What is Goal Displacement? What are the reasons for goal displacement? Breif it.
Goal Displacement:
Goal displacement is the act of unintentional change in the original goals into new goals. In this situation original corporate, strategic and operational goals are discarded and new goals are set for the survival of the organization. In goal displacement, existing resources are diverted from original goals to achieve new goals.
Reasons for Goal Displacement:
The following are the common reasons for goal displacement:
1) Excessive delegation: Excessive delegation of authority to the subordinates may result in distortion of the original goal. Generally, the manager delegates authority and responsibility to the subordinates, but maintains proper supervision and control over their activities. But excessive delegation of authority and responsibility to subordinates without a proper controlling system may not meet the objectives of delegation and results in goal displacement.
2) Subordination of organizational goal: It is an accepted principle that top priority must be given to the organizational goals. Ultimately, the achievement of organizational goals fulfills individual goals. However, if employee give more priority to their individual goals by subordinating organizational goals, it results in goal displacement.
3) Employees' attitude: The management sets organizational goals and circulates them to the employees for their implementation. If employees have a positive attitude towards the organizational goals they can be achieved in an effective way. However, if employees and their unions have a negative attitude towards management decisions, they do not perform effectively, which may result in goal displacement.
4) Vague goal: An abstract or vague goal cannot be achieved. Generally, a goal must be specific and achievable within the defined time. However, if a goal is unclear, members of the organization cannot achieve it with limited resources. In such a case, the management needs to displace the original goal.
5) Bureaucratic difficulties: The management develops rules, policies and procedures to perform organizational functions in a systematic way. However, it is essential to modify and amend such a system on the basis of time and requirement. But if such a system remains rigid and static, it may create difficulties to perform jobs effectively.
Goal displacement is the act of unintentional change in the original goals into new goals. In this situation original corporate, strategic and operational goals are discarded and new goals are set for the survival of the organization. In goal displacement, existing resources are diverted from original goals to achieve new goals.
Reasons for Goal Displacement:
The following are the common reasons for goal displacement:
1) Excessive delegation: Excessive delegation of authority to the subordinates may result in distortion of the original goal. Generally, the manager delegates authority and responsibility to the subordinates, but maintains proper supervision and control over their activities. But excessive delegation of authority and responsibility to subordinates without a proper controlling system may not meet the objectives of delegation and results in goal displacement.
2) Subordination of organizational goal: It is an accepted principle that top priority must be given to the organizational goals. Ultimately, the achievement of organizational goals fulfills individual goals. However, if employee give more priority to their individual goals by subordinating organizational goals, it results in goal displacement.
3) Employees' attitude: The management sets organizational goals and circulates them to the employees for their implementation. If employees have a positive attitude towards the organizational goals they can be achieved in an effective way. However, if employees and their unions have a negative attitude towards management decisions, they do not perform effectively, which may result in goal displacement.
4) Vague goal: An abstract or vague goal cannot be achieved. Generally, a goal must be specific and achievable within the defined time. However, if a goal is unclear, members of the organization cannot achieve it with limited resources. In such a case, the management needs to displace the original goal.
5) Bureaucratic difficulties: The management develops rules, policies and procedures to perform organizational functions in a systematic way. However, it is essential to modify and amend such a system on the basis of time and requirement. But if such a system remains rigid and static, it may create difficulties to perform jobs effectively.
Nnice work. Also learn about Organizational Goal.
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