Setting goals is more than making vague statements like, "I will find a new job" or "I will increase my business." It means creating a written plan that includes reasonable and measurable long-term and short-term objectives. It means setting SMART goals. We have to use SMART acronym to explain goal setting. S.M.A.R.T. refers to goals that are Specific, Measurable, Achievable, Realistic and Time Framed. Specific: Goals need to be something specific. Often we set goals that are so loose, it's nearly impossible to judge whether we hit them or not. For example, a statement like "I will lose weight" is too vague. How will you know if and when you've reached your goal? Saying, " I will lose five pounds this month" is more specific. At the end of the month it will be a simple matter of weights and measures: take your measurements and get on the scale. Measurable: Goals need to be measurable. For example, many of us want to increase our number of contacts. But, "making new contacts" is an ambiguous statement. A clearer objective is "I will attend four networking events each month and try to connect with one person at each." It's a simple, concrete goal. This makes it easy to see if you hit your target. Achievable: Goals need to be reasonable and achievable. Nearly everyone has tried to drop a few pounds at one time or another. Often their success or failure depends on setting practical goals. Losing 15 pounds in 30 days is unrealistic (unless you're planning a medical procedure). Losing six to eight pounds in 30 days is reasonable. Don't set yourself up for failure by setting goals that are out of reach. Realistic: Goals need to be realistic. When we're kids we think we can do anything. As adults we learn that while we can have a lot, we can't have it all at the same time. It's important to honestly evaluate yourself. Do you have the ability and commitment to make your dream come true? Or does it need a little adjustment? For example, you may love to play tennis, but do you have the time, talent and commitment to become a pro? Be honest. Time Framed: Goals need to have a time frame. Having a set amount of time will give your goals structure. For example, many of us want to find a new job or start their own business. Some people spend a lot of time talking about what they want to do, someday. But, without an end date there is no sense of urgency, no reason to take any action today. Having a specific time frame gives you the impetus to get started. It also helps you monitor your progress.
The Decisive criteria of effective goals and goal setting
To draft smart goals any organization has to take in to account the following basic criteria of goals these are: Specific and measurable Cover key result areas. Challenging but realistic. Defined time period Linked to rewards
For instance have a look at on the following Goal of Purchasing department of Jigjiga University since I have been working in this university:
“Producing 200 qualified pupils (who have an immense capacity of applying in the real world that they have taught theoretically) in the coming two academic years as well as rewarding the employees who contribute a lot for the achievement of this goal”
1. Specific and measurable:
When possible, goals should be expressed in quantitative terms, as you can see from the above goal the phrase ‘producing 200 pupils’ shows that the goal is specific and measurable.
2. Cover key result areas:
Goals cannot be set for every aspect of employee behavior or organizational performance; if they were, their sheer number would render them meaningless. Instead, managers establish goals based on the idea of choice and clarity. For instance, from the above goal you can find the phrases such as qualified pupils, capacity of applying in the real world and rewarding employees; these phrases are directly related to the key areas of most educational institutions like assurance of quality teaching and learning, practice/ training oriented education style, and employee motivation respectively.
3. Challenging but realistic:
Goals should be challenging but not unreasonably difficult. When goals are unrealistic, they set employees up for failure and lead to a decrease in employee morale. For instance: from the above example the number 200 and the term ‘qualified’ are make the goal ambitious but achievable.
4. Defined time period:
Goals should specify the time period over which they will be achieved. A time period is a deadline stating the date on which goal attainment will be measured. For instance, the phrase in the coming two academic years shows the defined time period.
5. Linked to rewards:
Form the above example the phrase ‘rewarding employees who contribute a lot’, so, it indicates that the above goal as linked to reward or incentives. However, even if the reward is not briefly expressed in type and in number or in amount, I think this way of expression is good because it make employees to be suspense.
