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VOLUME 06 ISSUE10
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PUBLISHED DATE: - 25-10-2024
DOI: -
https://doi.org/10.37547/tajiir/Volume06Issue10-06
PAGE NO.: - 55-61
IMPROVING INDUSTRIAL PROJECT
MANAGEMENT AND EMPLOYEE
PERFORMANCE THROUGH MANAGEMENT
BY OBJECTIVES
Haider Mohammed Jasim
Al-Muthanna University/ College of Administration and Economics /
Department of Business Administration. E., Iraq
INTRODUCTION
Successful management works to make some
organizations superior to others. It thus expands
the scope for them according to market
requirements, and given the intense competition
that the market possesses, in addition to the large
size of organizations and various administrative
policies, the increasing number of workers, and the
need for monitoring at work, so the need for a
management style A talk on guiding organizations.
Management by objectives has emerged in
organizations in order to develop and improve
project management and employee performance.
This makes it possible to design high-quality
projects with the required features on time and at
RESEARCH ARTICLE
Open Access
Abstract
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the lowest cost in light of competition with other
projects.
The research aimed to clarify the hypothesis that
says (management by objectives plays a positive
role in project management and the performance
of employees in organizations) and the sample was
from a group of Iraqi industrial companies.
The research shows the management concept by
objectives, project management, and employee
performance. In addition to the practical aspect,
results and recommendations were reached.
The concept of management by objectives:
There are many definitions of the term
management by objectives by many researchers,
and the majority agreed to define the management
method by objectives as an administrative process
in which individuals and subordinates participate
in managing the organization.
(Al-Hassan,2015:119)
Objectives
are
the
fundamental essence of management, as it is
unclear without clear objectives for individuals
and subordinates; therefore, it is not expected to
obtain results and achievements. Management by
objectives has also become an approach to
strategic planning and management processes.
(Ahmed Ibrahim, 2011:112) Management by
objectives is a set of achievements that the
organization seeks to achieve by exploiting the
time and available material and human resources,
as this is done through a series of pre-planned
actions.
(Larson, W, 2017:22) Management by objectives is
a management approach based on setting goals by
participants in the administrative process in the
organization and then contributing to achieving
those goals in a way that benefits the organization.
(Wysocki, R,2013:13) Management by objectives is
the process of directing efforts and creating
motivation by superiors and subordinates in order
to achieve the goals planned by the organization, in
addition to creating an excellent climate to develop
the communication process between individuals
working in the organization.
(Al-Azzawi,2010:111) The process of setting goals,
setting procedures, drawing plans for their
implementation
by
the
president
and
subordinates, and measuring the results achieved
to reach the organization's goal is management by
objectives.
The researcher believes that management by goals
can be defined as one of the contemporary
administrative methods that seek to set goals by
the employees of the organization, including
superiors and subordinates, and work to
determine duties and responsibilities to
individuals in the organization, follow up on their
implementation, and create a spirit of cooperation
among team members in order to achieve the
organization's goals.
The importance of management by objectives:
Every management method has advantages.
Management by objectives is considered one of the
successful methods and has the following
importance
(Alian
,2010:92),
(Al-Azzawi,
2010:119).
1-Scheduling the achievement of short-term,
medium-term, and long-term goals.
2-Directing individuals' daily performance toward
achieving the organization's goals in a specific
time.
3-Directing the organization's human energies to
achieve goals.
4- The organization's adoption of management by
objectives
increases
the
organization's
competitive advantage.
Project management:
Successful
management
makes
some
organizations superior to others, thus expanding
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their administrative field according to market
requirements and the innovations presented.
Project management has emerged in many
specializations, a set of processes related to
planning, organizing, directing, and controlling the
organization's various resources to achieve goals.
(Kerzner, 2017:77).
(Kamel,2011:86)
believes
that
project
management is a process of the skills required for
effective project management. It is a way to use the
organization's resources better. Change is not a
static process but rather a dynamic and active
process geared towards the organization's goal.
Therefore, project management must be a process
that constantly moves in a different direction and
within a set of circumstances that you are trying to
control. (Kamel,2011:86).
Project management is defined as an active,
interactive process that uses appropriate
resources in an organized manner to achieve goals
within a clear strategy, and this process always has
a set of clear rules and conditions. (Al-Tamimi,
2012:101).
Project management is the organization of people,
resources, time, and all resources necessary to
accomplish planned work or achieve a specific goal
within time, specifications, and budget constraints.
(Mantel,2016:127.).
The researcher believes that project management
can be defined as a process of planning, organizing,
directing, and monitoring resources, planning,
work, and various protocols to ensure the success
of the project according to specifications, the
required time, and low cost while providing the
high quality of the project. This allows it to
compete with other projects.
