Result Control:

Result control as the most effective manifestation of control, could deal with worker's behaviors adequately by prizes. As per Merchant and Stede, the fiscal strategies that incorporate compensation and rewards and is utilized every now and then to spur staff; and it additionally permits supervision and reconnaissance of representative's exhibitions (2012). In any case, result control could apply to monetary measures, as well as copious actualize in the non-budgetary angle (Kaplan, 1984). For moment, finishing the buyer's fulfillments overview to an administration buy could be a nonfinancial control. Besides, Ittner and Larcker (2003) point out that these organizations practice the non-monetary measures reasonably and consolidate them with budgetary measures could make higher benefits than the-se that don't.

Turn around time- After the fruitful overview the outcomes concentrates on the predetermined pivot time for particular assignments to be performed by every division as indicated by the significance of the undertaking. Despite the fact that, top management expressed that the TAT may be advantageous to build up the capability of the workers, the business group considered that it could have has a negative effect on the services provided and in the event that the circumstance emerges where the services provided are not efficient then it could prompt financial penalties for the association.

Pressure to meet the target to accomplish KPI- Concerning the aftereffects of the study, individual from FIVE D business group experience astounding weights because of the aggressive targets and every day workload. Despite the fact that, administrators expressed that the testing objective may be valuable to build up the capability of the representatives, the business group considered that it has a negative effect on their mental wellbeing and performance of the employees. The KPI depends on the Service Level Agreements with the clients and changes from office to division and on the order level, the KPI's focus the execution of the work performed by the employees and the development relies on that.

Top down target setting lacks feedback- the shortcomings in FIVE D feedback framework are distinguished. All the more correctly, ground level issues, proposals, thoughts and other information can't be sent to the top-supervisors. Thus, the directors may miss chance to advantage from imperative information regarding the services provided. Moreover, this top-down target process, which measures up to administrative conduct, lessens the eagerness of representatives and their self-regard. Besides, a few business office representatives uncovered that the organization demands objective compatibility bringing a few issues. With the improvement of the organization and an expanding number of service workplaces around the world FIVE D utilized same or comparable missions and administration styles in the distinctive zones without considering the nearby particular conditions. Case in point, in Papua New Guinea FIVE D confronted the solid opponent named Jones Lang Lasalle, which lead FIVE D to conduct adequate statistical surveying for the need of locals and could cause the abroad market misfortunes. Items ought to be good with the neighborhood propensity (Onkvisit& Shaw, 2004). Recommendation- the findings recommends that FIVE D ought to take advantage by looking for feedback from the low level employees keeping in mind the end goal to accomplish with overall effectiveness and attain towards setting up standards. The input will help FIVE D in setting the norms comprehensively for the work to be performed in a specific way without surpassing as far as possible. This thus will likewise help in deciding fitting KPI's and target setting for every division and market.