Article 3, Volume 5 Issue 2

A Simplified Balanced ‘Balanced Scorecard’

Author

Ivan Malbasic – (University of Zagreb)

Frederic Marimon – (Universitat Internacional de Catalunya)

Received December 12, 2018; accepted January 11, 2019.

Abstract

This paper proposes a performance measurement system (PMS) based on the Balanced Scorecard (BSC) that requires only 25 common key performance indictors (KPIs), which are characterized by their easiness to collect, in turn making the PMS an affordable instrument for all types of organizations, regardless of their resource availability. This is particularly relevant for SMEs. A sample of 813 surveys collected from managers in the Republic of Croatia is analyzed through structural equation modeling. The proposed simplified BSC shows good psychometric features, and the relationships found among the four classical perspectives are consistent with the literature, which provides homological validity for the model. This paper also proves that the equilibrium among the four perspectives has a significant impact on three perspectives, vouching for the importance of this balance among perspectives. It further shows the extent to which strategy influences the four perspectives. The proposed simplified BSC may interest both academics and practitioners as it does not require any special knowledge or additional resources to be implemented and monitored while also highlighting (i) the importance of strategy in the design of the model (ii) and the importance of balance among perspectives.

Este documento propone un sistema de medición del rendimiento (PMS) basado en el Balanced Scorecard (BSC) que requiere solo 25 indicadores clave de rendimiento (KPI) comunes, que se caracterizan por su facilidad de recopilación, lo que hace que el PMS sea un instrumento asequible para todo tipo de organizaciones, independientemente de su disponibilidad de recursos. Esto es particularmente relevante para las PYME. Una muestra de 813 encuestas recolectadas de gerentes en la República de Croacia se analiza a través de modelos de ecuaciones estructurales. El BSC simplificado propuesto muestra buenas características psicométricas, y las relaciones encontradas entre las cuatro perspectivas clásicas son consistentes con la literatura, que proporciona validez homológica para el modelo. Este documento también demuestra que el equilibrio entre las cuatro perspectivas tiene un impacto significativo en tres perspectivas, dando fe de la importancia de este equilibrio entre las perspectivas. Además, muestra hasta qué punto la estrategia influye en las cuatro perspectivas. El BSC simplificado propuesto puede interesar tanto a académicos como a profesionales, ya que no requiere ningún conocimiento especial o recursos adicionales para ser implementados y monitoreados, al tiempo que destaca (i) la importancia de la estrategia en el diseño del modelo (ii) y la importancia del equilibrio entre perspectivas.

Citation

Marimon, F., & Malbasic, I. (2019). A Simplified Balanced ‘Balanced Scorecard’. European Accounting and Management Review5(2), 38-60.

Figures

Keywords

  • Balanced scorecard
  • Performance measurement system
  • Small and medium-sized enterprises
  • Key performance indicators

Palabras clave

  • Cuadro de mando integral
  • Sistema de medición del rendimiento
  • Pequeñas y mediana empresa
  • Indicadores clave

Share this article

Share on linkedin
LinkedIn
Share on whatsapp
WhatsApp
Share on email
Email
Share on twitter
Twitter

Related Posts

Article 4, Volume 6 Issue 2

The dehumanization and demoralization of Management Control Systems: Can we possibly re-humanize and re- moralize them? Author Josep M. Rosanas – (IESE Business School – Crèdit Andorrà Chair of Organizations, Markets and Humanism) DOI: 10.26595/eamr.2014.6.2.4 Download PDF View HTML Received April 1, 2020; accepted May 6, 2020. Abstract English In the last few decades, there

Read More »

Article 3, Volume 6 Issue 2

Study of an SB2 Beneficiary’s Pension Plan Author   Enriqueta Mancilla-Redón – (Universidad La Salle México) Carmen Lozano Arizmendi – (Universidad La Salle México) DOI: 10.26595/eamr.2014.6.2.3 Download PDF View HTML Received February 17, 2020; accepted May 22, 2020. Abstract English The individual account pension system established by the Social Security Act 1997 shows that the

Read More »

Article 2, Volume 6 Issue 2

Systematic Literature Review on Service Quality in Business Schools Author Llorenç Bagur-Femenías – (UPF Barcelona School of Management) Marian Buil – (Escola de Ciències Socials i de l’Empresa Tecnocampus – UPF) Josep Llach – (Universitat de Girona) DOI: 10.26595/eamr.2014.6.2.2 Download PDF View HTML Received April 25, 2020; accepted May 6, 2020. Abstract English This paper

Read More »

Article 2, Volume 5 Issue 2

Turnaround Types, Stages, Strategies, and Tactics: Putting Things in Order

Author

Sharon Gotteiner – (Universitat Internacional de Catalunya)

Marta Mas-Machuca – (Universitat Internacional de Catalunya)

Frederic Marimon – (Universitat Internacional de Catalunya)

Received December 3, 2018; accepted March 5, 2019.

