Personal goals of players or why employees of an organisation need goals?
The work of a hockey coach is to coach people, not hockey. Therefore, personal goals of players are of crucial importance. Players cannot achieve something that is not clear for them. Players cannot learn something what they do not want. A good team is as good as good are the players of this team.
Before each season a competent coach discusses with players their individual goals and objectives for upcoming season, their strengths and skills that require development, general team goals and ways to achieve those. The critical point is to continuously monitor progress, analyse outcomes and define new goals when the previous goals are achieved.
The management theory defines goals as a backbone attribute within an organisation. A goal identifies general orientation of organisation activities, its structure and composition, controls the ties between its components, and integrates these components into a harmonized system. It also constitutes the basis for strategic decisions and planning within an organisation. Overall organisation image depends on goals’ nature.
Goal is an outcome to be achieved.
Goal represents a desired system state or an outcome of its activities achievable within specified time period. Goals must reflect the development prospects for the system.
Goal is a future state of an object of management expressed in quantitative or qualitative manner that when achieved will solve the problem.
Defining goals transforms company’s strategic vision and course of development into specific tasks related to operation and performance of an organisation. Goals clearly describe what must be done, how large is the amount of work and what the time frames are. Until the long-term company’s development plans and its mission are not linked to specific measurable tasks, and managers do not show any progress in performing these tasks, mission and course of development statements represent merely fair words and unrealised ideas.
Target-specific management is based on the idea that managers and subordinates together set goals to get the job done and for their own growth.
Defining goals for an employee implies the following to be done by immediate superior: