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    POM Assignment

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    Aldrich Fernandes
    The document discusses Management by Objectives (MBO), its key steps, and the importance of Management Development Programs (MDP). MBO is a strategic management model that focuses on clearly defining objectives agreed upon by management and employees. The 6 key steps of MBO are: 1) defining organizational goals, 2) defining employee objectives, 3) continuous monitoring of performance, 4) performance evaluation, 5) providing feedback, and 6) performance appraisal. MDPs are important for the scientific selection and placement of managers, fostering economic growth, and ensuring managers can effectively lead their teams to achieve organizational objectives.

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    POM Assignment

    Uploaded by

    Aldrich Fernandes
    19 views6 pages
    The document discusses Management by Objectives (MBO), its key steps, and the importance of Management Development Programs (MDP). MBO is a strategic management model that focuses on clearly defining objectives agreed upon by management and employees. The 6 key steps of MBO are: 1) defining organizational goals, 2) defining employee objectives, 3) continuous monitoring of performance, 4) performance evaluation, 5) providing feedback, and 6) performance appraisal. MDPs are important for the scientific selection and placement of managers, fostering economic growth, and ensuring managers can effectively lead their teams to achieve organizational objectives.

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    POM assignment

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    The document discusses Management by Objectives (MBO), its key steps, and the importance of Management Development Programs (MDP). MBO is a strategic management model that focuses on clearly defining objectives agreed upon by management and employees. The 6 key steps of MBO are: 1) defining organizational goals, 2) defining employee objectives, 3) continuous monitoring of performance, 4) performance evaluation, 5) providing feedback, and 6) performance appraisal. MDPs are important for the scientific selection and placement of managers, fostering economic growth, and ensuring managers can effectively lead their teams to achieve organizational objectives.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    19 views6 pages

    POM Assignment

    Uploaded by

    Aldrich Fernandes
    The document discusses Management by Objectives (MBO), its key steps, and the importance of Management Development Programs (MDP). MBO is a strategic management model that focuses on clearly defining objectives agreed upon by management and employees. The 6 key steps of MBO are: 1) defining organizational goals, 2) defining employee objectives, 3) continuous monitoring of performance, 4) performance evaluation, 5) providing feedback, and 6) performance appraisal. MDPs are important for the scientific selection and placement of managers, fostering economic growth, and ensuring managers can effectively lead their teams to achieve organizational objectives.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 6

    Q 1. What is MBO? What are the key steps in the MBO Program?

    Explain the importance of


    MDP?
    Answer: Management by objectives (MBO) is a strategic management model focuses to
    improve the performance of an organization by clearly defining objectives that are agreed to by
    both management and employees.
    MBO is defined as a comprehensive managerial system that combines many key managerial
    activities in a systematic process and that is strategically directed toward the effective and
    efficient achievement of organizational and individual objectives.
    The practical importance of objectives in management can best be seen by summing up how
    successful managing by objectives works in practice.
    MBO is a comprehensive management system based on measurable and participative set objectives.
    MBO is now widely practiced all over the world. But, despite its large-scale application, the meaning of
    MBO is not yet clear.

    To some people, it is a tool to get an appraisal; others consider it as a motivational technique,


    and some look upon it as a tool of planning and control. The common factor that has made
    Management by Objectives programs so popular in both management theory and practice is
    the emphasis on objectives that are both measurable and participative setting.
    MBO is a management technique for increasing employee involvement in the planning and
    controlling activities. Through involvement, it is believed that employee commitment to a
    planned course of action will be enhanced and performance will be more efficient.
    The 6 steps of the MBO process are:
     Define organizational goals
     Define employees objectives
     Continuous monitoring performance and progress
     Performance evaluation
     Providing feedback
     Performance appraisal
    1. Define Organizational Goals
    Goals are critical issues to organizational effectiveness, and they provide a number of purposes.
    Organizations have several kinds of goals, all of which must be appropriately managed. And a
    number of different kinds of managers must be involved in setting goals. The goals set by the
    superiors are preliminary, based on an analysis and judgment as to what can and what should
    be accomplished by the organization within a certain period.
    2. Define Employees Objectives
    After making sure that employees’ managers have informed of pertinent general objectives,
    strategies and planning premises, the manager can then proceed to work with employees in
    setting their objectives.
    The manager asks what goals the employees believe they can accomplish in what time period,
    and with what resources. They will then discuss some preliminary thoughts about what goals
    seem feasible for the company or department.
    3. Continuous Monitoring Performance and Progress
    MBO process is not only essential for making line managers in business organizations more
    effective but also equally important for monitoring the performance and progress of
    employees.
    For monitoring performance and progress the followings are required;
    i. Identifying ineffective programs by comparing performance with pre-established
    objectives,
    ii. Using zero-based budgeting,
    iii. Applying MBO concepts for measuring individual and plans,
    iv. Preparing long and short-range objectives and plans,
    v. Installing effective controls, and
    vi. Designing a sound organizational structure with clear, responsibilities and decision-
    making authority at the appropriate level.
    4. Performance Evaluation
    Under this MBO process performance review is made by the participation of the concerned
    managers.
    5. Providing Feedback
    The filial ingredients in an MBO program are continuous feedback on performance and goals
    that allow individuals to monitor and correct their own actions.
    This continuous feedback is supplemented by periodic formal appraisal meetings in which
    superiors and subordinates can review progress toward goals, which lead to further feedback.
    6. Performance Appraisal
    Performance appraisals are a regular review of employee performance within organizations. It
    is done at the last stage of the MBO process.

