Find an article (does not have to be scholarly/evidence-based) that focuses on a current “hot topic,” dealing with the negative effects of performance measurement that have occurred in an organization within the public, private, or nonprofit sector. Find another article (same type) focused on the same hot topic issue that deals with the positive effects of performance measurement within an organization of the same sector of choice.
Comparing and contrasting two different articles:
Measuring performance of the employees is one of the major ways of improving performance level of the staffs and thereby accelerate organizational productivity. With the assistance of performance measurement mechanism, the activity of the staffs can be measured and thus take action accordingly to mitigate the gap among the below working employees. However, implementation of performance measurement mechanism can affect the organization. Accordingly to the article namely, “The use of performance measurement systems in the public sector: effects on performance”, it has been perceived that this can hamper productivity among the staffs. Some time, performance measurement results in inaccurate record regarding the behavior of the staffs (Spekle & Verbeeten, 2014). This can hamper negative message among the staffs, which can affect their productivity. In addition to that, biased attitude among the management can affect the comprehensiveness of the performance measurement system. This can create certain barrier in the way of running the internal functionality of an organization in a systematic manner.
Still, performance measurement can act as an influential factor towards amplifying requirements of the staff. The article namely “The Impact of Performance Management on Performance in Public Organizations: A Meta-Analysis”, it has been highlighted that in the public sector organization, implementation of performance measurement system plays a major role in accelerating the level of productivity of an organization (Gerrish, 2016). This is the way, through which the higher authority of public sector organization are becoming able to explore the below working staffs and take strong action in order to mitigate the issue. At the same time Epstein, Verbeeten, & Widener, 2018) also observed that execution of performance measurement mechanism can have a firm impact on building healthy relationship with the staffs, which is the key of keeping them committed towards accomplishing organizational objectives. Both the articles are based on public sector organization. The way, through which the performance measurement system have become the greatest trend in the public sector organization, has been presented in both of the articles. In the contemporary times, performance management mechanism is acting as a greatest tool in terms of managing the staffs and thereby lead them towards appropriate direction. This assessment is one of the greatest similarities in between these two articles. In addition, how the system is being used as a performance benchmarking tool especially at the public sector organization has also been presented in both of the articles.
According to the counter-argument of Landy, Zedeck & Cleveland (2017) it is true that, performance measurement is the greatest tool of amplifying organizational productivity, still it results in lack of commitment among the staffs. Any kind of negative commitment regarding the performance of the staffs can generate negative perception among them, which can hamper commitment level among them. This is the fundamental theme of the article- “The use of performance measurement systems in the public sector: effects on performance”. This article basically focuses on how performance measurement can affect organizational productivity. Arena, Azzone & Bengo (2015) stated that one of the most significant flaw of performance measurement system is that no standard set of practice is being followed in the process, which can hinder motivation among the staffs.
As discussed by Koufteros, Verghese & Lucianetti (2014) performance measurement is one of the major way of increasing the productivity among the staffs which is the key of amplifying productivity among the entire organization. This is the fundamental theme of the article namely “The Impact of Performance Management on Performance in Public Organizations: A Meta-Analysis”. Thus, it can be said that, both the articles are different from each other in the very theme. Another noteworthy difference between the articles is tone of voice. A positive tone of voice has been used in the article- “The Impact of Performance Management on Performance in Public Organizations: A Meta-Analysis” while a pessimistic tone has been used in “The use of performance measurement systems in the public sector: effects on performance”.
Recommendation on improving the performance level of an organization:
A performance measurement can hamper the level of commitment, it is recommended for the organizations suffering from negative impact of performance measurement to align the regular activities of individual employees with that of the organizational employees. The management must provide individual employees with a comprehensive business plan and working schedule which can help them to perceive their roles and responsibilities. All the employees must be involved within the decision making process. This can pave the way for the staffs to perform their assigned tasks based on the decision. A negative comment regarding the performance of the staffs can result in reluctant attitude among them towards accomplishing organizational objectives, the managers should show proper and understanding attitude while dealing with the below working staffs.
Arena, M., Azzone, G., & Bengo, I. (2015). Performance measurement for social enterprises. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 26(2), 649-672.
Epstein, M. J., Verbeeten, F. H., & Widener, S. K. (Eds.). (2018). Performance Measurement and Management Control: The Relevance of Performance Measurement and Management Control Research. Emerald Publishing Limited.
Gerrish, E., 2016. The impact of performance management on performance in public organizations: A meta?analysis. Public Administration Review, 76(1), pp.48-66.
Koufteros, X., Verghese, A. J., & Lucianetti, L. (2014). The effect of performance measurement systems on firm performance: A cross-sectional and a longitudinal study. Journal of Operations Management, 32(6), 313-336.
Landy, F., Zedeck, S., & Cleveland, J. (2017). Performance measurement and theory. Routledge.
Spekle, R. F., & Verbeeten, F. H. (2014). The use of performance measurement systems in the public sector: Effects on performance. Management Accounting Research, 25(2), 131-146.