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The Limits of Management by Objectives

AbstractMany companies today experience a critical strategic contradiction. Their corporate purpose and values have evolved into what could be described as a humanistic vision while, at the same time, their management systems, mostly built around management by objectives (MBO), are designed to maximize shareholder value. Everything—customer service, talent development, even their philanthropy—is a means to increase profit. The problem is not about the objectives themselves, but rather their widespread misuse through the MBO system. Judging by the results of four decades of research, MBO has not been able to bring employees’ full potential into play. In this chapter, we analyze the limits of management by objectives and their consequences at organizational and personal levels.

MANAJEMEN PERENCANAAN REFOCUSING ANGGARAN MELALUI MBO DALAM PENANGANAN PEREKONOMIAN DI MASA COVID-19

Pandemi Covid-19 menyebabkan beberapa negara mengalami defisit anggaran. Salah satunya adalah negara Indonesia. Berdasarkan data dari kemenkeu.go.id, pada tahun 2021 Indonesia diperkirakan akan mengalami defisit APBN sebesar Rp1.006,4 triliun meningkat dibandingkan periode yang sama pada tahun 2020 sebesar Rp1.039,2 triliun. Hal ini diakibatkan terjadinya penurunan pada aktivitas perekonomian. Penelitian ini bertujuan untuk mengetahui langkah Indonesia dalam mengatasi perekonomian nasional di masa pandemi Covid-19 dengan refocusing pada APBN 2021 melalui MBO (management by objectives). Metode penelitian yang digunakan adalah metode deskriptif kualitatif dengan pendekatan literatur. Manfaat yang dapat diambil dari artikel ini berupa tambahan informasi, edukasi, dan rangkuman mengenai kondisi keuangan negara pada saat pandemi Covid-19. Hasil penelitian ini memperlihatkan langkah yang dilakukan Indonesia dalam mengatasi perekonomian nasional di masa pandemi Covid-19 adalah melakukan manajemen perencanaan refocusing anggaran pada APBN 2021 melalui MBO (management by objectives) berupa belanja pegawai, belanja barang, dan belanja modal pada K/L mengalami kenaikan. Sedangkan belanja bantuan sosialnya mengalami penurunan. Lalu pada belanja Non K/L, pembayaran bunga utang dan subsidi menjadi tertunda. Sedangkan belanja pegawainya dan belanja lain-lain mengalami peningkatan. Serta realisasi Transfer ke Daerah dan Dana Desa juga mengalami peningkatan.

Ranking of Teaching Evaluation Index System of Public Physical Education Curriculum Based on Management by Objectives Using Analytic Hierarchy Process

Teaching evaluation is an important means to ensure the teaching quality of public physical education in colleges and universities. At present, physical education in colleges and universities is constantly changing, and the evaluation system of public physical education has also changed greatly. Based on the perspective of management by objectives, this paper makes a comprehensive evaluation of physical education teaching from two aspects: teachers’ teaching preparation and practical teaching. It takes the cultivation of students’ sports habits and lifelong sports consciousness as the ultimate goal, establishes 22 indexes to form an index system, and follows the requirements of the new curriculum teaching reform for the development of physical education. In order to continuously improve the level of physical education teaching as the guiding concept, the indexes are refined and decomposed. To determine the weight score of the three-level indexes and the index weight ranking, AHP is used, which is a formal method used to derive ranking from pairwise comparison technique, in accordance with a certain logical relationship, and provide reference for the evaluation of public physical education teaching in colleges and universities. In order to achieve the multiple objectives of public physical education curriculum as the starting point, attention should paid to the teaching focus of public physical education curriculum, and a comprehensive reform strategy should be put forward.

Effective Use of MBO in the Conditions of Slovak Companies

With the variability of the business environment, the various tools that have emerged during the formation of management to support its functionality have been flexibly changed, used, or interchanged. With emphasis on the level of strategic management, it is not only the right choice of strategy and its implementation, but also the use of adequate theory or method of strategy implementation. There is a whole range of such methods, including management by objectives (MBO) by P. Drucker, a pioneer in modern management. The paper focuses on the implementation and use of a management system according to objectives in Slovak companies. Based on the content analysis of available professional resources, it defines the theoretical basis of the researched issues and the basic principles that relate to the MBO method. The analytical part is a case study of a selected Slovak company, in which we analyze the current state of management using qualitative and quantitative methods. Subsequently, based on the main findings, we propose possible recommendations for more effective management according to the objectives of the surveyed company.

The diffusion of management fads: a popularization perspective

Purpose This paper aims to investigate the transience of management fads in the academic and the practitioner-oriented communities to shed light on their roles in the diffusion of fads. Design/methodology/approach This study traces the lifecycles of the following fads in practitioner-oriented and academic journals over more than 50 years: balanced scorecard, business process reengineering, design thinking, knowledge management, learning organization, management by objectives (MBO), matrix organization and total quality management (TQM). Findings Contrary to the academic–practitioner gap lamented in the literature, this study indicates no such gap regarding these fads in general, but finds differences in the intensity with which the fads are dealt with. The two communities stimulate, sustain and abandon fads collectively, as the lifecycles of most of the fads were found to mirror each other in both communities. This provides evidence of a contemporary form of popularization with a dynamic exchange of knowledge between academic and practitioner-oriented journals, rather than the traditional one-way transfer of knowledge from academia to practice. Originality/value This paper is the first to study multiple fads simultaneously in academic and practitioner-oriented journals in a historical comparison to investigate their roles in the diffusion of fads.

The Application and Evaluation of Effective Quality Management by Objectives in Patient Care for Persistent Vacuum Sealing Drainage

To investigate the application and evaluation of effective quality management by objectives in patient care for persistent vacuum sealing drainage (VSD), a total of 164 patients with fractures of the hands and feet combined with soft tissue damage admitted to the department of hand and foot surgery in a provincial tertiary hospital from January 2018 to January 2020 were selected as study subjects. The patients were randomly divided into observation and control groups based on the types of fractures, with 82 patients in each group, and both groups underwent VSD surgery for treatment. Both of the groups were cared for VSD using the original nursing model and were compared in terms of treatment compliance, wound recovery, the occurrence of complications, and patient satisfaction with nursing work. The treatment compliance of patients in the observation group was higher than that of the control group ( P < 0.05). Moreover, the wound healing condition in the observation group and the postoperative wound recovery data were better. The hospitalization time and the number of replacement suckers were less ( P < 0.05), which met the requirements of statistical research. This confirmed that the application of quality management by objectives in patient care can improve patient compliance with treatment, promote wound healing, reduce the occurrence of corresponding postoperative complications in patients, and improve patient satisfaction with health nursing, which can be promoted for use in the workplace.

Wissen in Zahlen. Potenziale von Gender-Monitoring im gleichstellungspolitischen Prozess am Beispiel österreichischer Universitäten

Im Zuge der neoliberalen Universitätsreform wurde ein Management by Objectives als hochschulpolitisches Steuerungsinstrument etabliert. Diese Steuerungslogik wurde auch auf Gleichstellung übertragen. Die damit verbundene Quantifizierung von Gleichstellung wird vonseiten der feministischen Hochschulforschung kritisch gesehen, da gleichstellungspolitische Ziele auf quantitativ abbildbare Probleme beschränkt bleiben. Der vorliegende Beitrag untersucht am Beispiel österreichischer Universitäten das Instrument des Gender-Monitorings im Spannungsfeld von theoretischen Ansprüchen und Datenverfügbarkeit und zeigt Ansatzpunkte für dessen Weiterentwicklung auf. Zentrale Aspekte, um das Potenzial eines Gender-Monitorings für Gleichstellungspolitik nutzen zu können, sind die Entwicklung theoretisch fundierter gleichstellungspolitischer Ziele, die Reflexion von Datenlücken im Monitoring und dessen Einbettung in einen gleichstellungspolitischen Diskurs.

