Goal Setting (1 of 2)

Shows a group of people setting goals.

What is Goal Setting?

Goal setting occurs when an individual, group, or organization clearly defines a set of goals with a clear idea of how to achieve them. At the outset the task seems extremely simple. In practice however goal setting is a very daunting task for many individuals.

A supervisor cannot merely direct an employee to set and achieve goals, but needs to sit down with the employee to facilitate goal setting.

The Goal-Setting Technique

Goal setting can be performed in two ways. First the individual identifies the goal and decides the time line for achieving it.

Based on the time available the individual lists all the tasks that need to be completed in order to achieve the goal. However this technique has a few problems. About midway into the process the individual may realize that the goal is unrealistic and may decide to abandon it.

For example, one reason for the failure of weight loss programs is unrealistic goals. People begin with definite goals but lose interest and become demoralized down the line when they fail to meet targets.

The second approach to goal setting is more realistic. The individual first takes stock of the current situation and prepares a list of personal abilities. Based on these the individual then sets an achievable target and the corresponding time line for achieving it. This technique is usually more successful.

Goal Setting (2 of 2)

There is a basic problem with the second approach. Goals are based on the current abilities of individuals. When individuals fail to stretch and challenge their abilities the net result is often mediocre.

A good goal-setting technique is to set achievable and challenging goals. Regardless of the approach, breaking the goal down into action items is always effective. If the goals set by the individuals need to be achieved in one year the individuals need to set monthly, weekly, and daily action steps. Following up on and completing these action items will enable the individuals to gradually progress toward the final goal.

Here are some basic steps of goal setting:

• Assessing the current situation

• Setting an achievable target

• Ensuring that the goal is challenging

• Drawing up a clear time line

• Breaking the goal down into clear action items

• Following up on and completing action items

If the supervisors work with a team or the entire organization to set goals, it is essential to obtain acceptance for the set goals. The roles and responsibilities of all the team members need to be clearly defined. The supervisors should keep in mind the power of feedback. It is a good idea to follow up with team members and periodically assess progress and issues.

Management by Objectives (1 of 2)

What is MBO?

Management by Objectives (MBO) is an extension of the goal-setting technique to the entire organization. As a part of the MBO technique goal setting is a participatory and collaborative effort involving all the employees within the organization. At every level in the organization supervisors should sit with their respective groups and engage in dialogues and discussions to set achievable but challenging goals.

The supervisors should encourage team members to suggest goals, ideas, and strategies. Employees should work with their supervisors to obtain necessary inputs. Goals percolating down from the upper level are used as inputs for lower levels in the organization, which in turn provide feedback to the upper levels. The final objective is to attain congruence in goals amongst all the levels in the organization.

Management by Objectives (2 of 2)

There are several criticisms of the MBO technique.
Problems with MBO

The process of MBO is time consuming. A number of iterations are necessary with each level modifying its goals based on feedback from the upper and lower levels.

It is also quite improbable if not impossible to achieve congruence in goals at all the levels. MBO is also criticized as being a very expensive technique. Sometimes the MBO technique is used by supervisors to direct the goal-setting process without employee inputs.

Successful MBO Initiatives

Despite all criticism MBO is still a widely used technique. Organizations such as General Electric have used it very successfully. The success of the technique lies in employee participation and collaborative decision-making. After setting goals the group clearly identifies roles and responsibilities.

The group also sets up periodic feedback mechanisms to assess progress. The supervisors should use the rewards system for the successful achievement of objectives.

The success of the MBO technique involves:

• Participation from employees

• Collaborative decision-making

• Clear and specific time lines

• Identifying roles and responsibilities

• Periodic feedback

• Rewards

MBO as an OD intervention technique enables an organization as a whole to set goals and targets. The successful achievement of these goals takes the organization one step closer to higher performance.

Job Design (1 of 2)

What is Job Design?

Similar to a project a task comprises several intermediate jobs. The supervisor of a team assigns tasks and subtasks to team members based on feedback from the team. While doing so the supervisor should note the types of skills associated with each job.

For example, if a team is responsible for the tasks of a new product development, the jobs would include the market research, Research & Design (R&D), production, marketing, and customer service functions.

Marketing requires skills such as sales, distribution, and market analysis. The supervisor decides who will perform various jobs to accomplish specified tasks. The supervisor's focus is to develop the optimal job design to maximize performance.

While designing jobs supervisors need to address the following issues:

• How many jobs should be assigned to a team member?

• What types of jobs should be assigned to a team member?

• Should a team member be assigned jobs that require the same set of skills?

• Should a team member perform similar jobs for various tasks?

• Should a team member be assigned various jobs pertaining to a task?

Need for Job Design

Why should a supervisor be concerned about job design? How does it help improve performance? As a student you often ask yourself, what is the purpose of this course? Where does it fit?

Similarly an employee may often wonder, "What is my role in this organization? How am I contributing to this organization? How do I fit in my present responsibility?"

Job Design (2 of 2)

When an employee focuses on performing a specific set of skills it improves specialty expertise. When an employee works on a job that involves the use of several skills it helps relieve monotony.

When an employee works on various jobs related to a specific task the employee is able to identify better with the task. Depending on the situation and need the supervisor chooses the best job alternative.

The objective of the job design exercise is to encourage employees to identify with their jobs and understand how they contribute to the organization, while at the same time improving their efficiency and performance.

Job design focuses on employees at the individual or group level.

Attachment:- What is Goal Setting.rar