Performance by Objectives - Revision history

Flc at 02:10, 16 September 2025

2025-09-16T02:10:43Z

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	[[File:Performance_Objectives.png\|right\|450px]]		[[File:Performance_Objectives.png\|right\|450px]]

			=Introduction=
	The models of performance based on objectives are among the most researched and used models for managing individual and organizational performance<ref>[[Performance_Models\|See here an overview on performance models.]]</ref>. Different types of objectives or goal-oriented performance models are analyzed in this article<ref>Objectives and goals are used interchangeably in this article. [[Objectives_or_Goals\|See here for more details.]]</ref>.		The models of performance based on objectives are among the most researched and used models for managing individual and organizational performance<ref>[[Performance_Models\|See here an overview on performance models.]]</ref>. Different types of objectives or goal-oriented performance models are analyzed in this article<ref>Objectives and goals are used interchangeably in this article. [[Objectives_or_Goals\|See here for more details.]]</ref>.

Flc: /* Behavioral Goals Model */

2025-09-16T01:04:31Z

Behavioral Goals Model

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	A similar model called the Behavioral Expectations Scaling (BES) identifies a dozen performance factors based on a list of critical incident examples and expert judgments for a specific position<ref>Smith, P. C., Kendall, L. M. (1963). Retranslation of Expectations: An Approach to the Constitution of Unambiguous Anchors for Rating Scales. Journal of Applied Psychology, 47, 149-155.</ref>.		A similar model called the Behavioral Expectations Scaling (BES) identifies a dozen performance factors based on a list of critical incident examples and expert judgments for a specific position<ref>Smith, P. C., Kendall, L. M. (1963). Retranslation of Expectations: An Approach to the Constitution of Unambiguous Anchors for Rating Scales. Journal of Applied Psychology, 47, 149-155.</ref>.

	The techniques used at GRI to develop a person's behaviors share some common characteristics with those two models. The development is based on the person's adaptive profile and the position's profile (the PBI: Position Behavior Indicator), except with an understanding of the efforts it takes to adapt and ~~with~~ a modus operandi uniquely fit to the person.		The techniques used at GRI to develop a person's behaviors share some common characteristics with those two models. The development is based on the person's adaptive profile and the position's profile (the PBI: Position Behavior Indicator), except with an understanding of the efforts it takes to adapt and a modus operandi uniquely fit to the person.

	=Criteria's Legitimacy=		=Criteria's Legitimacy=

Flc: /* Behavioral Goals Model */

2025-09-16T01:03:59Z

Behavioral Goals Model

← Older revision		Revision as of 01:03, 16 September 2025
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	A similar model called the Behavioral Expectations Scaling (BES) identifies a dozen performance factors based on a list of critical incident examples and expert judgments for a specific position<ref>Smith, P. C., Kendall, L. M. (1963). Retranslation of Expectations: An Approach to the Constitution of Unambiguous Anchors for Rating Scales. Journal of Applied Psychology, 47, 149-155.</ref>.		A similar model called the Behavioral Expectations Scaling (BES) identifies a dozen performance factors based on a list of critical incident examples and expert judgments for a specific position<ref>Smith, P. C., Kendall, L. M. (1963). Retranslation of Expectations: An Approach to the Constitution of Unambiguous Anchors for Rating Scales. Journal of Applied Psychology, 47, 149-155.</ref>.

	The techniques used at GRI ~~for developing~~ a person's behaviors share some common characteristics with those two models. The development is based on the person's adaptive profile and the profile ~~of the position~~ (the PBI: Position Behavior Indicator).		The techniques used at GRI to develop a person's behaviors share some common characteristics with those two models. The development is based on the person's adaptive profile and the position's profile (the PBI: Position Behavior Indicator), except with an understanding of the efforts it takes to adapt and with a modus operandi uniquely fit to the person.

	=Criteria's Legitimacy=		=Criteria's Legitimacy=

Flc: /* Behavioral Goals Model */

2025-09-16T00:59:34Z

Behavioral Goals Model

← Older revision		Revision as of 00:59, 16 September 2025
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	=Behavioral Goals Model=		=Behavioral Goals Model=
	In this model, behavioral goals are set based on performance evaluations and are used to guide behavioral development. The term "behavioral goals" is used individually. All the changes that the program intends to produce are listed and described in clearly observable terms. "Terminal behaviors" refers to the specific skills the person should be able to demonstrate when the program ends.		In this model, behavioral goals are set based on performance evaluations and are used to guide behavioral development. The term "behavioral goals" is used individually. All the changes that the program intends to produce are listed and described in clearly observable terms. "Terminal behaviors" refers to the specific skills the person should be able to demonstrate when the program ends.