Abstract

The turnaround research is still challenged by the inconsistent terminology, hierarchy, and classification of turnaround activities. This study aims to correct such inconsistencies and proposes a synthesized, coherent hierarchy of classifications, namely turnaround stages, strategies, and tactics. Turnaround tactics that are rarely covered by academic studies get indexed and linked to turnaround strategies and stages, while at the same time correcting inconsistencies within the predominant literature. The structure proposed herein can support empirical research of a higher resolution that will go down to specific turnaround tactics and contingencies, as well as support actual decision-making processes faced by executives in challenging business situations.

La investigación del cambio aún se ve desafiada por la inconsistente terminología, jerarquía y clasificación de las actividades de cambio. Este estudio tiene como objetivo corregir tales inconsistencias y propone una jerarquía de clasificaciones coherente y sintetizada, a saber, etapas de respuesta, estrategias y tácticas. Las tácticas de respuesta que rara vez están cubiertas por los estudios académicos se indexan y vinculan con estrategias y etapas de respuesta, al tiempo que corrigen las inconsistencias dentro de la literatura predominante. La estructura propuesta en este documento puede respaldar la investigación empírica de una resolución más alta que se reducirá a tácticas de respuesta específicas y contingencias, así como a los procesos de toma de decisiones reales que enfrentan los ejecutivos en situaciones comerciales desafiantes.

Citation

Gotteiner, S., Mas-Machuca, M., & Marimon, F. (2019). Turnaround Types, Stages, Strategies, and Tactics: Putting Things in Order. European Accounting and Management Review5(2), 12-37.

Figures

Keywords

  • List Item #1
  • List Item #1
  • List Item #1
  • List Item #1

Keywords

  • List Item #1
  • List Item #1
  • List Item #1
  • List Item #1

Share this article

Share on linkedin
LinkedIn
Share on whatsapp
WhatsApp
Share on email
Email
Share on twitter
Twitter

Related Posts

Article 4, Volume 6 Issue 2

The dehumanization and demoralization of Management Control Systems: Can we possibly re-humanize and re- moralize them? Author Josep M. Rosanas – (IESE Business School – Crèdit Andorrà Chair of Organizations, Markets and Humanism) DOI: 10.26595/eamr.2014.6.2.4 Download PDF View HTML Received April 1, 2020; accepted May 6, 2020. Abstract English In the last few decades, there

Read More »

Article 3, Volume 6 Issue 2

Study of an SB2 Beneficiary’s Pension Plan Author   Enriqueta Mancilla-Redón – (Universidad La Salle México) Carmen Lozano Arizmendi – (Universidad La Salle México) DOI: 10.26595/eamr.2014.6.2.3 Download PDF View HTML Received February 17, 2020; accepted May 22, 2020. Abstract English The individual account pension system established by the Social Security Act 1997 shows that the

Read More »

Article 2, Volume 6 Issue 2

Systematic Literature Review on Service Quality in Business Schools Author Llorenç Bagur-Femenías – (UPF Barcelona School of Management) Marian Buil – (Escola de Ciències Socials i de l’Empresa Tecnocampus – UPF) Josep Llach – (Universitat de Girona) DOI: 10.26595/eamr.2014.6.2.2 Download PDF View HTML Received April 25, 2020; accepted May 6, 2020. Abstract English This paper

Read More »

Article 1, Volume 5 Issue 1

Mission Climate Measurement: a new validated scale

Author

Marta Mas-Machuca – (Universitat Internacional de Catalunya)

Frederic Marimon – (Universitat Internacional de Catalunya)

Received September 27, 2018; accepted November 28, 2018.

