The number of people who came up with management by objectives earlier was 10

Management by Objectives was proposed by Drucker, an American management scientist. Management by objectives is a technology that is widely used in enterprises, and the basic core of management by objectives is to formulate specific, feasible and objectively measurable goals through group participation.

Elements of objective management: concretization of goals, participation in decision-making, deadline completion, performance feedback.

Goal concretization refers to the requirement to clearly and concretely describe the desired outcome.

Participatory decision-making refers to the fact that when setting work goals, all groups involved in the goals are required to jointly set goals and jointly stipulate how to measure the degree of achievement of the goals, rather than unilaterally specifying the work goals of subordinates by superiors.

Deadline refers to the time limit for the completion of the specified goal and the deadline for the completion of the task at each stage.

Performance feedback refers to the continuous feedback given to employees on the degree of achievement of the goal or the degree close to the goal, so that the employee can understand the progress of the work in a timely manner, grasp the progress of the work, so as to carry out self-supervision and behavior correction in a timely manner, and finally complete the goal on schedule.

In 1954, Peter Drucker, an American management guru, first proposed the concept of "management by objectives" in his famous book "Management Practice".

In 1954, Peter Drucker, an American management guru, first proposed the concept of "management by objectives" in his famous book "Management Practice".

1. The tasks of the enterprise must be transformed into goals, and the managers of the enterprise must lead the subordinates through these goals, and ensure the realization of the overall goals of the enterprise.

2. Management by objectives is a process that enables managers at all levels in an organization to unify themselves to set common goals, determine each other's responsibilities, and use this responsibility as a guideline to guide the business and measure their contributions.

3. The sub-goal of each enterprise manager or worker is the requirement of the general goal of the enterprise to him, and it is also the contribution of the enterprise manager or worker to the overall goal of the enterprise.

4. Managers and workers are self-managed according to the set goals, and they carry out self-command and self-control based on all the goals achieved, rather than commanded and controlled by their superiors.

5. The assessment, rewards and punishments of enterprise managers to their subordinates are also based on these sub-objectives.

The guiding ideology of objective management is based on the Y theory, that is, people can be responsible for themselves under the condition of clear goals. The common elements of objective management and traditional management: clarifying goals, participating in decision-making, setting deadlines, and giving feedback on performance.

The specific method is a further development of Taylor's scientific management. Compared with the traditional management method, it has distinctive characteristics, which can be summarized as:

l. Pay attention to the human factor.

Management by objectives is a participatory, democratic, and self-controlled management system, and it is also a management system that combines individual needs with organizational goals. Under this system, the relationship between superiors and subordinates is one of equality, respect, dependence, and support, and subordinates are conscious, autonomous, and autonomous after committing to goals and being empowered.

2. Establish a target chain and target system.

Through a specially designed process, the overall goals of the organization are decomposed step by step and converted into sub-goals of each unit and each employee. From organizational goals to business unit goals, to departmental goals, and finally to individual goals. In the process of goal decomposition, the rights, responsibilities and interests have been clarified and symmetrical with each other.

These goals are in the same direction, interlocking, and cooperate with each other to form a coordinated and unified goal system. Only when each person completes his or her own sub-goals can the overall goal of the whole enterprise have any hope of completion.

3. Pay attention to results.

Objective management starts with the formulation of goals and ends with the assessment of the completion of objectives. Work results are the standard for evaluating the degree of completion of objectives, and also the basis for personnel assessment and awards, and become the only symbol for evaluating management performance. As for the specific process, ways and methods to accomplish the goal, the higher authorities do not intervene too much.

Therefore, under the objective management system, there are few elements of supervision, but the ability to control the realization of objectives is very strong.

Objective management is a management method that uses the setting and decomposition of goals, the implementation of goals and the inspection of completion, rewards and punishments as a means to achieve the business objectives of enterprises through the self-management of employees. Proposed by the American management scientist Drucker in the 50s of the 20th century, it is called "management in management".

Objectives Management Features:

1. Self-management as the center: The basic spirit of objective management is to take self-management as the center. The implementation of the goal is carried out by the person responsible for the goal, and through self-supervision and measurement, constantly revise their own behavior to achieve the goal.

