Chapter One Introduction

The imperative of attaining organizational performance objectives constitute a fundamental phenomenon for the management of modern organization. Therefore strategic measures are constantly formulated and implemented bottom-line to achieve key results. Management by objective is one type of management philosophy adopted to ensure  that organizational programme objectives or results are attainable.

Peter Drucker (19454) defined management by objective as a dynamic system which seeks to integrate the company need to clarify and achieve its profit and growth goals with the managers need to contribute and develop him. Drucker first publicized these ideas in the practice of management in 1954 subsequently, MBO has been canvassed by other writers notably, McGregor and Humble. McGreor in the Human side of enterprise supported MBO on the grounds that it gave subordinate the opportunity to participate in good setting and performance appraisal and based on a theory Y philosophy. Humble in Improving Management Performance suggests that MBO focus on the key results areas where improved performance is likely to have a dramatic impact on organization performance. However, all writes are careful to emphasize two points first that MBO is not a management technique but a philosophy which if accepted requires a shift of managerial attitudes and perspective; second that MBO needs to be integrated with other organizational procedure and notably the budgeting process, performance appraisal, management development and management reward. Management by objective (MBO) also known as management by results (MBR) is a process of defining objectives within an organization so that management and employees agree to the objectives and understand what they need to do in the organization in order to achieve them. The term, management by objective was first popularized by Peter Drucker in his 1954 book, the practice of management.

The essence of MBO is participative goal setting, choosing a course of action, and decision making. An important part of MBO is the measurement and the comparison of the employee's actual performance with the standards set. Ideally, when the employees themselves have been involved with the goal setting and choosing the course of action to be followed by them, they are more likely to fulfill their responsibilities.

According to George S. Odiorne,  the system of management by objectives can be described as a process where the superior and subordinate jointly identify its common goals, define each individuals major areas of responsibility in terms of the results expected of him and use these measures as guides for operating the unit and assessing the contribution of each of its members. Objectives can be set in all domain of activities (production, marketing, services, sales, human resources, finance, information system etc). Some objectives are collected for a whole department in the whole company, others can be individualized. Managers must determine the mission and the strategic goals of the enterprise. The goal set by top level managers is based on the analysis of what can and should be accomplished by the organization within a specific period of time. The functions of these managers can be centralized by appointing a project manager who can monitor and control the activities of the various departments. If this cannot be done or is not desirable each manager’s contributions to the organizational goal should be clearly spelled out. The objective needs quantifying and monitoring. Reliable management information systems are needed to establish relevant objectives and monitor their reach ratio in an objective way. Pay incentives (bonuses) are often linked to results in reaching the objectives. The case study analysis shall aim to determine the impact of MBO on organizational performance of UBA Plc.   

BACKGROUND OF THE STUDY Historical management perspective has been on achieving organizational performance objectives reflected on profit, growth and market value. In spite of developments in various sector of the economy as technological advancement, the industrial revolution, advance in production and commercial activities, the complex nature of the Trade Union and industrial relation, the fact remains that organization is constantly seeking new ways and ideology to ensure that resources are maximally utilized and that set goals and objectives are achieved. MBO was first published by Peter Drucker in 1954 in the practice of management. One of the core ideas in MBO was where managers should focus their time and energy. According to Drucker effective MBO managers focus on results, not the activity. They delegate tasks by negotiating a contract of objectives with their subordinates and by refraining from dictating a detailed road map for implementation. MBO is about setting roles and they're breaking these down into more specific objectives or key result MBO involves (1) Setting company – mid goals derived from corporate strategy (2) Determining team and department level goals (3) Collaboratively setting individual – level goals that are aligned with corporate strategy (4) Developing an action plan and (5) Periodically reviewing performance and revising goals. Greenwood R. G. (1981), Management by objectives Pg. 225 – 230. The broader principle behind MBO is to make sure that everybody within the organization has a clear understanding of the organization’s goal as well as awareness of their own roles and responsibilities in achieving objectives that will help to attain those goals. The complete MBO system aims to get managers and empower employees acting to implement and  achieve that plans which automatically achieves the organizations goal.In view of the result-oriented nature of MBO as a management philosophy. It spurs the researcher to conduct a study of this nature to determine the impact of management by objective on organizational performance using UBA as a case study.   

STATEMENT OF THE PROBLEM There has been an increasing challenge in any organization to achieve corporate organization objective due to mobility to maximally utilize its human resources. Many firms have focused on central management with total neglect and lack of integration of low level employees in the corporate plans and objectives. The resultants effect has been that of lack of understanding, interpretation and implementation of such plans and objective loading to poor organizational performance. The research therefore is confronted with the problem of determining the impact of management by objective (MBO) in organizational performance with a case study on UBA Plc.

