What is a drawback of the MBO assessment method brainly?

Drawback of the MBO Assessment Method: Overly Ambitious Goal-Setting

Management by Objectives (MBO) is a performance evaluation system that focuses on setting specific, measurable, achievable, relevant, and time-bound (SMART) goals for employees. While MBO can be an effective tool for motivating and directing employee performance, it also has potential drawbacks. One such drawback is the risk of overly ambitious goal-setting.

Overly ambitious goal-setting occurs when goals are set too high, making them difficult or impossible to achieve. This can have several negative consequences for MBO:

• Employee Overwhelm: When goals are set excessively high, employees may feel overwhelmed and discouraged. This can lead to decreased motivation and productivity, as employees may lose confidence in their ability to meet the targets.

• Reduced Goal Achievement: Overly ambitious goals are less likely to be achieved, which can negatively impact employee morale and job satisfaction. When goals are not met, employees may feel frustrated and devalued, as their efforts and contributions are not recognized.

• Distorted Performance Evaluations: When goals are unrealistic, they can distort performance evaluations. Employees may be penalized for not meeting unachievable goals, even if they have performed well in other areas. This can lead to inaccurate assessments of employee performance and unfair or biased evaluations.

• Negative Impact on Relationships: Overly ambitious goal-setting can strain relationships between managers and employees. Employees may become resentful of unrealistic expectations, while managers may feel pressured to set high goals in order to meet organizational targets. This can create a negative work environment and hinder open communication and collaboration.

To avoid the pitfalls of overly ambitious goal-setting, it is essential to strike a balance between aspiration and practicality when establishing MBO goals. Goals should be challenging but achievable, and they should align with the employee’s skills, resources, and available support. Regular feedback and goal adjustments may also be necessary to ensure that goals remain realistic and motivating throughout the MBO process.