Impact of Management by Objectives in Enhancing Sustainable Organisational Performance in Hotels

This study analysed the contribution of MBO in enhancing sustainable organisational performance. Previous studies have revealed that MBO contributes to enhancing the profitability of hotels, increasing the performance of employees, improving the effectiveness of operating processes and enhancing the service provided within hotels. The study was conducted via a questionnaire method. Separate questionnaires were administered to managers and employees of 5 star hotels. The data were analysed using the Statistical Analysis for Social Sciences (SPSS, version 25). The results indicated that hotel managers are in favour of the application of MBO as it contributes towards the achievement of their personal goals as well as the goals of the hotel. The employees also showed a willingness towards implementing MBO thanks to its advantages that assist in enhancing sustainable organisational objectives. The study recommends the activation of the MBO in hotels owing to its contribution towards enhancing the performance, achieving the targeted profitability and enhancing the sustainability of organisations.

REFLECTIONS ON POETIC MODELS OF ORGANIZATIONAL CHANGE: AN ANALYSIS OF VAN DE VAN’S TYPOLOGY IN LITERARY, LINGUISTIC, PSYCHOLOGICAL AND MANAGERIAL PERSPECTIVE

Purpose of the study: This article is an attempt to reflect on and locate similarities and develop synchronicity between the fields of organizational change, management, psychology, language, and literature. The reflective learning takes place through reflective practice conducted on literature and organizations to generate new knowledge and ways to comprehend and deal with issues. Thus, the rationale for uniting contributions of management and English can be logically found in the processes of nature and human life. Methodology: This article is based on rational reasoning and critical analytic comparisons that aptly explain that the four models of organizational change are not new rather proclaimed in poetic expressions several years or a century ago. Main Findings: The organizational models of change are reflected in literature which has explained how Management by Objectives, organization as systems, mechanistic and organic organizations work and how they can be maneuvered towards increasing organizational productivity and performance. Applications of this study: This inquiry shall help further examination of various fields to develop new management concepts through bargain and borrowing. Novelty/Originality of this study: This article, through reasoning and analysis, has developed four life like models i.e., Miltonic, Frostian, Shelleyan, and Eliotic models of organizational change which seem to be preceding the current existing theories on teleological, life cycle, evolutionary and dialectical models of organizational change.

APPLICATION OF LEAN TECHNOLOGIES OF EDUCATIONAL PROCESS CONTROL UNDER THE CONDITIONS OF EPIDEMIOLOGICAL UNCERTAINTY

The article discusses the relevance of the implementation of lean production principles in higher education institutions and their impact on the educational process in pandemic conditions. The SQDCM format is considered as an effective model providing management by objectives, connection with safety, quality, costs, and corporate culture. Value is seen as the most important category of lean management, which serves as a basis for self -organization of faculty and staff, and students in higher education institutions. The authors pay attention to the process of lean principles’ implementation in educational process, with Udmurt State University setting an example. Since having formed the values over the recent years, Udmurt State University has been able to effectively change educational processes in the settings of epidemiological uncertainty that has arisen in pandemic in Russia and around the world. The authors conclude, that lean approaches to building a university management system allow to maintain student involvement in educational activities, to see new opportunities for interaction in organizing the educational process and to master new valuable competencies, thus, to maintain a high level of education quality.

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Management by Objectives (MBO)
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Adam Hayes, Ph.D., CFA, is a financial writer with 15+ years Wall Street experience as a derivatives trader. Besides his extensive derivative trading expertise, Adam is an expert in economics and behavioral finance. Adam received his master's in economics from The New School for Social Research and his Ph.D. from the University of Wisconsin-Madison in sociology. He is a CFA charterholder as well as holding FINRA Series 7, 55 & 63 licenses. He currently researches and teaches economic sociology and the social studies of finance at the Hebrew University in Jerusalem.

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What Is Management by Objectives (MBO)?

Management by objectives (MBO) is a strategic management model that aims to improve the performance of an organization by clearly defining objectives that are agreed to by both management and employees. According to the theory, having a say in goal setting and action plans encourages participation and commitment among employees, and aligns objectives across the organization.

Key Takeaways

Management by objectives (MBO) is a process in which a manager and an employee agree on specific performance goals and then develop a plan to reach them.
It is designed to align objectives throughout an organization and boost employee participation and commitment.
There are five steps: define objectives, share them with employees, encourage employees to participate, monitor progress, and finally, evaluate performance and reward achievements.
Critics of MBO argue that it incentivizes employees to achieve these goals by any means necessary, often at the cost of the company.

Katie Kerpel / Investopedia

Understanding Management by Objectives (MBO)

Management by objectives (also known as management by planning) is the establishment of a management information system (MIS) to compare actual performance and achievements with the defined objectives. Practitioners claim the major benefits of MBO are that it improves employee motivation and commitment and allows for better communication between management and employees.

However, a cited weakness of MBO is that it unduly emphasizes the setting of goals to attain objectives, rather than working on a systematic plan to do so. Critics of MBO, such as W. Edwards Deming , argue that setting particular goals like production targets leads workers to meet those targets by any means necessary, including shortcuts that result in poor quality.

In his book that coined the term, Peter Drucker set forth several principles for MBO. Objectives are laid out with the help of employees and are meant to be challenging but achievable. Employees receive daily feedback, and the focus is on rewards rather than punishment. Personal growth and development are emphasized, rather than negative feedback for failing to reach objectives.

MBO is not a cure-all but a tool to be utilized. It gives organizations a process, with many practitioners claiming that the success of MBO is dependent on the support from top management, clearly outlined objectives, and trained managers who can implement it.

Steps of MBO

MBO outlines five steps that organizations should use to put the management technique into practice.

Either determine or revise organizational objectives for the entire company. This broad overview should be derived from the firm’s mission and vision.
Translate the organizational objectives to employees. In 1981, George T. Doran used the acronym SMART (specific, measurable, acceptable, realistic, time-bound) to express the concept.
Stimulate the participation of employees in setting individual objectives. After the organization’s objectives are shared with employees from the top to the bottom, employees should be encouraged to help set their own objectives to achieve these larger organizational objectives. This gives employees greater motivation since they have greater empowerment.
Monitor the progress of employees. In this way, managers can measure and track the goals set by employees. As step two states, a key component of the objectives is that they are measurable for employees and managers to determine how well they are met across a given timeframe.
Evaluate and reward employee progress. This step includes honest feedback on what was achieved and not achieved for each employee.

Advantages and Disadvantages MBO

MBO comes with many advantages and disadvantages.

Employees take pride in their work and are assigned goals they know they can achieve that match their strengths, skills, and educational experiences.
Assigning tailored goals brings a sense of importance to employees, boosting their output and loyalty to the company.
Communication between management and employees is increased.
Management can create goals that lead to the success of the company.

