Critically evaluate Drucker’s Management by Objectives (MBO) and assess its usefulness in the contemporary Chinese workplace.

There is a basic contradiction between managers and employees, if managers use inapposite way to setting objectives. Setting up objectives is the key of management of objectives. “Performance measurement in China is still at its elementary stage as reflected in the lack of uniform planning and guidance, dispersal of performance measurement in multiple management mechanisms etc”(Zhou, no date).  Appropriate and right objectives would make the management more easy and controllable. While the way to setting objectives is not a easy task. Especially in China, a lot of companies only have single profit object and have not formed a scientific projects system. This often lead to the fact that the object is only about profit but not concerns service and quality.“Measurement and quantification gain in importance, the finer, qualitative aspects tend to get ignored”(Levinson 1970).  Due to the complexity activities of the company, a large amount of objects are hard to quantified and specified. Once the quantified objects are set, the subordinates would strive to achieve those goals. In China, The management of objectives are often applied in government organization and universities. “Various problems in China’s practice are all closely connected with the lack of systematic and in-depth research in relevant aspects”(Zhiren Zhou 2016). The higher officials in China do not have a deep connection and understanding with the subordinates. The objects of individual would not be systematically done. They often make decision on one or two people’s opinions who they can trust. The serious office politics could also lead to serious problems. Once the objects are set but deemed unfair, conflicts will emerged within the group and it is not good to the long term development of the organization.

There are four advantages about the part of process in monitoring and performances.The first advantage is that the management of objective set up a standard among employees. All the employees could find their own roles and responsibilities in the standards. Organization structure of the company is build on the objects system. Every departments has its own object. . The second advantage is it is convenient for managers to evaluate their employee’s performance. It is pointless to define objectives or performance standards unless there is agreement and understanding on how performance in achieving these objectives or standards will be measured”(Armstrong 1994). Assessment would be made based on performance. Assessment is a kind of judgment which need clear criteria.  “Performance measurement in China is still at its elementary stage as reflected in the lack of uniform planning and guidance, dispersal of performance measurement in multiple management mechanisms etc.” MBO could help to set up criteria in Chinese companies.  The third advantage is it is fair for managers to reward their employees’ performance. Reward and punishment system is extremely arguable and easy to conjure conflicts within the company since it concerns the interests of employees. Through assessing the completion of the objects, the reward would be much more convinced. The forth advantage of the management of objectives is it could motivate the employee to be ideal. The process of management from setting the objects to evaluate the projects involves both high level managers and subordinates. It allows the employees to participate in the management process and it is also a managing way for self control. It is no longer about being ordered to accomplish the task but achieving the objective of oneself. During the process, employees would motivate themselves to a large degree thus develop their ability.

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