Understanding the Management Role to Im

In order for me to describe the goals and objectives of my organisation I need to understand the difference between the two.

* 1.2 Evaluate the specific responsibilities of middle managers in enabling your organisation to achieve its

An aim is a long-term goal of which takes short – term goals to achieve this which are called objectives.

There are OBJECTIVES where we can identify what we want to be able to do or to do better.

Understand the specific responsibilities of middle managers in enabling and organisation to achieve its goals

All goals must be measurable to then measure the progress towards the successful outcome, to measure progress is to monitor and access success and achievement.

Looking at the experiences I have had in different organizations, working with people in different capacities in order to achieve the aims and objectives of the organization I would like to specifically focus on my duties as an Admin Manager in a Stock Broking Firm where I worked for some couple of years. I had a great experience in the organization as I was embeddled with lots of duties which was so challenging. I was in charge of six (6) team members. I was called the Admin Manager but how do I see myself? Do I see myself based on the title or do I see myself doing more with the title.

Sort out the difference between objectives and aims, goals and/or targets before you start. Aims and goals relate to your aspirations, objectives are your battle-plan. Set as many objectives as you need for success.

Objectives are how you achieve your goals within a business, they are smaller sections of the goal which overall help to achieve it. Policies help keep things in place, policies also keep staff in the right direction of the objectives and eventually achieve the goals.

To make these goals effective and efficient objectives are important. It gives an organization right direction to achieve its goal, that is why organizational objectives should be specific, measurable, achievable, realistic and time bound (SMART).

This is a difficult topic for me to discuss because goals and objectives are similar. I understand that objectives are the road maps that pull you toward the end goals. I feel that before objectives can be written, outcome goals or outcome statements would be the first step before writing behavioral objectives.

It gives legal ground visible to competitors and customers. For the third importance of objectives, coordination; Objectives aligns the efforts of participants in the company towards the same goals. Douglas McGregor, a psychologist who served a short term as president of Antioch College & professor at MIT viewed that "In selling effective goals managers help members at all levels of the organization to understand how they can best active their own goals by directing their behavior towards the goals of the organization". Objectives not only set standards (benchmarks for success), but they also serve as motivators. Setting objectives, whether they be long or short term, they provide a standard for the company. In lack of better phrase, objectives "set the bar" for companies. So naturally, you are motivated to "clear the bar." Hence, objectives are motivators too. "According to Latham and Yuki goal specificity enables the workers to determine how to translate effort into successful performance by choosing an appropriate action plans." Plans: strategic, tactical, operational and contingency are the general types of plans. Strategic planning establishes long-term objectives and overall strategy or course of action by which a firm fulfill its mission. Tactical plans are short

Objectives state what the management of the operation wishes to accomplish. They indicate why the business exists and what it is trying to do. The objectives of a food and beverage operation often center on such things as:

As an organisation grows bigger it requires more than one manager to control the operators. Middle line managers add strategic apex managers into the operating core with proper authority. In broad, one set of managers directs the operators for the basic unit and another set of managers takes charge to convert it to the higher level unit. Hence, these units come under one manager to form an organisation. Middle line managers observe the performance of the same unit and they produce the feedback to the managers above them.

The first steps in making sound decisions is for managers to have well-defined goals and to understand their constraints (Baye & Prince, 2014). Organizational goals serves some basic purposes. These are: (1) provide guidance and direction, (2) facilitate planning, (3) motivate and inspire employees, and (4) help organizations evaluate and control performance (Feliciano, 2008). However, the overall goal of most firms is to maximize profits or the firm’s value (Baye & Prince, 2014).