Management by Objectives Report
(Project management: Case Studies
Harold Kerzner, (2006). John Wiley and Sons)
Management by objectives This technique allows all parties, the project manager, the functional manager, and the employee, to share and to participate in the appraisal. It epitomizes the systems approach since it allows for objectives modification without undue or undeserved penalty to the employee. Finally, it uses objective data and downplays subjective data.
Advantages
emphasis on results rather than on abstract personality characteristics
Little difficulty with -conflict (over schedules, priorities, technical issues, administration, personalities, costs)
http://www.performance-appraisals.org/cgi-bin/links/jump.cgi?ID=10501
What IS MBO (Management by Objectives)
MBO (or management by objectives) is a technique credited to management guru Peter Drucker, to describe a method of performance management that is based on the setting of clear and measurable objectives, and the use of those objectives to evaluate and review performance. When done correctly, MBO is probably the best, and fairest way to plan for and create effectively performing employees, although, of course, if the implementation is poor, the outcomes will be poor.
Here 's a formal definition:
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. Ideally, employees get strong input to identify their objectives, time lines for completion, etc. MBO includes ongoing tracking and feedback in the process to reach objectives.
http://www.allbusiness.com/management/154486-1.html
By Marlow, Edward,Schilhavy, Richard
Publication: Industrial Management
Date: Tuesday, January 1 1991
Expectation Issues in Management by Objectives Programs
How many
Harold Kerzner, (2006). John Wiley and Sons)
Management by objectives This technique allows all parties, the project manager, the functional manager, and the employee, to share and to participate in the appraisal. It epitomizes the systems approach since it allows for objectives modification without undue or undeserved penalty to the employee. Finally, it uses objective data and downplays subjective data.
Advantages
emphasis on results rather than on abstract personality characteristics
Little difficulty with -conflict (over schedules, priorities, technical issues, administration, personalities, costs)
http://www.performance-appraisals.org/cgi-bin/links/jump.cgi?ID=10501
What IS MBO (Management by Objectives)
MBO (or management by objectives) is a technique credited to management guru Peter Drucker, to describe a method of performance management that is based on the setting of clear and measurable objectives, and the use of those objectives to evaluate and review performance. When done correctly, MBO is probably the best, and fairest way to plan for and create effectively performing employees, although, of course, if the implementation is poor, the outcomes will be poor.
Here 's a formal definition:
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. Ideally, employees get strong input to identify their objectives, time lines for completion, etc. MBO includes ongoing tracking and feedback in the process to reach objectives.
http://www.allbusiness.com/management/154486-1.html
By Marlow, Edward,Schilhavy, Richard
Publication: Industrial Management
Date: Tuesday, January 1 1991
Expectation Issues in Management by Objectives Programs
How many
Links: http://www.performance-appraisals.org/cgi-bin/links/jump.cgi?ID=3982 http://www.performance-appraisals.org/cgi-bin/links/jump.cgi?ID=3980 http://usf.usfca.edu/fac_staff/weihrichh/docs/career.pdf