Nestle Goal Setting

Goal setting is a proven way to help organizations accomplish their main objectives and missions. Goals have a pervasive influence on employee behavior and performance in organizations and management practice (Locke & Latham). As seen in any situation, there is an important relationship between goals and performance. Many modern organization has some form of goal setting in operation. Programs such as management by objectives (MBO), high-performance work practices (HPWPs), management information systems (MIS), include the development of specific goals. At Nestlé, their Corporate Business Principles are the underlying basis that sets the standards required to be maintained by employees. Hard goals are more motivating than easy goals, because

Developing and implementing/enforcing specific goals at Nestlé would indicate to their employees what to reach for and exactly what to work towards. Goals that are measurable ensures that clear feedback can be provided. At Nestlé feedback would provide opportunities to clarify expectations and adjust the difficulty of goals. Setting specific goals can be a weakness to Nestlé since employees may place emphasized focus on accomplishing one goal and neglect other goals as well as other aspects of their job which would cause an overall poor performance.

Clear goals are measurable. If Nestlé choses to utilize the SMART acronym to aid in their goal-setting procedures, they will ensure the clarity of the goal/s by making them, not only specific but also measurable. If a goal is not measurable it is not possible to know whether a team is making progress toward successful completion. Having measurable goals can be a strength at Nestlé since they allow for feedback. Measuring progress would help Nestlé’s employees stay on track, reach target dates and encourage the continued effort and commitment required to reach the ultimate

Nestlé’s goal-setting team should always ensure that goals are consistent and in line with previous expectations and organizational concerns as well as their short-term and long-term plan.. Setting relevant goals will utilise Nestlé’s resources and skill levels efficiently and effectively allowing for their employees to successfully accomplish the goals therefore proving to be a strength in favor of Nestlé.

For most employees, goals are more effective when they include a deadline for completion. Nestlé should keep the timeline realistic and flexible. If the deadlines are too tight, then the quality of performance in attaining goals (especially challenging ones) will suffer. If the deadlines leave too much time on the employee’s hand then productivity would decrease. Therefore, setting time-bound goals for their employees would be a strength. Time-bound goals would ensure that goals get done as they are needed and employees don’t feel any