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Pulakos and O' Leary (2011) argue that the vast majority of organizations should not be involved in the practice of goal cascading, and they also argue against the use of SMART goals in the vast majority of work situations. Arguments against the use of these two performance management-related processes, as well as other arguments presented by Pulakos and O'Leary, we feel, are based on the assumption of process perfection. We have learned after numerous performance management system implementations-and subsequently managing those implementations in several organizations as internal industrial-organizational (I-O) professionals-that process utility should take precedence.

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