Abstract

Despite the level of interest surrounding mission statements and their internalization in organizations, there is a lack of a valid construct to measure the sense of mission in organizational climate surveys. The aim of this exploratory study is to define and validate an instrument to assess the perception of the implementation of the mission in everyday routines. A sample of 132 employees from two companies completed the questionnaire to probe the scale’s reliability and validity. A principal components analyses (PCAs) were conducted, taking the three dimensions separately. Later,  a confirmatory analysis of the entire scale, which was a factor analysis using structural equation modelling (SEM) techniques, taking into accounts the three aforementioned dimensions. The scale is composed of ten items arranged in three dimensions: sensemaking of the mission, employee mission engagement, and organizational alignment. These scales provide clues to human resources managers about how to define and implement the mission to ensure that it will be interiorized by all members of the company. This new scale provides scholars with a comprehensive way to measure and assess the presence of the mission in the organizational climate and provides human resources managers with a useful kit to apply within their organizations.

A pesar del nivel de interés en torno a las declaraciones de misión y su internalización en las organizaciones, existe una falta de construcción válida para medir el sentido de la misión en las encuestas del clima organizacional. El objetivo de este estudio exploratorio es definir y validar un instrumento para evaluar la percepción de la implementación de la misión en las rutinas diarias. Una muestra de 132 empleados de dos compañías completaron el cuestionario para probar la confiabilidad y validez de la báscula. Se realizaron análisis de componentes principales (PCA), tomando las tres dimensiones por separado. Más tarde, un análisis confirmatorio de toda la escala, que fue un análisis factorial utilizando técnicas de modelado de ecuaciones estructurales (SEM), teniendo en cuenta las tres dimensiones antes mencionadas. La escala se compone de diez elementos dispuestos en tres dimensiones: sentido de la misión, compromiso de la misión del empleado y alineamiento organizacional. Estas escalas proporcionan pistas a los gerentes de recursos humanos sobre cómo definir e implementar la misión para garantizar que todos los miembros de la empresa la interioricen. Esta nueva escala proporciona a los académicos una forma integral de medir y evaluar la presencia de la misión en el clima organizacional y proporciona a los gerentes de recursos humanos un kit útil para aplicar dentro de sus organizaciones.

Citation

Mas-Machuca, M., & Marimon, F. (2018). Mission climate measurement: a new validated scale. European Accounting and Management Review5(1), 1-20.

Figures

Keywords

  • Climate
  • Mission statement
  • Sensemaking of the mission
  • Employee mission engagement
  • Organizational alignment

Palabras clave

  • Clima
  • Estado de la misión
  • Creación de sentido de la misión
  • Compromiso del trabajador con la misión
  • Alineamiento organizacional

Share this article

Share on linkedin
LinkedIn
Share on whatsapp
WhatsApp
Share on email
Email
Share on twitter
Twitter

Related Posts

Article 4, Volume 6 Issue 2

The dehumanization and demoralization of Management Control Systems: Can we possibly re-humanize and re- moralize them? Author Josep M. Rosanas – (IESE Business School – Crèdit Andorrà Chair of Organizations, Markets and Humanism) DOI: 10.26595/eamr.2014.6.2.4 Download PDF View HTML Received April 1, 2020; accepted May 6, 2020. Abstract English In the last few decades, there

Read More »

Article 3, Volume 6 Issue 2

Study of an SB2 Beneficiary’s Pension Plan Author   Enriqueta Mancilla-Redón – (Universidad La Salle México) Carmen Lozano Arizmendi – (Universidad La Salle México) DOI: 10.26595/eamr.2014.6.2.3 Download PDF View HTML Received February 17, 2020; accepted May 22, 2020. Abstract English The individual account pension system established by the Social Security Act 1997 shows that the

Read More »

Article 2, Volume 6 Issue 2

Systematic Literature Review on Service Quality in Business Schools Author Llorenç Bagur-Femenías – (UPF Barcelona School of Management) Marian Buil – (Escola de Ciències Socials i de l’Empresa Tecnocampus – UPF) Josep Llach – (Universitat de Girona) DOI: 10.26595/eamr.2014.6.2.2 Download PDF View HTML Received April 25, 2020; accepted May 6, 2020. Abstract English This paper

Read More »

Article 5, Volume 5 Issue 1

Supplier–customer negotiation model: the vendor receives a bonus for holding the inventory

Author

Frederic Marimon – (Universitat Internacional de Catalunya)

Jasmina Berbegal-Mirabent – (Universitat Internacional de Catalunya)

Received September 26, 2018; accepted October 8, 2018.

