Influence of balanced scorecard on employee job satisfaction: a survey of Co-operative Bank of Kenya Ltd
This research was conducted to assess the application of balanced scorecard on cooperative bank employee job satisfaction. This was done with the view that people are an important factor for any organization to accomplish its mission. The study adopted a survey design and primary data was collected using questionnaires. For this study, a descriptive analysis was used to describe the application of balanced scorecard on employee job satisfaction. These were appropriate because of the qualitative nature of the data. The study found that balance scorecard use in the bank was straight forward and user friendly and that balance scorecard reflects a good measure for measuring performance based on the four pillars as entrenched in the strategic plan of the bank. Operational management and Monitoring and evaluation were the most highly uses of balances scorecard in the bank. While Job content (interest, prestige, and independence), Pay and Interpersonal relationships were the most motivators at work place Secondly, the study found that statements describing the employees feeling about the jobs to a large extent were; the relationships you have with other people at work, the actual job itself, the degree to which you feel 'motivated' by your job, the style of supervision that your superiors use, the extent to which you may identify with the public image or goals of your organization, current career opportunities, the feeling you have about the way you and your efforts are valued, the kind of work or tasks that you are required to perform and the degree to which you feel that you can personally develop or grow in your job. From the findings of the study, it can be concluded that cooperative bank employees have not fully embraced balance scorecard as performance measurement tool. The study also found that operational management and Monitoring and evaluation were the most highly uses of balances scorecard in the bank. Applications like strategic management and personal goal management are only used to a moderate extent yet they are responsible for job satisfaction in the organization.