Disadvantages

As MBO is focused on goals and targets, it often ignores other parts of a company, such as the culture of conduct, a healthy work ethos, and areas for involvement and contribution.
Strain is increased on employees to meet the goals in a specified time frame.
Employees are encouraged to meet targets by any means necessary , meaning that shortcuts could be taken and the quality of work compromised.
If management solely relies on MBO for all management responsibilities, it can be problematic for areas that don’t fit under MBO.

What Is the Goal of Management by Objectives (MBO)?

Management by objectives (MBO) uses a set of quantifiable or objective standards against which to measure the performance of a company and its employees. By comparing actual productivity to a given set of standards, managers can identify problem areas and improve efficiency. Both management and workers know and agree to these standards and their objectives.

What Is an Example of MBO?

A company can set various goals with its employees. In the case of a call center, an MBO could increase customer satisfaction, say, by 10%, while reducing call times by one minute. The onus is now on finding ways to achieve this goal. Once that’s decided on, it’s important to get employees on board and then monitor their progress, provide feedback, and reward those who do a good job.

What Are Some Drawbacks of Using MBO?

As MBO is entirely focused on goals and targets, it often ignores other parts of a company, such as the corporate culture, worker conduct, a healthy work ethos, environmental issues, and areas for involvement and contribution to the community and social good.

What Is the Difference Between MBO and Management by Exception (MBE)?

In management by exception (MBE), management only addresses instances where objectives or standards are transgressed. Thus, workers are left alone unless productivity is not met.

As a theory, MBO makes a lot of sense: if employees are involved in setting company goals, they are more likely to share management’s objectives, work harder, and deliver.

However, there’s also a good reason why MBO is widely criticized. Like most things that look good on paper, it doesn’t always work in practice. The key is to be aware of its drawbacks, customize the plan according to your organization, ensure that everyone is fully on board, and identify objectives that are clear and reasonable before putting them into action.

Printing Color and Process Control Blog (Bruce Leigh Myers). “ A Critical Look at Management by Objectives (MBO) .”

Greenwood, Ronald G., via JSTOR. “ Management by Objectives: As Developed by Peter Drucker, Assisted by Harold Smiddy .” The Academy of Management Review , vol. 6, no. 2, 1981, pp. 225–230.

Temple University, Fox School of Business, Management Information Systems. “ There’s a S.M.A.R.T. Way to Write Management’s Goals and Objectives .”

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Research Objectives | Definition & Examples

Research Objectives | Definition & Examples

Published on July 12, 2022 by Eoghan Ryan . Revised on November 20, 2023.

Research objectives describe what your research is trying to achieve and explain why you are pursuing it. They summarize the approach and purpose of your project and help to focus your research.

Your objectives should appear in the introduction of your research paper , at the end of your problem statement . They should:

Establish the scope and depth of your project
Contribute to your research design
Indicate how your project will contribute to existing knowledge

What is a research objective, why are research objectives important, how to write research aims and objectives, smart research objectives, other interesting articles, frequently asked questions about research objectives.

Research objectives describe what your research project intends to accomplish. They should guide every step of the research process , including how you collect data , build your argument , and develop your conclusions .

Your research objectives may evolve slightly as your research progresses, but they should always line up with the research carried out and the actual content of your paper.

Research aims

A distinction is often made between research objectives and research aims.

A research aim typically refers to a broad statement indicating the general purpose of your research project. It should appear at the end of your problem statement, before your research objectives.

Your research objectives are more specific than your research aim and indicate the particular focus and approach of your project. Though you will only have one research aim, you will likely have several research objectives.

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Research objectives are important because they:

Establish the scope and depth of your project: This helps you avoid unnecessary research. It also means that your research methods and conclusions can easily be evaluated .
Contribute to your research design: When you know what your objectives are, you have a clearer idea of what methods are most appropriate for your research.
Indicate how your project will contribute to extant research: They allow you to display your knowledge of up-to-date research, employ or build on current research methods, and attempt to contribute to recent debates.

Once you’ve established a research problem you want to address, you need to decide how you will address it. This is where your research aim and objectives come in.

Step 1: Decide on a general aim

Your research aim should reflect your research problem and should be relatively broad.

Step 2: Decide on specific objectives

Break down your aim into a limited number of steps that will help you resolve your research problem. What specific aspects of the problem do you want to examine or understand?

Step 3: Formulate your aims and objectives

Once you’ve established your research aim and objectives, you need to explain them clearly and concisely to the reader.

You’ll lay out your aims and objectives at the end of your problem statement, which appears in your introduction. Frame them as clear declarative statements, and use appropriate verbs to accurately characterize the work that you will carry out.

The acronym “SMART” is commonly used in relation to research objectives. It states that your objectives should be:

Specific: Make sure your objectives aren’t overly vague. Your research needs to be clearly defined in order to get useful results.
Measurable: Know how you’ll measure whether your objectives have been achieved.
Achievable: Your objectives may be challenging, but they should be feasible. Make sure that relevant groundwork has been done on your topic or that relevant primary or secondary sources exist. Also ensure that you have access to relevant research facilities (labs, library resources , research databases , etc.).
Relevant: Make sure that they directly address the research problem you want to work on and that they contribute to the current state of research in your field.
Time-based: Set clear deadlines for objectives to ensure that the project stays on track.

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Research objectives describe what you intend your research project to accomplish.

They summarize the approach and purpose of the project and help to focus your research.

Your objectives should appear in the introduction of your research paper , at the end of your problem statement .

Your research objectives indicate how you’ll try to address your research problem and should be specific:

Once you’ve decided on your research objectives , you need to explain them in your paper, at the end of your problem statement .

Keep your research objectives clear and concise, and use appropriate verbs to accurately convey the work that you will carry out for each one.

I will compare …

A research aim is a broad statement indicating the general purpose of your research project. It should appear in your introduction at the end of your problem statement , before your research objectives.

Research objectives are more specific than your research aim. They indicate the specific ways you’ll address the overarching aim.

Scope of research is determined at the beginning of your research process , prior to the data collection stage. Sometimes called “scope of study,” your scope delineates what will and will not be covered in your project. It helps you focus your work and your time, ensuring that you’ll be able to achieve your goals and outcomes.

Defining a scope can be very useful in any research project, from a research proposal to a thesis or dissertation . A scope is needed for all types of research: quantitative , qualitative , and mixed methods .

To define your scope of research, consider the following:

Budget constraints or any specifics of grant funding
Your proposed timeline and duration
Specifics about your population of study, your proposed sample size , and the research methodology you’ll pursue
Any inclusion and exclusion criteria
Any anticipated control , extraneous , or confounding variables that could bias your research if not accounted for properly.

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What Are Research Objectives and How to Write Them (with Examples)

Table of Contents

Introduction

Research is at the center of everything researchers do, and setting clear, well-defined research objectives plays a pivotal role in guiding scholars toward their desired outcomes. Research papers are essential instruments for researchers to effectively communicate their work. Among the many sections that constitute a research paper, the introduction plays a key role in providing a background and setting the context. 1 Research objectives, which define the aims of the study, are usually stated in the introduction. Every study has a research question that the authors are trying to answer, and the objective is an active statement about how the study will answer this research question. These objectives help guide the development and design of the study and steer the research in the appropriate direction; if this is not clearly defined, a project can fail!