Abstract

This article proposes a model based on economic order quantity (EOQ) for the negotiation between supplier and customer when a benefit is derived to the supplier from taking responsibility for the inventory holding costs. In turn, the customer can afford a smaller batch size since the holding savings enable it to place a greater number of orders. Taking the original situation in which the customer supports both holding and ordering cost as an initial point, the paper analyses the benefits for the supplier and customer in a new situation in which the supplier supports the holding of the inventory. The customer would agree to change to the new scenario due to the savings in the holding cost. The provider would also agree if a bonus is achieved as compensation for the investment in holding costs. The model provides clues for a win-win negotiation between a supplier and a buyer.

Este artículo propone un modelo basado en la cantidad de orden económica (EOQ) para la negociación entre el proveedor y el cliente cuando se deriva un beneficio para que el proveedor asuma la responsabilidad de los costos de mantenimiento del inventario. A su vez, el cliente puede permitirse un tamaño de lote más pequeño, ya que los ahorros en tenencia le permiten realizar un mayor número de pedidos. Tomando la situación original en la que el cliente respalda los costos de mantenimiento y pedido como punto inicial, el documento analiza los beneficios para el proveedor y el cliente en una nueva situación en la que el proveedor respalda la conservación del inventario. El cliente estaría de acuerdo en cambiar al nuevo escenario debido a los ahorros en el costo de mantenimiento. El proveedor también estaría de acuerdo si se logra una bonificación como compensación por la inversión en costos de tenencia. El modelo proporciona pistas para una negociación de beneficio mutuo entre un proveedor y un comprador.

Citation

Marimon, F., & Berbegal‐Mirabent, J. (2018). Supplier-Customer Negotiation Model: The Vendor Receives a Bonus for Holding the Inventory. European Accounting and Management Review5(1), 94-108.

Figures

Keywords

  • Inventory costs
  • Optimal batch
  • EOQ model
  • Inventory management model

Palabras clave

  • Costes de inventario
  • Punto óptimo
  • Modelo EOQ
  • Modelo de gestión de inventario

Share this article

Share on linkedin
LinkedIn
Share on whatsapp
WhatsApp
Share on email
Email
Share on twitter
Twitter

Related Posts

Article 4, Volume 6 Issue 2

The dehumanization and demoralization of Management Control Systems: Can we possibly re-humanize and re- moralize them? Author Josep M. Rosanas – (IESE Business School – Crèdit Andorrà Chair of Organizations, Markets and Humanism) DOI: 10.26595/eamr.2014.6.2.4 Download PDF View HTML Received April 1, 2020; accepted May 6, 2020. Abstract English In the last few decades, there

Read More »

Article 3, Volume 6 Issue 2

Study of an SB2 Beneficiary’s Pension Plan Author   Enriqueta Mancilla-Redón – (Universidad La Salle México) Carmen Lozano Arizmendi – (Universidad La Salle México) DOI: 10.26595/eamr.2014.6.2.3 Download PDF View HTML Received February 17, 2020; accepted May 22, 2020. Abstract English The individual account pension system established by the Social Security Act 1997 shows that the

Read More »

Article 2, Volume 6 Issue 2

Systematic Literature Review on Service Quality in Business Schools Author Llorenç Bagur-Femenías – (UPF Barcelona School of Management) Marian Buil – (Escola de Ciències Socials i de l’Empresa Tecnocampus – UPF) Josep Llach – (Universitat de Girona) DOI: 10.26595/eamr.2014.6.2.2 Download PDF View HTML Received April 25, 2020; accepted May 6, 2020. Abstract English This paper

Read More »

Article 4, Volume 1 Issue 2:

What makes a woman to choose to work in a family company instead of a looking for a position in the work market or creating her own company?: a literature review

Author

Anna Akhmedova – (Universitat Internacional de Catalunya)

Rita Cavalloti – (Universitat Internacional de Catalunya)

Frederic Marimon – (Universitat Internacional de Catalunya)

Received March 17, 2014; accepted May 12, 2015.

