![]() ![]() The basic purpose of MBO is to give subordinates a voice in the goal-setting process and to clarify for them exactly what they are expected to accomplish in a given time. And, the goals of the top management should reflect the goals of the organisation. As Drucker has pointed out, goal setting in an MBO system should start at the top of the organisation. ![]() In short, MBO is concerned with goal setting for individual managers and their units or workgroups, as opposed by the overall organisation. In MBO, a manager and a subordinate collaborate in setting goals for the subordinate, with the understanding that the extent to which these goals are attained will be a major factor in evaluating and rewarding the subordinates’ performance. Sloan in the 1920s and Edward Hagen in the 1930s, it was Peter Drucker who first used the term in 1954. And very few management techniques have received as much publicity in the last four decades as MBO.Īlthough the ideas that led to MBO were contributed by Donaldson Brown and Alfred P. It may be noted at the outset that the technique known as management by objectives is based on the term ‘objectives’. Management by objectives, or MBO, is normally useful and a popular technique for systematic approved to the goal-setting process. Management by Objectives (M.B.O.) – Intro, Purpose, Characteristics, Steps and Benefitsġ. Introduction to Management by Objectives 2. A Tutorial Notes on Management by Objectives (M.B.O.): 1. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |