Objective management and what are its characteristics

Goal management is one of the most effective basic management tools in business operations, and is also the main content of the manager's function to improve.

The essence of goal management is actually very simple, is to emphasize the role of incentives for the goal, the establishment of the goal hierarchy and goal network. Through the goal of layer by layer decomposition and mutual coordination of responsibility, power and interests will also be layer by layer decomposition, to realize the management of people.

#Let's take a look at the process of goal management. First of all, managers and workers personally participate in the work goal-setting, as far as possible, management is based on the unity of organizational goals and individual requirements in order to mobilize the enthusiasm of all workers. Unlike traditional goals, which are set entirely by superiors and then distributed to subordinates, the goals in the goal management method are set in a participatory manner. Superiors and subordinates*** participate in the selection of goals and agree on how to achieve them. In agreeing on the goal, between the upper and lower levels, the departments, links and the relevant responsible person must be effective communication, full consultation, according to the principle of unity of responsibilities, rights and benefits, clear objectives, full authorization, the implementation of effective decentralized management, give full play to the subjective initiative of the responsible person, the independent management, and strive to achieve the goal. Secondly, an institutionalized enterprise, in addition to a reasonable goal, but at the same time can be broken down into a series of sub-targets, so that they are integrated into the heart of each employee, and become the direction of action of each employee, in order to ultimately achieve their goals.

In order to better understand this method proposed by Drucker, we can summarize this process image as peeling onion method. That is, like peeling an onion. Break down the big goal into small goals, and then break down the small goals into even smaller goals, and on and on until you know what to do now. Anyone who has ever peeled an onion knows that it's easy to get teary-eyed from the onion while peeling it if you're not prepared. Similarly, in the implementation of the process of goal management, if you do not pay attention to the following issues, it is likely that you will also have to tears:

One, goal management is a decentralized management, the core of which is the "authorization". Once the goal is determined, the upper management should let go of part of the power to the lower management, their own to think about some strategic and comprehensive issues, focusing on the overall balance and the coordination of the target network articulation, for the implementation of the target staff to provide intelligence, solve the problem, create a good working environment, etc., and strive to ensure that the organization's goals are achieved as scheduled. Of course, subordinate personnel set goals does not mean that they can do whatever they want and act arbitrarily. The implementation of target management, is to ensure effective control under the premise of promoting decentralization, in the hope that the organization's business management to make more lively.

Secondly, goal management is a kind of holistic management, with systematic and hierarchical. Goal management to a large organization's total goal level by level decomposition, the sub-goals are based on the total goal, with the total goal to guide the sub-goals, with sub-goals to ensure that the total goal. Hierarchy is reflected in the higher decision-making functions of the target set to improve the level of efficiency, while the lower level of the target set to improve the ability of the working departments, and the different levels of mutual cooperation, **** with the efforts.

Third, goal management to emphasize the actual performance, there are clear evaluation criteria. In fact, this is very simple to understand, if they do not know what they are going to do, how can there be good results? Therefore, goal management needs to be clear. Target system within each target responsible person has both work and financial responsibility, each responsible for their own responsibility, that is, we often say. Completion and overfulfillment of the task is rewarded, failure to complete the task is punished, the interests and responsibilities linked to the goal as far as possible clear to the heart of every employee, no matter how big or small.

Layer upon layer of righteous onions is a delicacy, but it can also be smoky. Learn to peel the onion in a circle and then not let yourself be smoked. Surely such a person can happily savor the flavor, right?