Motivation & Managing by Objective
The core relationship between employee and manager is the cause for the emergence of much-debated aspects in organizational atmosphere over ages. As per Vroom (1964), production levels will be at a top-notch in any organization once the management identifies and work on the employee's motivational needs (Wairimu, JI 2014). A manager is expected to ensure honoring the motivation of employees during the management process (Mackenzie, n.d.). It is evident that as per figure 1.0 that a manager must oversee the team by influencing the employees to get the job done, motivating, creating an environment that makes employees work efficiently and put forth their best effort (Samson and Daft, 2012).
Figure 1.0: Management process
Source: (Samson and Daft, 2012)
It is evident and vivid that when are the organizational goals are established and the role of employees in achieving them by the management process aforementioned. Peter Drucker recommends that goals and objectives of organization could not be applied to subordinates directly, but it should be planed mutually with the involvement of the top management (Ashfaq, M 2018). Developed by Peter Drucker, the MBO/ Management by Objective has evolved to be a firm strategic management tool helping managers to set and achieve forward looking goals (Ashfaq, M 2018). However, in MBO the objectives should be S.M.A.R.T, i.e., specific, measurable, achievable, realistic, and time-bound (Francis, F 2018). As per Fisher (2009), MBO start with forming/planning the organizational goals and then stimulate these goals at all level of the organization, by the division to achieving the set objectives (Ashfaq, M 2018). In order to effectively implement this tool, Khanan (1995) says, the managers are required to instill a high sense of engagement in their employees; secondly control and coordinate employee efforts towards achieving the set goals; and, thirdly, help employees to fulfil their potential to enable their greater contributions (Francis, F 2018). According to the model, having a say in goal setting and action plans encourages motivation, participation and commitment among employees, as well as aligning objectives across the organization. It further enhances better communication between management and employees. A summary on the basics of MBO is as in video 1.0.
Video 1.0: MBO for Managers
Source: Gregg Learning
MBO Key features
Management by objectives outlines six key features that organizations implement to put the management technique into practice (Uduji, J 2013).
Organizational or departmental goals are jointly set by the manager and his supervisor.
Long-term goals are translated into a chain of specific, interrelated, short-term goals.
The manager is given adequate authority to act.
There is continual guidance of the subordinate by the superior.
There is continual review of accomplishment by both the Subordinate and the Superior.
- Contribution towards goal-achievement serves as sole basis of subordinate reward.
Employee drawbacks
Uduji (2013), proposed four primary reasons, for why employees don’t take organizational objectives on a serious note eventually ending up with less motivation and less productivity (Ashfaq, M 2018).
Organizational objectives are not shared with employees
Objectives are not implemented and practical
Inadequate supervision provides to subordinates
Subordinates contribution are not auxiliary to getting rewards
Therefore, it is evident that employees who participates in MBO, knows exactly what the organizational expectations are and by actively participating in the process enhances their motivation, engagement and morale ( Uduji, J 2013).
The organization I work for uses MBO model to evaluate performance. It is vividly manifested that this method provides employees the opportunity to analyze the set objectives and give feedback on the practicality of achieving the SMART goals within the real time working context. Goals set by head office situated in another country is likely to show a full scale understanding of the working environment of another region or country. The background support needed to achieve those objectives differ greatly network wide. MBO model helps highlight those challenges and redesign them adding a practical sense to it. While the action plans are established, employees get the opportunity to align them to their own. That way organizational goals are achieved together with personal growth and for those who do not pursue any personal growth by any means, this paves a clear way to be innovative and thereby be motivated. MBO performance evaluation also helps employees to understand their weaknesses and both personal and operational, thereby request engagement in training and development deemed necessary.
References
Ashfaq, M 2018,’ Managing by Objectives (MBO) and Government Agencies: A Critical Review’, European Journal of Business and Management, vol 10, no 28, P 1-5., viewed 03 December 2020.
Francis, Felix 2018,’ Management by Objectives (MBO) as an Instrument for Organizational Performance of Deposit Money Banks in Nigeria’, European Journal of Business and Management, vol 10, no 26, p 1-7., viewed on 03 December 2020.
Mackenzie, A., n.d. The Management Process In 3-D. [online] Harvard Business Review, viewed 03 December 2020.
<https://hbr.org/1969/11/the-management-process-in-3-d>
Samson, D. and Daft, R., 2012. The Process of Management And The Four Management Functions,Intranet.ecu.edu.au, viewed 03 December 2020. <https://intranet.ecu.edu.au/__data/assets/pdf_file/0007/754099/The-process-of-management-and-the-four-management-functions.pdf>
Uduji, Joseph 2013, ‘Management by Objective: An Imperative factor for Shaping the Salesforce Morale’, European Journal of Business and Management, vol 5, no 17, p 1-10., viewed 03 December 2020.
Wairimu, JI 2014,’ The Relationship between Management styles and Workforce Motivation in Kenya’, European Journal of Business and Management, vol 6, no 33. p 1-8., viewed on 03 December 2020.
Management process and employee engagement
Agreed, inspiration is a very significant element and a road to achievement. Money is not the only incentive that workers expect, but promotions, bonuses, praise and other variables (Luthan, 1998, Dickson, 1973, Herzberg, 1987).
