management by objective

简明释义

目标管理

英英释义

例句

1.The effectiveness of management by objective can be measured by the achievement of set goals.

通过设定目标的实现，可以衡量目标管理的有效性。

2.Through management by objective, employees are given specific targets to achieve within a set timeframe.

通过目标管理，员工被赋予在设定时间内实现的具体目标。

3.The company adopted management by objective to ensure all departments are aligned with the overall goals.

公司采用目标管理以确保所有部门与整体目标一致。

4.Using management by objective, the team was able to focus on key performance indicators.

通过使用目标管理，团队能够专注于关键绩效指标。

5.The annual review process incorporates management by objective to evaluate employee performance.

年度评审过程结合了目标管理来评估员工表现。

作文

In the modern corporate world, effective management is crucial for achieving organizational goals. One of the most prominent approaches to management is known as management by objective (MBO). This concept revolves around setting specific, measurable objectives for employees and aligning their efforts towards achieving these goals. By doing so, organizations can enhance productivity, improve employee engagement, and foster a sense of accountability among team members.The principle of management by objective was popularized by Peter Drucker in the 1950s. He emphasized that clear objectives must be established at all levels of an organization, from top management to individual employees. This approach not only clarifies expectations but also allows for better performance evaluation based on the achievement of these objectives.To implement management by objective, organizations typically follow a structured process. First, managers and employees collaboratively set specific objectives that are aligned with the company's overall mission. These objectives should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. For instance, instead of setting a vague goal like "increase sales," a more effective objective would be "increase sales by 15% in the next quarter."Once objectives are established, regular progress reviews are essential. Managers should meet with employees to discuss achievements, challenges, and any necessary adjustments to the objectives. This ongoing communication helps to keep everyone focused and motivated. It also allows for timely feedback, which is critical in addressing any obstacles that may hinder progress.One of the significant advantages of management by objective is that it empowers employees. When individuals are involved in the goal-setting process, they are more likely to feel a sense of ownership and commitment to achieving those objectives. This increased engagement often leads to higher job satisfaction and improved performance.However, there are challenges associated with management by objective. If not implemented correctly, it can lead to excessive focus on short-term goals at the expense of long-term vision. Additionally, if objectives are set too high or are unrealistic, employees may become discouraged and demotivated. Therefore, it is crucial for managers to strike a balance between challenging goals and achievable targets.Moreover, the effectiveness of management by objective can vary depending on the organizational culture. In environments that prioritize collaboration and open communication, MBO tends to be more successful. Conversely, in rigid or hierarchical organizations, it may face resistance.In conclusion, management by objective is a powerful tool for enhancing organizational performance. By establishing clear objectives and fostering a collaborative environment, companies can drive productivity and employee satisfaction. However, it is essential to approach this management style thoughtfully, ensuring that objectives are realistic and aligned with the organization's long-term goals. With the right implementation, management by objective can lead to significant improvements in both individual and organizational performance.

在现代企业世界中，有效的管理对实现组织目标至关重要。其中一个最突出的管理方法被称为目标管理(MBO)。这个概念围绕着为员工设定具体、可衡量的目标，并使他们的努力与实现这些目标保持一致。通过这样做，组织可以提高生产力、改善员工参与度，并在团队成员之间培养责任感。目标管理的原则在20世纪50年代由彼得·德鲁克推广。他强调必须在组织的各个层面建立明确的目标，从高层管理到个别员工。这种方法不仅澄清了期望，而且允许根据这些目标的实现来更好地评估绩效。要实施目标管理，组织通常遵循一个结构化的过程。首先，管理者和员工共同设定与公司整体使命相一致的具体目标。这些目标应当是SMART：具体、可衡量、可实现、相关且有时限。例如，与其设定一个模糊的目标如“增加销售”，不如设定一个更有效的目标：“在下个季度内将销售额增加15%。”一旦目标确立，定期的进展审查是必不可少的。管理者应与员工会面，讨论成就、挑战以及对目标的任何必要调整。这种持续的沟通有助于保持每个人的专注和动力。它还允许及时反馈，这对于解决可能妨碍进展的任何障碍至关重要。目标管理的一个显著优势是它赋予了员工权力。当个人参与目标设定过程时，他们更可能感到对实现这些目标的归属感和承诺。这种参与感通常会导致更高的工作满意度和改善的绩效。然而，目标管理也面临一些挑战。如果实施不当，可能导致对短期目标的过度关注，而忽视长期愿景。此外，如果目标设定得过高或不切实际，员工可能会感到沮丧和失去动力。因此，管理者必须在具有挑战性的目标和可实现的目标之间取得平衡。此外，目标管理的有效性可能因组织文化而异。在优先考虑协作和开放沟通的环境中，MBO往往更成功。相反，在僵化或等级分明的组织中，它可能会面临抵制。总之，目标管理是提升组织绩效的强大工具。通过建立明确的目标并促进协作环境，公司可以推动生产力和员工满意度。然而，必须以深思熟虑的方式接近这种管理风格，确保目标现实且与组织的长期目标一致。通过正确的实施，目标管理可以在个人和组织绩效上带来显著改善。