Part 4 of presentation

1. The SMART Goals Method (Cont’d.)
• For instance, George T. Duran formulated the following acronym in
1981; Professor Robert S. Rubin of Saint Louis University used the
same acronym but demonstrated a few possible synonyms with each
word displayed (AchieveIT, n.d.; MindTools, n.d.):
• S-Specific (Simple, sensible, significant)
• M-Measurable (meaningful, motivating)
• A-Achievable (agreed, attainable)
• R-Relevant (reasonable, realistic and resourced, results-based)
• T-Time-Bound (time-based, time limited, time/cost limited, timely, time-
sensitive)

2. The SMART Goals Method (Cont’d.)
• Zahorsky (2018) presented the
following definitions of each facet
of the SMART goals method:
• Specific-goals well defined and
focused
• Measurable-consists of concrete
numbers
• Attainable-setting realistic goals
although they can be hoped for
• Relevant-achievable business goals
based on current state of the
business climate
• Time-Based-time frame chosen to set
deadlines to accomplish the
organization’s/individual’s goal

3. What Can SmART Goals DO for JB Grant’s
Success?
• Because JB Grant has a satisfactory response to performance
management, the goals may already be well-organized when set.
The organization can encourage employees to utilize this method
on a personal level to notate their goals.
• Organizationally, SMART goals would only apply to certain
projects the company would oversee periodically.

4. IMPLICATIONS FOR I.O PSYCHOLOGISTS
• INSURE YOU HAVE EMPIRICAL DATA
• OFFER OPTIONS TO CLIENTS RELYING UPON BEST PRACTICES OF LIKE-
MINDED REPUTABLE COMPANIES
• BE PREPARED TO PUSH COMPANIES OUT OF THEIR COMFORT ZONE
• BE PREPARED TO ASK THE RIGHT QUESTIONS, AS COMPANIES WHO
ARE SUCCESSFUL ARE NOT “IN NEED” OF A NEW BEST WAY…
• ….or ARE THEY, THIS IS THE ROLE OF THE IO PSYCHOLOGIST

5. Conclusion
• After careful analysis and decision-making as a group, we have decided
that there could only be one surefire approach, although all could be
effective in each their own way.
• The EFQM Excellence Model is, by consensus, the best recommended
for jb grant to learn to embrace as a new approach. At the beginning,
it may be complicated to grasp; however, it would be a problem-
solving tool to clear up and rectify any performance measurement
challenges that could happen. The model is structured and could fit
the needs of the organization by setting goals to continue their
satisfactory performance management/employee engagement streak
by perceiving the customer service/marketing enhancement approach
to the organization (See Figures 1 and 3; Akyuz, 2015).

6. References
• Akyuz, G. A. (2015). Quality excellence in complex supply networks: EFQM excellence model reconsidered. Total Quality Management, 26(12), 1282-1297.
doi:10.1080/14783363.2014.929253
• Bouskila-Yam, O., & Kluger, A. N. (2011). Strength-based performance appraisal and goal setting. Human Resource Management Review, 21(2), 137-147.
• Brooks, S. (2016). A brief history of performance management. Retrieved from https://www.peoplehr.com/blog/index.php/2015/03/25/a-brief-history-of-
performance-management/.
• AchieveIt. (n.d.). The history and evolution of SMART goals. Retrieved from https://www.achieveit.com/resources/blog/the-history-and-evolution-of-smart-goals/.
• Goméz, J. G., Martínez Costa, M., & Martínez Lorente, A. R. (2017). EFQM excellence model and TQM: An empirical comparison. Total Quality Management, 28(1),
88-103. doi:10.1080/14783363.2015.1050167
• Jackson, T. (2018, February 26). What is a balanced scorecard? (A Definition). Clear-Point Strategy. Retrieved from https://www.clearpointstrategy.com/what-is-a-
balanced-scorecard-definition/.
• Landy, F.J., & Conte, J.M. (2016). Work in the 21st Century: An Introduction to Industrial and Organizational Psychology (5th Ed). Hoboken, NJ: Wiley.
• MindTools. (n.d.). SMART goals: How to make your goals achievable. Retrieved from https://www.mindtools.com/pages/article/smart-goals.htm.
• Rohm, H. & Malinoski, M. (2010). Strategy-based balanced scorecards for technology companies. Balanced Scorecard Institute Strategy Management Group.
Retrieved from https://www.balancedscorecard.org/Portals/0/PDF/Technology%20Company%20Balanced%20Scorecard%20Systems_06222010_Final.pdf.
• Schultz, D. P., & Schultz, S. E. (2016). A history of modern psychology. Boston, MA: Cengage Learning.
• Trosten-Bloom, A., Deines, T., & Carsten, T. (2014). Positive performance management: Bold experiments, provocative possibilities. Performance Improvement,
53(5) 26-37.
• Zahorsky, D. (2018). 5 elements of a SMART business goal. Retrieved from https://www.thebalancesmb.com/elements-of-a-smart-business-goal-2951530