i wanted to know the various steps in goals and mission setting in organizations. pls do reply :wink:
From India, Mumbai
From India, Mumbai
GOAL SETTING
The pilot announced, "I've got some good news and some bad news. The good news is that we're making excellent speed. The bad news is we're lost."
That's a lesson for all of us. No matter how fast you're going, if you're not moving in the direction you want to go, you're not making progress. The only way you can be sure that you know where you're going is to have clear goals. With goals you'll know your direction and you'll know when you arrive.
Getting Started
The starting point for goal setting is
THE MISSION STATEMENT [ BY THE BOARD/ CEO]
The mission statement is the basic purpose and value of the organization,
As well as its scope of operation. It is the statement of the organization’s
Reason to exist.
With the mission statement, the management develops
-situation analysis statement
-corporate strategy
-corporate goals
-corporate objectives
-corporate plans
-corporate budget
-implementation planning
-monitoring / controls
-contingency plans.
To develop your goals you must know the organization's goals. Your major role as a MANAGER is to make sure your organization carries out its purpose to produce goods or services efficiently. Your goals should describe the part you play in the process.
Goals are broad statements about what you plan to have happen. Successful goals are carefully developed. They are:
• worthwhile (deal with something worth achieving for you, your work group, and/or the organization)
• measurable (stated so you can tell if the goal is reached)
• realistic (can be done on time with reasonable effort)
The first step is to learn about the goals of the organization and of your DEPARTMENT unit. Next, think carefully about what you want to accomplish on your job. Write down what you want to do and then look at what you wrote to make sure what you said fits with the goals of your organization and your unit. It's important to check out your goals with your BOSS to see that you both agree. This can be done by talking about them informally.
Stating Objectives
Goals are something that you will try to make happen in the future. Since that's a ways down the road it's good to get some check points along the route. Once your goals are approved, it's important to make a plan to reach them.
Taking one step at a time is best. Reaching each step shows you're making progress and can give you a feeling of success. This will help keep you going even though there may be problems.
Your plan works like a map and has specific statements (objectives). Objectives describe short term steps which must be reached along the route to your goals. Objectives tell who is responsible to do what by when and how it will be done.
It's also important to identify ways to find out if progress is being made on objectives. State things in a way that permit you to know when they've been accomplished.
Write down your goals, your objectives, and the steps you plan to take to reach them. It doesn't have to be a big deal. It's been found that you are more likely to follow your plan if you have it written down. Also, it's important to check your plan with your superior so that you are sure it's okay. By doing this you also can get your superior's support in carrying out your objectives.
Goals can be of great value in day to day efforts. If your goals are not clear you may get blamed or punished for not doing something you didn't know you were responsible for. You also might spend time on low priority tasks or work that you enjoy doing instead of things that are important to your superior and your organization.
Helping Others Set Goals
It's wise to share your plans with the people you supervise. It's also vital to help them go through the goal setting process either individually or as a group. Involving people in goal setting increases their loyalty to the goals, the organization, and the work group. Also, self set goals have more meaning.
The well stated goals and objectives are important for your work team. That's what a team is a group working toward the same goal. If all members of a football team didn't'share the same goal they couldn't effectively move toward it. They'd all be running in different directions. They couldn't be a team. It's important that goals and objectives are clear, that the team feels ownership of them, and that all members of the team understand them.
People have personal goals and job related goals. They may want to learn new skills, be liked by fellow workers, or get a raise. Organizational, work groups, and individual goals and objectives need to fit together. They need to mesh so everyone is pulling in the same direction.
The goals of the work group should help workers reach their individual objectives. You may, for example, ask employees what they want to learn. Then plan with them to get the needed experiences. They will be glad to know that you respect their goals and that you will try to give them a chance to work on objectives they value.
Sometimes you or your employees may be blocked. Watching for obstacles and removing them is a vital leadership role you can play. Knowing what the blocks are allows you and your work team to make plans to overcome them.