Abstract

Despite seeming attractiveness to women, family firms fail to attract females to high-level positions. Previous research was citing primogeniture, daughter invisibility and role incongruity among possible explanations. However, recent studies suggest that such “barriers to leadership” cannot statistically explain existing gap. Most of research loses sight that professionals with family business background have diverse career options and succession is only one of them. A review of literature on succession showed that men and women have slightly different understanding of extrinsic and intrinsic benefits and different valuing of transcendent motives. Furthermore, men and women perceive abilities and chances to success as a function of social experiences, which partially explains underrepresentation. In general, the literature on successors’ motivation is scarce and inconclusive. This research area will gain from empirical studies – both quantitative and qualitative, using humanistic and cognitive frameworks to study career intentions of young professionals and female incumbents of family firms.

 

A pesar de parecer atractivo para las mujeres, las empresas familiares no logran atraer a las mujeres a puestos de alto nivel. Investigaciones anteriores citaban primogenitura, invisibilidad de la hija e incongruencia de roles entre las posibles explicaciones. Sin embargo, estudios recientes sugieren que tales “barreras al liderazgo” no pueden explicar estadísticamente la brecha existente. La mayor parte de la investigación pierde de vista que los profesionales con experiencia en negocios familiares tienen diversas opciones de carrera y la sucesión es solo una de ellas. Una revisión de la literatura sobre sucesión mostró que los hombres y las mujeres tienen una comprensión ligeramente diferente de los beneficios extrínsecos e intrínsecos y una valoración diferente de los motivos trascendentes. Además, los hombres y las mujeres perciben las habilidades y las posibilidades de éxito en función de las experiencias sociales, lo que explica en parte la falta de representación. En general, la literatura sobre la motivación de los sucesores es escasa e inconclusa. Esta área de investigación se beneficiará de los estudios empíricos, tanto cuantitativos como cualitativos, utilizando marcos humanísticos y cognitivos para estudiar las intenciones profesionales de los jóvenes profesionales y las mujeres titulares de empresas familiares.

Citation

Akhmedova, A., Cavallotti, R., & Viadiu, F. M. (2015). What Makes a Woman to Choose to Work in a Family Company Instead of a Looking for a Position in the Work Market or Creating Her Own Company?: a Literature Review. A Literature Review. European Accounting and Management Review2(1).

Figures

Keywords

  • Gender
  • Career motivation
  • Family firms
  • Succession

Palabras clave

  • Género
  • Motivación profesional
  • Empresas familiares
  • Sucesión

Share this article

Share on linkedin
LinkedIn
Share on whatsapp
WhatsApp
Share on email
Email
Share on twitter
Twitter

Related Posts

Article 4, Volume 6 Issue 2

The dehumanization and demoralization of Management Control Systems: Can we possibly re-humanize and re- moralize them? Author Josep M. Rosanas – (IESE Business School – Crèdit Andorrà Chair of Organizations, Markets and Humanism) DOI: 10.26595/eamr.2014.6.2.4 Download PDF View HTML Received April 1, 2020; accepted May 6, 2020. Abstract English In the last few decades, there

Read More »

Article 3, Volume 6 Issue 2

Study of an SB2 Beneficiary’s Pension Plan Author   Enriqueta Mancilla-Redón – (Universidad La Salle México) Carmen Lozano Arizmendi – (Universidad La Salle México) DOI: 10.26595/eamr.2014.6.2.3 Download PDF View HTML Received February 17, 2020; accepted May 22, 2020. Abstract English The individual account pension system established by the Social Security Act 1997 shows that the

Read More »

Article 2, Volume 6 Issue 2

Systematic Literature Review on Service Quality in Business Schools Author Llorenç Bagur-Femenías – (UPF Barcelona School of Management) Marian Buil – (Escola de Ciències Socials i de l’Empresa Tecnocampus – UPF) Josep Llach – (Universitat de Girona) DOI: 10.26595/eamr.2014.6.2.2 Download PDF View HTML Received April 25, 2020; accepted May 6, 2020. Abstract English This paper

Read More »

Uso de cookies

Este sitio web utiliza cookies para que usted tenga la mejor experiencia de usuario. Si continúa navegando está dando su consentimiento para la aceptación de las mencionadas cookies y la aceptación de nuestra política de cookies, pinche el enlace para mayor información.plugin cookies

ACEPTAR
Aviso de cookies