The Effective Utilization of Management by Objectives in Nigerian Public Organization
CHAPTER ONE
Objective of the study
The objectives of the study are;
- To determine problems affecting management by objective in Nigerian public organization
- To find out the level of participation of both managers and employees in the setting of goals to be achieved in Nigeria public organization
- To determine whether employees are given appropriate authority and responsibility for achieving the set objectives.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Management by objectives
Management by objectives is traceable to the period prior to the middle of this century but it was not until 1954 that it was well articulated and publicized by one of the worlds leading management thinkers in the person of Peter Ducker. Management by objective goes beyond setting annual objectives for organizational units to setting performance goals for individual employees (Stoner 2000: 361). Management by objectives has become a great deal of discussion, evaluation and research and inspired many programs. Management by objectives refers to a formal set of procedures that begins with goal setting and continues through performance review. Managers and those they supervise act together to set common goals. Each person’s major areas of responsibility are clearly defined in terms of measurable expected result or objectives, used by staff members in planning their worker, and by both staff members and their managers conducted jointly on a continuing basis, with provisions for regular periodic reviews. 12 Management by objectives (MBO) is a process of defining objectives within an organization so that management and employees agree to the objectives and understand what they need to do in the organization. The essence of MBO is participative goal setting, choosing course of actions and decision making. An important part of the management by objectives is the measurement and the comparison of the employee’s actual performance with the standards set. Ideally, when employees themselves have been involved with the goal setting and choosing the course of action to be followed by them, they are more likely to fulfill their responsibility. According to Odiorne (1965), the system of management by objectives can be describe as a process whereby the superior and subordinates jointly identify its common goals, define each individuals major areas for operating the unit and assessing the contribution of each of its members. Management by objectives as mentioned by Drucker is a simple approach to help motivate managers through the goal setting (Antoni, 2005). According to Rodgers and Hunter (1992), management by objectives contains three main characteristics, “participation in decision making, goal setting and objective feedback”. Participation is used to create common perception for organization as a whole. Goal setting entails “the continuous review and revision of objectives “while objective feedback is the tool for managers to assess subordinates on progress toward goal achievement.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine the effective utilization of management by objectives in Nigeria public organization. First bank form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain the effective utilization of management by objectives in Nigerian public organization. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of the effective utilization of management by objectives in Nigerian public organization
Summary
This study was on the effective utilization of management by objectives in Nigerian public organization. Three objectives were raised which included: To determine problems affecting management by objective in Nigerian public organization, to find out the level of participation of both managers and employees in the setting of goals to be achieved in Nigeria public organization and to determine whether employees are given appropriate authority and responsibility for achieving the set objectives. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from first bank, Enugu state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
This study revealed a lot of positive implications and relevance of management by objectives to modern day management of organization especially in Nigeria. In practical terms, the operations of management by objectives requires that each manager of a unit draws up his department objectives with his subordinates in line with the centrally stipulated corporate objectives and missions. These unit objectives when approved by the management clearly define responsibilities and expected results and are shared and distributed throughout the organization as a basis for performance and rewards. The objectives set in the process of management by objectives help provide a yardstick for appraisal, compensation and control. Once the objectives are agreed upon everyone knows what is expected of him, thereby making appraisal and reward easy and known what is more, it facilitates control of organizational operations as deviations can be easily identified and connections made
Recommendation
- There should be regular training and re-retraining of employees in order to achieve the corporate objectives.
- Managers should endeavour to build a true team and individuals efforts together.
- Their efforts must all pull in the same direction and their contribution must fit together to produce a whole without friction and without duplication of effort.
- Managers and employees should periodically meet in order to review progress towards the realization of objectives.
References
- Akpala, A. (1993), Management: An Introduction and the Nigeria Perspective, Enugu: Chicago, Press.
- Antoni, C. (2005), Management by Objectives – an Effective Tool Teamwork? International Journal of Human Resources Management, 16(2).
- Arthur, C.C. (1975), Personnel Management, New York: Alexander Hamilton Institute Press.
- Derek, F. and Heather, S. (2005), Human Resources Management London: Prentice Education Ltd.
- Deveral, C.S. (1980), Business Administration and Management, London: Gee and Company Press Ltd.
- Dinesh, D. and Palmer, E. (1998), Management by Objectives and the Balanced Scorecard: Will Rome Fall Again? Management Decisions, 36(5/6).
- Drucker, P. (1979), The Practice of Management, London: Heinemann Publishers.
- Eze, J.A. (2002), Business Policy and Strategic Management Issues and Trends, Enugu: Kinsman Publishers. First Bank of Nigeria Plc. Annual Report and Accounts, 2009.
- French, W. (1986), Human Resource Management, Boston: Houghton Mifflin Company. 85
- George Odiorne S. (1965), Management by Objectives; a System of Managerial Leadership, New York: Pitman Publishers.
- George, S.O. (1981), Strategic Management and Management by Objectives, New York: Delar Consultancy Services Inc.
- Koontz, H., and O’Donnel, C. (1976), Management, Tokyco McGraw Hills Inc.
- Lathem, P.G., Winters C.D., and Locke A.E. (1994), Cognitive and Motivation Effects of Participation: A Mediator Study. Journal of Organizational Behaviour, Vol. 15, No.1.
