{"id":3673,"date":"2025-05-03T15:57:43","date_gmt":"2025-05-03T12:27:43","guid":{"rendered":"https:\/\/womenea.ir\/do-not-involve-everyone-in-goal-setting\/"},"modified":"2025-05-03T15:57:43","modified_gmt":"2025-05-03T12:27:43","slug":"do-not-involve-everyone-in-goal-setting","status":"publish","type":"post","link":"https:\/\/womenea.ir\/en\/do-not-involve-everyone-in-goal-setting\/","title":{"rendered":"&#8220;Do not involve everyone in goal\u2011setting"},"content":{"rendered":"<p>\ud83d\udc8e <strong>Stephen Robbins, in his book <\/strong><em><strong>53 Principles of Managing People<\/strong><\/em><strong>, writes:<\/strong> Modern managers, during their university studies, become familiar with the concept of \u201cinvolving others in goal\u2011setting.\u201d For example, Peter Drucker considered involving others in determining organizational goals essential, calling it <em>management by objectives<\/em>.<\/p>\n<p>\ud83d\udd39 As a result, over the past 40 years, unilateral and authoritarian management has declined, giving way to participative management.<\/p>\n<p>\ud83d\udd39 Yet, when faced with research findings in this area, you may be surprised. These studies show that there is little difference between goals set by a manager alone and goals set with employee participation.<\/p>\n<p>\ud83d\udd39 In fact, research indicates that participative goal\u2011setting has only a minor impact on employee performance, commitment, and motivation.<\/p>\n<p>\ud83d\udd39 Therefore, in some situations, goals set collaboratively are executed better, while in other situations, goals set solely by the manager and communicated to employees yield better results.<\/p>\n<p>\ud83d\udd39 This raises the question: why don\u2019t people try harder to achieve goals when they are involved in setting them?<\/p>\n<p>\ud83d\udd39 The answer lies in certain conditions that are essential for participative management to be effective. For participative management to work, sufficient time must be allocated to the process.<\/p>\n<p>\ud83d\udd39 Moreover, the issues in which employees\u2019 opinions are sought must align with their interests and benefits.<\/p>\n<p>\ud83d\udd39 In addition, the employees themselves must possess adequate intellectual, academic, experiential, and skill levels.<\/p>\n<p>\ud83d\udd39 The reality is that these conditions are absent in many workplaces. That is why many employees prefer their share in the organization to be <em>doing the work<\/em> rather than <em>participating in setting goals<\/em>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\ud83d\udc8e Stephen Robbins, in his book 53 Principles of Managing People, writes: Modern managers, during their university studies, become familiar with the concept of \u201cinvolving others in goal\u2011setting.\u201d For example, Peter Drucker considered involving others in determining organizational goals essential, calling it management by objectives. \ud83d\udd39 As a result, over the past 40 years, unilateral [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":3674,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[89],"tags":[],"class_list":["post-3673","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-article"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.8 - 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