Course: Operational Excellence
Text Books:
Bourgeous, D., Smith, J., Wang. S., Mortati, J. (2019). Information Systems for Business and Beyond.
https://opentextbook.site/
Langer, A. M. (2018). Information Technology and Organizational Learning. 3rd edition. Taylor & Francis Group, LLC. ISBN: 978-1-4987-7575-5
Answer preview
Objectives and Key Results (OKR) is an alternative to a balanced scorecard. OKR is a management strategy that is used for setting goals in organizations. The strategy aims to unify teams, the company, and personal goals in one direction. A large part of the strategy is ensuring that everyone is aware of their expectations. When using OKR, strategies are broken down into two executable components that are vital results and objectives. Companies will prefer OKR over a balanced scorecard because it can be done bottom-up, top-down, and sideways. Unlike balanced scorecards, OKR gives employees the freedom to design their goals and hence involved in the process of generating objectives. In a balanced scorecard, the management creates the goals, and employees actualize them. Bourgeous (2019) says that empowered employees can implement company objectives independently. Involving employees in creating goals is vital in ensuring they own actualization of the objectives and hence the reason companies will choose OKR over a balanced scorecard.
[372 Words]
