Gestione per Obiettivi. SMART
(Drucker)

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Definire gli obiettivi degli impiegati e dirigere le loro performance verso questi obiettivi. Spiegazione di Gestione per Obiettivi di Peter Drucker. ('54). SMART.

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Peter Drucker - Gestione per Obiettivi Che cosa è la Gestione per Obiettivi? Descrizione

Il MBO [Management by Objectives] conta sulla definizione degli obiettivi per ogni impiegato per poi paragonare e dirigere le loro performance verso gli obiettivi che sono stati definiti. Mira ad aumentare le performance dell'organizzazione combaciando gli obiettivi organizzativi con gli obiettivi dei subalterni di tutta l'organizzazione. Nel migliore dei casi, gli impiegati ricevono forti input per identificare i loro obiettivi, e i tempi per il completamento, ecc.
Il MBO include il monitoraggio continuo dei processi e i feedback per raggiungere gli obiettivi.


Peter Drucker

La Gestione per Obiettivi è stata inizialmente descritta da Peter Drucker nel 1954 nel suo libro “The practice of Management„. Secondo Drucker i manager dovrebbero evitare “la trappola delle attività„,  diventando così presi dalle loro attività quotidiane e dimenticando il loro scopo o il loro obiettivo principale. Uno dei concetti del MBO era che, anziché solo alcuni top manager, tutte i manager di un'azienda dovrebbero partecipare al processo di progettazione strategica, per migliorare l'implementabilità del programma. Un altro concetto della Gestione per Obiettivi era, che i manager dovrebbero implementare una gamma di sistemi di performance destinati ad aiutare l'organizzazione a funzionare bene. Chiaramente, la Gestione per Obiettivi potrebbe essere vista come il predecessore del Value Based Management.


Principii di Gestione per Obiettivi

  • La procedura in sequenza degli obiettivi e dei goal organizzativi,

  • Obiettivi specifici per ogni membro,

  • Processo decisionale partecipativo,

  • Periodo di tempo esplicito e

  • Valutazione delle performance e feedback.

La Gestione per Obiettivi ha introdotto inoltre il metodo SMART per controllare la validità degli obiettivi, che dovrebbero appunto essere “SMART„:

  • Specifico

  • Misurabile

  • Realizzabile

  • Realistico e

  • Relativo al tempo.

Negli anni 90, Peter Drucker ha messo in prospettiva l'importanza di questo metodo di gestione delle organizzazioni, quando ha detto: “È solo un altro strumento. Non è la cura più grande per l'inefficienza manageriale.… La Gestione per Obiettivi funziona se si conoscono gli obiettivi, ma il 90% delle volte non si conoscono.„


Gestione per Obiettivi, SMART Forum
  Great Book on Management by Objectives
A great book I wrote to learn about Management by Objectives is " 
   
 
  Is Management By Objectives Transferable to the Care Sector?
I'm currently working in care as a team leader and I'm looking for a good way to manage staff. Any suggestions/experiences on whether or not MBO is transferable to this environment?...
     
 
  Mitigating the Disadvantages of Management By Objectives
How can we deal with the disadvantages of MBO?...
     
 
  Objectivity in the Measuring / Evaluating Objectives
Drucker introduced a very pertinent concept in management which - if effectively implemented - brings about noticeable improvements in organization.
However, the challenge being faced is the objective measuring of set goals/targets. Some jobs...
     
 
  Management By Objectives in Public Management
How to introduce Management By Objectives (MBO) in public organizations? Who can share some experiences? Thanks......
     
 
  What Consequences if Top Executive don't do what they Promised
Can somebody give exemples or hints of what kind of consequences the CEO of a company could take if his executive team repetively doesn't deliver what they promised?...
     
 
  Management by Planning Should Replace Management by Objectives
2 of the most respected men in management theory, Drucker and Deming, disagreed over MBO. Deming proposed that MBO did not take into account the scientific difference in variation of results caused by assignable...
     
 
  Mutual Commitment is the Basis of Management by Objectives
The idea of Peter Drucker on management by objectives is based on the integration of different hierarchical levels of the company. The common point is the commitment, responsibility and maturity. It is to achieve the objectives through a common ch...
     
 
  Procedure on Developing Objectives and Monitoring
I am in urgent need of subject procedure and willing to pay. I.e. what's the procedure on writing SMART objectives and monitoring through scorecards....
     