RESEARCH QUESTIONS The research Questions include; 1.        What is the nature of management by objective and what is the nature of MBO in UBA 2.        What constitutes organizational performance and organizational performance in UBA Plc 3.        What is the impact of management by objective on organizational performance and what is the impact of MBO in organizational performance in UBA Plc.

OBJECTIVE OF THE STUDY The objectives of the study consist of; 1.        to provide a detailed analysis of the concept of management by objectives and organizational performance 2.        To determine the structure and process of management by objectives 3.        To determine the nature of organizational performance measure 4.        To determine the impact of MBO in organizational performance 5.        To determine the nature of MBO in UBA Plc 6.        To determine the organizational performance standards in UBA Plc 7.        To determine the impact of MBO in organizational performance in UBA Plc.

SIGNIFICANCE OF THE STUDY The significance of the study includes; 1.        To show the importance of employee involvement in the planning process and objective setting in the organization 2.        TO provide a sturdy framework upon which managers could build upon to derive maximum employee performance in achieving objectives. 3.        To provide a detailed analysis of the concept of MBO as it could be applied in situations of organizations employee poor performance. 4.        To provide an information source for administration, consultants as well as Human Resources Personnel.

STATEMENT OF HYPOTHESIS 1.        Ho        There is no organizational performance standard in UBA Plc H1        There is an organizational performance standard in UBA Plc     2.        Ho        (MBO) Management by objectives is not given significant attention in                         UBA Plc H1        (MBO) Management by objectives is given significant attention in                                 UBA Plc 3.        Ho        Management by objective has no significant impact on organizational             performance in UBA Plc H1        Management by objective has a significant impact on organizational performance in UBA Plc

SCOPE OF THE STUDY The study provides a detailed analysis of the concept of MBO, its process, and its significance. It also expands on the nature of organizational performance with a view of determining the impact of MBO on organizational performance using UBA Plc as a case study.

DEFINITION OF TERMS 1.        Definition of MBO:            Management by objective is a process of defining objectives within an organization so that management and employees agree to the objective and understand what they need to do in the organization in order to achieve them Peter Ducker (1954) The practice of management Pg. 1. 2.        Organizational performance defined: Organizational performance comprises the actual output or results of an organization as measured against its intended output (or goals and objectives). According to Richard et al (2009) organizational performance encompasses three specific areas of firm outcomes (a) Financial performance (b) product market performance (c) Shareholder return.


Click Here To Get The Complete Project »


Please feel free to carefully review some written and captured responses from our satisfied clients.

  • "I love what you guys are doing, your material guided me well through my research. Thank you for helping me achieve academic success."

    Sampson, University of Nigeria, Nsukka.
  • " is God-sent! I got good grades in my seminar and project with the help of your service, thank you soooooo much."

    Cynthia, Akwa Ibom State University .
  • "Sorry, it was in my spam folder all along, I should have looked it up properly first. Please keep up the good work, your team is quite commited. Am grateful...I will certainly refer my friends too."

    Elizabeth, Obafemi Awolowo University
  • "Am happy the defense went well, thanks to your articles. I may not be able to express how grateful I am for all your assistance, but on my honour, I owe you guys a good number of referrals. Thank you once again."

    Ali Olanrewaju, Lagos State University.
  • "My Dear Researchwap, initially I never believed one can actually do honest business transactions with Nigerians online until i stumbled into your website. You have broken a new legacy of record as far as am concerned. Keep up the good work!"

    Willie Ekereobong, University of Port Harcourt.
  • "WOW, SO IT'S TRUE??!! I can't believe I got this quality work for just 3k...I thought it was scam ooo. I wouldn't mind if it goes for over 5k, its worth it. Thank you!"

    Theressa, Igbinedion University.
  • "I did not see my project topic on your website so I decided to call your customer care number, the attention I got was epic! I got help from the beginning to the end of my project in just 3 days, they even taught me how to defend my project and I got a 'B' at the end. Thank you so much, infact, I owe my graduating well today to you guys...."

    Joseph, Abia state Polytechnic.
  • "My friend told me about ResearchWap website, I doubted her until I saw her receive her full project in less than 15 miniutes, I tried mine too and got it same, right now, am telling everyone in my school about, no one has to suffer any more writing their project. Thank you for making life easy for me and my fellow students... Keep up the good work"

    Christiana, Landmark University .
  • "I wish I knew you guys when I wrote my first degree project, it took so much time and effort then. Now, with just a click of a button, I got my complete project in less than 15 minutes. You guys are too amazing!."

    Musa, Federal University of Technology Minna
  • "I was scared at first when I saw your website but I decided to risk my last 3k and surprisingly I got my complete project in my email box instantly. This is so nice!!!."

    Ali Obafemi, Ibrahim Badamasi Babangida University, Niger State.
  • To contribute to our success story, send us a feedback or please kindly call 2348037664978.
    Then your comment and contact will be published here also with your consent.

    Thank you for choosing