Dealing with barriers is like problem solving. The blocks must be seen and facts gathered so that the obstacle is fully understood. Then several plans should be made and the best one chosen and tried out.
The Role of Expectations
What you expect of your employees and what your people expect of themselves has a great deal to do with how they perform. Low goals mean low expectations and low achievement. Low expectations result in individuals having lower expectations of themselves in their ability to reach goals.
How hard someone will work to reach a goal depends on how important that goal is to them. It also depends on whether or not they believe they can achieve it. People have expectations of themselves. Others also have expectations for them. It's been proven that people rise or fall to the level set for them by people who are important to them.
Careful studies have found that managers have a great impact on employees's motivation. The way the managers act can increase motivation up to 40%,
or cause a 40% decrease.
To get the best from your employees you need to expect the best. You must be reasonable and keep your expectations in line with their ability to produce. Since people are different, you will have to take the strengths and skills of each individual into account. Goals should be high enough to challenge the employee but not so high that they can't be reached. People should be encouraged to stretch, but only as far as they can be successful. Once challenging goals have been set your workers will need your support, help, encouragement, and coaching.
Goals and objectives should be worked out with the employee. Listen carefully to the individual's hopes and
plans and, as much as you can, include these in the objectives. State what is expected clearly and specifically. Include signs of progress such as quantity and quality of output. These are called performance standards, certainly not a new idea. Make sure there is agreement on the goals, objectives, and standards. Everyone should be expecting the same things. Such understanding will encourage workers to go ahead comfortably.
People are more willing to have high expectations of themselves when they can take reasonable risks. They need to be fairly certain they will be successful and be assured that if they fail, after making a real effort, they won't be punished. Failing or making mistakes, while giving things a hard try, should be seen by all as learning experiences. The failure should not be seen by you, fellow workers, or the individual as affecting their value as a person or an employee, Having this attitude will encourage individuals to move ahead toward their objectives with confidence. They will take reasonable chances to stretch themselves and not worry about being punished or seen as unworthy.
Research shows that motivation is highest when the risk factor is about 80/20 when the chances of succeeding are high. Of course the amount of risk seen as reasonable depends on how secure and confident the individual is. The risk factor should be tailored to the individual. Some respond very well to such challenges. It gets their juices flowing. Others may be a bit timid about taking chances so they will be more cautious about setting high expectations for themselves.
SUMMING UP.
Here are some actions you can take as a manager to make setting goals and objectives a successful experience.
1.Have clear goals and objectives Yourself and share them with your employees.
2.Plan jointly with your employees. Include their work related goals and expectations in the overall goals for the work group.
3.Check to see that work group goals fit with organizational purposes.
4.Make sure goals are worthwhile, measurable, and realistic.
5.Be certain that objectives state who, what, when,and how.
6.Make plans to move step by step toward the objectives. Watch for the blocks which may have to be faced and think about ways to get around them.
but reasonable, expectations.
8. Treat honest failures and mistakes as learning experiences. Make certain that the employees' self worth doesn't suffer.
GOALS / OBJECTIVES CAN BE SET FOR ALL FUNCTIONS, LIKE
SALES , MARKETING, PRODUCTION, ETC AND ALSO FOR HR.
================================================== ======
HERE ARE SOME EXAMPLES for HR.
CORPORATE STRATEGY—improve productivity in all areas.
CORPORATE OBJECTIVE / GOALS –lift productivity by 5%.
HR OBJECTIVES / GOALS
1.Operate effective recruitment/selection –effective savings of 5% of budget.
2.Ensure the investment in people is prudent / of value—keep the
paybill at 12 % of the total revenue [ as per the budget ]
3.Continually enrich and improve the organization’s knowledge and
capabilitities ---increase the level of training/ skill development
programs by 15%.