 
  Management by Initiatives!
To my personal considerations, MBO has had its day. It's time to add a new dimension to this 'age old' management style which reminds me of macho-management of the 60's and 70's (sic).
What should replace MBO is what I call MBI (Management by I...
     
 
  Mission Statements and Management by Objectives
Many organisations have a mission statement that tries to encapsulate the overall strategic management of their company.
Such statements are designed to implicitly state the organisations objectives in the broader sense. Yet this often fa...
     
 
  Does Management by Objectives Work in a Church?
I find a lot of problems in church as a pure non profit organization. There is no a clear vision. There are not measurable objectives.
How can I implement MBO in church?...
     
 
  Circumstances for Management By Objectives?
MBO is applicable in the right situation / circumstances only: in small and middle business scale. My experience is not really good when I was CEO for a big company with over 3,000 workers with heterogene skill levels....
     
 
  Turning the Objectives into Actions
Drucker rightly identified the need for strategy and objectives, but did not pursue how to turn the objectives into actions. We have....
     
 
  How to Implement Management By Objectives?
How should one implement management by objectives?...
     
 
  Management By Objectives Examples
Can anyone give some examples of organizations using MBO successfuly today?...
     
 
  Management by Objectives and Clear Objectives
MBO gives clear direction to an employee what he is paid to do.... Under SMART whatever you do beyond set objectives goes in vain... Clearly defined objectives will be a greater use to him to avoid this. The million dollar question here is, how many ...
     
 
  SMART is Always Smart...
This is called you define your objectives... Though the implementation is tough.. The results are far from your imagination... Thats how they say... "good things don't come easily" - good to read it here....
     
 
  Setting SMART Objectives
What would be the best SMART objectives to set for the first-line manager, who just started on the job in the retail industry in the current economic crisis...
     
 
  Management by Objectives Needs Tracking and Feedback
I would like to dedicate my opinion on MBO. It aims to increase organizational performance by aligning goals and subordinate objectives throughout the organization. MBO includes ongoing tracking and feedback in the process to reach objectives, employ...
     
 

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Expert Tips (ENG) - Management by Objectives, SMART Premium
 

Advantages of Management by Objectives for the Organization

MBO has many benefits for the various parties concerned.
Some benefits of MBO for the organization are:
1. The effectiveness of the m...
Usage (application): Benefits of MBO at Firm Level
 
 
 

Advantages of Management by Objectives for the Employee

MBO has many benefits for the various parties concerned.
Some benefits of MBO for the employee are:
1. He knows what he has to do
...
Usage (application): Benefits of MBO for Employees
 
 
 

Advantages of Management by Objectives for the Manager

MBO has many benefits for the various parties concerned.
Some benefits of MBO for the manager are:
1. Motivates the subordinates
...
Usage (application): Benefits of MBO for Managers
 
 
 

Guidelines for Managing by Objectives

W. A. Danny developed 10 rules for MBO systems to be effective:
1. The boss must be devoted to and involved in the MBO program.
2. Goals mus...
Usage (application): Implementing Management by Objectives, Best Practices
 
 
 

How Management By Objectives Establishes Buy-In, Commitment and Engagement

The most critical obstacles in managing is none other than the buy-in or commitment of the team. Or what the newly fad term calls 'en...
Usage (application): Employee Participation
 
 
 

Other Versions of SMART Method: SMARTIE

We often use 2 extra terms in SMART and then call it SMARTIE:
- Inspiring
- Enthousiasm.
It puts the word SMART into another perspectiv...
Usage (application): MBO
 
 
 

Best Practices to Better Target Setting

In most organizations it is very common to specify organizational targets with the aim of increasing performance. This seems to be a successful way to...
Usage (application): Management by Objectives, SMART, Business Performance Management, Balanced Scorecard, KPIs, CSFs
 
 
 

Management by Dynamic Objectives (MBDO)

Normally MBO works with a particular time frame in mind. Over that period, various kinds of objectives are set and strived after, each achievable with...
Usage (application): Implementing a Flexible MBO System
 
 
 

Managing Intelligent People

Remember it's best to tell clever people WHAT you want, not HOW to do it...
You will find these people more responsive and less defensive if you ...
Usage (application): People Management
 
 
 

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

In many studies the relationship between fairness and effective leadership is studied. Managers and leaders are often responsible for decisions direct...
Usage (application): Management, Leadership, HR, Performance Appraisals
 
 

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