Gestione per Obiettivi. SMART
(Drucker)

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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.„


Gruppo di Interesse Speciale Gestione per Obiettivi, SMART


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Forum sul Gestione per Obiettivi, SMART  

Discussioni sul tema: Gestione per Obiettivi, SMART.


The Essence of Management by Objectives (MBO)
MBO somewhat resembles farming, each animal or plant is allowed to individually produce a product. The farmer is there t (...)
 
 
 
 
SMART Management Works!
A very nice article. Organizations transcend from good to great because people use SMART goals as foundation for every d (...)
 
 
 
 
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 r (...)
 
 
 
 
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 th (...)
 
 
 
 
Achievable vs. Realistic
I don`t see much difference between the terms "Achievable" and "Realistic", I`d rather say "Results-oriented" or "Result (...)
 
 
 
 
How to Implement Management By Objectives?
How should one implement management by objectives? (...)
 
 
 
 
Objectivity in the Measuring / Evaluating Objectives
Drucker introduced a very pertinent concept in management which - if effectively implemented - brings about noticeable i (...)
 
 
 
 
Management By Objectives Examples
Can anyone give some examples of organizations using MBO successfuly today? (...)
 
 
 
 
Management by Objectives vs. Control Self Assessment
In the principle of Management By Objective, MBO, just like Facilitated Team Workshop in Control Self Assessment, CSA, p (...)
 
 
 
 
Turning the Objectives into Actions
Drucker rightly identified the need for strategy and objectives, but did not pursue how to turn the objectives into acti (...)
 
 
 
 
Mitigating the Disadvantages of Management By Objectives
How can we deal with the disadvantages of MBO? (...)
 
 
 
 
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 goe (...)
 
 
 
 
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 in (...)
 
 
 
 
What Exactly are "Objectives" in Management by Objectives?
Objectives represent annual marks that your program needs to achieve in order to accomplish its goals by the end of the (...)
 
 
 
 
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/experien (...)
 
 
 
 
Great Book on Management by Objectives
A great book I wrote to learn about Management by Objectives is "". Traditional employee performance reviews are mandat (...)
 
 
 
 
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 (...)
 
 
 
 
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 subordi (...)
 
 
 
 
SMART is Always Smart...
This is called you define your objectives... Though the implementation is tough.. The results are far from your imaginat (...)
 
 
 
 
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 measurab (...)
 
 
 
 
Mission Statements and Management by Objectives
Many organisations have a mission statement that tries to encapsulate the overall strategic management of their company. (...)
 
 
 
 
Circumstances for Management By Objectives?
MBO is applicable in the right situation / circumstances only: in small and middle business scale. My experience is not (...)
 
 
 
 

Migliori Pratiche sul Gestione per Obiettivi, SMART

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🥇 Reference of SMART Goals
Does anyone know the reference for SMART goals? I checked in Peter Drucker’s book: “The practice of management” and di (...)
 
 
 
 
🥈 Disadvantages of Management by Objectives?
I'm trying to build a complete list of all disadvantages of Management by Objectives: 1. May lead to suboptimalization: (...)
 
 
 
 
🥉 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 m (...)
 
 
 
 
Management by Planning Should Replace Management by Objectives
2 of the most respected men in management theory, Drucker and , disagreed over MBO. Deming proposed that MBO did not tak (...)
 
 
 
 

Consigli degli Esperti sul Management by Objectives, SMART (Inglese)

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Advantages of Management by Objectives for the Organization

Benefits of MBO at Firm Level (...)
 
 

Advantages of Management by Objectives for the Employee

Benefits of MBO for Employees (...)
 
 

Advantages of Management by Objectives for the Manager

Benefits of MBO for Managers (...)
 
 

Guidelines for Managing by Objectives

Implementing Management by Objectives, Best Practices (...)
 
 

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

Employee Participation (...)
 
 

Other Versions of SMART Method: SMARTIE

MBO (...)
 
 

Best Practices to Better Target Setting

Management by Objectives, SMART, Business Performance Management, Balanced Scorecard, KPIs, CSFs (...)
 
 

Management by Dynamic Objectives (MBDO)

Implementing a Flexible MBO System (...)
 
 

Managing Intelligent People

People Management (...)
 
 

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

Management, Leadership, HR, Performance Appraisals (...)
 
 

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