Management durch Zielvereinbarung. SMART
(Drucker)

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Zusammenfassung

Peter Drucker - Management durch ZielvereinbarungWas ist Management durch Zielvereinbarung? Beschreibung

MBO beruht auf dem Definieren von Zielsetzungen für jeden Angestellten und das Vergleichen und Lenken ihrer Leistung in Richtung der Zielsetzungen, die gesetzt wurden. Es zielt darauf ab, die Leistung der Organisation zu erhöhen, indem es organisatorische Ziele mit den Zielsetzungen der Untergebenen innerhalb der gesamten Organisation zusammenbringt. Idealerweise erhalten Angestellte starken Input, um ihre Zielsetzungen, den Zeitraum für die Erfüllung, etc. zu identifizieren.
MBO schließt kontinuierliches Tracking der Prozesse und das zur Verfügung stellen von Feedback ein, um die Zielsetzungen zu erreichen.


Peter Drucker

Management durch Zielvereinbarung wurde das erste Mal von Peter Drucker 1954 in seinem Buch „The practice of Management“ umrissen. Laut Drucker sollten Manager „die Aktivitätsfalle“ vermeiden und in die tagtäglichen Aktivitäten so tief verwickelt werden, dass sie ihren hauptsächlichen Zweck oder ihre Zielsetzungen vergessen. Eins der Konzepte von MBO war, dass an Stelle von nur einigen Top Managern, alle Manager eines Unternehmens am strategischen Planungsprozess teilnehmen sollten, um die Implementierungsfähigkeit des Planes zu verbessern. Ein anderes Konzept des Management durch Zielvereinbarung war, dass Manager eine Reihe von Leistungssystemen einführen sollten, die entworfen sind, um der Organisation zu helfen, gut zu arbeiten. Offensichtlich kann Management durch Zielvereinbarung folglich als Vorgänger des Wertorientierte Unternehmensführung gesehen werden.


Grundregeln des Management durch Zielvereinbarung

  • Kaskadierung der organisatorischen Ziele und der Zielsetzungen,

  • Spezifische Zielsetzungen für jedes Mitglied,

  • Teilnehmende Entscheidungsfindung,

  • Expliziter Zeitabschnitt und

  • Leistungsbewertung und zur Verfügung stellen von Feedback.

Management durch Zielvereinbarung stellte auch die SMART Methode für die Überprüfung der Gültigkeit der Zielsetzungen vor, die „SMART“ sein sollte:

  • Specific (Spezifisch)

  • Measurable (Messbar)

  • Achievable (Erzielbar)

  • Realistic (Realistisch) und

  • Time-related (Zeitbezogen).

In den neunziger Jahren relativierte Peter Drucker die Bedeutung dieser Organisations-Managementmethode, als er sagte: „Es ist nur ein weiteres Werkzeug. Es ist nicht die große Heilungsmethode für Managementineffizienz… Management durch Zielvereinbarung funktioniert, wenn Sie die Zielsetzungen kennen, 90% der Zeit kennen Sie diese nicht.“


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Management durch Zielvereinbarung, SMART Fachgruppe.



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