Research studies have a research question, research hypothesis, and one or more research objectives. A research question is what a study aims to answer, and a research hypothesis is a predictive statement about the relationship between two or more variables, which the study sets out to prove or disprove. Objectives are specific, measurable goals that the study aims to achieve. The difference between these three is illustrated by the following example:

Research question : How does low-intensity pulsed ultrasound (LIPUS) compare with a placebo device in managing the symptoms of skeletally mature patients with patellar tendinopathy?
Research hypothesis : Pain levels are reduced in patients who receive daily active-LIPUS (treatment) for 12 weeks compared with individuals who receive inactive-LIPUS (placebo).
Research objective : To investigate the clinical efficacy of LIPUS in the management of patellar tendinopathy symptoms.

This article discusses the importance of clear, well-thought out objectives and suggests methods to write them clearly.

What is the introduction in research papers?

Research objectives are usually included in the introduction section. This section is the first that the readers will read so it is essential that it conveys the subject matter appropriately and is well written to create a good first impression. A good introduction sets the tone of the paper and clearly outlines the contents so that the readers get a quick snapshot of what to expect.

A good introduction should aim to: 2,3

Indicate the main subject area, its importance, and cite previous literature on the subject
Define the gap(s) in existing research, ask a research question, and state the objectives
Announce the present research and outline its novelty and significance
Avoid repeating the Abstract, providing unnecessary information, and claiming novelty without accurate supporting information.

Why are research objectives important?

Objectives can help you stay focused and steer your research in the required direction. They help define and limit the scope of your research, which is important to efficiently manage your resources and time. The objectives help to create and maintain the overall structure, and specify two main things—the variables and the methods of quantifying the variables.

A good research objective:

defines the scope of the study
gives direction to the research
helps maintain focus and avoid diversions from the topic
minimizes wastage of resources like time, money, and energy

Types of research objectives

Research objectives can be broadly classified into general and specific objectives . 4 General objectives state what the research expects to achieve overall while specific objectives break this down into smaller, logically connected parts, each of which addresses various parts of the research problem. General objectives are the main goals of the study and are usually fewer in number while specific objectives are more in number because they address several aspects of the research problem.

Example (general objective): To investigate the factors influencing the financial performance of firms listed in the New York Stock Exchange market.

Example (specific objective): To assess the influence of firm size on the financial performance of firms listed in the New York Stock Exchange market.

In addition to this broad classification, research objectives can be grouped into several categories depending on the research problem, as given in Table 1.

Table 1: Types of research objectives


Exploratory	Explores a previously unstudied topic, issue, or phenomenon; aims to generate ideas or hypotheses
Descriptive	Describes the characteristics and features of a particular population or group
Explanatory	Explains the relationships between variables; seeks to identify cause-and-effect relationships
Predictive	Predicts future outcomes or events based on existing data samples or trends
Diagnostic	Identifies factors contributing to a particular problem
Comparative	Compares two or more groups or phenomena to identify similarities and differences
Historical	Examines past events and trends to understand their significance and impact
Methodological	Develops and improves research methods and techniques
Theoretical	Tests and refines existing theories or helps develop new theoretical perspectives

Characteristics of research objectives

Research objectives must start with the word “To” because this helps readers identify the objective in the absence of headings and appropriate sectioning in research papers. 5,6

A good objective is SMART (mostly applicable to specific objectives):
Specific—clear about the what, why, when, and how
Measurable—identifies the main variables of the study and quantifies the targets
Achievable—attainable using the available time and resources
Realistic—accurately addresses the scope of the problem
Time-bound—identifies the time in which each step will be completed
Research objectives clarify the purpose of research.
They help understand the relationship and dissimilarities between variables.
They provide a direction that helps the research to reach a definite conclusion.

How to write research objectives?

Research objectives can be written using the following steps: 7

State your main research question clearly and concisely.
Describe the ultimate goal of your study, which is similar to the research question but states the intended outcomes more definitively.
Divide this main goal into subcategories to develop your objectives.
Limit the number of objectives (1-2 general; 3-4 specific)
Assess each objective using the SMART
Start each objective with an action verb like assess, compare, determine, evaluate, etc., which makes the research appear more actionable.
Use specific language without making the sentence data heavy.
The most common section to add the objectives is the introduction and after the problem statement.
Add the objectives to the abstract (if there is one).
State the general objective first, followed by the specific objectives.

Formulating research objectives

Formulating research objectives has the following five steps, which could help researchers develop a clear objective: 8

Identify the research problem.
Review past studies on subjects similar to your problem statement, that is, studies that use similar methods, variables, etc.
Identify the research gaps the current study should cover based on your literature review. These gaps could be theoretical, methodological, or conceptual.
Define the research question(s) based on the gaps identified.
Revise/relate the research problem based on the defined research question and the gaps identified. This is to confirm that there is an actual need for a study on the subject based on the gaps in literature.
Identify and write the general and specific objectives.
Incorporate the objectives into the study.

Advantages of research objectives

Adding clear research objectives has the following advantages: 4,8

Maintains the focus and direction of the research
Optimizes allocation of resources with minimal wastage
Acts as a foundation for defining appropriate research questions and hypotheses
Provides measurable outcomes that can help evaluate the success of the research
Determines the feasibility of the research by helping to assess the availability of required resources
Ensures relevance of the study to the subject and its contribution to existing literature

Disadvantages of research objectives

Research objectives also have few disadvantages, as listed below: 8

Absence of clearly defined objectives can lead to ambiguity in the research process
Unintentional bias could affect the validity and accuracy of the research findings

Key takeaways

Research objectives are concise statements that describe what the research is aiming to achieve.
They define the scope and direction of the research and maintain focus.
The objectives should be SMART—specific, measurable, achievable, realistic, and time-bound.
Clear research objectives help avoid collection of data or resources not required for the study.
Well-formulated specific objectives help develop the overall research methodology, including data collection, analysis, interpretation, and utilization.
Research objectives should cover all aspects of the problem statement in a coherent way.
They should be clearly stated using action verbs.

Frequently asked questions on research objectives

Q: what’s the difference between research objectives and aims 9.

A: Research aims are statements that reflect the broad goal(s) of the study and outline the general direction of the research. They are not specific but clearly define the focus of the study.

Example: This research aims to explore employee experiences of digital transformation in retail HR.

Research objectives focus on the action to be taken to achieve the aims. They make the aims more practical and should be specific and actionable.

Example: To observe the retail HR employees throughout the digital transformation.

Q: What are the examples of research objectives, both general and specific?

A: Here are a few examples of research objectives:

To identify the antiviral chemical constituents in Mumbukura gitoniensis (general)
To carry out solvent extraction of dried flowers of Mumbukura gitoniensis and isolate the constituents. (specific)
To determine the antiviral activity of each of the isolated compounds. (specific)
To examine the extent, range, and method of coral reef rehabilitation projects in five shallow reef areas adjacent to popular tourist destinations in the Philippines.
To investigate species richness of mammal communities in five protected areas over the past 20 years.
To evaluate the potential application of AI techniques for estimating best-corrected visual acuity from fundus photographs with and without ancillary information.
To investigate whether sport influences psychological parameters in the personality of asthmatic children.

Q: How do I develop research objectives?

A: Developing research objectives begins with defining the problem statement clearly, as illustrated by Figure 1. Objectives specify how the research question will be answered and they determine what is to be measured to test the hypothesis.

Q: Are research objectives measurable?

A: The word “measurable” implies that something is quantifiable. In terms of research objectives, this means that the source and method of collecting data are identified and that all these aspects are feasible for the research. Some metrics can be created to measure your progress toward achieving your objectives.