HOPE THIS IS USEFUL TO YOU
regards
LEO LINGHAM
From India, Mumbai
260The pilot announced, "I've got some good news and some bad news. The good news is that we're making excellent speed. The bad news is we're lost."
That's a lesson for all of us. No matter how fast you're going, if you're not moving in the direction you want to go, you're not making progress. The only way you can be sure that you know where you're going is to have clear goals. With goals you'll know your direction and you'll know when you arrive.
Getting Started
The starting point for goal setting is
THE MISSION STATEMENT [ BY THE BOARD/ CEO]
The mission statement is the basic purpose and value of the organization,
As well as its scope of operation. It is the statement of the organization’s
Reason to exist.
With the mission statement, the management develops
-situation analysis statement
-corporate strategy
-corporate goals
-corporate objectives
-corporate plans
-corporate budget
-implementation planning
-monitoring / controls
-contingency plans.
To develop your goals you must know the organization's goals. Your major role as a MANAGER is to make sure your organization carries out its purpose to produce goods or services efficiently. Your goals should describe the part you play in the process.
Goals are broad statements about what you plan to have happen. Successful goals are carefully developed. They are:
• worthwhile (deal with something worth achieving for you, your work group, and/or the organization)
• measurable (stated so you can tell if the goal is reached)
• realistic (can be done on time with reasonable effort)
The first step is to learn about the goals of the organization and of your DEPARTMENT unit. Next, think carefully about what you want to accomplish on your job. Write down what you want to do and then look at what you wrote to make sure what you said fits with the goals of your organization and your unit. It's important to check out your goals with your BOSS to see that you both agree. This can be done by talking about them informally.
Stating Objectives
Goals are something that you will try to make happen in the future. Since that's a ways down the road it's good to get some check points along the route. Once your goals are approved, it's important to make a plan to reach them.
Taking one step at a time is best. Reaching each step shows you're making progress and can give you a feeling of success. This will help keep you going even though there may be problems.
Your plan works like a map and has specific statements (objectives). Objectives describe short term steps which must be reached along the route to your goals. Objectives tell who is responsible to do what by when and how it will be done.
It's also important to identify ways to find out if progress is being made on objectives. State things in a way that permit you to know when they've been accomplished.
Write down your goals, your objectives, and the steps you plan to take to reach them. It doesn't have to be a big deal. It's been found that you are more likely to follow your plan if you have it written down. Also, it's important to check your plan with your superior so that you are sure it's okay. By doing this you also can get your superior's support in carrying out your objectives.
Goals can be of great value in day to day efforts. If your goals are not clear you may get blamed or punished for not doing something you didn't know you were responsible for. You also might spend time on low priority tasks or work that you enjoy doing instead of things that are important to your superior and your organization.
Helping Others Set Goals
It's wise to share your plans with the people you supervise. It's also vital to help them go through the goal setting process either individually or as a group. Involving people in goal setting increases their loyalty to the goals, the organization, and the work group. Also, self set goals have more meaning.
The well stated goals and objectives are important for your work team. That's what a team is a group working toward the same goal. If all members of a football team didn't'share the same goal they couldn't effectively move toward it. They'd all be running in different directions. They couldn't be a team. It's important that goals and objectives are clear, that the team feels ownership of them, and that all members of the team understand them.
People have personal goals and job related goals. They may want to learn new skills, be liked by fellow workers, or get a raise. Organizational, work groups, and individual goals and objectives need to fit together. They need to mesh so everyone is pulling in the same direction.
The goals of the work group should help workers reach their individual objectives. You may, for example, ask employees what they want to learn. Then plan with them to get the needed experiences. They will be glad to know that you respect their goals and that you will try to give them a chance to work on objectives they value.
Sometimes you or your employees may be blocked. Watching for obstacles and removing them is a vital leadership role you can play. Knowing what the blocks are allows you and your work team to make plans to overcome them.
Dealing with barriers is like problem solving. The blocks must be seen and facts gathered so that the obstacle is fully understood. Then several plans should be made and the best one chosen and tried out.