Therefore, whatsoever the way of expression is but, we have to be aware of that the final outcome of goals depends on the extent to which salary increases, promotions, and awards are based on goal achievement. Employees pay attention to what gets noticed and rewarded in the organization, and people who attain goals should be rewarded for doing so. Rewards give meaning and significance to goals and help commit employees to achieving goals. Managers should also remember that failure to attain goals often is due to factors outside employees’ control. 218
The Decisive criteria of effective goals and goal setting
To draft smart goals any organization has to take in to account the following basic criteria of goals these are: Specific and measurable Cover key result areas. Challenging but realistic. Defined time period Linked to rewards
For instance have a look at on the following Goal of Purchasing department of Jigjiga University since I have been working in this university:
“Producing 200 qualified pupils (who have an immense capacity of applying in the real world that they have taught theoretically) in the coming two academic years as well as rewarding the employees who contribute a lot for the achievement of this goal”
1. Specific and measurable:
When possible, goals should be expressed in quantitative terms, as you can see from the above goal the phrase ‘producing 200 pupils’ shows that the goal is specific and measurable.
2. Cover key result areas:
Goals cannot be set for every aspect of employee behavior or organizational performance; if they were, their sheer number would render them meaningless. Instead, managers establish goals based on the idea of choice and clarity. For instance, from the above goal you can find the phrases such as qualified pupils, capacity of applying in the real world and rewarding employees; these phrases are directly related to the key areas of most educational institutions like assurance of quality teaching and learning, practice/ training oriented education style, and employee motivation respectively.
3. Challenging but realistic:
Goals should be challenging but not unreasonably difficult. When goals are unrealistic, they set employees up for failure and lead to a decrease in employee morale. For instance: from the above example the number 200 and the term ‘qualified’ are make the goal ambitious but achievable.
4. Defined time period:
Goals should specify the time period over which they will be achieved. A time period is a deadline stating the date on which goal attainment will be measured. For instance, the phrase in the coming two academic years shows the defined time period.
5. Linked to rewards:
Form the above example the phrase ‘rewarding employees who contribute a lot’, so, it indicates that the above goal as linked to reward or incentives. However, even if the reward is not briefly expressed in type and in number or in amount, I think this way of expression is good because it make employees to be suspense.
Therefore, whatsoever the way of expression is but, we have to be aware of that the final outcome of goals depends on the extent to which salary increases, promotions, and awards are based on goal achievement. Employees pay attention to what gets noticed and rewarded in the organization, and people who attain goals should be rewarded for doing so. Rewards give meaning and significance to goals and help commit employees to achieving goals. Managers should also remember that failure to attain goals often is due to factors outside employees’ control.
The characteristics of both goals and the goal-setting process with example are Specific and measurable: When possible, goals should be expressed in quantitative terms, such as increasing profits by 2 percent, having zero incomplete sales order forms, decreasing scrap by 1 percent, or increasing average teacher effectiveness ratings from 3.5 to 3.7. Not all goals can be expressed in numerical terms, but vague goals have little motivating power for employees. Cover key result areas: Managers should identify a few key result areas for any organizational department or job. Key result areas are those activities that contribute most to company performance and competitiveness. For example Adama University may identify the following key areas of, quality education, support the community, technology transformation, and competitive university. Challenging but realistic: Goals should be challenging and stretched that challenge employees to meet high standards, but not unreasonably difficult because if the goals are difficult to achieve to will kill the employees morale. For example top management of Kaldis Café set a goal to be an internationally well known brand like MacDonald in the next two years. For me this is an example of too much stretched goal. But, what will be if the top manager set its goal as to be the most competing and well known Cafeteria in Addis Abeba. This is a shrink goal because currently Kaldis is the most well known and competing cafeteria in our country. It’s better to set their goal by saying to open our branches in different regions of a nation. Defined time period: the time period has to be clearly specified because there should be a deadline to the goals then the goal attainment will be easily measured and it helps to see the performance of employees and the whole organization. Linked to rewards: setting goals i.e. specific and measurable that covers key resulting areas which are challenging and realistic with defined period of time, has to link with the reward system of the organization. Linking the goal is important for the next goal setting and achievement if the previous goals achievement lead them to some benefits in terms of salary increment; create a pleasure, promotion etc.
