What is the significance of management by objectives?

Question 1: What is management by objectives? What is the significance of implementing management by objectives? Here are the excerpts from the entry on management by objectives in Baidu Encyclopedia for your study and reference! 1. Management by objectives: Classic management theory defines management by objectives (MBO) as: Management by objectives is a modern management method that is goal-oriented, people-centered, and results-based, so that organizations and individuals achieve the best performance. Management by objectives is also called "results management" and is commonly known as accountability system. It refers to a management method that determines work goals from the top down with the active participation of individual employees of the enterprise, and implements "self-control" at work to ensure the realization of the goals from the bottom up. 2. The significance of implementing management by objectives 1. An enterprise must have a unified goal. An enterprise can only succeed if it has a clear goal and forms a team that works closely together within the organization. But in practice, different factors hinder teamwork. For example: there is often a lack of coordination between different departments. The production department produces products, but the sales department finds that sales are not smooth. Designers may develop an entirely new device without considering the difficulties of the production department or the needs of the market. Hierarchy within organizations creates friction and misunderstandings between bosses and subordinates. Subordinates complained that their bosses did not want to understand their problems, and their bosses complained about their subordinates' indifference. Top managers sometimes develop inappropriate compensation systems that mislead lower-level managers. To be successful, an enterprise must first set unified and guiding goals, which can coordinate all activities and ensure the final implementation effect. This is why management by objectives is needed. 2. There may be only one main goal. Generally speaking, there may be only one main goal. It can be defined in terms of the purpose of the business. Such as Theodore, the former president of the American Bell Telephone Company? Weill, said "our business is service." Once the main goal is clear, goals for other different areas of the business can be easily determined. Enterprise development depends on whether the goals are clear. Only by making careful choices about goals can a business survive, grow and prosper. A developing enterprise should try its best to meet the needs of different aspects, which are related to employees, management, shareholders and customers. Top managers are responsible for formulating the main overall goals of the enterprise and then translating them into specific goals for different departments and activities. For example, if the company's overall sales goal is $1 million, the sales director and regional manager will discuss how to achieve the goal and set specific goals for different regions. Goals are set jointly, not imposed on subordinates. If management by objectives can be fully implemented, subordinates will even take the initiative to propose goals they think are appropriate and seek approval from their superiors. This way, everyone from management to front-line employees will know what needs to be achieved. For specific implementation, please refer to this entry to learn and understand!

Question 2: What is management by objectives? _Answer to the meaning of management by objectives. Drucker believes that it is not that there are goals only when there is work, but on the contrary, only with goals can everyone's work be determined. Therefore, "the mission and tasks of an enterprise must be transformed into goals." If there is no goal in a field, the work in this field will inevitably be ignored. Therefore, managers should manage subordinates through goals. When the top managers of the organization determine the organizational goals, they must effectively decompose them into sub-goals for each department and individual. Conduct assessment, evaluation, rewards and punishments on subordinates based on their performance.

After management by objectives was proposed, it spread rapidly in the United States. When the Western economy shifted from recovery to rapid development after World War II, companies urgently needed new methods to mobilize employees' enthusiasm to improve competitiveness. The emergence of management by objectives can be said to have emerged as the Xuzhou Recruitment Network came into being, and was widely used. It was quickly imitated by companies in Japan and Western European countries and became popular in the world management community.

There are various specific forms of management by objectives, but its basic content is the same.

The so-called management by objectives is a program or process that allows superiors and subordinates in an organization to negotiate together to determine the overall goals of the organization within a certain period of time based on the mission of the organization, thereby determining the responsibilities and sub-goals of superiors and subordinates, and assigning these goals. Goals serve as the standards by which the organization operates, evaluates, and rewards the contributions of each unit and individual.

Question 3: Which one is more important to the enterprise, objective management or process management? Your question should be understood as: result management or process management. Management by objectives is result-oriented, while process management is based on the implementation of systems, processes and standards.

Both of these are very important. From the long-term development of the enterprise, we must pay attention to process management and strictly follow the established systems and processes. Through the results obtained in this way, we can achieve the goals set by the enterprise. This is Only benign development can be sustainable and will not be a flash in the pan.

