As one of the important procedures in today’s society, main management concept, ‘organisational planning and goal setting’ will be discussed. Organisational planning and goal setting can be seen when dealing either personally or as a group. In order to find success, there should first be a vision, that will lead to a particular destination. This becomes practical overtime and an organisation will develop the certain goal to obtain the desired vision. From this point on, a plan will be formed to achieve a goal. Planning is a process where an organisation will perform the required actions to fulfil their goals. The concept will be based on the article by William Carper. The article focuses on the proper structure for the organisational goal setting
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Due to its broad and flexible structure, one can see that it may deliver a better environment for workers if suitable practise is done. As for work motivation, goal setting has been considered an important concept. This idea is discussed as, “[w]hile those programs might in practice be ideally designed according to the goal-setting theory, the individual employees’ perceptions about these systems may also influence their performance, via their goal commitment or via outcomes in terms of job satisfaction.” (Bipp and Kleingeld 2011, p. 307). From this quote, it can be said that goal-setting has an effect on the worker’s ability to perform in an organisation. Hence, it depends on how goals are set. The proper execution will yield positive outcomes, whereas ineffective goal-setting ought to reduce the morale and motivation. Through this, goal-setting is essential for motivation, actions and outcomes of an organization. Then, when dealing with manufacturing perspective, it is the duty of managers or owners to check the conditions of their workplace. They should be able to identify and evaluate whether the procedures are sufficient for the accomplishment of a goal. As cited by Meybodi (2013, p.17), it is insisted as “[b]y using measurable performance results with a focus on the entire organization, managers will be able to determine their progress toward long term goals and objectives.” This will allow the process to last on a long term basis and by following its particular goals, an organisation will be able to achieve a productive
Due to its broad and flexible structure, one can see that it may deliver a better environment for workers if suitable practise is done. As for work motivation, goal setting has been considered an important concept. This idea is discussed as, “[w]hile those programs might in practice be ideally designed according to the goal-setting theory, the individual employees’ perceptions about these systems may also influence their performance, via their goal commitment or via outcomes in terms of job satisfaction.” (Bipp and Kleingeld 2011, p. 307). From this quote, it can be said that goal-setting has an effect on the worker’s ability to perform in an organisation. Hence, it depends on how goals are set. The proper execution will yield positive outcomes, whereas ineffective goal-setting ought to reduce the morale and motivation. Through this, goal-setting is essential for motivation, actions and outcomes of an organization. Then, when dealing with manufacturing perspective, it is the duty of managers or owners to check the conditions of their workplace. They should be able to identify and evaluate whether the procedures are sufficient for the accomplishment of a goal. As cited by Meybodi (2013, p.17), it is insisted as “[b]y using measurable performance results with a focus on the entire organization, managers will be able to determine their progress toward long term goals and objectives.” This will allow the process to last on a long term basis and by following its particular goals, an organisation will be able to achieve a productive