Enter your mobile number or email address below and we'll send you a link to download the free Kindle App. Then you can start reading Kindle books on your smartphone, tablet, or computer - no Kindle device required.

  • Apple
  • Android
  • Windows Phone
  • Android

To get the free app, enter your email address or mobile phone number.

Qty:1
FREE Shipping on orders over $35.
Only 6 left in stock (more on the way).
Ships from and sold by Amazon.com. Gift-wrap available.
Measuring and Managing Pe... has been added to your Cart
Condition: Used: Very Good
Comment: Text unmarked.
Have one to sell? Sell on Amazon
Flip to back Flip to front
Listen Playing... Paused   You're listening to a sample of the Audible audio edition.
Learn more
See all 2 images

Measuring and Managing Performance in Organizations Paperback – January, 1996

4.8 out of 5 stars 20 customer reviews

See all 2 formats and editions Hide other formats and editions
Price
New from Used from
Kindle
"Please retry"
Paperback
"Please retry"
$24.95
$11.75 $10.46

"The Industries of the Future"
Innovation expert Alec Ross explains what’s next for the world. Learn more.
$24.95 FREE Shipping on orders over $35. Only 6 left in stock (more on the way). Ships from and sold by Amazon.com. Gift-wrap available.

Frequently Bought Together

  • Measuring and Managing Performance in Organizations
  • +
  • Software Metrics: A Rigorous and Practical Approach, Third Edition (Chapman & Hall/CRC Innovations in Software Engineering and Software Development Series)
  • +
  • The Year Without Pants: WordPress.com and the Future of Work
Total price: $110.49
Buy the selected items together
NO_CONTENT_IN_FEATURE

Image
Looking for the Audiobook Edition?
Tell us that you'd like this title to be produced as an audiobook, and we'll alert our colleagues at Audible.com. If you are the author or rights holder, let Audible help you produce the audiobook: Learn more at ACX.com.

Product Details

  • Paperback: 240 pages
  • Publisher: Dorset House Publishing Company, Incorporated (January 1996)
  • Language: English
  • ISBN-10: 0932633366
  • ISBN-13: 978-0932633361
  • Product Dimensions: 9 x 6 x 0.6 inches
  • Shipping Weight: 12 ounces (View shipping rates and policies)
  • Average Customer Review: 4.8 out of 5 stars  See all reviews (20 customer reviews)
  • Amazon Best Sellers Rank: #1,021,832 in Books (See Top 100 in Books)

More About the Author

Discover books, learn about writers, read author blogs, and more.

Customer Reviews

Top Customer Reviews

Format: Paperback
This book provides an amazingly convincing explanation for why employee incentive programs often do more harm than good. It's often because knowledge work is too complicated to benefit from any simple measures.
The core argument of the book uses some mathematical reasoning that will be accessible to anyone who stayed awake through Economics 101. This is illuminating enough, but then Austin continues to add on additional insights.
I've placed this book on my shelf next to The Logic of Failure (Doerner) and Normal Accidents (Perrow). All of these books provide solid scientific arguments for the limits of management.
As a software tester, the most obvious application of the book is as an explanation of exactly when counting defects (found by testers, or introduced by programmers) is likely to lead to trouble.
Comment 34 of 34 people found this helpful. Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback.
Sorry, we failed to record your vote. Please try again
Report abuse
Format: Paperback Verified Purchase
Robert Austin presents an idealized model of a managed organization. Instead of looking at an organization made up of thousands of employees and a few hundred managers arranged in a hierarchy, Austin's model consists of three participants: a principal, i.e. a manager, and an agent, i.e. an employee, and finally a customer who buys the goods or services provided by the agent under the supervision of the principal.

He also assumes that an agent's job consists of two activities and the customer is happy if the agent performs well in both. Austin looks at the cases where the principal can monitor neither of the two activities, where she can monitor only one of the two activities, or where she can monitor both activities. According to the model the agent will behave differently in all three cases.

If the principal cannot (or will not) measure either activity, then we have delegated management, if she can measure both activities, then we have a fully supervised model, and if she can measure only one of two activities, we have a dysfunctional model.

When delegating management, the assumption is that agents want to work well, that they are not deriving maximum satisfaction by exerting the least amount of effort.

When supervising, the principal evaluates overall performance by measuring certain aspects of the agent's activity. Austin's conclusion is that measuring performance won't work unless you can measure everything employees should be doing (i.e. full supervision). Incomplete measurement is not only useless, it is dangerous since it motivates agents to make efforts only for what is measured.

For example, if a help desk line measures performance by the number of calls an employee takes, then employees are motivated to spend very little time per call.
Read more ›
Comment 26 of 27 people found this helpful. Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback.
Sorry, we failed to record your vote. Please try again
Report abuse
Format: Paperback
In my role as a methodologist, business process modeler, and designer of metrics and measurement programs I have long been concerned with the preverse and unanticipated effects of such measurement programs. For the first time Austin has identified what is going wrong with most types of measurements and offers a model for how to correctly construct a non-disfunctional approach to measuring things in the real world. I now understand what is wrong with the Consumer Price Index, why my marriage failed, and a lot of other inexplicable things about the world around me. I would urge every manager and professional to read at least the first few chapters of this book in order to understand the tremendous harm incorrect measurement can do and how collect and use measurements properly
Comment 21 of 23 people found this helpful. Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback.
Sorry, we failed to record your vote. Please try again
Report abuse
Format: Paperback Verified Purchase
This book is not - a light read - long - mathematical - about software specific issues and the arcana of that discipline - a cookbook for deciding what to measure, how to measure, how to analyze, how to report
This book describes - the uses of measurement, informational vs motivational - a (increasingly elaborated) measurement model - an objective definition of dysfunction and how it arises because of measurement - a model of "supervision" and how measurement supports (or interferes with) various kinds of supervision - a suggestion about organizational incentives - some strengths & weaknesses of well known assessement systems; e.g., ISO, SEI - the interview method and answers applying the model with 8 well-known writers on software and software management issues.
The messages I got - setting up measurement systems is not easy. There are many pitfalls - picking the goal(s) that the measures will support is critical - picking the measures. Some things are too expensive to measure - deciding how much to spend - deciding what to report to whom - (to my own chagrin) that I had personnally and fully encountered most pitfalls - it's easy for those measured to subvert the measuring - partial measurement may make things worse - informational measurement (measuring and results stay with those measured) is less likely to be subverted - purely economic models are not fully adequate explanations of employee-employer relationships.
1 Comment 16 of 19 people found this helpful. Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback.
Sorry, we failed to record your vote. Please try again
Report abuse
Format: Paperback Verified Purchase
I teach courses on software metrics and do some research on software-related measurement. As Austin points out in his book, many of the well-known advocates of metrics in the software community are blind to the issues that he raises, or they dismiss the issues as social science hooey that won't affect serious engineering. They are so, so wrong. This is a useful, readable book, that teaches hard lessons.
Comment 7 of 7 people found this helpful. Was this review helpful to you? Yes No Sending feedback...
Thank you for your feedback.
Sorry, we failed to record your vote. Please try again
Report abuse

Most Recent Customer Reviews

Set up an Amazon Giveaway

Amazon Giveaway allows you to run promotional giveaways in order to create buzz, reward your audience, and attract new followers and customers. Learn more
Measuring and Managing Performance in Organizations
This item: Measuring and Managing Performance in Organizations
Price: $24.95
Ships from and sold by Amazon.com