	A similar model called the Behavioral Expectations Scaling (BES) identifies a dozen performance factors based on a list of critical incident examples and expert judgments for a specific position<ref>Smith, P. C., Kendall, L. M. (1963). Retranslation of Expectations: An Approach to the ~~Consitution~~ of Unambiguous Anchors for Rating Scales. Journal of Applied Psychology, 47, 149-155.</ref>.		A similar model called the Behavioral Expectations Scaling (BES) identifies a dozen performance factors based on a list of critical incident examples and expert judgments for a specific position<ref>Smith, P. C., Kendall, L. M. (1963). Retranslation of Expectations: An Approach to the Constitution of Unambiguous Anchors for Rating Scales. Journal of Applied Psychology, 47, 149-155.</ref>.

			The techniques used at GRI for developing a person's behaviors share some common characteristics with those two models. The development is based on the person's adaptive profile and the profile of the position (the PBI: Position Behavior Indicator).

	=Criteria's Legitimacy=		=Criteria's Legitimacy=

Flc: /* Generalities */

2025-09-16T00:45:35Z

Generalities

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	By analogy, the way to measure an organization’s performance is by establishing a catalog of organizational objectives that meet three criteria:		By analogy, the way to measure an organization’s performance is by establishing a catalog of organizational objectives that meet three criteria:
	~~<ul>~~		# they must be concrete and observable actions that the organization takes,
	~~<ol>(1)~~ they must be concrete and observable actions that the organization takes,~~</ol>~~		# the conditions under which the organization must achieve them must be specified, and
	~~<ol>(2)~~ the conditions under which the organization must achieve them must be specified, and~~</ol>~~		# the degree to which each objective can be achieved must be clearly specified<ref>Briggs, L. J. (1968). Sequencing of Instruction in Relation to Hierarchies of Competence. Pittsburgh: American Institutes for Research</ref>.
	~~<ol>(3)~~ the degree to which each objective can be achieved must be clearly specified<ref>Briggs, L. J. (1968). Sequencing of Instruction in Relation to Hierarchies of Competence. Pittsburgh: American Institutes for Research</ref>.~~</ol>~~
	~~</ul>~~

	Different models can relate to performance based on objectives. The four models presented below mostly differ in their level of focus: some are about reaching a future state, while others concentrate on immediate operational goals. The performance by objective typically relates to the first option for providing guidance for the organization.		Different models can relate to performance based on objectives. The four models presented below mostly differ in their level of focus: some are about reaching a future state, while others concentrate on immediate operational goals. The performance by objective typically relates to the first option for providing guidance for the organization.

Flc: /* Stakeholders Preferences */

2025-09-16T00:43:41Z

Stakeholders Preferences

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	=Stakeholders Preferences=		=Stakeholders Preferences=
	The idea that a company should be organized by a set of objectives is widely accepted in theory. However, this idea is incompatible with the broader meaning of performance and insufficient in practice. Considerations of other models ~~of performance~~ are informative in this respect.		The idea that a company should be organized by a set of objectives is widely accepted in theory. However, this idea is incompatible with the broader meaning of performance and insufficient in practice. Considerations of other performance models, such as the [[Systems%27_Performance\|systemic]] or [[Performance_by_Values\|value]] models, are informative in this respect.

	There is little agreement among different objective-based models regarding the variables to be used. Research on performance by objective has evidenced that performance has different meanings depending on stakeholders' preferences and values, and the context. As can be evidenced with GRI’s adaptive profiles, some stakeholders are more sensitive to the factual and quantifiable nature of the targets than others to how those targets will be met.		There is little agreement among different objective-based models regarding the variables to be used. Research on performance by objective has evidenced that performance has different meanings depending on stakeholders' preferences and values, and the context. As can be evidenced with GRI’s adaptive profiles, some stakeholders are more sensitive to the factual and quantifiable nature of the targets than others to how those targets will be met.

