The Balanced Scorecard Persuasive Essay by Quality Writers

The Balanced Scorecard
This paper evaluates the value and shortcomings of the U.S. balanced scorecard approach to enforcing government standards.
# 101546 | 2,004 words | 6 sources | APA | 2008 | US


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Description:

The paper looks at two aspects of the balanced scorecard as it pertains to the U.S. Department of Agriculture: the strategic management of human capital and the manner in which an organization is expected to carry out "competitive pricing". The paper argues that the balanced scorecard is an excellent tool for assessing and measuring organizational performance and that its few shortcomings are more than overcome by its many advantages. The paper concludes that the scorecard approach demands accountability and forces agencies to be more responsive, ultimately keeping public expenditures at a manageable level.

From the Paper:

"The process by which governments monitor the goings-on of various departments has become increasingly complex in recent decades as government has grown and as the general public becomes more cynical about the ability of the government to deliver services effectively and economically. As mentioned in the abstract to this paper, the strategic management of human capital is one of the keys to successful governance. The United States government has in place something it calls "the balanced scorecard" which assesses whether or not a department is doing all it can to optimize its organizational functioning. Among other things, the scorecard evaluates whether or not the human capital plan of a department is consistent with the department's goals and objectives. Further, the balanced scorecard examines the succession plans in place, the leadership development plans which exist, the means by which (and the extent to which) employees are held accountable (commensurate to their responsibilities, of course), whether or not an agency is capable of effectively differentiating between different levels of performance, whether or not an agency has the tools and procedures in place to close "competency gaps" in what are best described as "mission critical" occupations, whether (or not) the organization expeditiously makes hiring decisions and notifies applicants in an appropriate time, and - lastly - whether the organization conducts regular accountability reviews (The White House, 2006b)."

Sample of Sources Used:

  • United States Department of Agriculture. (2006a). Systems, controls, and legal compliance. US FY 2006 performance and accountability report. Retrieved January 26, 2007 from <http://www.ocfo.usda.gov/usdarpt/par2005/usdarpt.htm>
  • United States Department of Agriculture. (2006b). USDA FY 2006 performance and accountability report. Office of the Chief Financial Officer. Retrieved January 26, 2007 from <http://www.ocfo.usda.gov/usdarpt/usdarpt.htm>
  • United States Department of Agriculture. (2006c). USDA strategic plan for FY 2005-2010. Office of the Chief Financial Officer. Retrieved January 26, 2007 from <http://www.ocfo.usda.gov/usdasp/usdasp.htm>
  • United States Department of Agriculture, Natural Resources Conservation Service. (2004). Competitive sourcing announcements. Competitive Sourcing Requests for Proposals. Retrieved January 26, 2007 from <http://www.nrcs.usda.gov/feature/NatCompSource/rfpfedbizopps.html>
  • United States Department of Agriculture, Office of the Chief Financial Officer. (2006). Appendix B: Erroneous payments and recovery audit details. Message from the Chief Financial Officer. Retrieved January 26, 2007 from <http://www.ocfo.usda.gov/usdarpt/par2005/pdf/par11.pdf>

Cite this Persuasive Essay:

APA Format

The Balanced Scorecard (2008, February 27) Retrieved May 23, 2022, from https://www.academon.com/persuasive-essay/the-balanced-scorecard-101546/

MLA Format

"The Balanced Scorecard" 27 February 2008. Web. 23 May. 2022. <https://www.academon.com/persuasive-essay/the-balanced-scorecard-101546/>

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