Explain various features of effective organizational goals

 Only effective goals can be attained. Every organization formulates certain goals but such goals have to satisfy certain criteria to be effective. Effective goals motivate employees as goals are sources of motivation. Thus, while setting goals, managers need to be much careful. Before setting goals, managers need to analyze strengths, weaknesses, opportunities, and threats. Management must scan the change in a business environment. Basically, the effective organizational goal must satisfy the criteria of "SMART" which are explained below:

1. Specific: The goals must be stated clearly. They should not be vague and ambiguous. Most of the employees cannot understand vague goals. The goals of each and every unit, department, and unit should be specific and linked to organizational goals. Some goals like 'Increase in the market share', or 'delivering high-quality products' can be taken as vague goals as they do not provide specific hnuts. Instead of this, increasing market share by ten percent or delivering foods with WHO standards are more specific. Specific goals can be easily understood and motivate employees to devote their effort to attain organizational goals.

2. Measurable: As far as possible, organizational goals should be quantitatively measurable in terms of number i.e. quantity. The measurement can be in terms of quantity, quality, cost, and time. Measurable goals help evaluate employees' performance. Employees can evaluate their performance themselves and they can be motivated with the attainment of goals. Such goals also facilitate monitoring the organizational activities and setting strategies to set new goals or adjust the strategies to attain remaining goals.

3. Acceptable and Attainable: Organizational goals should be accepted by all concerned authorities, management, and employees of the organization. Goals can be made acceptable if they are formulated in the participation of managers and subordinate level employees. Acceptable goals motivate everyone associated with the organization to pay their effort which ultimately facilitates in achieving goals easily.

Goals should also be attainable i.e. feasible. This means only the feasible goals which can be attained motivate everyone in the organization. Managers and employees believe on the goal and trust on their efforts so that their effort can be enough to attain predetermined goals. If employees do not believe that the goals cannot be attained, goals are too vague and ambitious, such goals discourage employees. If employees do not realize that the goals cannot be attained or are not attained, they get frustrated.

4. Realistic: Goals should be realistic, sensible, and rational. Goals should be based on fact but not hypothetical or imaginary. Goals should be balanced and have reasons for their formulation. Realistic goals can be accepted by each person involved in the organization. Goals should be challenging but should not be unrealistic. Impossible targets, vague end results, and unclear activities make the goals unrealistic.

5. Time-bound: Every goal must have a specific time frame for its achievements. There should be starting date and an ending date for goals. Time must be allocated to complete a particular goal. Goals without a time frame cannot motivate individuals in the organization. Employees, for such goals, do not pay priorities and pay effort as they think they have sufficient time and or the organization has not paid priority for the goals. Thus, time-free goals neither motivate employees nor provide proper direction to the employees for efforts.