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Goals have a direct impact on roles of staff
Change, competition, instability and unrest are common at today’s workplace. Despite these factors an organisation will try to reach great heights. But this is possible only with the help of employees who make exceptional contributions for the progress of their organisation.
Every organisation, big or small has targets to achieve and every employee of the organisation has his important role to play in the process. The role of dedicated and diligent employees who accomplish the targets for their organisation, sometimes at the cost of their interests, is overwhelming. However there are certain factors that influence the performance and behaviour of employees. These factors must be given attention to push employees to play their role effectively.
Along with compatibility with the organisation, employees must be compatible with each other.
Only then can they work as a single unit, harmoniously, towards one goal. They must be like-minded, innovative, dedicated and competent. Their priorities, principles and goals must be similar. Compatibility between employees removes the overhead of uniting and motivating them. They will automatically collaborate, explore and make their way to success. Managements must therefore consider compatibility of potential candidates with existing staff while recruiting them. Together, the employees of an organisation create and nourish the organisational culture, which is the identity of the organisation.
The enthusiastic contributions of knowledge workers endow them with more responsibilities and powers. They are trusted by their organisation, their inputs are encouraged and they are allowed to make crucial decisions. Organisations must communicate their goals and priorities clearly to their employees. This will provide a direction to them, allow them to align themselves accordingly and engage in achieving shared goals.
The degrees of control, accountability, freedom and responsibility must be set carefully and implemented. Integrity, order, discipline and professionalism must be fostered and an awareness of the importance of the same must be created in employees. A healthy competitive environment must be created and maintained. Now preaching the importance of always engaging oneself in setting and achieving goals, be it at individual level or organisational level will bring in the targeted effects. Goals keep employees always in action, constructively and will speed up achievement.
Learning to set goals is as important as setting and working towards them. A goal must be well defined and requires careful planning and sincere action to meet it.
To avoid deviating from the right path and to assess one’s efforts towards achieving a goal, periodically, it is necessary to set milestones or objectives. Objectives define and support goals. They are the components of goals and are measurable. They are verifiable intermediate tasks.
Goals and objectives require a lot of research and decision-making. The knowledge possessed by individuals and the organisation is vital for setting them. The objectives must be consistent, specific, measurable and current in relation to goals.
Objectives help in distributing the various tasks involved in achieving goals among employees. They keep track of the process, avoid conflicting activities, help in mending situations or tasks without affecting the whole process and ensure employee accountability.
In short, they assure control on activities and people involved in realising goals. Goals and objectives are influenced by values. Values influence decision-making in individuals. Hence the values of employees and organisation must match.
Goals have a direct impact on roles of employees. As goals of organisation change, so do the responsibilities of employees. Every position in a company is associated with a set of duties that help in achieving its goals. These duties classify the name of the position. Organisations have the onus of making the employees realise their responsibilities towards the organisation by virtue of their position and association with it.
They must keep developing their competencies to rise to higher roles and progress with the organisation as it keeps setting new goals. They must view challenges as opportunities for growth and development and define their individual goals accordingly.
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NITYA SAI SOUMYA
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