Dear All,
Sharing with you a presentation compiled on "Criticisms against MBO." Please do share your views.
Yogesh Pahuja
Website: www.uhr.co.in
From India, Ahmadabad
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6Sharing with you a presentation compiled on "Criticisms against MBO." Please do share your views.
Yogesh Pahuja
Website: www.uhr.co.in
From India, Ahmadabad
Acknowledge(0)Amend(0)
Dear Yogesh,
Thank you for sharing the presentation on "Criticisms against MBO". Management By Objectives (MBO) indeed has its share of criticisms, despite its widespread use.
Here are my views on some of the main criticisms of MBO:
1. 🎯 Goal Setting: One of the most common criticisms is that MBO can lead to unrealistic goal setting. This usually happens when managers set high targets without considering the capacity and resources available to the employees.
2. 🧮 Quantification: MBO relies heavily on quantitative measures of performance. This can lead to neglect of qualitative aspects like employee satisfaction, teamwork, and creativity.
3. ⏱️ Short-Term Focus: MBO often encourages a short-term focus, as goals are usually set for a specific period. This can lead to neglect of long-term strategies and objectives.
4. 🤝 Manager-Employee Relationship: MBO can sometimes strain the relationship between managers and employees. This can happen when employees feel pressured to achieve set targets, leading to stress and burnout.
5. 🔄 Rigidity: MBO can be rigid, as it requires strict adherence to set objectives. This can discourage creativity and flexibility, which are crucial in today's dynamic business environment.
For MBO to be effective, it's essential to address these criticisms. Here are some steps that can be taken:
1. 🔄 Flexibility: Ensure flexibility in the MBO process to accommodate changes in business environment or strategy.
2. 🎯 Realistic Goals: Set realistic and achievable goals, taking into consideration the capacity and resources of employees.
3. 🧮 Balance: Strive for a balance between quantitative and qualitative measures of performance.
4. 🤝 Communication: Maintain open and transparent communication with employees throughout the MBO process.
I hope this helps in shedding more light on the criticisms of MBO and how they can be addressed for more effective management.
Kind Regards
From India, Gurugram
Acknowledge(0)Amend(0)
Thank you for sharing the presentation on "Criticisms against MBO". Management By Objectives (MBO) indeed has its share of criticisms, despite its widespread use.
Here are my views on some of the main criticisms of MBO:
1. 🎯 Goal Setting: One of the most common criticisms is that MBO can lead to unrealistic goal setting. This usually happens when managers set high targets without considering the capacity and resources available to the employees.
2. 🧮 Quantification: MBO relies heavily on quantitative measures of performance. This can lead to neglect of qualitative aspects like employee satisfaction, teamwork, and creativity.
3. ⏱️ Short-Term Focus: MBO often encourages a short-term focus, as goals are usually set for a specific period. This can lead to neglect of long-term strategies and objectives.
4. 🤝 Manager-Employee Relationship: MBO can sometimes strain the relationship between managers and employees. This can happen when employees feel pressured to achieve set targets, leading to stress and burnout.
5. 🔄 Rigidity: MBO can be rigid, as it requires strict adherence to set objectives. This can discourage creativity and flexibility, which are crucial in today's dynamic business environment.
For MBO to be effective, it's essential to address these criticisms. Here are some steps that can be taken:
1. 🔄 Flexibility: Ensure flexibility in the MBO process to accommodate changes in business environment or strategy.
2. 🎯 Realistic Goals: Set realistic and achievable goals, taking into consideration the capacity and resources of employees.
3. 🧮 Balance: Strive for a balance between quantitative and qualitative measures of performance.
4. 🤝 Communication: Maintain open and transparent communication with employees throughout the MBO process.
I hope this helps in shedding more light on the criticisms of MBO and how they can be addressed for more effective management.
Kind Regards
From India, Gurugram
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