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acronyms and abbreviations for
balanced scorecard
learning and fun
aesop's fables
the 'big five' personality factors In the beginning was darkness. We went to work, did our job (well or
model (aka 'ocean') otherwise) and went home - day in and day out. We did not have to
bloom's taxonomy of learning worry about targets, annual assessments, metric-driven incentives,
domains etc. Aahh… life was simple back then.
brainstorming - advanced Then there came light. Bosses everywhere cast envious eyes towards
'kaleidoscope' method for our transatlantic cousins whose ambition was to increase production
creativity and deep team-building and efficiency year-by-year. Like eager younger siblings we trailed
career change planner tool and
behind them on the (sometimes) thorny path to enlightenment.
template
Early Metric-Driven Incentives - MDIs - were (generally) focused on
clips for teaching and training the financial aspects of an organization by either claiming to increase
profit margins or reduce costs. They were not always successful, for
david grove's clean language instance driving down costs could sometimes be at the expense of
methodology quality, staff (lost expertise) or even losing some of your customer
diagrams and other free tools base.
emotional intelligence (EQ) Two eminent doctors (Robert S Kaplan and David P Norton) evolved
their Balanced Scorecard system from early MDIs and jointly produced
experiential learning - and guide their (apparently) ground-breaking book in 1996. Many other 'gurus'
to facilitating experiential activities
have jumped on the Balanced Scorecard wagon and produced a
'fantasticat' concept - for teaching plethora of books all purporting to be the ‘Definitive' book on Balanced
and motivating young people Scorecards. Amazon.com shows over 4,000 books listed under
Balanced Scorecards, so take your pick - and your chances!
the four temperaments (four
humours)
hans eysenck's personality types A Balanced Scorecard approach is to take a holistic view of an
theory organization and co-ordinate MDIs so that efficiencies are experienced
by all departments and in a joined-up fashion.
hrd performance evaluation
leadership tips
recruitment process and principles Once an organization has analysed the specific and quantifiable results
- attracting high quality staff of the above, they should be ready to utilise the Balanced Scorecard
approach to improve the areas where they are deficient.
role playing and role play games
process and tips The metrics set up also must be SMART (commonly, Specific,
Improved processes
Motivated/educated employees
Enhanced information systems
Monitored progress
Greater customer satisfaction
Increased financial usage
See the other free resources on this website for ethical personal and
organizational development, for example:
Quality Management
Adair's Action Centred Leadership model
McGregor's X-Y Theory
Adams' Equity Theory
McLelland's Motivational Theory
Maslow's Hierarchy of Needs
Personality Models and Types
NLP (Neuro-Linguistic Programming)
Transactional Analysis
Howard Gardner's Multiple Intelligences theory
Kolb's Learning Styles
Kirkpatrick's Learning Evaluation Model
Bloom's Taxonomy of Learning Domains (Educational Objectives)
360 degree appraisals tips
Employment termination, dismissal, redundancy, letters templates and
style
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