Result Oriented Management

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Achieve maximum results, based on clear and measurable agreements made previously. Explanation of Result Oriented Management of Jan Schouten and Wim van Beers. ('66)

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Result Oriented Management?

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What is Result Oriented Management? Description

Result Oriented Management is a management style, described by Jan Schouten and Wim van Beers, both from Dutch origin.


The Result Oriented Management system (or: "Resultaatgericht Management" in Dutch) aims to achieve maximum results based on clear and measurable agreements made previously.  Result Oriented Management is a management style, based on the idea that people will work with more enthusiasm and fun, if:

  • People clearly know what is expected of them.

  • People are involved in establishing these expectations.

  • People are allowed to determine themselves how they are going to meet these expectations.

  • People obtain feedback about their performance.

In Result Oriented Management, the manager sets goals and determines priorities and makes resources available that are needed: time, money and capacity. The employee provides his time, knowledge and abilities and indicates under which conditions he can deliver the required results. In doing so, he takes the personal responsibility for achieving those results.


Result Oriented Agreements and SMART

Result Oriented Management is a management system that works with so called Result Oriented Agreements. All parties have the same expectations about their targets and may talk to each other on results. All agreements must always be 'SMART': Specific, Measurable, Accepted, Relevant and Traceable. Within the borders of the agreements that are made, the employees are free to determine how they want to achieve their targets.


Steps in Result Oriented Management. Process

Result Oriented Management helps to translate corporate goals towards Strategic Business Units goals and individual goals. The process of Result Oriented Management is preferably top down AND bottom up and consist of the following steps:

  • Set the target. Long-term corporate goals;

  • Translating the corporate goals towards Strategic Business Units goals and individual goals;

  • Result Oriented Agreements about goals;

  • Implementation, self steering and management reporting;

  • Periodic appraisals, progress control and adjustments;




Result Oriented Management Forum (12 topics) Help
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  The Role of Incentives in Results Oriented Management
Incentives are a good predictor of behavior. So I achieve the results - so what?
"Show me the incentives".
What role are incentives playing in results oriented management?...
     
 

What is End to End Accountability?

When working with an integrator on a result driven contract, we require they take 'end-to-end accountability' or responsibility.
I realize that every provider may have another definition for that. What would a good, objective definition be?...
     
 

Results Oriented Management and Ethics

Don't you think ROM can lead to unethical behaviour when employees are rushing to finish projects and present results? For example data manipulation, telling lies etc....
     
 

Control as a Tool for Implementation of Result Oriented Management

Trough control the management is able to measure the performance against the set standard, to appraise and coordinate the various systems [units], to monitor progress, and to adjust the strategy that is in place. In this way management can ensure th...
     
 

Results Oriented Delegation

An important part of results management involves effective delegation of work. An important skill in this area is delegating assignments through the lens of the employee. Attention to this substantially increases performance....
     
 

Requirements for Result Oriented Management

This is a very practical and doable management initiative that does work most of the time. However, it requires investment in time at the beginning mostly. Getting staff to engage may be time-consuming and tedious depending on their levels of ...
     
 

Responsibility for Poor Results?

In what circumstances should it be considered the upper management responsibilities when the (sales) figures are down?...
     
 

Why Result Oriented Mgt?

The involvement of workers in making decisions regarding creating value by any firm can be a good source of competitive advantage. Workers are the best informed about what is needed on ground to make them do a better job. Besides being consulted, wo...
     
 

Managing the Results Oriented Process

The tool allows the individual to take steps towards personal development, achivement of divisional, corporate and then a minimal contribution to sectoral goals. The catch is managing for results and prioritisation of tasks with the individual that w...
     
 

Benefit of Result Oriented Management

I need to find the benefits of result oriented management... Who can help me? Thanks....
     
 

To Achive Something, 85% = Attitude and 15% = Skills

85% is attitude & 15% is skills to achieve anything....
     
 

Result Oriented Management versus Management by Objectives

Sounds very much like management by objectives (MBO). What are the differences?...
     
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Expert Tips - Result Oriented Management Premium
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Considerations when Setting the Goals

ROM Implementation
 
 

Setting the Right Results-Oriented Work Climate

ROM Implementation, Best Practices
 
 

Fairness of Managers and Leaders: are Fair Leaders More Effective?

Management, Leadership, HR, Performance Appraisals
 

Resources - Result Oriented Management Premium
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Introduction to Results-Based Management

Results-oriented Management

Employee Performance Management and Performance Appraisals (In depth)

Performance Appraisals, Performance Management, Employee Performance
 

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Compare with Result Oriented Management:  Value Based Management  |  Results-Based Leadership  |  Change Management  |  Seven Habits  |  Path-Goal Theory  |  Leadership Continuum  |  SMART (Drucker)  |  Leadership Styles  |  Situational Leadership


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