Managementbyobjectives 100327015317-phpapp02
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  • These four major activities must occur for MBO to be successful. MBO seems to me like it would work well for a goal oriented organization.

Managementbyobjectives 100327015317-phpapp02 Managementbyobjectives 100327015317-phpapp02 Presentation Transcript

  • PRESENTATION ON 360 DEGREE APPRAISAL Presented By-: Avanish tripathi Prabhakar Kumar D I T School of business M B O
  • In order to make appraisal more objective , transparent and Participative concepts such as self-appraisal , peer appraisal, Subordinate appraisal and appraisal by customer were introduced. 360 degree system involves evaluation of a manager by every One . Structured questionnaires are used to collect responses about Managers from his bosses. Several corporations like General electric , Reliance , Godrej soap Wipro, Infosys etc are making use of all this technique 360 DEGREE APPRAISAL
  • FOUR INTEGRAL COPONENTS OF 360 DEGREE APPRAISAL EMPLOYEE SUPERIOR SUBORDINATE PEERS SELF
  • SELF APPRAISAL-
    • It gives employee absolute freedom to objectively looks at his/her strengths and areas of development along with an opportunity to assess the performance .
    • SUPERIOR APPRAISAL-
    • The focus is to provide constructive feed back on employee performance .
    • Superior must communicate to the employee in clear way what the organization plans for the employee.
  • SUBORDINATES APPRAISAL-
    • The purpose of subordinate’s appraisal is to get first hand assessment of how the subordinates perceive their superior to be in terms of style of functioning.
    • PEERS APPRAISAL-
    • They must include peers both form with in the department as well as other department .
    • Select the right peers for getting the appraisal done.
  • Advantages-
    • Greater self-awareness of the top management
    • Empowerment is facilitated .
    • Inflexible managers are forced to initiate self-change.
    • Disadvantages-
    • Time and cost consuming
    • Complex
    • Disagreement
    • Response from colleagues tends to be biased
  • MANAGEMENT BY OBJECTIVES
    • (MBO)
  • Management By Objectives (MBO)
    • A method whereby managers and employees define objectives for every department, project, and person and use them to monitor subsequent performance.
  • THE NATURE & PURPOSE OF MBO
    • MBO is concerned with goal setting and planning for individual managers and their units.
    • The essence of MBO is a process of joint goal setting between a supervisor and a subordinate.
    • Managers work with their subordinates to establish performance goals that are consistent with higher organizational objectives .
    • MBO helps clarify the hierarchy of objectives as a series of well-defined means-ends chains.
  • Essential Steps for MBO
    • Set Goals
      • The most difficult step.
    • Develop Action Plan
      • For both workgroups and individuals.
    • Review Progress/ Take corrective action
      • Periodic during the year.
    • Appraise Overall Performance.
      • Review Annual Goals.
  • Essential Steps for MBO
    • Set Goals
      • The most difficult step .
      • Specific target and timeframe
      • Assign responsibility
    • Develop Action Plan
      • Course of action
      • For both workgroups and individuals
    • Review Progress
      • Periodicity?
      • Course corrections
    • Appraise Overall Performance.
      • How are we doing?
      • Do we need to restate our goals?
  • STRENGTHS
    • Organizations create a powerful motivational system for their employees by adopting MBO.
    • Through the process of discussion and collaboration, communication is greatly enhanced.
    • With MBO performance appraisal may be done more objectively.
  • STRENGTHS
    • MBO helps identify superior managerial talent for future promotion
    • MBO facilitates control through the periodic development and subsequent evaluation of individual goals and plans.
  • WEAKNESSES
    • The major reason for MBO failure is lack of top management support
    • goals and plans cascading throughout the organization may not be those of top management.
    • Some firms may overemphasize quantitative goals
    • Some managers will not or cannot sit down and work out goals with their subordinates
    • Failure to teach MBO philosophy
  • THANK YOU
    • QUESTION WELCOME