This training manual provides guidelines for effective teamwork and work-team maintenance and development. It was designed for use in the Marine Corps Task Analysis program, in which staff members are organized to form a work-team whose continuing performance as an effective team is crucial for success of the project. Chapter 1, the major portion…

Management is concerned with the conception and choice of goals. A manager must first determine his own goals within the framework of overriding organizational objectives and limitations. Second, a manager must determine what methods he will use to achieve his goals--on the basis of cost-benefit comparisons. Third, the manager must design his…

Three problems currently facing education are: reduced public confidence and reduced willingness to support budgets for all government agencies; unnecessarily expensive public education; and no recognized way to determine if an educational program is cost effective. A realistic system of management by objectives may be the best defense against all…

Five distinct format categories are used in this study to describe the form of educational objectives: clarity, range, level of abstractness, behavioralness, and observability. These form concepts are used to describe paradigm statements of three kinds of educational objectives: goals, intended learning outcomes, and behavioral evidence. Goals are…

The interview with L. W. Lehr, President of the U.S. Operation of the 3M Company, presents a management view of the company's training and development activities. The activities are based on behavior modification programs and organizational development approaches. (EC)

In order for management by objectives, or any other business system, to be fully effective, it is necessary to accept and include the hidden and/or unconscious motivations of each individual involved. (Author/MLF)

Outlines an alternative procedure for counselors in junior high and secondary schools who find that a nondirective stance leads to confusion and frustration in adolescent clients. (EV)

Some of the most commonly asked questions about management by objectives are answered by an authority. They deal with implementation, effect on creativity, quantification, time involvement, effect on budget, personnel requirements, consultant services, and examples of institutions where MBO is used. (Author/LBH)

Explores impact of management by objectives (MBO) on the perceived managerial effectiveness of community college student personnel departments. Although there were no significant differences between the samples, a substudy that investigated four student personnel functional areas did find some significant differences. (Author)

Outlines the management-by-objectives process used to monitor, train and develop personnel in a youth service project. (BR)

The author argues that inherent in supervision is professional development, which can be divided into the related tasks of staff development, informal observations, rating, and individual development. (CH)

Applied McCaskey's model of directional planning (as opposed to planning from goals and objectives) to data from large urban school districts. Initial impressions suggested that the model is viable: explicit, publicly stated goals and objectives were found to be grounded in a set of beliefs and desires for the districts. (CMG)

The author uses behavioral objectives as the framework for developing an evaluation system with a simple approach. He believes that simplicity is the key to successful implementation of evaluation systems. (MD)

Article describes one approach to planning based on management by objectives. The program used for illustration is Project RITE (Reach, Involve, Teach, Evaluate), a rural Michigan community college consortium involving Michigan State Universtiy and five rural Michigan community colleges. (Authors/CB)

Investigated the impact of a Management by Objectives (MBO) application in a university setting. Faculty (N=23) completed a questionnaire about perceptions of performance and satisfaction both prior to and after the MBO application. Results suggest that performance increased while satisfaction generally declined. (Author/RC)