Mattering and Measurement: A Relatively Subjective Relationship
What matters is what we can measure and what we can measure is established by what has been mattered earlier. Therefore, mattering is relatively subjective to the ability to measure something. Further, measures always cannot represent the whole trust statement however it can represent some parts of the same. Measures can support some pictures of the truth. Further, it can be noted that human can become responsible for creating their standards according to their own. Further, it is not a subjective behavior that affects the standard affecting the measure of an individual. Further, it has been also found that the inbuild power and understanding of value affects the matter and measurement within an individual. Some metrics that an individual is expected to report can seem fairly straight for them however there can be various families that can affect their matters of measurement. Some metrics can be impossible to accurately estimate and collect. Without the understanding of the key performance metrics, there can be various dysfunctional impacts, which can affect the performance measurement and management system significantly (Dee etal 2021). The positive and negative impact of every matter should be measured in first place in order to reduce the impact to significant extent. Following section of the essay will discuss about the statement more efficiently with various sources of literature.
As per the existing sources of literature, it has been perceived that there have been various consequences of intended outcome, which can affect the measurement, and information that has been collected (Bhama 2020). For instance, the objectives and values of a nonprofit organization can be significantly affected by various matters thereby affecting individual’s psychological measurement. The mission and values provided by a nonprofit organization can attract many organizations and people and thereby increasing their importance towards society. Further, it has been also perceived that perception of an individual can limit their measurement therefore they can be various number of abstractions that affects and complexifies the matter.
There has been increasing interest grounding on the fact of measuring performance and understanding. There has been an increase in attention towards the information of a user on how they can improve performance significantly. Further, there has been various literatures that has focused on the role of organizational culture and change management. In order to understand the statement what matters is what we can measure, the understanding of performance measurement and performance management is crucial (Malcolm and Kenny 2017). Performance measurement entails various approaches that focus on improving system performance and there has been many organizational goals aligned with the quality. Further, many literatures have found improvement in healthcare quality with the use of performance measurement. Performance measurement can allow an individual to understand the current state of their organization and can also assist them to improve the current state or corporate governance within their system (Beasley et.al 2009). Further, it has been also evident that management and stakeholders must understand the usefulness of information and data in order to keep them updated towards the system information and improve the quality of care to significant extent.
Consequences of Matter on Measurement and Information Collection
Further, there has been significant relation between the performance measurement and performance management and a clear relation that denotes that the measurement can actually affect individual matter and understanding of the issue. However, there can be various difficulties in the management of difficult situation without the measurement metric (McDonald and Lawson 2017). Measurement can allow an individual to improve their accountability and understand every matter related to the quality of care in the healthcare research, as studies suggested. Accountability can be denoted as some variables that makes someone answerable in meeting their defined set of objectives.
On the other hand, the term performance management focuses on the improvement in existing system that can be improved with the assumption that an executive can use it after the measurement is defined and examined (Espeland and Sauder 2007). Further, is has been also found that the performance measurement can allow in understanding the impact of changes in the measurement in an organization which can assist them to achieve their predetermined goals and objectives. Therefore, there is an existing relation between measure and matter, which can be broadly recognized within the public sector organization concerning the performance measurement and management (Kerzner 2017). Further, it has been also evident that there has been various factors influencing performance management. Measurement is not always necessary for management with relation to different matter. It has been also evident from the existing source of analysis that measurement systems can be used to understand which systems can be used for management (Taffler 2018).
The phrase ‘what is measured is what matters’ can be applied within the process of evaluation. The term evaluation is a processing assisting to interpret the quality of some matters. These matters include accountability, program development and knowledge processing. Accountability allows is understanding the existing demand and agreements of stakeholders while the program development focuses on the improvement of the existing program (Haddad etal 2020). Further, the term generating knowledge, it is essential to understand what types of practices should be followed within the existing system. Further, it has been also evident that in order to improve outcome for youths. Further, it has been also evident that within the public sector, the process of evaluation has primarily focused on the public sector which had exclusive focus on the area of accountability (Apostolou and Crumbley 2005). Further, as per the existing source of research, it has been also evident that process evaluation within the public sector has greatly focused on the accountability and allowed in generating knowledge in the existing process.
Anything that is measureable has to be appropriate and quantifiable therefore in order to evaluate something measurable, there must be some matters (variables). For instance, existing research has found that the effect of youth work has been transforming youth work related agendas. The quantifiable target has been seen to impact the overall process evaluation and has been seen to follow a positivist approach (Hall, Mikes and Millo 2013). It has been also denoted in the research that setting up measurable outcome is necessary if the product is tangible and therefore it can be denoted that different set of outcomes can be measurable.
