Management By Objectives of the organisations.
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Management by Objectives (MBO) is a process that sets goals for employees to provide direction and define roles and responsibilities. It guides employees to deliver their best work and achieve targets on time. MBO helps employees understand duties and has KRAs designed for interests and qualifications. Employees know what is expected, avoiding confusion. It also ensures effective communication and motivated, committed employees through benchmarking with targets set by superiors. However, MBO may ignore company culture and conditions, requires full top management support, and manager skills in coaching. Integration with other systems like budgeting is also poor.
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Management by Objectives (MBO) is a strategic approach where organizational goals are defined by management and conveyed to employees with the intention of achieving each objective. The MBO process involves employees setting goals and deciding how to achieve them, which increases the likelihood of fulfilling obligations. Key steps in the MBO process include defining organizational and employee objectives, monitoring performance, providing feedback, evaluating performance, and conducting performance appraisals. Benefits of MBO include increased efficiency, effective planning, clear expectations, transparency, commitment, goal setting, utilization of human resources, and minimized ambiguity. Limitations are that it can ignore existing methods and working conditions while emphasizing goals.
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This document discusses management and organizations. It describes how organizations have evolved from traditional hierarchical structures to newer more flexible and team-oriented structures. It also defines management as coordinating work through others to achieve organizational goals efficiently and effectively. The document outlines managerial roles and functions. It describes different levels of management including top-level managers who make strategic decisions, middle managers who coordinate departments, and first-line managers who oversee front-line employees. Key skills for managers include technical, human, and conceptual abilities.
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The document defines management and different levels of management in an organization. It states that a manager is responsible for planning, monitoring work, and taking corrective actions. Management has three levels - senior/top management that makes long-term strategic decisions, middle management that carries out top management decisions and plans intermediate strategies, and low-level management like supervisors that ensure day-to-day operations are carried out and short-term plans are followed. The roles and responsibilities increase in scope from low-level to senior management.
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The document discusses the key functions of management: planning, organizing, staffing, directing, controlling, motivating, and coordinating. Planning involves setting goals and strategies. Organizing establishes roles, departments, and allocates resources. Staffing involves recruiting, selecting, training, and evaluating employees. Directing oversees employee performance. Controlling measures performance against goals. Motivating promotes productivity. Coordinating ensures unity of action across groups.
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CHARACTERISTICS OF DIRECTION FUNCTION
IMPORTANCE
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TECHNIQUES OF DIRECTION
ELEMENTS OF DIRECTION
CORPORATE EXAMPLE : APPLE INC.
DIRECTING FROM MANAGEMENT
1. PRESENTED BY:- TIMIR MOHANTA
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3. MEANING Direction is a managerial function performed by all the managers at all levels of the organisation. Direction is a continuous function of every manager. Direction is a function of management which is related with instructing, guiding and inspiring human factor in the organisation to achieve the objectives of the organisation. The three important elements in direction are communication, leadership and supervision and motivation. Direction is an action initiating function of management.
4. DEFINITION According to Koontz and O’Donnel : “Directing is a complex function that includes all those activities which are designed to encourage subordinates to work effectively and efficiently in both the short and long-run.”
5. It guides and helps the subordinates to complete the given task properly and as perschedule. It provides the necessary motivation to subordinates to complete the work satisfactorily and strive to do them best. It helps in maintaining discipline and rewarding those who do well. Directing involves supervision, which is essential to make sure that work is performed according to the orders and instructions. Functions
6. ELEMENTS COMMUNICATION SUPERVISION MOTIVATION LEADERSHIP
7. COMMUNICATION Communication is a basic organisational function, which refers to the process by which aperson (known as sender) transmits information or messages to another person (knownas receiver). The purpose of communication in organisations is to convey orders,instructions, or information so as to bring desired changes in the performance and or theattitude of employees.
8. IMPORTANCE •Communication helps employees to understand their role clearly and perform effectively. •It helps in achieving co-ordination and mutual understanding which in turn, leads to industrial harmony and increased productivity. • Communication improves managerial efficiency and ensures cooperation of the staff. •Effective communication helps in moulding attitudes and building up employees’ morale. • Communication is the means through which delegation and decentralisation of authority is successfully accomplished in an organisation
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Management by exception is a business management strategy that states that managers and supervisors should examine, investigate and develop solutions for only those issues where there is a deviation from
set standards,
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Principles and practices of management
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- 3. WHAT IS MANAGEMENT BY OBJECTIVE ? The process of setting objectives in the organization to give a sense of direction to the employees is called as management by objectives. It refers to the process of setting goals for the employees so that they know what they are supposed to do at the workplace.
- 4. Management by objective defines roles and responsibilities for the employees and help them chalk out their future course of action in the organization. Management by objective guides the employees to deliver their level best and achieve the targets within the stipulated time frame.
- 6. NEED FOR MANAGEMENT BY OBJECTIVES
- 7. The management by objectives process helps the employees to understand their duties at the workplace. KRAs are designed for each employees as per their interest, specialization and educational qualification.
- 8. The employees are clear as to what is expected out of them. Management by objectives process leads to satisfied employees. It avoid job mismatch and unnecessary confusions later on. Management by objectives ensures effective communication amongst the employees. It leads to a positive ambience at the workplace.
- 9. The Management by objectives process leads to highly motivated and committed employees. The Management by objectives process set a benchmark for every employee. The superiors set targets for each of the team members. Each employee is given a list of specific tasks.
- 10. LIMITATIONS OF MANAGEMENT BY OBJECTIVES PROCESS It sometimes ignores the prevailing culture and working conditions of the organization. Management by objective can only succeed if it has the complete support of the top management. Most managers may not be sufficiently skilled in interpersonal interaction such as coaching and counseling , which is extensively required.
- 11. The integration of Management by objective system with other systems such as forecasting and budgeting etc., is very poor. This makes the overall functioning of all systems mare difficult. Group goal achievement is more difficult.