Beruflich Dokumente
Kultur Dokumente
1 of 4
http://en.wikipedia.org/wiki/Management_by_objectives
Management by objectives
From Wikipedia, the free encyclopedia
Contents
1 Five steps of MBO process
2 Features and advantages
3 Domains and levels
4 Practice
5 Limitations
6 Arguments against
7 See also
8 References
1/23/2015 10:30 AM
2 of 4
http://en.wikipedia.org/wiki/Management_by_objectives
Practice
Objectives need quantifying and monitoring. Reliable management information systems are needed to
establish relevant objectives and monitor their "reach ratio" in an objective way. Pay incentives (bonuses)
are often linked to results in reaching the objectives.
Limitations
There are several limitations to the assumptive base underlying the impact of managing by objectives,
including:
1. It over-emphasizes the setting of goals over the working of a plan as a driver of outcomes.
2. It under-emphasizes the importance of the environment or context in which the goals are set.
That context includes everything from the availability and quality of resources, to relative buy-in by
leadership and stake-holders. As an example of the influence of management buy-in as a contextual
influencer, in a 1991 comprehensive review of thirty years of research on the impact of Management by
1/23/2015 10:30 AM
3 of 4
http://en.wikipedia.org/wiki/Management_by_objectives
Objectives, Robert Rodgers and John Hunter concluded that companies whose CEOs demonstrated high
commitment to MBO showed, on average, a 56% gain in productivity. Companies with CEOs who showed
low commitment only saw a 6% gain in productivity.
When this approach is not properly set, agreed and managed by organizations, self-centered employees
might be prone to distort results, falsely representing achievement of targets that were set in a short-term,
narrow fashion. In this case, managing by objectives would be counterproductive.
The use of MBO must be carefully aligned with the culture of the organization. While MBO is not as
fashionable as it was before, it still has its place in management today. The key difference is that rather than
'set' objectives from a cascade process, objectives are discussed and agreed upon. Employees are often
involved in this process, which can be advantageous.
A saying around MBO "What gets measured gets done", Why measure performance? Different purposes
require different measures is perhaps the most famous aphorism of performance measurement; therefore,
to avoid potential problems SMART and SMARTER objectives need to be agreed upon in the true sense
rather than set.
Arguments against
MBO has its detractors and attention notably among them W. Edwards Deming, who argued that a lack of
understanding of systems commonly results in the misapplication of objectives.[3] Additionally, Deming
stated that setting production targets will encourage workers to meet those targets through whatever means
necessary, which usually results in poor quality.[4]
Point 7 of Deming's key principles encourages managers to abandon objectives in favour of leadership
because he felt that a leader with an understanding of systems was more likely to guide workers to an
appropriate solution than the incentive of an objective. Deming also pointed out that Drucker warned
managers that a systemic view was required [5] and felt that Drucker's warning went largely unheeded by the
practitioners of MBO.
See also
Decision making software
References
1. ^ Drucker, Peter F., "The Practice of Management", in 1954. ISBN 0-06-011095-3
2. ^ Odiorne, George S., "Management by Objectives; a System of Managerial Leadership", New York: Pitman
Pub., 1965.
3. ^ Deming, W. Edwards, "Out of the Crisis", The MIT Press, 1994, ISBN 0-262-54116-5
4. ^ Demings 14 Points and Quality Project Leadership (http://www.pmhut.com/demings-14-points-and-qualityproject-leadership) J. Alex Sherrer, March 3, 2010
5. ^ Drucker, Peter, "Management Tasks, Responsibilities, Practices", Harper & Row, 1973
1/23/2015 10:30 AM
4 of 4
http://en.wikipedia.org/wiki/Management_by_objectives
1/23/2015 10:30 AM