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 Special Interest Group


Special Interest Group (222 members)


Forum about Result Oriented Management  

Discussions about Result Oriented Management.


Requirements for Result Oriented Management
This is a very practical and doable management initiative that does work most of the time. However, it requires investme (...)
 
 
 
 
To Achive Something, 85% = Attitude and 15% = Skills
85% is attitude & 15% is skills to achieve anything. (...)
 
 
 
 
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? F (...)
 
 
 
 
Result Oriented Management versus Management by Objectives
Sounds very much like management by objectives (MBO). What are the differences? (...)
 
 
 
 
Benefit of Result Oriented Management
I need to find the benefits of result oriented management... Who can help me? Thanks. (...)
 
 
 
 
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 a (...)
 
 
 
 
Responsibility for Poor Results?
In what circumstances should it be considered the upper management responsibilities when the (sales) figures are down? (...)
 
 
 
 
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 respons (...)
 
 
 
 
Why Result Oriented Mgt?
The involvement of workers in making decisions regarding creating value by any firm can be a good source of competitive (...)
 
 
 
 
🔥 NEW KPI Examples in a Result Oriented Management Philosophy
Please who can help me to find typical KPIs for a company favoring the Result Oriented Management (ROM) approach? Speci (...)
 
 
 
 
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 th (...)
 
 
 
 
Results Oriented Delegation
An important part of results management involves effective delegation of work. An important skill in this area is delega (...)
 
 
 
 
Managing the Results Oriented Process
The tool allows the individual to take steps towards personal development, achivement of divisional, corporate and then (...)
 
 
 
 

Best Practices about Result Oriented Management

Here you find the most valuable discussions from the past.



Expert Tips about Result Oriented Management

Here you will find advices by experts.


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 (...)
 
 

Information Sources about Result Oriented Management

Here you will find powerpoints, videos, news, etc.


Introduction to Results-Based Management

Results-oriented Management (...)
 

Employee Performance Management and Performance Appraisals (In depth)

Performance Appraisals, Performance Management, Employee Performance (...)
 

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


Return to Management Hub: Change & Organization  |  Communication & Skills  |  Finance & Investing  |  Human Resources  |  Leadership


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