List the criteria for setting objectives.

Question

What will be an ideal response?

Answer 1

To motivate people to high levels of performance, objectives should be:

1. Difficult but achievable. To have high levels of performance, you need to set high standards. Individuals perform better when assigned difficult objectives, as opposed to being assigned easy ones, or having no goals, or simply being told to "do your best." However, if people do not believe that the objectives are achievable (expectancy theory), they will not be motivated to work for their accomplishment. Worse, when objectives are too difficult and incentives are high enough, many people will use unethical and illegal means to achieve the objectives.

2. Observable and measurable. If people are to achieve objectives, they must be able to observe and measure their progress regularly. Individuals perform better when their performance is measured and evaluated.

3. Specific, with a target date. To be motivated, employees must know exactly what is expected of them and when they are expected to have the task completed-a deadline. However, some objectives do not require or lend themselves to target dates. For example, the objectives in the skill-building exercises do not list a target date.

4. Participatively set when possible. Groups that participate in setting their objectives generally outperform groups with assigned objectives. Managers should use the appropriate level of participation for the employees' capabilities.

5. Accepted. For objectives to be met, employees must accept them. Without acceptance, even meeting the above four criteria can lead to failure. Using participation helps get employees to accept objectives.

Some people use the SMART goals approach when setting objectives making sure they are-Specific, Measurable, Achievable, Realistic, and Time-based.