THE UNIVERSITY OF THE PEOPLE

BUS 1101

DISCUSSION FORUM UNIT 6

Managers have to make decisions during their jobs and set goals and objectives to help make

those decisions more effective. If the organization wants to achieve a goal then all areas of the

company must work to achieve that goal. Its is a manager’s job to ensure there are and

employees meet the goals by setting a series of measurable and timed-based objectives that when

combined meet the company’s goals and objectives. Using the performance management system

which “ensures that employees are working towards organizational goals” (Carpenter, Beuer, &

Erdogan, 2010). Managers utilizes tools like the balanced score card framework in combination

with management by objectives (MBO) system approach to help control all process with the

firm. The balance score card framework is important because it helps managers simplify the

firm’s widespread goals down into objectives and measures, so that all actions are aligned with

the company’s strategy. This leads to the MBO system which helps break those company-wide

goals into departments goals. Managers then set up individuals employee goals thus creating an

action plan; using performance evaluation to revise the goals and objectives and ensure that they

are aligned with corporate strategy.

Employees performance is used as an integral part of organization performance management

which involves “setting goals, monitoring an employee’s achievement of those goals, sharing

feedback with the employees, evaluating the employees’ performance and then rewarding the

employee’s performance” The performance evaluation process is used by managers to boost

communication and provide feedback about an employee’s job performance. During the review,

measurable objectives are used to assure that goals are being achieved. When managers establish

specific and measurable goals and objectives with an employee, then both can measure the

progress towards goals. Employees are provided clear understanding of what goals and

objectives are expected from them along with their personal strength and areas need

improvement” (Carpenter, Beuer, & Erdogan, 2010). Altogether this process promotes

organizational management by aligning organizational goals and ambitions with employees’

goals and rewarding them for meeting those goals and objectives. These can be called outcome

goals, as they are goals controlled by others.

Performance goals are controlled by the person who has the goals and have beneficial ownership

over the outcome. A past goal that was set by me was finish high school and goal university. I

therefore decided that for me to get good grades I was going put in everything, create a

mathematics club and sleep a maximum of 2-3 hours a day. Which meant that I was going to

study through and more than half of the night hours. We created the mathematics club at school

and everyone was happy to join. I controlled the process in starting the mathematics club from

planning to implementation as we the one who benefited the accomplished of the goal, we had

beneficial ownership. Up now the mathematics club is still in effect and many students have

benefited. We had beneficial control as we controlled when and what time should the lesson

begin.

WORDS: 541
REFERENCES

Carpenter, M., Bauer, T., & Erdogan, B. (2010). Goals and Objectives. Mangement Principles, v.

1.1 Retrieved from https://2012books.lardbucket.org/pdfs/management-principles-v1.1.pdf

Overview of Organisational Performance Mangement: Guidelines and Resources. (n.d).

Retrieved from https://managementhelp.org/organisationalperformance/index.htm