THE IMPACT OF MANAGEMENT BY OBJECTIVE (MBO) ON THE PERFORMANCE OF AN EMPLOYEE
(A CASE STUDY OF LOPA ENERGY CO LTD)
TABLE OF CONTENTS
Title page
Approval
Dedication
Acknowledgment.
Abstract
List of table
CHAPETR ONE
INTORDUCTION
1.1 Background
1.2 Statement of problem
1.3 Purpose of the study
1.4 Scope of the study
1.5 Research question
1.6 Significance of study
1.7 Limitation of the study
1.8 Definition of terms
Reference
CHAPETR TWO
2.0 Literature review
2.1 Meaning of management
2.2 Porter lower model
2.3 Setting of objectives
2.4 The MBO process
2.5 Advantage of management by objective
Reference
CHAPETR THREE
3.1 researcher design
3.2 Area of study
3.3 Population of the study
3.4 Sampling and sampling procedure
3.5 Instrument for data collection
3.6 Validation for the instrument
3.7 Reliability of the instrument
3.8 Method of data collection
3.9 Method of data analysis
References
CHAPTER FOUR
Date presentation and analysis
Summary of results
References
CHAPTER FIVE
5.0 Discussion recommendation & conclusion
5.1 Discussion of findings
5.2 Conclusion
5.3 Implication of the research findings
5.4 Recommendation
5.5 Suggestions for further research
5.6 Reason why ii is GOD to apply MBO
References
Bibliography
CHAPETR ONE
INTRODUCTION
One of the many problems facing the business community has been the problem of integrating the objectives of the employees with that of the organization for the achievement of the organization objectives.
Even when such integration has been made there should be a dear method or system of measurement of the contribution of employees to the organizational achievement. Organizations that practice management by objectives seem to be on the positive threshold of solving this problem.
Management by objective (MBO) is a systematic approach to managing an organization practicing the basic management functions of planning organization staffing leading and controlling.
Management by objective is a result oriented all functional area (LOPA energy co.ltd). The distinguishing characteristic of management by objective (MBO) is its emphasis on results achievement of objective. It is based on a concept of human motivation. Accordingly it places emphases on the involvement of the employee in planning directing and controlling aspects of the job what will be done when will it be dome and how will it be done?
The underlying belief is that this involvement of employee leads to commitment and if an employee is committed he can be directed to perform in manner that positively contributes to the achievement of organizational objects. The MBO afford both the superiors and subordinates the opportunity to sit together and jointly identify common goals of enterprise define individual major areas of responsibility term of the results expected of him and use these measures as guides for operating the unit and assessing the contribution of each of it misers. Paul Hersey et al (1988) this leads to the four basic component of the MBO system.
a) Setting performance objectives and standards for their accomplishment
b) Developing action plans
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