It is important for a company to have the establishment for executing strategy utilizing performance measurement and control systems. These frameworks can beat the organizational setbacks that obstruct the capability of those who work in the association. Managers depend on profit strategies and performance measurement systems to actualize their plan and investigates the five organizational tensions. These organizational tensions must be settled by Managers to guarantee success and accomplishment in the business. Managers must adjust and balance profit, growth, and control; balance short-term results with long-term sustainability; balance the expectations of different constituents; balance opportunities and attention; and balance the motives of human behavior. This balanse helps managers to accomplish benefits such as profit objectives and techniques.Balancing Profit, Growth, and ControlUsually, there is a tension between profit, growth, and control in most businesses. A profitable business that can be productive may need sufficient controls or their business will crash. Managers can suspect that in light of the fact that the business is profitable, controls must be sufficient. However, lack of control enable mistakes and to crawl into operations and negatively affect profits. On the other hand, if the business has growth but does not have profits, the company can not survive. This will also result in lower returns for stockholders (Simons 2016, p. 6). One way to keep your business in harmony is by balancing all three tensions with profit, growth, and control all being taken care of. A business can increase growth through heavy advertising and pricing their products as adorable as they can make it for the customers. By setting control, the manager can make sure that the company will be in business long term. Pursuing one tension at the cost of the other three, is a recipe for disaster. One example of this is Tayotas growth pursuit in 2002. They blindly pursued growth to the point where Toyota failed to maintain proper control. This led them to fail to upholding to quality standards for their car parts and overall quality product that was well associated with their brand. A year later, Toyota cars had many accidents, and multiple deaths. They were also fined 1.2 billion dollars and had to recall 8 million cars. They lost a lot of market share. This effect their band image and they had to work hard to regain consumers trusts. This proves that pursuing one tension at all cost, blindly will cause more damage than if they built their image right. Nowadays, Toyota slowed down their aggressive growth model. They want to build better cars and they want to prevent what happened in the past (Simons 2016, p. 8).Balancing Short-Term Results with Long-Term SustainabilityThe short-term and long-term tension are emphasized by the majority of stakeholders. This is because of the external pressures for short term results and the internal pressures for long term sustainability such as investments and project funding. Short Term Methods results are simpler than long term results . This is because short term results are governed by financial progress based on temporary results. They are more of a process and less creativity is needed to achieve short term results. On the other hand, long term Sustainability are extremely difficult and harder to predict. Managers should concentrate on long lasting results rather than temporary ones. They should enter new markets with new items and put resources into innovative work to remain current with contenders and meet changing client needs (Simons 2016, p. 7).The best approach to balance these tensions is to concentrate on sustainable earnings. Sustainable earnings are are not acquired by cutting important long term investments. On the chance that management is intended to grow sustainable earnings,at that point organizations will be significantly more liable to evade superfluous decisions between the short and long term. Another approach to decrease tension between the short term and the long term is to invest more energy considering what isolates them which is the medium term. Organizations can split up their ventures and issues into three time periods. These are long-term sustainability, short-term priorities, and medium-term direction (Simons 2016, p. 8).Balancing Opportunities and AttentionAnother tension in associations identifies with having excessively of a certain something and too little of another. Supervisors have excessive opportunity.The business can get into new items, new administrations, expanding into different enterprises, and opening worldwide markets. Yet, businesses have too little of management time and attention. There are such a significant number of business limitations. The most critical limitation is the attention limits. Just like the most critical constraint is management attention. Managers must ration their time and attention. Google was feeling this pressure because this was on the grounds that they had such a significant number of various open doors and constrained attention.Therefore, Google rebuilt as a conglomerate in 2015 under the name “Alphabet.” “Alphabet” was there to to better manage their wide-ranging variety of products.Every business would now have their own different administration group that could concentrate on their individual objectives and performance expectations. In this manner, an essential issue in outlining performance measurement and control systems is guaranteeing that these frameworks are profitable instruments in utilizing rare administration time and consideration. One estimation method is Return on management. Return on management is the amount of productive organizational energy released divided by the amount of management time and attention invested. By increasing the amount of productive organizational energy released, and decreasing the amount of management time and attention invested, managers can maximize their performance measurement and control systems. Managers can amplify their ROM by driving up the measure of beneficial organizational energy discharged and driving down the measure of administration time and attention contributed.ConclusionThe decision of which tension should be the lead is as much a matter of judgment as of analysis. These three common bonds are hard to measure. What’s more, apparently sensible management practices can weaken performance on the three common bonds. But no matter how difficult it is to do, working hard to strengthen the common bond in your company’s lead tension is the only truly reliable route to improving performance for all your stakeholders.