Goal and Target Setting
Novita, S.Kom, MBA
The secret to achieve the target accomplishment is when managers and employees know what they must accomplish. When each employee comprehend what they need to do to be successful, it’s much easier for them to do their task, to improve efficiency, and to manage proactively rather than fixing out problems later on after a problem occur because of deprived preparation. Clear purpose helps everyone to achieve something and that’s what everyone wishes and profit from. The performance goals are used to evaluate employee performance and, perhaps more importantly, help identify barriers to performance so they can be removed. And not only that, a common understanding of expectations needs to be created to improve the ability to track progress all year long, and reduce the stress and anxiety associated with performance reviews when the review criteria are fuzzy or vague.
Goal and target has the same meanings: “Something you are trying to do or achieve.” But on deeper analysis, Goal has a bigger scope while target is more specific or detailed. Goal setting is a process intended to increase efficiency and effectiveness by specifying the desired outcomes toward which individuals, teams, and the organization should work. Goal setting may be used as an intervention strategy within an Organization Development (OD) program. A goal is what an individual is trying to accomplish— the object or aim of the individual’s action. Goals include deadlines, budgets, or other standards for behavior and performance. (Brown, Harvey pg. 346)
(Brown, Donald R. and Don Harvey. 2010. An Experiential Approach To Organization Development 8th edition. Prentice Hall.)
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