Q: Can research objectives change during the study?

A: Revising research objectives during the study is acceptable in situations when the selected methodology is not progressing toward achieving the objective, or if there are challenges pertaining to resources, etc. One thing to keep in mind is the time and resources you would have to complete your research after revising the objectives. Thus, as long as your problem statement and hypotheses are unchanged, minor revisions to the research objectives are acceptable.

Q: What is the difference between research questions and research objectives? 10


Broad statement; guide the overall direction of the research	Specific, measurable goals that the research aims to achieve
Identify the main problem	Define the specific outcomes the study aims to achieve
Used to generate hypotheses or identify gaps in existing knowledge	Used to establish clear and achievable targets for the research
Not mutually exclusive with research objectives	Should be directly related to the research question
Example:	Example:

Q: Are research objectives the same as hypotheses?

A: No, hypotheses are predictive theories that are expressed in general terms. Research objectives, which are more specific, are developed from hypotheses and aim to test them. A hypothesis can be tested using several methods and each method will have different objectives because the methodology to be used could be different. A hypothesis is developed based on observation and reasoning; it is a calculated prediction about why a particular phenomenon is occurring. To test this prediction, different research objectives are formulated. Here’s a simple example of both a research hypothesis and research objective.

Research hypothesis : Employees who arrive at work earlier are more productive.

Research objective : To assess whether employees who arrive at work earlier are more productive.

To summarize, research objectives are an important part of research studies and should be written clearly to effectively communicate your research. We hope this article has given you a brief insight into the importance of using clearly defined research objectives and how to formulate them.

Farrugia P, Petrisor BA, Farrokhyar F, Bhandari M. Practical tips for surgical research: Research questions, hypotheses and objectives. Can J Surg. 2010 Aug;53(4):278-81.
Abbadia J. How to write an introduction for a research paper. Mind the Graph website. Accessed June 14, 2023. https://mindthegraph.com/blog/how-to-write-an-introduction-for-a-research-paper/
Writing a scientific paper: Introduction. UCI libraries website. Accessed June 15, 2023. https://guides.lib.uci.edu/c.php?g=334338&p=2249903
Research objectives—Types, examples and writing guide. Researchmethod.net website. Accessed June 17, 2023. https://researchmethod.net/research-objectives/#:~:text=They%20provide%20a%20clear%20direction,track%20and%20achieve%20their%20goals .
Bartle P. SMART Characteristics of good objectives. Community empowerment collective website. Accessed June 16, 2023. https://cec.vcn.bc.ca/cmp/modules/pd-smar.htm
Research objectives. Studyprobe website. Accessed June 18, 2023. https://www.studyprobe.in/2022/08/research-objectives.html
Corredor F. How to write objectives in a research paper. wikiHow website. Accessed June 18, 2023. https://www.wikihow.com/Write-Objectives-in-a-Research-Proposal
Research objectives: Definition, types, characteristics, advantages. AccountingNest website. Accessed June 15, 2023. https://www.accountingnest.com/articles/research/research-objectives
Phair D., Shaeffer A. Research aims, objectives & questions. GradCoach website. Accessed June 20, 2023. https://gradcoach.com/research-aims-objectives-questions/
Understanding the difference between research questions and objectives. Accessed June 21, 2023. https://board.researchersjob.com/blog/research-questions-and-objectives

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/ Management by Objectives

Management by Objectives

Essay by review • February 18, 2011 • Research Paper • 1,480 Words (6 Pages) • 1,727 Views

Essay Preview: Management by Objectives

Levinson (2003) examined the concept of Management by Objectives (MBO). He addressed the limitations of MBO as a process and suggested solutions for coping with the problems MBO programs present. He also outlined group goal setting and shared compensation on the relative success with which the group goals are achieved along with regular appraisals of the manager by subordinates.

This article seems to be about management by objectives, an approach to performance appraisal that's gone out of fashion for the most part. However, the intent of this article is to scrutinize the measurement systems we still use today. Levinson (2003) identified a constellation of problems that cripple performance appraisal systems: Unit managers are forced to commit to goals they don't believe are realistic. An obsession with objectivity and quantitative measures means that quality is neglected. Supervisors, who are profoundly uncomfortable rating people on their performance, make a hash of this critical task. Most important, in Levinson's view, the individual's needs and desires are absent from the performance measurement system; it's assumed that these are in perfect alignment with corporate goals and that, if they're not, the individual should move on. Levinson's suggestions for reform recall Frederick Herzberg's findings: People are most deeply motivated by work that stretches and excites them while also advancing organizational goals.

According to Levinson (2003), despite the fact that the concept of management by objectives (MBO) has become an integral part of the managerial process, the typical MBO effort intensifies distrust between a manager and subordinates. Coupled with performance appraisal, the intent is to approach a more rational management process. That is, which people are to do what, who is to have control over it, and how compensation is to be related directly to individual achievement. The MBO process is an effort to be fair and reasonable, to predict performance and judge it more carefully, and to provide individuals with an opportunity to be self-motivating by setting their own objectives. Yet, MBO as a process is one of the greatest of managerial illusions because it fails to take into account the deeper emotional components of motivation. In most organizations, MBO simply increases pressure on the individual.

To see how the human point of MBO is being missed, let us follow the typical process. Top management sets its corporate goal for the year. Reporting managers may then be asked how much their units will contribute to meeting that goal. If managers are left free to set their own goals, these are expected to be higher than in the previous year. Once reporting managers decide on their units' goals and have them approved by their superiors, those become the managers' goals.

Now, let us re-examine this process: the method is based on a short-term, egocentrically oriented perspective and a reward-punishment psychology. The typical MBO process puts the reporting manager in much the same position as a rat in a maze, who has choices between only two alternatives. MBO differs only in that it permits managers to determine their own bait from a limited selection. Having done so, the MBO process assumes that managers will (a) work hard to get it, (b) be pushed internally by their own commitment, and (c) make themselves responsible to their organizations for doing so (Levinson, 2003).

This process leaves out the answers to such questions as: What are managers' personal objectives? How do their needs change each year? What relevance do organizational objectives and managers' part in them have to such needs? Obviously, no objectives will have much incentive power if they are unrelated to a person's underlying personal aspirations (Hilgert & Leonard, 2004).

According to Levinson (2003), making managers' personal objectives a priority does not minimize the importance of the organization's goals. It is ridiculous, however, to make assumptions about the motivations of individuals and then to increase the pressure on people based on these assumptions.

There are a number of possibilities for coping with the problems MBO programs present:

First possibility is the Motivational Assessment. Every MBO program and its accompanying performance appraisal system should be examined regarding the extent to which it expresses the conviction that people are patsies to be driven and manipulated, and fosters a real partnership between people and the organization, in which each has some influence over the other. It is not easy for the non-psychologist to answer such questions, but there are clues to the answers. One clue is how decisions about compensation, particularly bonuses, are made.

Second possibility is the Group Action. Every objectives and appraisal program should include group goal setting, group definition of both individual and group tasks, group appraisal of its accomplishments, group appraisal of each individual's contribution to the group effort (without basing compensation on that appraisal), and shared compensation based on the relative success with which group goals are achieved. According to Lumsden, and Lumsden, (2003), managers have responsibilities to each other as well as to their superiors. Emphasizing and rewarding individual performance alone, based on static job descriptions, can orient people only to self-centered goals. The rationale is simple. Every managerial job is an interdependent task. Managers have responsibilities to one another as well as to their superiors. The reason for having an organization is to achieve more together than each could alone. Why, then, emphasize and reward individual performance alone, based on static job descriptions? That approach can only orient people to incorrect and self-centered goals.