Performance Measurement and Management in Achieving Organizational Goals
The quote ‘What’s measured is what matters’ is a variation from the famous quote of Peter Drucker 1954 book ‘ The practice of management’ in which the quote has been noted as “What gets measured, gets managed”. In this context, there are several drivers, which are essential to be identified to understand in what context human seek for improvement. Further, the measurement is done to understand whether the key drivers are going towards the correct direction (Turley and Zaman 2007). Further, it can be also noted that if an individual is measuring something, that must be important and without any importance, no variables is measured (Garis, Thomas and Tyakoff 2017). For instance, in an organization, there can be various key performance indicators which is used to identify every measures to keep track of the same to understand whether the goals are finally achieved or not (Bevan and Hood 2006). Further, it is also essential for an individual to focus on four or five matters, which is most important for their business. In this context, key performance indicator plays an important role in measuring actual business performance related to the business (Barr 1994). Further, it can also aid a business to understand any undue interference of these factors towards the business. The following section denotes some instances of key performance indicators
- Strategic objective of the business is to expand towards a new market and achieve a sales turnover of $10m in the upcoming year
- The financial goal of the business is to improve its earnings before interest and tax by 20% for the year 2019/2020.
- The goal associated with the system within the organization is to understand and evaluate the manufacturing process by the end of the year.
- To achieve a staff satisfaction rating of 80% for the year in order to understand the current business condition
- To improve the quality of the products and services offered by the business by 90%.
- To reduce the environmental impact created by the business in the next financial year and improve the CSR rating of the business.
From the above section, it has been evident that every goals are targeted towards a particular business matter and every goals are connected towards the final goal of the business. Therefore, it is evident that every matter that is measured has direct relation towards certain important for a business. In this context, it is also essential to denote that there can be various other divisions associated with different business goals. For instance, the marketing division of a business can include five other key performance indicators that can contribute towards the final objective of the business. An organization only sets a goal that can be measurable and most importantly, that are connected to the organizational objective. Further, it has been also evident that without understanding the matters and measurement associated with each matter, an organization cannot be able to achieve these goals efficiently (Alghamdi etal 2022). With the help of the key performance indicators, an organization and their executives can remain focused on the overall goal of the business without any distraction created by internal divisions.
However, in the evaluation of the phrase ‘What’s measured is what matters’, there has been various arguments denoting that everything in the healthcare system cannot be or should not be measured. There can be various challenges associated with the outcomes when they are influenced by the factors. Several factors can be beyond the measurability since there might not be enough information to evaluate the factors, Further, it has been also evident that the costs and usability of various indicator should be always interpretable and accountable from perspective of every users (Bevan & Hood 2006). Further, the measurement of each matter can be affected due to lack of performance management system within the process. In identifying different set of matters (variables), the data sources related to the same should be also evaluated and developed.
The Importance of Accountability and Understanding in Performance Measurement and Management
In order to develop efficient performance management system, it is essential to develop an understanding of essential matters towards the business and asses information related to the factors. Without understanding the factors, it will be impossible for a business to evaluate the business requirements in depth and establish performance measurement system. There are several set of factors that should be understood in order to develop and implement sound performance measurement system. This includes workplace culture, performance changes, and the observation of activities responsible related to every matter. Without understanding the same, there can be various undesirable impact towards an organization and its employees.
Conclusion
From the paper, it has been evident that there has been some relation between the measurement and metric which can affect the decision making of an individual. In order to study performance management, understanding of performance measurement and metric is also vital. Researchers are fully aware of the difficulties in exactly describing the desired output in the measurement of different matters. There’s a whole series of amusing examples of algorithms being given a statistic to optimize for and coming up with completely unexpected ways of purportedly attaining their goal but defying logic. What’s distressing is how foreseeable such measurement and management difficulties are, how long we’ve known about them, how everyone involved in seeking some worthless statistic knows it’s a fake, and how “what gets measured gets managed” is still regarded as literal truth. Clinical evaluations and precise data gathering, rather than political judgments, should be used to enhance the healthcare system’s quality and budget distribution. Because ‘what is measured matters,’ we must pay particular attention to metrics that are most important to patients and which matters must be also be avoidable. The requirements of individuals who are least inclined to utilize league tables to make decisions — the elderly, recent immigrants, and those with lower educational attainment – should be given special consideration. Physicians should be engaged not just in establishing the indication that will be used to evaluate their performance, as well as in how that information will be disseminated to the community and the patients. While the statement ‘What’s measured is what matters’ can be applied towards the business perspective and organizational goals, there has been various research suggesting that the measurability of every matter is not possible in the healthcare sector.
References
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