If you insist on achieving goals without paying attention to the process, then employees will do whatever it takes to achieve the goals, and may even sacrifice the long-term interests of the company to obtain short-term development. This is fatal to the company and will cause harm. It is huge and irreversible.

There is a saying that goes like this: Your world is right, and so are the people. If the process is right, the result cannot be bad. The success of an enterprise depends 30% on strategy and 70% on execution.

Question 4: What is management by objectives? What is the concept? Management by objectives is a modern management method that is goal-oriented, people-centered, and results-based to achieve the best performance for organizations and individuals. With the active participation of individual employees of the enterprise, work goals are determined and "self-control" is implemented at work to ensure the realization of goals from the bottom up.

Question 5: What is the importance of goals in a team? What is the importance of goals in a team includes the following four aspects:

1. Point out the direction.

The setting of goals provides managers with a direction for coordinating collective actions, thereby helping to guide organizational members to form unified actions. Therefore, some people compare the role of the target to the "Big Dipper".

2. Incentive effect.

Goals are a source of strength that motivates organizational members. Only when employees have clear action goals can their potential efforts be mobilized so that they can do their best and create the best results. Employees will only feel a sense of accomplishment and satisfaction after reaching their goals. Some scholars have studied the motivational effect of goals on typists, drivers, computer data entry workers, loaders and certain service personnel. The results show that clear work goals can improve work performance by 11 to 17 percent.

3. Cohesion.

Cohesion is an important factor that makes an organization a multi-member federation rather than a disorganized mess. When organizational goals fully reflect the common interests of organizational members and are harmonious and consistent with the personal goals of organizational members, it can greatly stimulate the enthusiasm, dedication and creativity of organizational members. Of course, organizational goals that conflict with the personal goals of organizational members may undermine organizational cohesion. This shows from one side that the formulation of organizational goals is an important part of management work.

4. Decision-making criteria and assessment basis.

Goals are not only the starting point for managers to formulate decision-making plans, but also the basis for assessing the quality of management decision-making and execution. Only when the organization has set clear goals can relevant personnel have objective criteria for their thinking and actions, instead of making decisions based on subjective will and making assessments based on subjective impressions. The importance of goals is unquestionable. For this reason, it is necessary to understand some important properties and components of organizational goals, as well as the basic principles and basic methods of goal setting.

Question 6: The Importance of Goals Harvard University has a very famous follow-up survey on the impact of goals on life.

The target is a group of young people with similar intelligence, education, environment and other conditions. The survey results found:

People who are 27 years old have no goals

People who are 60 years old , people with vague goals

10 people have clear but relatively short-term goals

3 people have clear and long-term goals

25-year follow-up study As a result, their living conditions and distribution phenomena are very interesting.

Those who account for 3 have almost never changed their life goals in the past 25 years.

Over the past 25 years, they have worked tirelessly in the same direction.

After 25 years, they have almost all become top successful people in all walks of life, including self-starters, Industry elites and social elites.

Most of those 10% who have clear short-term goals live in the middle and upper classes of society.

Their most common characteristic is that those short-term goals are constantly being achieved,

their living conditions have steadily improved, and they have become indispensable professionals in all walks of life.

Such as doctors, lawyers, engineers, senior executives, etc.

Among them, 60% of those with vague goals almost all live in the middle and lower levels of society.

They can live and work stably, but they have no personal achievements.

The remaining 27 are those who have had no goals for 25 years. Almost all of them live at the bottom of society.

Their lives are very unsatisfactory. They are often unemployed and rely on social relief.

And they often complain about others, society, and the world.

The investigators therefore concluded that goals play a huge guiding role in life.

Success is just a choice of oneself at the beginning.

What kind of goals you choose will determine what kind of achievements you will have and what kind of life you will have. (If you care when the weather is cold)

At this moment, you can stop reading the text below, take a few minutes to think about it, and ask yourself

Do you have a goal? Is it clear? How long is the goal?

