But the performance of BSC is subjective. Opposing
to the strategy pf quality, BSC is not quantifiable excepted for the opinion of
the management and the surveys that were done. First, setting up a precise
number of hours of learning a year to meet the organization’ goals of “learning
and innovation” automatically does not mean all employees attend the training will
utilize it in their everyday work to better the goals set at work or are focusing
on the training to fill in the mission ratio of the organization instead of
working on for example on an assembly line to understand it. Second, asking
high morale from employees can damage managers rules, since morale is not
always a manager’s pure view rules. Because setting up high morale goals might along
with layoffs employees with low moral with hard working standards. BSC also
seems not to incorporate the risk management or the direct financial analysis
of economic value. Objectives that are selected under BSC does not automatically
includes opportunity cost computations. 


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