Therefore, where people

Management by Objectives

By: Bred • Research Paper • 1,480 Words • November 24, 2009 • 2,303 Views

Essay title: Management by Objectives

There are a number of possibilities for coping with the problems MBO programs present:

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MANAGEMENT BY OBJECTIVES

Related Papers

Zechariah Patterson

Management by objectives (MBO), designed in the mid-20th century, is an effective and commonly used strategy managers can use to achieve objectives more efficiently than they could without MBO, but it comes with responsibilities they must follow. MBO calls for strong leaders who are willing to discuss progress with their subordinates. Although MBO is usually associated with autocratic leadership because of the nature of MBO, democratic leaders can also apply MBO. Managers can use it in societal responsibility and in corporate social responsibility to meet the needs of the stakeholders and society at large. MBO can also spark motivation, and incentives are necessary for MBO to be effective. It encourages use of SMART and SMARTER goals, as they help organizations meet their objectives effectively. Although MBO can be used for specific goals, it is a general management paradigm, commonly associated with strategic managers and can facilitate the difficulties present in strategic management. Finally, it helps with total quality management (TQM) and new public management (NPM).

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Grigorios Kyriakopoulos

This review paper presents the second half of the 20th century research of Management by objectives (MBO) approach. The relevant research is spanning over the last five decades and an approach to position representative common characteristics of this wide spectrum of studies, is implemented through their grouping into 15 main areas of application. The presented studies were analyzed, revealing the favourable areas of application by using the MBO approach. Among 82 literature survey, it is found that the main area of MBO application is in the medical sector. The four main medical sub-groupings of healthcare, that is, healthcare, nursing, hospital management and hospital pharmacy account for 40% of the total references. The paper also denotes determining factors of potential MBO malfunction, such as the observing distortion between MBO introductory structure and its function in real business environments, which are proved detrimental to their operation.

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The economy of any country now has become shifted as knowledge based rather than resource based. Development of economy of any country thus depends on the development of its educational sector, especially the technical education. Technical education drives the competitiveness and employment generation. Hence the teachers engaged in handling technical and professional education must be equipped in such a way that effectiveness of technical teachers increases and a substantial input can be provided to the students pursuing technical education. The current communication is an effort to introduce Management by Objective (MBO) as an efficient tool to enhance the effectiveness of business, in the technical Education sector to enhance the efficiency of the teachers. The paper focuses on the concept of MBO, theories of effectiveness, the measure and in technical education, relevance of MBO and the problems involved.

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Appropriate management methods are thought highly of, because they are directly related to a company's success or failure, so an efficient management strategy is needed. Management by objectives (MBO) was put forward by Drucker in 1954, which owns a significant influence on management. The MBO progress, according to Levinson(2003), aims at motivating employees by letting them set their own objectives and tries to ensure a fair judgement on performance. There are many reasons that can explain the necessity of objectives setting. Operational objectives have the capacity for changing abstract assignment into specific work demands (Drucker, 1976). Currently, this method is still popular but controversial. Although the majority of people regard MBO as a useful tool, the truth is that only when its several segments improved can MBO help a company. Now, however, MBO is still helpless to a company. This essay will evaluate the shortages of applying MBO in the company context, which are in objective setting, communication in companies and the process of implementing. It is claimed that MBO can be practical and widely used, especially in companies (Drucker, 1976). Generally, MBO owns several advantages, for example, it can be beneficial to enhancing the morale in an organization and through MBO, the evaluation of individual's performance will be more equitable and it can also highlight individuals' weakness for their further development (Management Study HQ, 2016). This is the reason why company managers are willing to apply MBO. Furthermore, according to Management Study HQ (2016), although the components of the MBO system are incomplete, however, once its function can cooperate with other systems such as budgeting and forecasting system, this system can well operate and be beneficial to a company. According to Drucker (1976), an another reason why MBO is practical is that its successful implementation largely depends on paperwork. This idea signifies that if quantities of time and energy are spent, MBO can play a crucial role in company management. Drucker (1976) also stated that when carefully risk evaluating and transaction decisions are made can MBO become an efficient tool. In these respects, MBO seems to be still widely applied in company management field, but actually it is not as helpful as most of people think.

Future Business Journal

Enis Mulolli , Xhavit Islami , Naim Mustafa

A B S T R A C T This study deals with the importance of applying Management by Objectives (MBO) method, as a method for performance appraisal (PA) in enhancing employees' effectiveness. A self-administered questionnaire was used, the number of participants included the survey is 172 employees from 13 firms operating in Kosovo. The study aim is to identify the importance of creating objectives , communication objectives, planning goals, setting control points, employees' commitment to determine objectives, freedom and independence in fulfilling duties, continuous communication , as steps for realizing MBO method in employees' effectiveness. The questionnaire of the study has been prepared, the responses obtained, the econometric model is constructed in order to test empirically this relationship, passed through the IBM SPSS v.23.0 program has been utilized for the obtained findings. Results and proposals are brought forward by the matched t-test, independent sample t-test, anova, pearson and correlation used as the hypothesis tests. Econometric results suggested that MBO method should be used as a method of performance appraisal as the employees' effectiveness is enhanced. Also it resulted that the evaluation of individual employees' performance and a clear definition of results are the hugest parameters from all the other activities of MBO method which we took in the study to raise employees' effectiveness in organization.

Henry Ekechukwu

Abstract The staff and management of most banks including United Bank for Africa (UBA) places more emphasizes on setting of goals over the working of an action plan as a driver of outcomes and also under-emphasizes the importance of the environment or context in which the goals are set. The main objective of the study was to evaluate Management by Objectives (MBO) on managerial effectiveness of an organization with UBA as a case study. In view of the above cause, data was collected from both primary and secondary sources. 109 copies of questionnaire were administered to the respondents and 70 copies of questionnaire were returned successfully which was used as the bases for the research analysis. Chi square was the statistical tool used in analyzing the data. The research findings revealed that Management by Objective (MBO) has significant effect on the action plans of United Bank for Africa (UBA). It was concluded on the note that Management by Objective (MBO) has significant effect on the action plans of United Bank for Africa (UBA). It was recommended that the management of United Bank for Africa (UBA) should not neglect action plans of achieving the objectives when setting targets. Keywords: action plan, goals, management, managerial effectiveness, objective

sciepub.com SciEP

The paper reviews the related literature on Six Sigma and management by objectives (MBOs), and then proposes the framework of implementing Six Sigma via MBOs strategy. An empirical study on the experience an aerospace industry parts-making in Taiwan which implementing the framework in are explored. This paper provides a comprehensive perspective of three steps on the using MBOs methodology to implement Six Sigma which are to build the organizational consensus, formulate Six Sigma strategy and to integrate action workout plan with Six Sigma project. According to the implementing experience in Taiwan, lies in conducting a comparative study on the improvement stages of Six Sigma implementation project. The paper will be valuable for quality professionals and management personnel in the aerospace related industry.