The Decisive criteria of effective goals and goal setting
To draft smart goals any organization has to take in to account the following basic criteria of goals these are: Specific and measurable Cover key result areas. Challenging but realistic. Defined time period Linked to rewards
For instance have a look at on the following Goal of Purchasing department of Jigjiga University since I have been working in this university:
“Producing 200 qualified pupils (who have an immense capacity of applying in the real world that they have taught theoretically) in the coming two academic years as well as rewarding the employees who contribute a lot for the achievement of this goal”
1. Specific and measurable:
When possible, goals should be expressed in quantitative terms, as you can see from the above goal the phrase ‘producing 200 pupils’ shows that the goal is specific and measurable.
2. Cover key result areas:
Goals cannot be set for every aspect of employee behavior or organizational performance; if they were, their sheer number would render them meaningless. Instead, managers establish goals based on the idea of choice and clarity. For instance, from the above goal you can find the phrases such as qualified pupils, capacity of applying in the real world and rewarding employees; these phrases are directly related to the key areas of most educational institutions like assurance of quality teaching and learning, practice/ training oriented education style, and employee motivation respectively.
3. Challenging but realistic:
Goals should be challenging but not unreasonably difficult. When goals are unrealistic, they set employees up for failure and lead to a decrease in employee morale. For instance: from the above example the number 200 and the term ‘qualified’ are make the goal ambitious but achievable.
4. Defined time period:
Goals should specify the time period over which they will be achieved. A time period is a deadline stating the date on which goal attainment will be measured. For instance, the phrase in the coming two academic years shows the defined time period.
5. Linked to rewards:
Form the above example the phrase ‘rewarding employees who contribute a lot’, so, it indicates that the above goal as linked to reward or incentives. However, even if the reward is not briefly expressed in type and in number or in amount, I think this way of expression is good because it make employees to be suspense.
Therefore, whatsoever the way of expression is but, we have to be aware of that the final outcome of goals depends on the extent to which salary increases, promotions, and awards are based on goal achievement. Employees pay attention to what gets noticed and rewarded in the organization, and people who attain goals should be rewarded for doing so. Rewards give meaning and significance to goals and help commit employees to achieving goals. Managers should also remember that failure to attain goals often is due to factors outside employees’ control.
Setting goals is more than making vague statements like, "I will find a new job" or "I will increase my business." It means creating a written plan that includes reasonable and measurable long-term and short-term objectives. It means setting SMART goals.
ReplyDeleteWe have to use SMART acronym to explain goal setting. S.M.A.R.T. refers to goals that are Specific, Measurable, Achievable, Realistic and Time Framed.
Specific: Goals need to be something specific. Often we set goals that are so loose, it's nearly impossible to judge whether we hit them or not. For example, a statement like "I will lose weight" is too vague. How will you know if and when you've reached your goal? Saying, " I will lose five pounds this month" is more specific. At the end of the month it will be a simple matter of weights and measures: take your measurements and get on the scale.
Measurable: Goals need to be measurable. For example, many of us want to increase our number of contacts. But, "making new contacts" is an ambiguous statement. A clearer objective is "I will attend four networking events each month and try to connect with one person at each." It's a simple, concrete goal. This makes it easy to see if you hit your target.
Achievable: Goals need to be reasonable and achievable. Nearly everyone has tried to drop a few pounds at one time or another. Often their success or failure depends on setting practical goals. Losing 15 pounds in 30 days is unrealistic (unless you're planning a medical procedure). Losing six to eight pounds in 30 days is reasonable. Don't set yourself up for failure by setting goals that are out of reach.
Realistic: Goals need to be realistic. When we're kids we think we can do anything. As adults we learn that while we can have a lot, we can't have it all at the same time. It's important to honestly evaluate yourself. Do you have the ability and commitment to make your dream come true? Or does it need a little adjustment? For example, you may love to play tennis, but do you have the time, talent and commitment to become a pro? Be honest.
Time Framed: Goals need to have a time frame. Having a set amount of time will give your goals structure. For example, many of us want to find a new job or start their own business. Some people spend a lot of time talking about what they want to do, someday. But, without an end date there is no sense of urgency, no reason to take any action today. Having a specific time frame gives you the impetus to get started. It also helps you monitor your progress.
The Decisive criteria of effective goals and goal setting
ReplyDeleteTo draft smart goals any organization has to take in to account the following basic criteria of goals these are:
Specific and measurable
Cover key result areas.
Challenging but realistic.