The Role of Expectations
What you expect of your employees and what your people expect of themselves has a great deal to do with how they perform. Low goals mean low expectations and low achievement. Low expectations result in individuals having lower expectations of themselves in their ability to reach goals.
How hard someone will work to reach a goal depends on how important that goal is to them. It also depends on whether or not they believe they can achieve it. People have expectations of themselves. Others also have expectations for them. It's been proven that people rise or fall to the level set for them by people who are important to them.
Careful studies have found that managers have a great impact on employees's motivation. The way the managers act can increase motivation up to 40%,
or cause a 40% decrease.
To get the best from your employees you need to expect the best. You must be reasonable and keep your expectations in line with their ability to produce. Since people are different, you will have to take the strengths and skills of each individual into account. Goals should be high enough to challenge the employee but not so high that they can't be reached. People should be encouraged to stretch, but only as far as they can be successful. Once challenging goals have been set your workers will need your support, help, encouragement, and coaching.
Goals and objectives should be worked out with the employee. Listen carefully to the individual's hopes and
plans and, as much as you can, include these in the objectives. State what is expected clearly and specifically. Include signs of progress such as quantity and quality of output. These are called performance standards, certainly not a new idea. Make sure there is agreement on the goals, objectives, and standards. Everyone should be expecting the same things. Such understanding will encourage workers to go ahead comfortably.
People are more willing to have high expectations of themselves when they can take reasonable risks. They need to be fairly certain they will be successful and be assured that if they fail, after making a real effort, they won't be punished. Failing or making mistakes, while giving things a hard try, should be seen by all as learning experiences. The failure should not be seen by you, fellow workers, or the individual as affecting their value as a person or an employee, Having this attitude will encourage individuals to move ahead toward their objectives with confidence. They will take reasonable chances to stretch themselves and not worry about being punished or seen as unworthy.
Research shows that motivation is highest when the risk factor is about 80/20 when the chances of succeeding are high. Of course the amount of risk seen as reasonable depends on how secure and confident the individual is. The risk factor should be tailored to the individual. Some respond very well to such challenges. It gets their juices flowing. Others may be a bit timid about taking chances so they will be more cautious about setting high expectations for themselves.
SUMMING UP.
Here are some actions you can take as a manager to make setting goals and objectives a successful experience.
1.Have clear goals and objectives Yourself and share them with your employees.
2.Plan jointly with your employees. Include their work related goals and expectations in the overall goals for the work group.
3.Check to see that work group goals fit with organizational purposes.
4.Make sure goals are worthwhile, measurable, and realistic.
5.Be certain that objectives state who, what, when,and how.
6.Make plans to move step by step toward the objectives. Watch for the blocks which may have to be faced and think about ways to get around them.
but reasonable, expectations.
8. Treat honest failures and mistakes as learning experiences. Make certain that the employees' self worth doesn't suffer.
GOALS / OBJECTIVES CAN BE SET FOR ALL FUNCTIONS, LIKE
SALES , MARKETING, PRODUCTION, ETC AND ALSO FOR HR.
================================================== ======
HERE ARE SOME EXAMPLES for HR.
CORPORATE STRATEGY—improve productivity in all areas.
CORPORATE OBJECTIVE / GOALS –lift productivity by 5%.
HR OBJECTIVES / GOALS
1.Operate effective recruitment/selection –effective savings of 5% of budget.
2.Ensure the investment in people is prudent / of value—keep the
paybill at 12 % of the total revenue [ as per the budget ]
3.Continually enrich and improve the organization’s knowledge and
capabilitities ---increase the level of training/ skill development
programs by 15%.
HOPE THIS IS USEFUL TO YOU
regards
LEO LINGHAM
From India, Mumbai
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Goal-setting-gu ide_141.pdf
Goal Setting-varghes e-June10th-2008 .ppt