Comparar métodos
Examine os métodos selecionados lado a lado; as linhas que diferem ficam destacadas.
| Organizational Culture Assessment in Public Sector× | Medida de Desempenho do Balanced Scorecard× | |
|---|---|---|
| Área≠ | Public Administration | Gestão estratégica |
| Família | Process / pipeline | Process / pipeline |
| Ano de origem≠ | 2011 | 1992 |
| Autor original≠ | Kim S. Cameron & Robert E. Quinn | Robert S. Kaplan and David P. Norton |
| Tipo≠ | Survey-based organizational culture diagnostic scale | Organizational performance measurement and management system |
| Fonte seminal≠ | Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework (3rd ed.). San Francisco: Jossey-Bass. ISBN: 9780470650264 | Kaplan, R. S., & Norton, D. P. (1992). The balanced scorecard: Measures that drive performance. Harvard Business Review, 70(1), 71–79. link ↗ |
| Outros nomes≠ | Public Sector OCAI, Competing Values Culture Assessment, Public Organizational Culture Diagnosis, Culture Profiling in Government | BSC, Balanced Scorecard Framework, Kaplan-Norton Scorecard |
| Relacionados≠ | 3 | 5 |
| Resumo≠ | Organizational culture assessment in the public sector is a structured, survey-based method for diagnosing the dominant values, beliefs and operating assumptions of a government agency or public organization. The most widely used instrument is the Organizational Culture Assessment Instrument (OCAI), grounded in Kim Cameron and Robert Quinn's Competing Values Framework, which maps culture onto two axes — internal versus external focus, and flexibility versus stability — yielding four culture types: clan, adhocracy, market and hierarchy. Respondents rate their organization on each type for both its current and preferred states, producing a culture profile that supports diagnosis and planned change. In public administration the method is adapted to capture the bureaucratic, mission-driven and accountability-laden character of government work. | The Balanced Scorecard (BSC) is a strategic management system that translates organizational strategy into a coherent set of performance measures across four perspectives: Financial, Customer, Internal Process, and Learning and Growth. Developed by Kaplan and Norton (1992) in Harvard Business Review, the BSC addresses a fundamental management gap: most organizations measure what is easy to measure (financial results) while neglecting what drives results (customer satisfaction, operational efficiency, employee capability). By balancing financial outcomes with non-financial drivers, the BSC enables organizations to understand and manage strategy execution, identify causal relationships between performance drivers, and align organizational actions with strategic objectives. |
| ScholarGateConjunto de dados ↗ |
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