Académique Documents
Professionnel Documents
Culture Documents
implementation in Matrix
Qantas Airways.
DHL
HDFC Bank
Our Alliance
Kaplan and Norton(1992) identified four
perspectives representing the important facets of the
organization. These were:
Financial perspective.
Customer perspective.
Universe
Matrix Cellular Services Private Limited Employees.
Population
In this research, the population is the Allahabad Centre’s
Employee of the company.
Sampling unit
In my study, the sampling unit consists of every single employee
of the Allahabad centre of the company.
Sampling size
The sample size for my research is 20.
Sampling techniques
In this research study, random sampling is opted.
4. Data analysis and interpretation
Graph 4.1 Mission and strategy
0.56
MissionandStrategy
0.54
0.52
0.5
0.48
Mission and Stratergy
0.46
0.44
0.42
Clearityof Objective Staff understands BSC
Graph 4.2 Leadership
Graph 4.3 Organizational Culture
Graph 4.4 Struc ture and
pro c e ss
StructureandProcess
1.6
1.4
1.2
1
0.8
0.6 Structureand Process
0.4
0.2
0
Discussionsof BSC ActionsScruitney Other reporting
measures system
Graph 4.5 Management Practice
Graph 4.6 Systems and policies
Systemsand Policies
1.4
1.2
1
0.8
0.6
Systems and Policies
0.4
0.2
0
Incentives BSCdiscussed in Participation in Information for
Linked appraisal strategic strategic
discussions decision
Result and Findings
Organization culture is very conducive for implementation in
matrix cellular services.
Most of the employee are not very sure what exactly the BSC
is and what are the objectives of BSC.
Company is reluctant to share the strategic information with
the employees.
Matrix is good at follow up of the targets of the BSC.
Matrix has not fully implemented the BSC, there is another
system which is used other than BSC.
Some of the departments don’t have BSC yet.
Suggestions