Features
Features:

Product Tour >

Edraw AI >

Paid Plans:

Individuals >

Business >

Eduaction >
Resources
Blog

History

How-tos & Tips

Discovery

Biography

Business Analysis

Examples

AI concept Map

Free AI Mind Map Generator

Onenote Mind Map

Bcg Matrix Examples

Nike Marketing Strategy

Unilever SWOT Analysis

Make Mind Maps in Google Docs

Guide

FAQs

What's New

Resource Center
Templates
All Templates

Brain Storming Templates

Strategy and Planning Templates

Project Management Templates

Product Management Templates

Human Resources Templates

Agile Workflow Templates

Marketing Templates

Education Templates

Fun and Games Templates

User Gallery
Download
Pricing
Enterprise

MindMap Gallery The concept of management by objectives in management

The concept of management by objectives in management

Objective management is a systematic and orderly process that involves the definition, classification, setting, evaluation, tracking, adjustment, implementation, feedback, motivation and continuous improvement of goals. In management by objectives, goals first need to be clearly defined, then classified, then specific goals set, and evaluated to ensure their feasibility. Subsequently, progress towards the goal needs to be continuously tracked and adjustments made as necessary. When goals are achieved, corresponding feedback and incentives are needed to maintain continuous improvement of goals.

Edited at 2022-08-03 06:11:16

PlotWizard

Recent works View more works>>

The concept of management by objectives in management

PlotWizard

Recent works View more works>>

Recommended to you
Outline

The concept of management by objectives in management

Goals refer to specific results or achievements that an organization or individual hopes to achieve.

Goals provide a clear direction and meaning, as well as a measure of success.

Goals can be long-term, medium-term or short-term.

Goals should generally be SMART, which means specific, measurable, achievable, relevant and time-bound.

Be specific about what your goals are and avoid vague and subjective statements.

Measurable ensures that goals can be quantified and evaluated so progress and effectiveness can be tracked.

Achievable means that the goal should be achievable and reasonably correspond to realistic conditions and resources.

Relevance ensures that goals are consistent with the vision, mission, and values of the organization or individual.

Timeboxing combines goals with a time frame to ensure clear start and end dates.

Target classification

The main goal categories include strategic goals, performance goals and personal goals.

Strategic goals refer to the important goals set by the organization in the long-term development direction.

Performance goals refer to key performance indicators set to achieve strategic goals.

Personal goals refer to goals set by individuals for work and personal development.

Goals can also be classified according to content areas, time dimensions, hierarchical relationships, etc.

Depending on the content area, goals can cover market share, revenue growth, product quality, and more.

According to the time dimension, goals can be divided into long-term goals, medium-term goals and short-term goals.

According to the hierarchical relationship, goals can be divided into organizational-level goals, department-level goals and individual-level goals.

Target setting

Goal setting refers to the clear, specific and measurable determination of goals.

The key to goal setting is to make sure the goals are achievable and relevant.

The attainability of goals needs to consider existing resources and capabilities and avoid setting too high or too low.

Relevance of goals requires alignment with the vision, mission, and values of the organization or individual.

Goal setting can use different methods, such as SMART goal method, OKR method, etc.

The SMART goal method ensures that goals are specific, measurable, attainable, relevant and time-bound.

The OKR method is to clarify objectives and key results, as well as specify their weights and time limits.

Goal Assessment

Goal evaluation is the process of evaluating and tracking goal achievement.

The purpose of goal evaluation is to understand the progress and effectiveness of goals and to identify areas that may need adjustment.

Evaluation can be based on qualitative and quantitative indicators, such as completion, performance improvement, quality improvement, etc.

Assessment can be done by collecting data and information, analyzing and interpreting it, and arriving at corresponding assessment results.

Goal assessment can use different tools and methods, such as performance reviews, questionnaires, feedback sessions, etc.

Performance evaluation can quantify and evaluate the completion of goals through assessment and feedback.

Questionnaires can collect input and feedback from stakeholders and be used to improve goal setting and implementation.

Feedback meetings can provide an opportunity to discuss and share progress toward goals and issues, and develop an action plan accordingly.

target tracking

Goal tracking refers to continuously tracking the progress of goals to ensure that goals are implemented and achieved as planned.

The key to goal tracking is to establish clear tracking mechanisms and monitoring indicators to ensure the visualization and transparency of goals.

Tracking mechanisms can include regular progress reports, meetings and communications, as well as recording of information and data about goals.

Monitoring indicators can be determined according to the nature and requirements of the target, such as progress, quality, cost, etc.

Goal tracking can use different tools and techniques, such as project management tools, performance management systems, etc.

Project management tools can be used for task allocation, progress tracking, and team collaboration to ensure goals are achieved and implemented.

Performance management systems can be used to record and analyze performance data, provide decision support and suggestions for improvement.

Goal adjustment

Goal adjustment is to make necessary adjustments and revisions to goals based on evaluation and tracking results.

The purpose of goal adjustment is to maintain the feasibility and relevance of goals to adapt to external environmental and internal changes.

Factors that need to be taken into consideration include market conditions, competitive pressure, resource constraints, technological progress, etc.

Adjustments can be made to the content, time, level of refinement, etc. of the goal.

Goal adjustments require careful decision-making and timely communication and sharing of the reasons and impacts of adjustments.

Decisions can be based on assessment and tracking results, as well as stakeholder input and feedback.

Communication and sharing can help gain support and understanding, as well as avoid unnecessary misunderstandings and resistance.

Goal achieved

Goal achievement refers to transforming goals into actual results and achievements through action and execution.

The key to achieving the goals is to effectively develop and execute action plans to ensure that the required resources and support are implemented.

The action plan should clarify requirements and responsibilities, as well as corresponding time and resource constraints.

During the implementation process, attention should be paid to key issues and risks, and timely measures should be taken for monitoring and intervention.

Achieving goals requires coordination and cooperation to form an effective team and organizational mechanism.

Coordination and cooperation can be achieved through communication, negotiation and interaction, establishing a cooperative network and teamwork culture.

target feedback

Goal feedback is the process of summarizing and sharing goal achievement.

The purpose of targeted feedback is to draw lessons from the experience in order to aid improvement and learning.

Feedback can include evaluation and interpretation of the process and results of goal implementation.

Feedback should be timely, accurate and fair, and shared and discussed with stakeholders.

Targeted feedback can promote learning and growth, improving organizational and individual adaptability and competitiveness.

Learning can include the accumulation of knowledge, the improvement of skills and the awakening of consciousness.

Growth can include expansion of capabilities, increased effectiveness, and value creation.

Head