Defined time period
Linked to rewards
For instance have a look at on the following Goal of Purchasing department of Jigjiga University since I have been working in this university:
“Producing 200 qualified pupils (who have an immense capacity of applying in the real world that they have taught theoretically) in the coming two academic years as well as rewarding the employees who contribute a lot for the achievement of this goal”
1. Specific and measurable:
When possible, goals should be expressed in quantitative terms, as you can see from the above goal the phrase ‘producing 200 pupils’ shows that the goal is specific and measurable.
2. Cover key result areas:
Goals cannot be set for every aspect of employee behavior or organizational performance; if they were, their sheer number would render them meaningless. Instead, managers establish goals based on the idea of choice and clarity. For instance, from the above goal you can find the phrases such as qualified pupils, capacity of applying in the real world and rewarding employees; these phrases are directly related to the key areas of most educational institutions like assurance of quality teaching and learning, practice/ training oriented education style, and employee motivation respectively.
3. Challenging but realistic:
Goals should be challenging but not unreasonably difficult. When goals are unrealistic, they set employees up for failure and lead to a decrease in employee morale. For instance: from the above example the number 200 and the term ‘qualified’ are make the goal ambitious but achievable.
4. Defined time period:
Goals should specify the time period over which they will be achieved. A time period is a deadline stating the date on which goal attainment will be measured. For instance, the phrase in the coming two academic years shows the defined time period.
5. Linked to rewards:
Form the above example the phrase ‘rewarding employees who contribute a lot’, so, it indicates that the above goal as linked to reward or incentives. However, even if the reward is not briefly expressed in type and in number or in amount, I think this way of expression is good because it make employees to be suspense.
Therefore, whatsoever the way of expression is but, we have to be aware of that the final outcome of goals depends on the extent to which salary increases, promotions, and awards are based on goal achievement. Employees pay attention to what gets noticed and rewarded in the organization, and people who attain goals should be rewarded for doing so. Rewards give meaning and significance to goals and help commit employees to achieving goals. Managers should also remember that failure to attain goals often is due to factors outside employees’ control.
218
By: Biniyam Negash
The Decisive criteria of effective goals and goal setting
ReplyDeleteTo draft smart goals any organization has to take in to account the following basic criteria of goals these are:
Specific and measurable
Cover key result areas.
Challenging but realistic.
Defined time period
Linked to rewards
For instance have a look at on the following Goal of Purchasing department of Jigjiga University since I have been working in this university:
“Producing 200 qualified pupils (who have an immense capacity of applying in the real world that they have taught theoretically) in the coming two academic years as well as rewarding the employees who contribute a lot for the achievement of this goal”
1. Specific and measurable:
When possible, goals should be expressed in quantitative terms, as you can see from the above goal the phrase ‘producing 200 pupils’ shows that the goal is specific and measurable.
2. Cover key result areas:
Goals cannot be set for every aspect of employee behavior or organizational performance; if they were, their sheer number would render them meaningless. Instead, managers establish goals based on the idea of choice and clarity. For instance, from the above goal you can find the phrases such as qualified pupils, capacity of applying in the real world and rewarding employees; these phrases are directly related to the key areas of most educational institutions like assurance of quality teaching and learning, practice/ training oriented education style, and employee motivation respectively.
3. Challenging but realistic:
Goals should be challenging but not unreasonably difficult. When goals are unrealistic, they set employees up for failure and lead to a decrease in employee morale. For instance: from the above example the number 200 and the term ‘qualified’ are make the goal ambitious but achievable.
4. Defined time period:
Goals should specify the time period over which they will be achieved. A time period is a deadline stating the date on which goal attainment will be measured. For instance, the phrase in the coming two academic years shows the defined time period.
5. Linked to rewards:
Form the above example the phrase ‘rewarding employees who contribute a lot’, so, it indicates that the above goal as linked to reward or incentives. However, even if the reward is not briefly expressed in type and in number or in amount, I think this way of expression is good because it make employees to be suspense.
