Management by objectives helps employees appreciate their roles and responsibilities at work. The planned Key Result Areas (KRAs) are specific to each employee, based on their interest, educational qualification, and specialization. The MBO approach usually results in better teamwork and communication. The MBO helps managers to systemically update and delegate tasks to employees with a mutual understanding and keeping the objectives aligned with the organization's mission.
A defined set of functions is established for each employee, and their work is also monitored. It consists of planning, designing and executing objectives with transparency and completing them within a defined time frame. The term “Management by Objectives” was first coined by management guru Peter Drucker in his 1954 book, The Practice of Management. The purpose of planning is to develop a plan to grow a business.
The better the planning, the easier it will be for management to take action. Effective planning requires an attitude of never being satisfied with the organization's current performance. Communication is the central pillar of any organization in order to maintain and prosper. The communication process becomes more active between management and employees with this management technique.
The continuous flow of two-way communication provides more opportunities and clarity in ambiguous roles by defining clear objectives for each member of the team. With the MBO, the members of the organization are aware of the functions performed by others. It helps subordinates to inform their managers and to understand them better, since the work assigned to them is mutually decided. In addition, since all members work to achieve the main objective of the organization, the MBO offers an advantage in understanding it and ensuring transparency in the process.
In an organization, we often see employees gradually losing their job satisfaction and sense of commitment. The reason behind this, however, has several reasons. However, one of the important factors is the lack of direction, transparency and lack of communication between superiors and subordinates. This strategic model closes that gap and creates a positive and open work environment.
The main benefit of the MBO is that it encourages staff to commit to achieving the specified objectives. In a normal course, people only do the work that is assigned to them. They follow the instructions of their superiors and carry out their work routinely. At MBO, each person's purpose is clearly defined with their own consent.
People in the organization have the opportunity to put their own ideas before their superiors, discuss the pros and cons of the various suggestions, and participate in setting the final objectives. When a person is in favor of setting goals, then they will honestly strive to achieve them. You will feel committed to achieving the goals decided upon with your consent. A sense of commitment brings enthusiasm and helps achieve goals.
Intro to money management for single parents who go alone. The model allows employees to set personal goals and define professional direction. Employees increase their professional experience by setting goals that align with the talents, competencies and knowledge acquired. Therefore, the MBO process provides a platform for learning and developing skills.
Managers must establish measurable performance goals and standards and priorities for these objectives. With the MBO strategic model, the establishment of objectives is carried out with the mutual participation of management and the organization. This step also involves managers delegating authority to qualified personnel and defining the roles and responsibilities of each employee. Management by objectives forces managers to think about planning for results, rather than just planning activities or work.
The MBO allows for a high degree of self-control on the part of individual administrators and increases the decentralization of authority. These models are quite easy to understand and their implementation together with the MBO helps managers achieve better results. By comparing actual productivity with a given set of standards, managers can identify problem areas and improve efficiency. They may feel pressured to get along well with management when it comes to setting goals and objectives, and these goals may be set unrealistically.
So, what do you think of MBO as a management technique? Given the advantages of the MBO, it's quite clear how it can help managers and employees create a symbiotic working relationship that helps grow the organization. It is a strategy with clearly defined objectives that are agreed upon by both management and employees. Therefore, it must be fully accepted as a management style and must be fully synthesized with the organizational climate. Management by objectives (MBO) is a strategic management model that aims to improve the performance of an organization by clearly defining the objectives agreed upon by both management and employees.
Management by objectives is a process in which employees and their supervisors identify common objectives and work together to achieve those objectives. .
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