Module 7.2 targets: why do we measure?

Introduction

• The rise of self-monitoring apps since the 2009 Apple commercial "There's an app for that."

• Examples include Strava (cycling), Step Counter (walking), Goodreads (reading), and MyFitnessPal (nutrition).

• The Quantified Self movement formed in 2007, focusing on self-collection of measurement information.

• David de Souza's "The Dashboard of My Life" tracks various personal metrics since 2016.

• Motivation stemmed from failing to run a marathon.

• Business dashboards exist for tracking progress; a personal dashboard serves a similar purpose.

• David’s data revealed correlations between his alcohol consumption and productivity, along with insights on sleep impacting performance.

Performance Measurement History

• Measurement in organizations has a lengthy history, dating back to management scientist Frederick Taylor's work in 1911.

• Emphasized efficiency and worker motivation through measurable outcomes.

• Performance measurement is now commonplace, extending to help desks and consultants.

• New Public Management in the 1980s introduced business practices (including performance measurement) into the public sector for efficiency.

• Critique of over-reliance on metrics leading to manipulation and distortion of performance indicators (e.g., academic publication counts and crime rates).

Impact of Measurement on Society

• The obsession with metrics has led to comparative culture and performance anxiety.

• Byung-Chul Han describes society as a "burnout society."

• Literature illustrates the dichotomy of numeric fixation vs. qualities of life (e.g., character study examples from "A Christmas Carol" and "The Little Prince").

Need for Critical Examination of Quantification

• Measurement simplifies complex realities into quantifiable outcomes, potentially losing essential qualities.

• Case study: Dutch pupil monitoring systems claim to provide a "complete picture" of children's capabilities, yet fail to account for nuances in character and behavior.

• Calls for moderation in measurement practices to maintain integrity in personal and organizational contexts.

Measurement Systems in Organizations

• An overview of how organizations deploy measurement systems.

• For instance, using performance metrics to guide decision-making can lead to harmful side effects.

• Case in point: Salespeople facing pressure to manipulate sales figures to meet targets, resulting in unethical practices.

• Politicians manipulating motion filings for status shows indicators can foster competition over substantive governance.

The Dangers of Measuring Performance

• Risks of overemphasizing quantification in various fields.

• Example: Academic pressure may lead to ethical breaches as students focus on grades over learning.

• Discussions surrounding self-tracking emphasize intrinsic motivation vs. measured rewards.

• Campbell's Law’s principle that increasing reliance on a quantitative measure for decision-making can undermine the integrity of social processes.

The Human Cost of Measurement

• Measurement can create performance pressure leading to psychological stress.

• Survey data indicating negative correlations between performance measures and job satisfaction.

• Discusses the detrimental effects on emotional well-being and professional relationships.

Societal Side Effects of Measurement Systems

• Measurement systems change the quality of human relationships, fostering transactional over communal interactions.

• Offers evidence that societal metrics can diminish altruism, as market norms supplant social norms.

Self-Perception and Social Comparison

• Measurement focuses attention on competition, reshaping self-identity around performance metrics.

• Internalization of performance standards leads to self-exploitation.

• Byung-Chul Han's insight on the "achievement subject" and pervasive comparison culture implying goal-setting and self-improvement.

Conclusion

• Acknowledges the complex nature of measuring performance, revealing both benefits and penalties.

• Argues for a critical perspective on the effects of quantification, advocating for a moderate approach.

• Final thought on how the relationship between measurement, effectiveness, and personal integrity will set the trajectory for future practices.

Concept List

• Self-Monitoring Apps: Applications designed to help users track personal metrics related to health, fitness, and productivity.

• Quantified Self Movement: A movement focused on self-collection of data to gain insights about personal performance.

• Performance Measurement: The process of evaluating the efficiency and effectiveness of an organization or individual through quantifiable metrics.

• New Public Management: A reform movement in the public sector introducing business-like practices for improved efficiency.

• Campbell's Law: A principle stating that the more a measure is used for social decision-making, the more it is prone to distortion and corruption.

• Burnout Society: A term coined by Byung-Chul Han describing a society characterized by constant self-optimization and performance pressure.