    Definition of MDP: It is a dynamic system wide training program that's designed to enhance and
    strengthen your leadership capabilities in the UC core competencies and ensure you have the
    skills, knowledge and resources to effectively lead, engage, and develop your team. The
    program consists of completing four modules focused around the UC Core Competencies of
    people management, employee engagement and change management.
    MDP is the process adopted to supply knowledge, skills, attitudes, and insights to managerial
    personnel, and help them manage their work effectively and efficiently.

    Management development is the systematic process of training and growth with the ultimate
    purpose of organizational growth. In management development programmes, the faculty
    members share their experiences in organizational context using anecdotes relevant to the
    development programmes.
    Importance of Management Development Program:
    1. Scientific selection of the right people in the management cadre.
    2. It tries to bring to the surface human abilities which are untapped and it is these which
    in the final analysis determine the success or failure of any enterprise.
    3. Placement of properly selected people in the right job.
    4. It foster towards economic growth and development of an organization.
    5. It set out a focus in which the objectives and goals of the firm are realized or achieved.
    6. Assurance that these properly placed managers could grow as per expectations and
    could meet both the needs of the organisation as well as their own needs.
    7. It tends to forecast the future orientation of the firm and how it can adjust quickly to
    any kind of shock that might likely arise.
    8. It tends to see that workers perform their work effectively and efficiently according to
    the guidelines of the organization.
    9. It helps the management of the organization to focus on the need to any kind of change
    that might occur within an organization.
    10. It allows the organization to apply the useful methods or techniques of selecting rightful
    candidates for any post available within an organization.
    Q 2. Explain in short principles of organization and the term span of control?
    Answer: Principles of Organization: The organization processes can be done efficiently if the
    managers have certain guidelines so that they can take decisions and can act. To organize in an
    effective manner, the following principles of organization can be used by a manager.
    Definition of Span of Control: A span of control is a concept that describes the number of
    people that are managed by someone. It is a chain of command notion where the number of
    subordinates are properly identified to understand a manager’s reach.
    This is a crucial information for managers since they need to understand which the resources
    available from a human resources standpoint are. A hierarchical organizational structure
    normally has well defined boundaries that allow the manager to fully understand who are part
    of his team.

    Nevertheless, when job positions are not properly designed, a confusing situation might
    emerge where a person has two or more bosses. This is important to avoid since it creates
    conflicts within the structure and guidelines become unclear for the subordinate. A clear
    definition of the span of control allows the manager to plan, organize and divide the work load
    among his team according to his work method, assigning each team member the duties he
    thinks they are capable to handle, according to their skills, knowledge and academic
    background.

    Managers can also implement metrics to evaluate the performance of their span and influence
    them to increase their productivity depending on the results obtained.
    Principles of Span of Control/Supervision: According to this principle, span of control is a span
    of supervision which depicts the number of employees that can be handled and controlled
    effectively by a single manager. According to this principle, a manager should be able to handle
    what number of employees under him should be decided. This decision can be taken by
    choosing either from a wide or narrow span. There are two types of span of control:
    a) Wide span of control- It is one in which a manager can supervise and control effectively a large group
    of persons at one time. The features of this span are:

    i. Less overhead cost of supervision


    ii. Prompt response from the employees
    iii. Better communication
    iv. Better supervision
    v. Better co-ordination
    vi. Suitable for repetitive jobs
    According to this span, one manager can effectively and efficiently handle a large number of
    subordinates at one time.

    b) Narrow span of control- According to this span, the work and authority is divided amongst many
    subordinates and a manager doesn't supervises and control a very big group of people under him. The
    manager according to a narrow span supervises a selected number of employees at one time. The
    features are:
    i. Work which requires tight control and supervision, for example, handicrafts, ivory work, etc.
    which requires craftsmanship, there narrow span is more helpful.
    ii. Co-ordination is difficult to be achieved.
    iii. Communication gaps can come.
    iv. Messages can be distorted.
    v. Specialization work can be achieved.
    Factors influencing Span of Control:
    i. Managerial abilities- In the concerns where managers are capable, qualified and
    experienced, wide span of control is always helpful.
    ii. Competence of subordinates- Where the subordinates are capable and competent and
    their understanding levels are proper, the subordinates tend to very frequently visit the
    superiors for solving their problems. In such cases, the manager can handle large
    number of employees. Hence wide span is suitable.
    iii. Nature of work- If the work is of repetitive nature, wide span of supervision is more
    helpful. On the other hand, if work requires mental skill or craftsmanship, tight control
    and supervision is required in which narrow span is more helpful.
    iv. Delegation of authority- When the work is delegated to lower levels in an efficient and
    proper way, confusions are less and congeniality of the environment can be maintained.
    In such cases, wide span of control is suitable and the supervisors can manage and
    control large number of sub- ordinates at one time.
    v. Degree of decentralization- Decentralization is done in order to achieve specialization in
    which authority is shared by many people and managers at different levels. In such
    cases, a tall structure is helpful. There are certain concerns where decentralization is
    done in very effective way which results in direct and personal communication between
    superiors and sub- ordinates and there the superiors can manage large number of
    subordinates very easily. In such cases, wide span again helps.

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