The management article entitled “Goal Setting needs to be partnership” by Ken Blanchard published on January 23, 2013, speaks about the significant value that both managers and employees make when they work together towards achieving the organization goals. When setting goals in an organization, managers and their subordinates are equally responsible. Goal setting is a useful method of measuring employees’ performance, as employees who apply their strengths to their work increase the company’s success, however, one of the main points highlighted is that both managers and employees of the organization need to work together to set goals that are aligned with organizational objectives. If managers do not allow their subordinates to be involved or to take part in the process of setting organizational goals, employees will often feel left out, they will not have the drive, the fire or the passion to accomplish these set goals, resentment sets in and they will be demotivated towards achieving these goals. On the other hand, if managers allow their employees to set the organization goals on their own, this leads to misalignment with overall organization goals, or can create targets that are focused more on existing skills which does not create any growth for the organization. Goals cannot be set until the entire team that is individuals; subordinates; departments, and organization on a whole, believes in their necessity and achievability. Once goals are set, it must be clearly defined and understood by all employees so that the organizations objectives are met.
Goals provide organizations with a blueprint that determines a course of action and aids them in meeting the organizations objectives. A goal can be defined as a future state that an organization or individual strives to achieve. For each goal that an organization sets, it also sets objectives. An objective is a short-term target with measurable results. Without clearly-defined goals...
Please join StudyMode to read the full document