ReplyDeleteYes Malinga, money is not the sole motivator, in fact a survey study conducted with Minneapolis Company regarding the employee’s desires in their jobs showed that four factors; advancement, specificity of work, pride in company and security were leading in the list(Employee, 2005). The pay, working condition and benefits are not always among factors highly desired for job satisfaction(Ulhassan, H 2017).
DeleteThis article has clearly explained how important it is to have a clear path in order to have better performance through motivated employees. Right directions through shared vision and specified and clear objectives drives employees towards more streamlined work behavior as they understand what is expected of them. As a leader, one should define objective using frameworks such as SMART as you have given in the post (Johnson et al, 2008; Armstrong, 2009).
ReplyDeleteThanks Shenali, the framework is actually MBO and the tool used is establishing SMART goals tailored to organizational objectives and same is to be achieved in line to personal goals.You have righteously stated that leadership here has a major role in terms of establishing solid but achievable goals and in the way of directing employees to achieve them (Uduji, J 2013).
DeleteRitter Joseph and Anker Richard (2002) describes the relationship between managers and their employees significantly affects motivation. Managers are supposed to imply with approaches that will confirm that employees remain motivated all the time. One related strategy is formulating a plan where the employee can have forums with their supervisors and managers on a regular basis.
ReplyDeleteExactly Supun, even if physical communication over such is not feasible at all times, platforms such as MBOs certainly helps sustain the momentum ( Francis, F 2018).
DeleteAdding on importance of motivation Bartol and Martin (1998) the strengthening the behavior and driving the tendency to continue is triggered by employee motivation which is considered a powerful tool, where motivation is driving a unsatisfied employee to achieve a certain goal by instilling satisfaction to drive the employee
ReplyDeleteYes Isuru, giving employees a purpose, gamifying and incentivizing, being transparent and making short term achievable goals indeed makes those who are less or demotivated be actually energized ( Pozin, I 2015).
DeleteAs Kalimullah (2010) suggested, a motivated employee has his/her goals aligned with those of the organization and directs his/her efforts in that direction. In addition, these organizations are more successful, as their employees continuously look for ways to improve their work. Getting the employees to reach their full potential at work under stressful conditions is a tough challenge, but this can be achieved by motivating them.
ReplyDeleteThank you Janaka, The expansion of performance management is clearly very large, which is why performance management must be viewed within an organization as a tool to improve on employee motivation for high performance. (Cokins 2009).
DeleteMotivation is probably the most important factor that employers can target in order to improve efficiency. Numerous cross-disciplinary theories have been postulated to explain motivation. While each of these theories has some truth, no single theory seems to adequately explain all human motivation. The fact is that human beings in general are complex creatures with complex needs and desires (Williams, 2011)
ReplyDeleteYes Malika, it certainly is quite a complex debate. Motivation is again defined as "of
Deletepeople act with their own wishes and desires to perform a specific purpose"(Koçel & Ozkalp, 2010).
Kırel (2005), define motivation as "process to act as an incentive effect of a motive". Motive is defined as the sum of the efforts to induce one or more people progressively toward activation, in a certain direction(Eren, 2004). Motivation process is explained in different ways in many theories but in general if we cling to the process involved it would make things sensible and easy to understand. indicated to( Kirel, 2005).
Need > Arousal > Behaviour > Satisfaction point
The motivation is assured by the remuneration system, personal development and promotions and find very significance in a company’s success (Lee & Raschke, 2016).
ReplyDeleteHi Kelum, money is not the sole motivator, in fact a survey study conducted with Minneapolis Company regarding the employee’s desires in their jobs showed that four factors; advancement, specificity of work, pride in company and security were leading in the list(Employee, 2005). The pay, working condition and benefits are not always among factors highly desired for job satisfaction(Ulhassan, H 2017).
DeletePattakos (2004) states that only human beings are capable of taking a self-distancing approach to life. This means that employees can take an objective look at themselves and their behaviors. They are also capable of laughing at their own humanness and foibles. While health care is a very serious business, the ability to be objective and express an appropriate sense pf humor creates a healthier work environment and improves morale
ReplyDeleteAndrew J. Dubrin ( 2005 ) has mentioned the equity theory of motivation referred as distributive fairness where as that individuals form a ratio of their inputs ( abilities, experiences, skills) in a situation to their outcomes ( salary, benefits) in that situation.
ReplyDeleteThank you Sohan, and as you have highlighted, being self-motivated and taking initiative is immensely important and appreciated by most employers. No one wants to babysit a new member of staff through their work. Equally, however, it is not right to simply ignore instructions or advice and do what you feel is right. Being self-motivated is about doing your job well because you want to, and not simply because of the rewards. Self-motivated individuals want to be the best they can be regardless of where they work and will often take responsibility for projects even when they do not need to. Self-motivated employees need a lot less managing than less determined individuals, so are highly sought after by recruitment agencies and HR departments ( LSBU, 2020).
ReplyDeleteEach employee would be triggered by different motivator drivers to feel a sense of inspiration within their work and achieve their tasks effectively (Ganta, 2014). As per Asim (2013), motivator drivers can be either in the form of monitory such as bonuses, incentives etc. or in the form non-monitory such as personal triumph and realization. In order to gain short and long term organizational goals and objectives, firms can adopt various motivational strategies and ways (Obi-Aneke, et al, 2014).
ReplyDelete