Therefore, whatsoever the way of expression is but, we have to be aware of that the final outcome of goals depends on the extent to which salary increases, promotions, and awards are based on goal achievement. Employees pay attention to what gets noticed and rewarded in the organization, and people who attain goals should be rewarded for doing so. Rewards give meaning and significance to goals and help commit employees to achieving goals. Managers should also remember that failure to attain goals often is due to factors outside employees’ control.
By: Biniyam Negash
The characteristics of both goals and the goal-setting process with example are
ReplyDeleteSpecific and measurable:
When possible, goals should be expressed in quantitative terms, such as increasing profits by 2 percent, having zero incomplete sales order forms, decreasing scrap by 1 percent, or increasing average teacher effectiveness ratings from 3.5 to 3.7. Not all goals can be expressed in numerical terms, but vague goals have little motivating power for employees.
Cover key result areas:
Managers should identify a few key result areas for any organizational department or job. Key result areas are those activities that contribute most to company performance and competitiveness. For example Adama University may identify the following key areas of, quality education, support the community, technology transformation, and competitive university.
Challenging but realistic:
Goals should be challenging and stretched that challenge employees to meet high standards, but not unreasonably difficult because if the goals are difficult to achieve to will kill the employees morale.
For example top management of Kaldis Café set a goal to be an internationally well known brand like MacDonald in the next two years. For me this is an example of too much stretched goal. But, what will be if the top manager set its goal as to be the most competing and well known Cafeteria in Addis Abeba. This is a shrink goal because currently Kaldis is the most well known and competing cafeteria in our country. It’s better to set their goal by saying to open our branches in different regions of a nation.
Defined time period:
the time period has to be clearly specified because there should be a deadline to the goals then the goal attainment will be easily measured and it helps to see the performance of employees and the whole organization.
Linked to rewards:
setting goals i.e. specific and measurable that covers key resulting areas which are challenging and realistic with defined period of time, has to link with the reward system of the organization. Linking the goal is important for the next goal setting and achievement if the previous goals achievement lead them to some benefits in terms of salary increment; create a pleasure, promotion etc.
The Decisive criteria of effective goals and goal setting
ReplyDeleteTo draft smart goals any organization has to take in to account the following basic criteria of goals these are:
Specific and measurable
Cover key result areas.
Challenging but realistic.
Defined time period
Linked to rewards
For instance have a look at on the following Goal of Purchasing department of Jigjiga University since I have been working in this university:
“Producing 200 qualified pupils (who have an immense capacity of applying in the real world that they have taught theoretically) in the coming two academic years as well as rewarding the employees who contribute a lot for the achievement of this goal”
1. Specific and measurable:
When possible, goals should be expressed in quantitative terms, as you can see from the above goal the phrase ‘producing 200 pupils’ shows that the goal is specific and measurable.
2. Cover key result areas:
Goals cannot be set for every aspect of employee behavior or organizational performance; if they were, their sheer number would render them meaningless. Instead, managers establish goals based on the idea of choice and clarity. For instance, from the above goal you can find the phrases such as qualified pupils, capacity of applying in the real world and rewarding employees; these phrases are directly related to the key areas of most educational institutions like assurance of quality teaching and learning, practice/ training oriented education style, and employee motivation respectively.
3. Challenging but realistic:
Goals should be challenging but not unreasonably difficult. When goals are unrealistic, they set employees up for failure and lead to a decrease in employee morale. For instance: from the above example the number 200 and the term ‘qualified’ are make the goal ambitious but achievable.
4. Defined time period:
Goals should specify the time period over which they will be achieved. A time period is a deadline stating the date on which goal attainment will be measured. For instance, the phrase in the coming two academic years shows the defined time period.
5. Linked to rewards:
Form the above example the phrase ‘rewarding employees who contribute a lot’, so, it indicates that the above goal as linked to reward or incentives. However, even if the reward is not briefly expressed in type and in number or in amount, I think this way of expression is good because it make employees to be suspense.
Therefore, whatsoever the way of expression is but, we have to be aware of that the final outcome of goals depends on the extent to which salary increases, promotions, and awards are based on goal achievement. Employees pay attention to what gets noticed and rewarded in the organization, and people who attain goals should be rewarded for doing so. Rewards give meaning and significance to goals and help commit employees to achieving goals. Managers should also remember that failure to attain goals often is due to factors outside employees’ control.