Explain how an MBO program works and describe the six steps involved in this type of program. MBO (Management by Objectives) is a process whereby a consensus between managers and employees on business objectives is brought about. The term Management by Objectives was first coined by management Guru Peter Drucker in his book The Practice of Management published in 1954…
Employees are also made to understand how their individual contributions influence overall success of business objectives. Drucker and other management experts have identified six steps in the MBO process. The first step is Motivation, whereby employee's inputs are considered and respected in setting goals for each individual. The keywords during this step are 'empowerment', 'job satisfaction' and 'commitment'. By involving themselves directly in the goal setting process, it is believed that employees will show more commitment to the success of the organization. The next step of the process is about ensuring that proper communication and coordination exists between managers and employees so that performance reviews are conducted in an open and transparent manner. By making the goals clear both management and workers can be expected to be on the same page. The six steps involved in MBO can be summarized as follows: Setting the overall business goals; Setting goals pertaining to departments within; Deliberating within departments in order to achieve a consensus; Agreeing upon commonly understood and discussed goals; Setting goals for individual employees; and finally Monitoring performance against set goals. ...
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The supervisors, therefore, evaluate the employees’ performance in terms of these goals. This method of appraisal entails notable strengths and weaknesses. The study recommended certain ideas in improving the effectiveness of the MBO method. To begin with, it is essential to form an independent committee that solely conducts the duties of performance appraisal.
Management by objectives (MBO) is a systematic and organized approach that allows management to focus on achievable goals and to attain the best possible results from available resources. It aims to increase organizational performance by aligning goals and subordinate objectives throughout the organization (Drucker, Peter, 1954)1.
It works on a larger scale of managing change in reference to the past doctrine, reformed technology and learning ability of the Royal staff members. Strategic change is in terms of bombing equipments and processes as they are improved in the present. Cultural and structural change depends on new policies of government to be approved and rectified.
The main goal of the study undertaken is to be able to present one of the methods and techniques in the management of organizations which is the management by objective. In addition, the effects of the MBO in terms of the efficacy in
David Altschuler of the Johns Hopkins University, and Dr. Troy Armstrong of the California State University, Sacramento and is funded by the Office of Juvenile Justice and Delinquency Prevention (OJJDP) (The Center for Delinquency and Crime
The good thing about MBO is that employee’s actual performance gets measured and compared with the standards set. This enables employees to fulfill their responsibilities beyond expectations. The MBO style
As such, formulation of goals and planning start from the top management and flow down the organizational hierarchy. However, the technique has been criticized for emphasizing on goals without providing means of achievement. In this regard, the following discussion provides an explanation of the flaws in the MBO technique.
It is evident that people feel sad but if the span of sadness is longer then it tends to become a sign of depression. It is a state wherein the person feels de-motivated and reveals a very low mood. In this context, it is
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