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Management by objectives : concepts, applications methods and techniques

Aggarwala, Dharma Vira

Management by objectives
658.4012 AGG
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MANAGEMENT BY OBJECTIVE (MBO) AND ORGANIZATIONAL EFFICIENCY AMONG STAFF OF FEDERAL UNIVERSITY OTUOKE, BAYELSA STATE

October 2021
Vol. 1(October 1, 2021):2636-5057
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Federal University, Otuoke

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Essay on Goals

Managing By Objectives Research Paper Samples

Type of paper: Research Paper

Topic: Goals , Management , Workplace , Employee , Company , Employment , System , Engagement

Words: 1000

Published: 02/20/2023

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What is the main asset of any successful organization? State-of-the-art equipment? Production facilities? Unique technologies? Of course not. People, talented professionals, are those who make the system work, reach challenging goals and gain the company profit. However, sometimes even talented employees are unable to achieve the objectives set up by the manager. As a result of employee frustration and the manager dissatisfaction the company may lose an expert and bear additional costs on searching a new employee, training him and so on. However, the solution often lies in the management system, and in the abovementioned case management by objectives ( MBO) can be effective for both manager and employee. The term, first introduced by Peter F. Drucker (1957) outlines the approach when the employee’s objectives are set commonly by him and his supervisor, they contribute to the company strategic goals and their achievement is easily measured. Let us find out what features currently makes this approach efficient and what are the conditions for its successful implementation. The MBO system suggests cascading the company strategic goals throughout the whole organization and breaking them down for clear objectives for all employees according to their responsibilities. Why is it that important? This way employees can realize visible connection between their everyday assignments and the company development which definitely increases their commitment and engagement in the work process. If you review any engagement survey you will for sure find questions referring to importance of clear goals in the organization and the link between employees’ work and the company results. The fact is that feeling the part of something great is one of the key engagement drivers, which enables people not only to fulfill their work in a responsible manner but bring innovations, introduce improvement suggestions and overall exceed employer’s expectations. Cascading the company goals has another strategic effect for the organization. Every company, if it is not a charity-oriented, pursues a major goal – to gain profit. Using the company objectives, which finally support this major goal, as a guidance point, helps the managers to hold right direction when defining the employee goals. According to Thomson research, this is one of the major outcomes of the MBO approach as it facilitates managers thinking in terms of their organization future needs and the setting of objectives to meet those needs (Thomson, 1998, p.3). In this case the question of objective appropriateness can be addressed easily by answering the checklist questions: Does it help the company to meet the goals? Will it contribute to enlarging the company’s profit? If not, maybe there is a need to think over the necessity of the activity. Evidently, such selection can help to get rid of redundant tasks and processes in the company to concentrate on significant goals. Development Dimension International, one of the world’s experts in engagement, called it “aligning the efforts with strategy” and pointed it out as one of the five things a manager should do to create a highly engaged workforce (Wellins, Bernthal, and Phelps, 2005, p.29). Paying primary attention to the company interests in reviewing the approach we shouldn’t neglect the impact of it on the employees. Let’s get back to the situation we’ve depicted in the introduction and assume the option of negotiating Managing by objectives with the boss MBO. In this case the objectives would be more clear to the employee, as they would have been discussed in cooperation of manager with subordinate, not just handed in. Understanding that he plays a part in formulating his own goals would definitely increase employee’s commitment and consequently, performance. As the system implies regular control towards goals accomplishment, an employee would get a tool to track his own progress timely. Therefore, any issues would be have been discussed and resolved before they would lead to failing the targets’ meeting. Taking into account that the goals set up in MBO should be measurable and specific, performance review based on the results of these goals would be more predictable, impersonal and less stressful. It is self-evident that upon application of MBO method properly, the abovementioned case would have another ending, a way more beneficial both for employee and the company. It would be unfair not to mention the fact that MBO approach, as any popular one, has its detractors. One of the most famous and cited of it was W. Edwards Deming, American engineer and popular management consultant. He was convinced that without proper understanding of the system objectives would be misinterpreted and results tampered. Besides, Deming (1994) declared a change of strict objectives and management practices to leadership that inspires employees for outstanding results through understanding the system. Summing up the discussion, we may conclude that the system of Management by Objectives is not ideal, but its main principals are reasonable and enable creation of a healthy productive environment in the company. The main outcome we’d like to share is that effective system introduction requires attention not only to figures, measures and dates, but to the leadership skills of the management. It is vital that the management would have strong interpersonal skills to discuss objectives properly and conduct effective performance appraisal meetings. All in all, for success the system should be perceived not as a static stool of pressure for results, but as a flexible instrument for dialogue and growth.

Deming, W. E.,(1994). Out of the Crisis. Cambridge: The MIT Press. Drucker, P.F. (1954). The Practice of Management. New York: Harper & Row. Thomson, T. M. (1998). Management by Objectives. The Pfeiffer Library Volume 20, 2nd Edition.© JosseyBass/Pfeiffer, p. 1-4. Wellins, R.S., Bernthal, P., Phelps, M.(2005) Employee Engagement: The key to realizing competitive advantage. Development Dimensions International, Inc., MMV. [PDF document]. Retrieved from http://www.ddiworld.com. p.29

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The Effectiveness of Agricultural Extension in Rice Farming: Employing Structural Equation Modeling in Search for the Effective Ways in Educating Farmers

19 Pages Posted: 9 Jul 2024

Muslim Salam

Hasanuddin University

Muhammad Hatta Jamil

A. nixia tenriawaru, nitty hirawaty bt kamarulzaman.

University Putra Malaysia - Department of Agribusiness and Bioresource Economics

Siti Hardiyanti Syam

Rahmadanih rahmadanih, anggun ramadhani, anny melody bidangan, ahmad imam muslim.

Kagoshima University

Hamed Noralla Bakheet Ali

Omdurman Islamic University

Muhammad Ridwan

Chinese Academy of Agricultural Sciences

Agricultural extension facilitates effective farm management and significantly improves farmers' overall welfare. Therefore, the objective of research was to examine the factors that directly and indirectly influence the effectiveness of agricultural extension in rice farming in Bantaeng Regency, Indonesia. The sample of this study consisted of 155 rice farmers involved in rice farming during the last planting season in 2022. Primary data from the rice farmers were collected using structured interview method and analyzed using Structural Equation Modeling (SEM). The results of testing the direct effect hypothesis showed a significant relationship between variables. Latent variables such as farmer involvement, family resources, use of production inputs, and crop management all have a positive and significant effect on the effectiveness of agricultural extension in rice farming. The findings of this study explain that farmers' active participation in agricultural organizations, along with adequate family resources, exert a significant influence on the use of production inputs, potentially increasing rice production. Meanwhile, using production inputs in rice farming provides favorable outcomes regarding crop management and the effectiveness of agricultural extension services. The indirect effects hypothesis was tested, and it was found that the use of production inputs and crop management mediated the link between farmer participation, family resources, and the effectiveness of agricultural extension programs. This shows how important agricultural inputs and crop management are for making agricultural extension programs more effective. Therefore, in improving the effectiveness of agricultural extension programs, it is recommended that extension agencies and local governments provide support to rice farmers in their participation in agricultural organizations. This support should empower rice farming families, ensure proper allocation of agricultural inputs, and effectively manage rice crops using sustainable management principles. The study provides essential real-world insights for designing and managing agricultural extension programs.

Keywords: EffectivenessAgricultural extension Rice farmingCrop managementStructural equation modeling

Suggested Citation: Suggested Citation

Muslim Salam (Contact Author)

Hasanuddin university ( email ).

