This paper discusses the use of management by objectives for performance appraisal in education, examining its potential strengths and weaknesses. Among the potential strengths of the performance appraisal approach are the following: 1) it fosters staff development, since an administrator's performance is evaluated according to how well his…

Drawing on materials from a variety of sources, the authors of this guide survey the advantages and disadvantages of management by objectives (MBO), describe common errors made in setting objectives and in operating an MBO system, and provide samples of MBO planning calendars. The emphasis in most of these materials is on MBO as a means of…

This paper discusses the utility, versatility, and pros and cons of the formal performance appraisal as one of the tools of management by objectives (MBO). Rather than rating the traits of an employee, performance appraisal based on MBO rates an employee's achievements toward both his professional goals and institutional goals. The paper outlines…

Goal-setting has been accepted as an effective motivational tool. Whether goals should be participatively set or assigned was examined by holding goal difficulty constant in an investigation based on previous results which suggested that participants in goal-setting set more difficult goals than those for whom goals are assigned. Results suggest…

This review of the literature briefly outlines the history of management by objectives (MBO), describing the Madison, Wisconsin, school district's application of this systems approach to school management, as well as alternatives to the Madison MBO plan developed by other districts across the country. Although there are many variations of MBO and…

The objective of this paper is to provide the student personnel administrator with an understanding of the pluses and pitfalls of implementing management by objectives. The author discusses the following potential performance improving aspects of MBO: the establishment of goals, objectives, and results measures; participation; and the appraisal…

This paper presents a management by objectives system in three sections: a method of developing the organization's goals and objectives, a method for the development of personal job functions and performance objectives, and a method for the establishment of performance evaluation sessions. Key terms are defined. A rationale for developing…

Merit system law, state personnel rules, and collective bargaining contracts require that Oregon state agencies appraise the performance of their employees. The heart of the Oregon performance appraisal system is work planning. Based on management by objectives and the concepts of employee involvement and participation, work planning is a process…

This is the second module in a four-module training package for use in inservice seminars or workshops on performance appraisal and employee development. Module 2 concentrates on different methods of performance evaluation, including essay, ranking, forced distribution, nonanchored rating scale, weighted checklist, forced choice, critical…

This is the first module in a four-module training package for use in inservice seminars or workshops on performance appraisal and employee development. It also contains an introductory manual with general information pertaining to all four modules in addition to specific outlines and objectives for each of the modules. Module 1 overviews the…

This is the fourth module in a four-module training package for use in inservice seminars or workshops on performance appraisal and employee development. Module 4 addresses employee feedback and counseling aspects of performance evaluation. Primary emphasis is on use of performance reviews as employee development tools. Two related content areas…