Ausgestaltung von Management by Objectives innerhalb von Leistungslohnsystemen - Unterschiede in der Motivation zwischen Mitarbeitenden und Managern/ The implementation of management by objectives within monetary incentive systems – differences in motivation between employees and managers

Brunner Dorothea () and Bernard Ursin ()
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Brunner Dorothea: Universität Zürich, Institut für Strategie und Unternehmensökonomik, Lehrstuhl Human Resource Management, Plattenstrasse 14, CH-8032 Zürich
Bernard Ursin: Breitensteinstrasse 19 CH-8037 Zürich

Arbeit, 2007, vol. 16, issue 4, 311-326

Abstract: Management by Objectives (MbO) is defined as the synthesis of goal setting, participation in decision making and feedback. This study tested the effects of the implementation of MbO on motivation of employees and managers within monetary incentive systems. 342 companies in Switzerland were questioned. The results show that 96% of the incentive groups apply Management by Objectives within their incentive system. 83% directly link MbO to pay for performance. On closer examination the study demonstrates the different relevance of the individual elements of MbO, goal setting, participation and feedback, depending on the hierarchy level. For employees communication on the level of goal achievement is crucial for their motivation, while for managers it is the quality of the goals that is essential for enhancing motivation.

Keywords: Job design; human resources management; psychology; economics; Arbeitsgestaltung; Personalführung; Psychologie; Ökonomie; Job design; human resources management; psychology; economics (search for similar items in EconPapers)
Date: 2007
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Persistent link: https://EconPapers.repec.org/RePEc:bpj:arbeit:v:16:y:2007:i:4:p:311-326:n:6

DOI: 10.1515/arbeit-2007-0406

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