Organizations that capitalize on their organizational goals have many positive things going for them. For one, goals can influence an increase in performance output in an organization’s human resources. They can also increase human resource motivation and provide positive direction to the organization.
There are three levels of management in an organization. The highest is the top-level management. In a corporate setup, this is composed of the following: the Board of Directors, Company President, Vice President, Chief Executive Officer, and so forth. Any organizational position that has policymaking power is included in top-level management. These company officers are in charge of setting the strategic goals of the organization.
After the goals at the top management level have been set, they are passed down to the next lower level, which is the middle-level management. Each functional area or strategic unit of the organization is given its assigned goals that will contribute to the realization of the strategic goals. These officers are composed of the various department managers. Their main responsibility is to see to it that the goals are successfully implemented.
The last organizational level involved in achieving the goals is the first-level management, which normally consists of the supervisors. Their task is to operationalize the strategic goals set by top-level management. Under them are the operational workers who make things happen for the organization. They are the “foot soldiers,” so to speak.
Regardless of their level, all of these organizational goals should always be Specific, Measurable, Attainable, Realistic, and Time-bound. — Marino J. Dasmarinas
