Annotated Bibliography
Agarwal, A. (2021). Investigating design targets for effective performance management
system: An application of a balanced scorecard using QFD. Journal of Advances in
Management Research, 18(3), 353-367.
https://www.emerald.com/insight/content/doi/10.1108/JAMR-
05-2020-0075/full/html
A study was had by an individual named Alpana Agarwal. This author tries to reveal the
expectations of workers by using the Balance Scorecard Approach. The BSC approach is to
assess what is needed for success in an organization. The balance scorecard helps to define the
expectations that are needed from the employees that are being reviewed. The balance scorecard
explains how employee performance is important for the development of the company and the
workers. When having an effective performance manager will help to track the employee
engagement and ensure that there is feedback given to the employees and they receive it and act
on it. Finding the balance between the company’s condition, the organizations expectations, and
supporting employee performance is essential to the success of any company. This research is
important because it shows how the balance scorecard is important when dealing with employee
performance and that brings must success to a business.
Al-suraihi, W., Al-suraihi, A., Siti, A., Ibrahim, I. (2021). Employee Turnover: Cause,
Importance and Retention Strategies. European Journal of Business Management
and Research, 6(3):10.
https://www.researchgate.net/publication/352390912_Employee_Turnover_Causes_
Impo rtance_and_Retention_Strategies
This article talks about the how serious of a problem employee turnover is for companies
all over the world. The research in this article examines the reasons for employee turnover and
what may be the root cause of it. They also look at retention strategies as well. This article
reveals that there are many reasons why employees leave their jobs. These reasons include job
stress, job satisfaction, job security etc. Employee turnover impacts an organization
tremendously. The cost associated with employee can negatively affect the productivity,
profitability and the competitiveness of an organization. Companies need to understand what
their workers need and adopt those strategies to improve the performance of the employees and
decrease the turnover rate. This includes strategies that will increase job satisfaction and
motivation and that can reduce problems for employees at their jobs. This research is helpful
because it shows the factors that cause employee turnover and what needs to be done to prevent
it.
Blocher, E., Stout, D., Juras, P., & Smith, S. (2019). Cost management: A strategic
emphasis (8thed.). Boston, MA: Richard D. Irwin, Inc. ISBN: 9781260165180.
The performance of the employee and what it adds to the company is essential when
using the balance scorecard to ensure that an organization pays attention to their workers. The
author talks about how the balance scorecard helps firms to implement strategic performance
systems. They craft one that focuses on the managers attention to success and rewards them for
achieving goals. The balance scorecard provides a complete analysis that isn’t possible with just
using financial data. It provides a broad coverage of the financial and the non-financial data that
contributes to the firm’s success. Having a balance scorecard is important to the big picture of a
company. It helps to keep the company in competition. If the balance scorecard can be used to
help employee dissatisfaction and get management to help this could help to improve the
performance of the workers and help the business. This is important because it shows how
positive using a balance scorecard can be for an organization.
Butali, N., Poipoi, M., Mamuli, L. (2021). Effects of Staff Turnover on the Employee
Performance of Work at Masinde Muliro University of Science and Technology.
International Journal of Human Resource Studies, 3(1), 2162-3058.
https://www.researchgate.net/publication/313282256_Effects_of_Staff_Turnover_on
_the_Employee_Performance_of_Work_at_Masinde_Muliro_University_of_Science
_and_Technology#:~:text=The%20study%20established%20that
%20economically,increased %20liability%20to%20the%20practice.
This article talks about how having a high staff turnover rate can affect how an
organization is run. Staff turnover has a negative effect on any company. It can affect it
negatively on the finances of the organization. It also affects the social setup of the company as
well. The objective of this study conducted were to identify the effects of the staff turnover on
secretary work and reveal the economic effects of staff turnover. The framework is based off this
study in this article. Over 100 people had been included in this study where they took
questionaries interviews and analysis capture the reasons for staff turnover. This is important
because it shows that staff turnover needs to be studied because the effects of it can cause a
business to fail.
Gyensare, M., Arthur, R., Twumasi, E., & Agyapong, J. (2019). Leader effectiveness - the
missing link in the relationship between employee voice and engagement. Cogent
Business & Management, 6(1), 1634910.
https://www.researchgate.net/publication/333936168_Leader_Effectiveness__The_
Missing_Link_in_the_Relationship_Between_Employee_Voice_and_Engagement
The authors research shows the leaders effectiveness and how it meditated the employee
voice engagement. This ensures that an employee is happy in their position and feels like they
are cared for by their management team. When that relationship has been crafted the work
environment will be improved and their voices will also help how effective the work
environment can be. You will see the employees exhibiting leadership skills just like their
manager because they are comfortable. Leadership effectiveness plays an essential role in the
employees’ willingness to push themselves and work towards the goal of the organization. This
research is important because it shows how employees can voice their opinions and be heard by
their management team. This makes for a more relaxed environment and opens up the manager
employee dialogue.
