Management by objectives – a lesson in commitment and
co‐operation

Ingham, Terry

doi:10.1108/09604529510104374

Cited by 3 publications

(2 citation statements)

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“…MBO involves goal setting, action planning, self-control, and periodic reviews, and includes three interrelated processes: object formulation, execution process, and performance feedback. (Islami, Mulolli & Mustafa, 2018;Ingham, 1995;Wu, 2005). Also, another PAR method is the 360-degree analysis, which allows for anonymous evaluation from anyone who interacts with the employee, including customers and suppliers, to provide a more comprehensive evaluation and critical feedback.…”

Section: Overview Performance Management and Performance Appraisal Re...mentioning

confidence: 99%

Examining the Dual Effects of the Pandemic-Induced Telework and Financial Liquidity Crisis in Lebanon on Performance Appraisals in the Banking Sector : A Case Study.

KASSAR¹

2023

Preprint

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The Covid-19 health crisis and its related confinement measures and policies has had a significant impact on the telework adoptions rates, where many businesses were affected abruptly without being prepared, resulting in numerous ad-hoc applications especially while assessing employee’s performance and productivity while working remotely. The difficulties that have emerged with the pandemic have revealed the fragility of the traditional performance appraisal process and the unintentional existence of proximity bias. The Lebanese liquidity crisis is an ongoing financial crisis affecting Lebanon that became fully apparent toward late-2019 when large demonstrations erupted amid acute political instability and economic challenges. In light of the compounded simultaneous occurrence of recurring episodes of COVID-19 outbreaks and the ongoing country’s financial liquidity crisis, the standing of the Lebanese banking sector – who played key roles in the Lebanese economy and were long considered as financially sound and stable – has drastically changed. Faced with such a situation, Lebanese commercial banks started contracting both their branch network and human capital base, and thus they been forced to rethink their human capital strategies by implementing new practices allowing them to adapt to this context of crisis. It is in this perspective that the present research work is inscribed, where we explore the main managerial practices and processes implemented within top Lebanese banks to assess their employee’s performance during the compounded simultaneous crises. A thematic qualitative analysis method of an exploratory nature was adopted, and semi-structured interviews were conducted with senior managers from top Lebanese commercial banks. Results were processed using a deductive approach for themes identifications. Accordingly, it was concluded that in such times of acute crisis, Lebanese banks have altered the purpose of their Performance Appraisal Review (PAR) process and have implicitly or explicitly adopted a Forced Ranking method to primarily focus on retaining just the top performers, while placing those at the bottom on probation with the risk of termination.

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Section: Overview Performance Management and Performance Appraisal Re...mentioning

confidence: 99%

Examining the Dual Effects of the Pandemic-Induced Telework and Financial Liquidity Crisis in Lebanon on Performance Appraisals in the Banking Sector : A Case Study.

KASSAR¹

2023

Preprint

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“…Management by objectives is a process that converts organizational objectives into individual objectives. According to Ingham (1995), MBO consists of four steps: goal setting, action planning, selfcontrol and periodic reviews.…”

Section: Objectivesmentioning

confidence: 99%

Assessing the performance appraisal concept of the Local Government Service in Ghana

Seniwoliba¹

2014

Afr. J. Bus. Manage.

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This study seeks to investigate the assertion that staff performance appraisal was not being effectively implemented in the Local Government Service of Ghana. The East Mamprusi District Assembly was used for the case study. The rationale was to ascertain the truth or otherwise of this assertion and to make appropriate recommendations where necessary since it is believed that there is some correlation between staff performance appraisal and productivity. The data for the investigation were collected using questionnaire and interviews. Two sets of questionnaire were used, one for the appraisers and the other for the appraisees. The data obtained from the questionnaire were analyzed using percentages because it lends itself to easy interpretation and also because figures can easily be presented either graphically or in percentiles. The study found out that generally, staff performance appraisal was not done regularly and systematically as should be the case at the Assembly. This was because while some members of staff were appraised in a particular year, others were not. According to the findings, only the members of staff, especially the senior staff, who were due for promotion interviews, were those who initiated appraisal for the purpose of the promotion interviews. Purposes such as target setting, performance review, training and rewards were all virtually ignored. The study recommends that management of district assemblies, organizations, decentralized departments and institutions should effectively administer and appraise employees regularly.

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Using Management by Objectives as a performance appraisal tool for employee satisfaction

Islami

Mulolli

Mustafa

2018

Future Business Journal

131

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Management by objectives – a lesson in commitment and co‐operation

Cited by 3 publications

References 0 publications

Examining the Dual Effects of the Pandemic-Induced Telework and Financial Liquidity Crisis in Lebanon on Performance Appraisals in the Banking Sector : A Case Study.

Examining the Dual Effects of the Pandemic-Induced Telework and Financial Liquidity Crisis in Lebanon on Performance Appraisals in the Banking Sector : A Case Study.

Assessing the performance appraisal concept of the Local Government Service in Ghana

Using Management by Objectives as a performance appraisal tool for employee satisfaction

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