Quote
“Our prevailing system of management has destroyed our people. People are born with intrinsic motivation, self-respect, dignity, curiosity to learn, joy in learning. The forces of destruction begin with toddlers—a prize for the best Halloween costume, grades in school, gold stars—and on up through the university. On the job, people, teams, and divisions are ranked, reward for the top, punishment for the bottom. Management by Objectives, quotas, incentive pay, business plans, put together separately, division by division, cause further loss, unknown and unknowable. — Dr. W. Edwards Deming via The Fifth Discipline - The Art & Practice of The Learning Organization 1
To-Do
- Management By Objective Distinctions
- What Is Management By Objective?
- What is Not Management By Objective?
- Management By Objective System
- Zooming Out: Larger Systems Containing Management By Objective
- Zooming In: Parts of Management By Objective
- Management By Objective Relationships
- What Common Failure Modes Emerge When Applying Management By Objective?
- What Dysfunctions are Addressed by Management By Objective?
- What Parallel Interventions Exist Alongside Management By Objective?
- Perspectives on Management By Objective
- Gaps
- How are management by objectives really supposed to work?
- Why do MBOs get so much flack?
- How can one go about resolve the inherit frictions of MBOs? Particularly, how can one work around them in a system they are powerless to change?
- Is all the upfront annual planning that we do harmful?