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Management by objectives

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Balance an organization's management needs with the reality of bottom-line effectiveness. Determine what factors need to be considered in a change management initiative, and find a body of literature that demonstrates the cost-effectiveness of a potential implementation of that initiative. Finally, provide your recommendations for adopting the theory or proceeding with a different strategy

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Today organizations are challenged with obtaining top talent that is able to uphold the standards of the organization. The concept of a team has never been harder to come by with individuals looking out for their own self interests which are fostered by the American individualistic mentality. However for an organization to reach its pinnacle, it is imperative that it foster a sense of unity by holding its employees to the highest level of standards. This is even truer today after the numerous financial scandals that have plagued large business. This paper will discuss what I consider to be my organizations high level of standards and provide an overview how my organization rewards our employees for maintaining these standards.

Integrity and Ethical Standards

The organization that I work for maintains the highest levels of standards for their employees, not only from the work perspective, but from a personal perspective as well. Many people today would take issue with their employer providing guidelines and policies that dictate how they live their lives once they leave the office. However, working for an intelligence agency this is exactly what happens. To work for an intelligence agency one must pass a rigorous polygraph examination that determines an individual's suitableness for employment with the agency. An individual selected for an intelligence position must maintain values that are consistent with what is considered an up-standing citizen. For this reason, the individuals who work for these agencies have the highest standards of integrity and ethics that can be found in the working world today. Many would disagree with that statement based on news reports the past couple of years. However it is indeed a fact and Intelligence officers maintain vigilance of their actions 24 days, 7 days a week.

For this reason, the disciplinary issues that many organizations encounter are not seen at my place of work. It can be reasonably expected that when employees come to work they are going to give a full days effort. Certainly there are exceptions to the rule, but for the most part employees can be counted on to give it their best. Keeping in mind standards are both goals and values (Kouzes & Posner, 2002). Expecting the best from our employees does not meet I do not set high goals for my organization and those that carry out our mission. In fact, for this reason, I set the goals for my organization much higher than I might if I were in private industry. According to Kouzes and Posner, "successful leaders have high expectations, both of themselves and of their constituents".

I have always been under the belief that the higher one sets their goals the higher success one will achieve or as stated by Kouzes and Posner, "The expectations that successful leaders hold provide the framework into which people fit their own realities". This can be tricky at times as I want to set the goals as high as possible, but at the same time I want to ensure that they are feasible and attainable. Setting goals that are not attainable simply leads to bad morale as employees are never able to accomplish their objectives. Another reason I feel confident about setting high goals is due to the fact, that employees that work for my agency, for the most part, are there because they love what they do, and because their sense of patriotism. As all employees hold a Top Secret security clearance, they can easily leave the government and obtain a job in the private sector making $40k more per year. Although this does happen at times, the majority of employees continue to work for the agency due to the fact that they feel they are doing something important for their country.

Rewarding of Performance

Even though employees want to remain with the agency, steps are still taken to ensure a high level of morale and to keep the focus on the important aspects of our mission. Once ...

Solution Summary

This solution of 2,639 words provides recommendations for adopting the theory, determines factors need to be considered in management initiative, and defines the concept of bottom-line effectiveness.

See Also This Related BrainMass Solution

Balanced Scorecard for Strategic Management

Hi! I need assistance with the following:

*Resources: Exhibit 7-1 in Ch. 7 of Strategic Management

Develop the strategic objectives for your business in the format of a balanced scoreboard. The strategic objectives are measures of attaining your vision and mission. As you develop them consider the vision, mission, and values for your business and the outcomes of your SWOTT analysis. Consider the following four quadrants of the balanced scoreboard when developing your strategic objectives.

*Shareholder Value or Financial Perspective, include strategic objectives in areas such as:

-Market share
-Revenues and costs
-Competitive position

*Customer Value Perspective includes strategic objectives in areas such as:

-Customer retention or turnover
-Customer satisfaction
-Customer value

*Process of Internal Operations Perspective, includes strategic objectives in area such as:

-Measure of process performance
-Productivity or productivity improvement
-Operations metrics

*Learning and Growth (Employee) Perspective, includes strategic objectives in areas such as:

Employee satisfaction
Employee turnover or retention
Level of organizational capability
Nature of organizational culture or climate
Technological innovation

Develop at least three strategic objectives for each of the following four balanced scorecard areas identifies above (Financial, Customer, Process, Learning and Growth). Your objectives should be selected, in part, based on an evaluation of a number of potential alternatives to the issues and/or opportunities identified in the SWOTT Analysis paper and table you completed in Week 3. Base your solutions on a ranking of alternative solutions that includes an identification of potential risks and mitigation plans, and a stakeholder analysis that includes mitigation and contingency strategies. You should also incorporate the ethical implications of your solutions into your selection.

*For each strategic objective, develop a metric and target using a balanced scorecard format. (For example, a strategic objective in the shareholder or Financial Perspective is to increase market share. A metric to actually measure this strategic objective of market share increase is, "The percentage of increase in market share." The target is the specific number to be achieved in a particular time period. The target for the metric of "Increase market share" could be "Increase market share by 2% for each of the next 3 years" of an increase of 2% per year for 3 years.)

-Write a 700-1,050 word summary that explains your critical thinking on how you derived your objectives from your vision, mission, values, and SWOTT analysis.

*Attached is my Week 3 Paper & table.
*Please use and provide all necessary references.
*Format paper according to APA guidelines.

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