Harihayati, T., Lubis, R., Atin, S., & Widianti, U. D. (2019). The company's performance
assessment uses a balanced scorecard. IOP Conference Series. Materials Science and
Engineering, 407(1), 12067. https://iopscience.iop.org/article/10.1088/1757-
899X/407/1/012067/pdf
The balance scorecard can be applied to big and small organizations that operate to
connect the goals and values of the firm with the operational activities that happen with the
company. The article states that managers use balance scorecards to overlook the achievement of
the company. This is because the balance scorecard is a tool that managers continuously use ti
measure the performance based on that goals that have been established by both the financial and
non-financial sector. The article is helpful with research because it shows how the scorecard can
be used by management to examine corporate activities and it makes measuring the achievement
of the company must simpler.
Martins Abelha, D., C.sar da Costa Carneiro, Paulo, & Cavazotte, F. (2019).
Transformational leadership and job satisfaction: Assessing the influence of
organizational contextual factors and individual characteristics. Revista Brasileira
De Gest"o De Neg$cios, 20(4), 516-532.
https://www.researchgate.net/publication/327874259_Transformational_Leadership
_and_
Job_Satisfaction_Assessing_the_Influence_of_Organizational_Contextual_Factors_
and_I ndividual_Characteristics
Job satisfaction is one of the most analyzed factors in the organizational behavior field
and is looked at as the degree to which a person evaluates their job experience positively. When
job satisfaction is nonexistent then undesired outcomes tend to happen. It can cause voluntary
turnover, occupational illness and absenteeism. Having job satisfaction reflects employee
rewards, growth and work relationship as well as working conditions. Leadership has an
influence when it relates to job satisfaction within the workplace. The article is important to the
research because it shows how leadership plays a role in taking care of their employees and how
it will have a positive effect on how employees are satisfied with their job. They will see the
benefit of going to work and want to do it.
Miao, C., Humphrey, R. H., & Qian, S. (2021). Emotional intelligence and servant
leadership: A meta‐analytic review. Business Ethics (Oxford, England), 30(2), 231-
243.https://onlinelibrary.wiley.com/doi/epdf/10.1111/beer.12332?saml_referrer
Without effective leadership in a company and firm will fail because that aspect will
affect the company very negatively. A lack of effective leadership can bring out behaviors like
leadership effectiveness, job or team performance. It can also touch on aspects like ethical
behavior, academic performance, job health, turnover intention and organizational commitment.
This article is helpful because it shows what can go wrong if there isn’t a effective leader in
place. Things can immediately take a turn without an effective leader in the building and have a
negative effect on the production of the company and the success of the organization.
Llach, J., Bagur, L., Perramon, J., & Marimon, F. (2021). Creating value through the
balanced scorecard: How does it work? Management Decision, 55(10), 2181-
2199. https://www.emerald.com/insight/content/doi/10.1108/MD-11-2016-0812/full/
html
The balance scorecard was successful and was adopted by many companies around the
world. 64% of companies used balance scorecards to assess performances. This has caught the
attention of researchers and caused them to analyze the use of the balance scorecard and how
effective it is. When an organization puts emphasis on the learning and growth of a firm this will
allow them to focus the issues that are important and how they can be fixed to be successful. If
leaders take the information and engage in the decision-making process, then this can change the
employees view of the company. This article shows how the balance scorecard can be beneficial
to an organization and use all the information to create a picture of a company’s overall health.
Zhu, Y., & Akhtar, S. (2019). Leader trait learning goal orientation and employee voice
behavior: The mediating role of managerial openness and the moderating role of felt
obligation. International Journal of Human Resource Management, 30(20), 2876-
2900. https://www.tandfonline.com/doi/full/10.1080/09585192.2017.1335338?
scroll=top&needAccess=true
The authors indicate that when followers see their leaders being more receptive to the
opinions and ideas, they have they will find it easier to speak up and express the things that they
feel about their organization. A manager being open refers to the perception of an employee that
sees and leader that understands and listens to them. It shows that they are interested in the
thoughts of the employee and will help them if a problem arises. The article suggests that
shifting the organizational culture and the manager employee relationship can lead to better
results in managerial practices. This article is helpful because it shows how much just listening to
help a manager’s relationship with their employees and in turn makes employees more
comfortable in their workplace and more vocal about the things going on around them.