2. Emphasize self-evaluation: Objective management emphasizes self-comparison and summary of achievements, deficiencies and mistakes in work, frequent self-inspection and self-examination, and continuously improves efficiency.

Guiding ideology of management by objectives.

The guiding ideology of management by objectives is based on the "Theory Y" in management psychology, which believes that people can be responsible for themselves under the condition of clear goals.

The theoretical basis for this is the teleological theory in psychology and organizational behavior. That is, any organization that systematically sets goals at all levels and emphasizes the evaluation of target results can improve the work efficiency of the organization and the satisfaction of employees.

It's Peter Drucker,Objective management is a management method that uses the setting and decomposition of goals, the implementation of goals and the inspection of completion, rewards and punishments as a means to achieve the business objectives of enterprises through the self-management of employees.

Proposed by the American management scientist Drucker in the 50s of the 20th century, it is called "management in management". On the one hand, it emphasizes the completion of goals and the realization of work results; On the other hand, it attaches importance to the role of people, and emphasizes the independent participation of employees in the formulation, implementation, control, inspection and evaluation of goals.

The management scientist who proposed management by objectives was Peter Drucker. In the 50s of the 20th century, Peter Drucker first put forward the concept of "management by objectives" in the book "Management Practice", and then he put forward the idea of "management by objectives and self-control", which is called "management in management".

The objective management content proposed by Peter Drucker is to determine the work goals from top to bottom with the active participation of individual employees of the enterprise, and implement self-control in the work to ensure that the goals are achieved. The guiding ideology of management by objectives is based on the "Y theory" in management psychology.

In 1954, Peter F Drucker, an American management guru, first put forward the concept of "management by objectives" in his famous book "Management Practice", and then he put forward the idea of "management by objectives and self-control". Drucker believes that the work can only be determined if there is a goal, so "the mission and task of the enterprise must be transformed into a goal".

If there is no goal in one area, the work in that area is bound to be neglected. Therefore, managers should manage their subordinates through goals, and when the top managers of the organization determine the organizational goals, they must be effectively decomposed and transformed into sub-goals of various departments and individuals, and managers will assess, evaluate, reward and punish subordinates according to the completion of sub-goals.

Drucker was the first to come up with the concept of management by objectives.

Peter Drucker, the father of modern management, has influenced generations of scholars and entrepreneurs who pursue innovation and best management practices, and various business management courses have also been influenced by Peter Drucker's ideas.

Peter Drucker was born in Vienna, Austria, in 1909 to the Netherlands and later moved to the United States. Drucker grew up in a wealthy cultural environment, and his 1979 autobiography "The Spectator" provides a detailed and vivid description of his upbringing.

The concept of "management by objectives" is proposed. In 1954, Drucker proposed an epoch-making concept - Management by Objectives (MBO), which is the most important and influential concept invented by Drucker and has become an important part of contemporary management.

Perhaps the greatest advantage of management by objectives is that it allows a manager to take control of his or her own achievements. Self-control means stronger motivation: a desire to do the best rather than do it perfunctorily.

It means a higher goal of achievement and a broader vision. One of the main contributions of the Goal Management Brigade is that it allows us to replace the management ruled by others with self-controlled management.

Drucker believes that there will be some differences in management in different organizations. Because the mission determines the vision, and the vision determines the structure.

Managing Wal-Mart and managing the Roman Catholic Church are of course different, the difference is that the nouns (languages) used by the organizations are different. The other differences are mainly in application rather than in principle.

Hello was the first American management guru: Peter Drucker.

Proposed. In 1954, the American management guru Peter Drucker published his famous book "Management Practice".

He first proposed the concept of "management by objectives", and later put forward the idea of "management by objectives and self-control". Drucker believes that it is not that there is a goal with work, but on the contrary, it is with a goal that everyone can be determined. Therefore, "the mission and task of the enterprise must be transformed into a goal", if there is no goal in a field, the work in this field will inevitably be neglected.

Answer]: b Peter Drucker, the father of modern management. In his book "The Practice of Management", published in 1954, he put forward a concept of epoch-making significance:

Objective management is a coincidence. Since then, management has been created as a discipline, thus establishing the status of a big orange loser in management.