Flc at 00:30, 16 September 2025

2025-09-16T00:30:53Z

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	[[File:Performance_Objectives.png\|right\|~~600px~~]]		[[File:Performance_Objectives.png\|right\|450px]]

	The models of performance based on objectives are among the most researched and used models for managing individual and organizational performance<ref>[[Performance_Models\|See here an overview on performance models.]]</ref>. Different types of objectives or goal-oriented performance models are analyzed in this article<ref>Objectives and goals are used interchangeably in this article. [[Objectives_or_Goals\|See here for more details.]]</ref>.		The models of performance based on objectives are among the most researched and used models for managing individual and organizational performance<ref>[[Performance_Models\|See here an overview on performance models.]]</ref>. Different types of objectives or goal-oriented performance models are analyzed in this article<ref>Objectives and goals are used interchangeably in this article. [[Objectives_or_Goals\|See here for more details.]]</ref>.

Flc at 16:23, 15 August 2025

2025-08-15T16:23:38Z

← Older revision		Revision as of 16:23, 15 August 2025
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	[[File:Performance_Objectives.png\|right\|600px]]		[[File:Performance_Objectives.png\|right\|600px]]

	The models of performance based on objectives are among the most researched and used models for managing individual and organizational performance.<ref>[[Performance_Models\|See here an overview on performance models.]]</ref>. Different types of objectives or goal-oriented performance models are analyzed in this article<ref>Objectives and goals are used interchangeably in this article. [[Objectives_or_Goals\|See here for more details.]]</ref>.		The models of performance based on objectives are among the most researched and used models for managing individual and organizational performance<ref>[[Performance_Models\|See here an overview on performance models.]]</ref>. Different types of objectives or goal-oriented performance models are analyzed in this article<ref>Objectives and goals are used interchangeably in this article. [[Objectives_or_Goals\|See here for more details.]]</ref>.

	=Generalities=		=Generalities=

Flc at 15:58, 15 August 2025

2025-08-15T15:58:32Z

← Older revision		Revision as of 15:58, 15 August 2025
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	[[File:Performance_Objectives.png\|right\|600px]]		[[File:Performance_Objectives.png\|right\|600px]]

	The models of performance based on objectives are among the most researched and used models for managing individual and organizational performance.<ref>[[Performance_Models\|See here an overview on performance models.]]</ref>. Different types of objectives or goal-oriented performance models are analyzed in this article<ref>Objectives and goals are used interchangeably in this article.[[Objectives_or_Goals\|See here for more details.]]</ref>.		The models of performance based on objectives are among the most researched and used models for managing individual and organizational performance.<ref>[[Performance_Models\|See here an overview on performance models.]]</ref>. Different types of objectives or goal-oriented performance models are analyzed in this article<ref>Objectives and goals are used interchangeably in this article. [[Objectives_or_Goals\|See here for more details.]]</ref>.

	=Generalities=		=Generalities=

Flc: /* Generalities */

2025-08-15T15:53:26Z

Generalities

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	=Generalities=		=Generalities=
	From the performance by objectives perspective, the organization emphasizes outcomes rather than processes. It is viewed as a logical setup of indicators designed to achieve goals<ref>Pennings, J. M., Goodman, P. S. (1977). Toward a Workable Framework. In P. S. Godman & J. M. Pennings (Eds.), New perspectives on organizational effectiveness. San Francisco: Jossey-Bass. Pp. 146-184</ref>. The organization’s ultimate objective is divided into multiple team and individual performance indicators.		From the performance by objectives perspective, the organization emphasizes outcomes rather than processes. It is viewed as a logical setup of indicators designed to achieve goals<ref>Pennings, J. M., Goodman, P. S. (1977). Toward a Workable Framework. In P. S. Godman & J. M. Pennings (Eds.), New perspectives on organizational effectiveness. San Francisco: Jossey-Bass. Pp. 146-184</ref>. The organization’s ultimate objective is divided into multiple team and individual performance indicators.

	The typical way to progress with the objectives-based model is to identify the most powerful stakeholders and ask them to express their objectives. Once the objectives are negotiated, criteria to measure the achievement of the objectives and goals must be defined in operational terms, and the validity of the criteria may need to be established.		The typical way to progress with the objectives-based model is to identify the most powerful stakeholders and ask them to express their objectives. Once the objectives are negotiated, criteria to measure the achievement of the objectives and goals must be defined in operational terms, and the validity of the criteria may need to be established.