Jalan Perintis Kemerdekaan km 10 Sulawesi, 90245 Indonesia

University Putra Malaysia - Department of Agribusiness and Bioresource Economics ( email )

Kagoshima university ( email ), omdurman islamic university ( email ).

Institute of Research and Strategic Studies Omdurman Sudan

Chinese Academy of Agricultural Sciences ( email )

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Raising Sand's Value Awareness: Science and Communication Initiatives.

Drago, Teresa
Santos, Jacqueline
Surducan, Emanuel
Alberto, Ana
Afonso, João.
Fernandes, Aurélie

Sand is one of the most used resources in the world (50 billion tonnes per year). It plays a strategic key role in delivering geosystems services, maintaining biodiversity, supporting economic development, and securing livelihoods within communities (UNEP, 2022). Sand is everywhere in our societies: buildings, roads, dams and other infrastructures. Despite this "endless" use, sand is a finite resource, and its use occurs at a faster rate than its generation by geological processes. However, the importance of sand and the need of a sustainable management of this raw material are unknow to students at basic and secondary levels and to the public in general.The EDUCOAST project (funded by EEAGrants) aims to promote nature-based education in coastal and marine geosciences through experimental learning. A series of initiatives to increase awareness on sand conservation were carried out as part of the EDUCOAST project. They included field and lab activities for basic and secondary school students at sandy environments (such as barrier islands and dunes) and observation of various types of sand from around the world under binocular microscope. These "hands-on" activities focused on topics such as "what is the sand made of?" and "Let's get to know sand better". In total, about 500 students participated in these "hands-on" activities and the conducted surveys showed very positive feedback, where the students learnt more about these sandy environments (origin and their processes), the sand characteristics (grain-size, composition, carbonates contents) and the need for more sustainable management practices for the environmental conservation of the coastal systems.Communication and outreach play an important role in achieving the proposed objectives. In this context, the project also participated in various initiatives such as the "European Research Night", "Science in Summer" (promoted by the Portuguese Programme "Ciência Viva") and the "Week of Science and Technology" among others, making it possible to increase awareness in addressing issues like sand importance and conservation for approximately 700 people.These initiatives contributed to highlight the importance of public awareness and the potential for positive change through informed and engaged students and general public.This is a contribution of the EDUCOAST (EEAGrants, PT-INNOVATION-0067) and EMSO-PT (PINFRA/22157/2016) projects.This work was funded by the Portuguese Fundação para a Ciência e a Tecnologia (FCT) I.P./MCTES through national funds (PIDDAC) - UIDB/50019/2020 (https://doi.org/10.54499/ UIDB/50019/2020), UIDP/50019/2020 (https://doi.org/10.54499/UIDP/50019/2020) and LA/P/0068/2020 (https://doi.org/10.54499/LA/P/0068/2020)Reference: UNEP 2022. Sand and sustainability: 10 strategic recommendations to avert a crisis. GRID-Geneva, United Nations Environment Programme, Geneva, Switzerland

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Research on inter-satellite laser ranging scale factor estimation methods for next-generation gravity satellites.

1. Introduction

2. current methods, 2.1. cross-calibration by jpl, 2.2. cross-calibration by the aei, 3. an energy-based scale factor estimation method using pod and pbd solutions, 3.1. precise orbit and baseline determination, 3.2. generating inter-satellite ranges from absolute orbital positions, 3.3. the energy-based scale factor estimation method, 3.4. time shift estimation, 4. discussion, 4.1. analysis of inter-satellite ranges using precise orbit and baseline determination, 4.1.1. comparison analysis of inter-satellite ranges using precise orbit and baseline determination in the time domain, 4.1.2. comparison analysis of inter-satellite ranges using precise orbit and baseline determination in the frequency domain, 4.2. analysis of the energy-based scale factor estimation method, 4.2.1. comparison analysis of the scale factor, 4.2.2. comparison analysis of the time shift, 4.3. comparison analysis of the proposed method, 4.3.1. comparison analysis of the scale factor, 4.3.2. comparison analysis of instantaneous ranges with aei lri1b, 4.3.3. comparison analysis of instantaneous ranges with jpl kbr1b, 5. conclusions, author contributions, data availability statement, acknowledgments, conflicts of interest, abbreviations.

AEI	Albert Einstein Institute
ASD	Amplitude Spectral Density
AS	Amplitude Spectral
CPR	Cycles per Revolution
CRN	N Convolutions of a Rectangle
DOWR	Dual One-Way Ranging
ENBW	Equivalent Noise Bandwidth
FFT	Fast Fourier transform
GPS	Global Positioning System
GRACE	Gravity Recovery And Climate Experiment
GRACE-FO	GRACE Follow-On
IPU	MWI Instrument Processing Unit
JPL	Jet Propulsion Laboratory
KBR	Ka-Band Ranging
LRI	Laser Ranging Interferometer
LTC	Light time correction
LOS	Line of sight
MWI	Microwave instrument
NGGM	Next-Generation Gravity Mission
PBD	Precise baseline determination
POD	Precise orbit determination
RMSE	Root Mean Square Error
SFU	Scale Factor Unit
STD	Standard Deviation
ULE	Ultra-Low Expansion
USO	Ultra-Stable Oscillator

Kornfeld, R.P.; Arnold, B.W.; Gross, M.A.; Dahya, N.T.; Klipstein, W.M.; Gath, P.F.; Bettadpur, S. GRACE-FO: The Gravity Recovery and Climate Experiment Follow-On Mission. J. Spacecr. Rocket. 2019 , 56 , 931–951. [ Google Scholar ] [ CrossRef ]
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Click here to enlarge figure

Month	Mean_SYSU_FREQ	Mean_AEI_V50	STD_SYSU	STD_AEI_V50
2020-10	2.235 × 10	2.235 × 10	4.983 × 10	3.153 × 10
2021-09	2.226 × 10	2.226 × 10	3.922 × 10	3.551 × 10
2022-06	2.588 × 10	2.590 × 10	9.759 × 10	8.747 × 10

Date	Scale_ACT	Scale_MOD	RMS_ACT (mm)	RMS_MOD (mm)
1 November 2019	2.175 × 10	2.185 × 10	0.4	0.6
10 November 2019	2.147 × 10	2.112 × 10	0.3	0.4
5 November 2019	2.661 × 10	2.734 × 10	0.8/1.3	1.6/0.8

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Share and Cite

Wang, J.; Gu, D.; Yin, H.; Yang, X.; Wei, C.; An, Z. Research on Inter-Satellite Laser Ranging Scale Factor Estimation Methods for Next-Generation Gravity Satellites. Remote Sens. 2024 , 16 , 2523. https://doi.org/10.3390/rs16142523

Wang J, Gu D, Yin H, Yang X, Wei C, An Z. Research on Inter-Satellite Laser Ranging Scale Factor Estimation Methods for Next-Generation Gravity Satellites. Remote Sensing . 2024; 16(14):2523. https://doi.org/10.3390/rs16142523

Wang, Jian, Defeng Gu, Heng Yin, Xuerong Yang, Chunbo Wei, and Zicong An. 2024. "Research on Inter-Satellite Laser Ranging Scale Factor Estimation Methods for Next-Generation Gravity Satellites" Remote Sensing 16, no. 14: 2523. https://doi.org/10.3390/rs16142523

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