Mbo
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Mbo

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Mbo Mbo Presentation Transcript

  • Management by objective MBO
  • Goal-Setting Theory    Many believe that everyone already sets goals But this is not true When groups do set goals, output invariably increases over groups that do not set goals.
  • Goal setting and incentives   Incentives improve performance – but Only if they cause individuals to set and commit to attaining specific goals
  • Why does goal setting effect performance?     Goals focus activity Goals regulate expenditure of effort Difficult goals lead to more persistent effort than do easy goals These 3 are critical to the MBO process
  • What is MBO?    We set goals and then performance is judged based on how well we accomplish these goals. Intellectually – this seems like the way to go – and has for years But?
  • The goals must be:     Mutually agreeable to employee and supervisor Demanding (stretching) but achievable Within the control of the employee Reviewed periodically for modifications based on events
  • The goals must also be:    Clearly defined Simple to understand Written
  • Problems with MBO programs   Employees get systematically more credit or blame than deserved Bias still exist in rating.
  • The end
  • The end