan; were introduced to reduce the loopholes in AWT. KPIS in LGO weredeveloped to be outcome-based metrics. It started with the core business and coreprocesses of departments were being specified with the performance targets andfrequency measurements to be achieved. The champion of the PMS model has instructedthat the indicators chosen should conform to the SMART (Specific, Measurable, Action-oriented, Realistic, Timely) principles.However, it was found that the performance targets in practice were the standardoperating procedures (SOPS) adopted from AWT. Apart from that, some departments hadsimply converted the AWT to be developed as their KPIS. It was discovered that therewere no new indicators or performance targets introduced for the KPIS initiative.Similarly, the time-based measurements for customer services were the practice of thedepartments in meeting the targets for AWT.Adapted from: Farhana Hasbolah, Norhayati Mohd Alwi, and Muslim Har SaniMohamad (2018), Jurnal Akuntasi dan Keuangan Indonesia, 15 (2). pp 180 - 200Required:b.Discuss your opinion on whether is it adequate and sufficient for the public sectororganisations to depend only on financial measures to measure and evaluate theirperformance.

Performance measurement -: Performance measurement (PM) in the public sector is certainly essential.…

Answered: Required: b. Discuss your opinion on…

Required: b. Discuss your opinion on whether is it adequate and sufficient for the public sector organisations to depend only on financial measures to measure and evaluate their performance.

FINANCIAL ACCOUNTING

10th Edition

ISBN:9781259964947

Author:Libby

Publisher:Libby

Chapter1: Financial Statements And Business Decisions

Section: Chapter Questions

Problem 1Q

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