What is the difference between traditional goal setting and goal management?

(A) the background of management by objectives

As one of the modern management sciences, management by objectives has been widely used to promote effective management and improve management level. The idea of management by objectives came into being in the early 1950s, and it was based on two backgrounds.

(B) the basic principles of management by objectives

Peter drucker, a famous American management scientist, published the Practice of Management in 1954, and put forward the idea of management by objectives for the first time. It is recognized that he is the main pioneer of "management by objectives".

Drucker believes that MBO emphasizes management by objectives, which should be placed at the center of management and become a powerful central principle in management practice.

Drucker's goal management thought can be summarized as the following three aspects:

1. Management by objectives emphasizes goal-centered management.

2. Target management emphasizes system management based on target network.

3. Management by objectives emphasizes people-centered active management.

Management by objectives is a management process. Senior managers analyze the vision and mission of an enterprise, formulate short-term and medium-term goals, and decompose the short-term and medium-term goals into organizational units and individuals step by step in the form of consultation, so that each employee's work goals are operable and inspiring, and auxiliary institutions such as organization, business process and human resource management are established to help individuals and organizations achieve their goals, thus ensuring that everyone can achieve their personal work goals and ultimately ensuring that enterprises can achieve their organizational goals.

Management by objectives (MBO) regards goals as an incentive factor (rather than a means of control), which enables people to know exactly what enterprises expect of them, make them participate in the process of setting their own work goals, and constantly feedback their progress in achieving their goals, and reward them according to the realization of the goals, thus motivating employees to ensure the realization of personal and organizational goals. Management by objectives is a management mode guided by the philosophy of "motivation".

Enterprises that do not implement management by objectives also have goals and plans. What is the difference?

Traditional management also has goals, and each department has to make plans every year. However, in traditional management, the role of "goal" is more of a means of control, which plays a role in intimidating and threatening employees. Encourage employees to work through the pressure of goals. In traditional management, goals are set by superiors to subordinates in one direction, and subordinates rarely have the opportunity to express their opinions. This kind of management has many defects, such as unscientific goal setting; The measurability and operability of the target are poor; Difficult to assess; Poor power.

Typical target management model

In the model, personal work objectives only account for a small part, and most of the work is to establish corporate mission vision and strategic analysis.

What is the psychological basis of management by objectives?

Drucker's hypothesis of human nature of management by objectives is based on McGregor's XY theory. Enterprises with Y theory as the guiding ideology pay attention to the leadership style of authorization and participation, and later Drucker took it as the basis of human nature assumption of target management.

What are the advantages and disadvantages of management by objectives?

Advantages: high efficiency, the improvement of the overall ability of enterprises and the enhancement of employees' autonomy, which conforms to the trend of enterprise management in the era of knowledge economy.

Disadvantages: the goal agreement is time-consuming and laborious, and the work that is not set in the enterprise goal system is easily overlooked.

Is target management effective?

A survey of 70 organizations implementing management by objectives shows that the productivity of 68 municipal organizations has been improved. The survey also found that the commitment and participation of top managers is an important condition for MBO to play its potential. When the top managers are highly responsible for target management and personally participate in the implementation process of target management, the productivity increases by 56% on average, while the productivity corresponding to the low-level commitment and participation of top managers increases by 6% on average.

(B) the characteristics of a good goal

Set specific goals from key areas, and correct and effective goals have the following main characteristics:

1. The goal should be specific.

2. The goal should be measurable.

3. The goal should be clear in time.

4. The goal should not overemphasize the activity, but the result.

5. The goal should be realistic and challenging.

6. As far as possible, goals should be set by those who are responsible for achieving them.