Organization Goals And The Concept Of Organizational Goals

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Concept of Organizational Goals

Organizational goals are the outcomes received due to its operation and which is determined by present direction. These objectives are categorized into two. The first is the level wise goal which includes the top, middle, and bottom. Goals are carried from the top of the pyramid and filtered down. Four goals are realized basing this classification;

Mission goals; the organization must have a vision of what they aspire in the future. They create visualized statements of the main reason of the work thinking carefully about the focus, inspiration, image, and philosophy of the organization. The members commit and desire to fulfill the goal.

Strategic goals; They define overall organization goals giving account
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Employee involvement on the other hand, is the workers ' commitment to attain organization goals and mission by putting forward their ideas, ability, and efforts in finding solutions to problems and making appropriate decisions.

Workers involvement contradicts the quality assurance management whereby, the management takes control of development and decision making and the employees just follows those guidelines to complete the assignment. This behavior is noncompetitive, slow and fixed. As such employee’s involvement is encouraged as it enhances job and work improvement and also the atmospheric condition of work place is made conducive. Unlike the management of quality assurance, this policy achieves flexibility, teamwork, and continuous learning.

The other management concept is the worker empowerment, whereby the employees are able to make work decisions which are right. Job enrichment and enlargement forms a central importance on the empowerment concept. Job enlargement involves increasing horizontal process by impacting change on the job scope. Enrichment of the job involves maximizing the level of the job by being accountable of work that has already been put to higher levels. Advantages of both empowerment and involvement are that it yields improved morale, increased productivity, team cohesion and
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Culture is divided into five components; Values are manners in which people estimate things like traits positively, negatively, productive or non-beneficial. Maximization of services can be a main key to an organization. Such a value can be thought deeply in things like organizational motto, response time and actual quality of performance measurement. Beliefs are perceived as individual’s knowledge towards organization functionality and measures taken. People may introduce a new service or a new product in an organization assuming it is a way of being innovative. Other has the belief of following set laws to avoid risks. Myths are stories that are believed and taken into consideration by some people. For instance, there can be a myth that in introducing a new idea can be harmful and unfriendly. These statements are put forward by the authorities in order to restrict any effort that can be brought forward by a new member. Tradition helps to predict what is expected of a member, that is, the rules to be carefully guided and the tasks to be accomplished. Norms are non-formal rules involving dress code, the process of communication, working hours, working habits and personal behaviors. Some people become open and honest on such issues while others gossip about it. These norms are difficult to individuals since there are no

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