Which of the 27, 60, 10, and 3 categories of people did I belong to in the past?

Which category does it belong to at this moment? Or decide at this moment which type of person you want to belong to in the future?

Today’s life status is not determined by this day, it is the result of our past life goals;

Tomorrow’s life status is not determined by the future, it will be our today’s life goal result.

Goals are the guiding light for action.

Without goals, we will not work hard because we don’t know why we should work hard.

Just like a ship in the sea, if you don’t know where the dock is, what’s the use of refueling?

Without a goal, we almost lose opportunities, luck, and support from others at the same time.

Because he doesn’t know what he wants, there is nothing he can do to help him;

It’s like a ship in the sea, if you don’t know where the dock is. , it is not clear what wind is a tailwind for it.

Therefore, the power of the target is:

1. Set clear directions for people's behavior so that people can fully understand the purpose of each of their actions.

2. Let yourself know what is most important and help you organize your time appropriately.

3. Force yourself to plan ahead and seize the day.

4. It enables people to clearly evaluate the progress of each action and positively review the efficiency of each action.

5. It enables people to shift the focus from the work itself to the work results.

6. It enables people to see the results before they get them, thus generating continuous confidence, enthusiasm and motivation.

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Question 7: What is the meaning of life? In "The Sutra of Forty-Two Chapters of the Buddha's Speech", there is this record: Once, the Buddha asked his disciples around him: "How long is a human lifespan?" One disciple replied: "It is as long as several days." After hearing this, the Buddha said: "You have not entered the door of Buddhism yet." The Buddha asked another disciple: "How long is a human lifespan?" The second disciple replied...

Question 8: The Importance of Determining Goals in Enterprise Management 1. Introduction

Planning work is the basis of management work, and goals are the end of planning work. An effective goal management plan must be intertwined with a complete management In this way, this requires all employees of the company to work together and manage together, so that the entire company can move to the next level.

2. What is goal management

It means that the company’s leaders set the overall goals required within a month based on the company’s needs and the problems to be solved, and then implement them layer by layer. The supervisors of subordinate departments and even every employee are required to formulate goals and implementation measures respectively according to the goals set by superiors, form a goal system, publicly post it on the wall, and use the completion of the goals as the basis for the assessment of each department or individual.

3. Why should we implement management by objectives

As we all know, no one can achieve a goal with vague requirements. Employees must know what their goals are and what kind of activities are helpful. To achieve goals, and when to complete these goals, and these goals should be measurable.

4. How to implement management by objectives

1) Develop a complete goal system

First, the company leaders set a general goal, and then through negotiation, Set departmental and personal sub-goals. All goals should be as specific and quantitative as possible to facilitate inspection and assessment. In addition, all goals are implemented by people, and employees know what they do and what their responsibilities are every month, week, and every day.

2) Organization and implementation

Once the goals are set, Manager Gongmen should let go and hand over power to subordinate employees, while focusing on comprehensive management of key points himself. That is to say, the supervisor's management mainly includes guidance, assistance, asking questions, providing intelligence and a good working environment.

3) Inspection results

For the completion of goals and results achieved at all levels, the department manager must inspect and evaluate the results before leaving get off work every day, and make a summary at the morning meeting every day. At the same time, the performance of the day's goals will be assessed. Specifically, the following steps can be taken:

1) Self-inspection

Department managers should check the target results achieved by subordinate employees, but more importantly, they should self-inspect their own achievements. The inspection can be reflected in the work log.

2) Negotiation

For personal self-examination, the department manager must find a basis for setting higher goals for the next step through understanding and research.

3) Evaluation

The reflected results are combined with the assessment. Individuals who complete target tasks on time and achieve significant results should be commended and rewarded, and necessary punishment should be given to individuals who do not complete tasks on time or have poor results.

In summary, through goal management, people who perform well at work will become better, and people who perform differently will be improved and promoted in a timely manner, so that the company will always maintain a virtuous cycle and improve While working efficiency, it also improves the personal quality of employees, so the implementation of goal management plays a decisive role in the rapid development of enterprises.