Barriers to effective goal setting and how to overcome them

(a) Setting inappropriate goals

These are goals that do not fit the organizations purpose, mission or strategy - for example a church organization which is non-profit making aiming to earn a specified profit.

(b) Setting unattainable goals

i.e. Setting goals that are impossible to achieve. Goals should be challenging but if they are unattainable they will finally stop being an effective incentive.

(c) Overemphasizing quantitative goals

Quantitative goals are good because they can help the manager assess the extent of goal attainment. But if they are overemphasized they can discourage managers. Besides a lot of the managers work cannot be quantified e.g. improvements in morale.

(d) Overemphasizing qualitative goals

Here the manager pays too much attention to subjective goals at the expense of the quantitative goals. A manager may for example improve morale at the expense of costs.

(e) Rewarding ineffective goal setting

If managers who have had poor goal setting are rewarded, then others in the organization may not see the need to work diligently at goal setting.

(f) Not rewarding effective goal setting

If managers who set good goals are not rewarded for their efforts, this serves as a discouragement to goal setting.

These barriers to goal setting can be overcome by managers using certain guidelines to effective goal setting.

i. Understanding the purpose of goals

Managers must understand and appreciate that goals are only targets that are aimed at but not necessarily hit all the time. A manager who sets goals and comes close to achieving them is doing a good job.

ii. Stating goals properly

Goals must be stated clearly and as far as possible they must be concise, specific and they should indicate a time frame for their accomplishment.

iii. Ensuring goals consistency

Goals should be consistent both horizontally and vertically i.e. between functional areas and between levels of management. For example middle management goals should not contradict top management goals or goals of the marketing department should not contradict those of production.

iv. Communication

Once established goals must be communicated to the members of the organization so that the employees know what they are expected to do and hence work in a unified manner.

v. Rewarding effective goal setting

Rewarding effective goal setting can improve the process of goal setting as it serves as a morale booster.