Project management factors:
Some factors must be taken into consideration in
order to work on the success of projects, according
to a number of researchers (Ozen, 2012:11),
(Muhammad Ali, 2014:63), (Pries H, 2012:12).
•Time: It i
s considered one of the most essential
factors in project management. Completing the
required projects within the specified time
contributes to increasing customer confidence on
the one hand and saving a lot of the costs allocated
to the project on the other hand.
•Costs: All costs incurred by the company in order
to implement the project stages, including financial
costs, equipment, human resources (wages), rent,
and compensation in cases of damage. Therefore,
the company must manage these costs well.
•Hu
man resources: We can say that human
resources are one of the most essential factors in
project management. Human capabilities are the
main driver of the project. Without them, there is
no driving force for the project. Therefore, the
company should follow up on employees' work to
evaluate performance and the production process
regularly and continuously and pay attention to
developing, training, and managing human
resources.
•Tasks: Duties assigned to project participants that
aim to implement the project's planned objectives.
This is done by following up on the tasks related to
completing the project within the specified time
and the costs that match it.
Performance concept:
Performance is one of the concepts that receive
excellent attention from administrative studies
and is essential to the organization. Many
researchers have dealt with the concept of
performance, with (Awda Hassan,2013:36)
indicating that performance for employees
represents a set of behavioral results that
contribute to achieving the organization's goals
through the use of available resources, with the
availability of other variables such as good internal
relations, job commitment, and the appropriate
work environment.
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(Jalal Al-Din, 2012:67) It also believes that
performance is the sum of the employees' duties
assigned to them by management, along with the
availability
of
some
criteria
(efficiency,
effectiveness, commitment, ability, and desire to
work).
It is also defined (Heldman, K.: 7) as the sum of
abilities and skills possessed by workers that
qualify them to perform duties and tasks within
the organization by motivating them.
Also, (Carvalho, M., 2015:115) believe that
performance is the processes and continuous
improvements of the production process in order
to obtain outputs efficiently and effectively
through the collective teams in the organization.
Ultimately, researchers believe that performance
can be defined as the sum of employees' skills,
abilities, and motivations, which help them
perform tasks efficiently and effectively inside and
outside the organization, presenting new ideas and
participating in achieving goals.
Performance factors:
Most researchers believe that performance factors
can be centered on the following: Performance
factors:
Most researchers believe that performance factors
can be centered on the following: (Mohamed
Maher, 2017:115
،
Korschun, D.2014,20
،
Al-
Jabri,2017:87).
1- Quality of performance: This means the degree
of accuracy and mastery in work, the effort
expended to achieve the assigned tasks, and
conformity to the specifications specified by
management or quality standards to reach high-
quality outputs.
-2 Commitment: It expresses the relationship
between the individual and the organization
through its commitment to laws, work duties,
completion dates, and a sense of job responsibility.
3 - Quantity: It refers to the amount of work an
individual can accomplish efficiently and
effectively during a specific time through his
physical and mental abilities under the
appropriate working conditions.
Hypothesis
testing
results
and
their
interpretation:
Conducting hypothesis testing is one of the
essential matters in scientific study to verify or
deny the validity of the hypothesis. Therefore, this
section will address testing the sub-hypotheses
that were prepared to verify the validity of the
main hypothesis and interpret its results.
1-Results of testing the first main hypothesis:
The first main hypothesis states: "The independent
variable, management by objectives, has a
significant effect at a level of significance (0.05) on
the variable improving project management," from
which the following sub-hypotheses branch out.
A- Results of testing the first sub-hypothesis:
Table (24) Coefficients
a
Model
Unstandardized
Coefficients
Standardized
Coefficients
t
Sig.
B
Std. Error
Beta
1
(Constant) 2.160
.439
4.917
.000
MG
0.444
.106
.286
4.183
.000
It is clear from the table above that the independent variable, management by objectives, had a regression
coefficient of 0.444 and was statistically significant, as the level of statistical significance for it was less
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than 5%. The test results indicate acceptance of the research hypothesis, which states: "The independent
variable (management by objectives) affects, There was a significant impact on human resources at the
level of statistical significance (0.05).
B: The second sub-hypothesis:
Table (24)Coefficients
a
Model
Unstandardized
Coefficients
Standardize
d
Coefficients
t
Sig.
B
Std. Error
Beta
1
(Constant
)
1.941
0.487
3.989
0.000
MG
0.477
0.117
0.278
4.060
0.000
It is clear from the table above that the independent variable, management by objectives, had a regression
coefficient of 0.477 and was statistically significant, as the level of statistical significance for it was less
than 5%, as it is clear that the results of the test indicate acceptance of the research hypothesis, which
states: "The independent variable (management by objectives) affects. There was a significant impact on
costs at the level of statistical significance (0.05).
C- Results of the third sub-hypothesis:
Coefficients
a
Model
Unstandardized
Coefficients
Standardize
d
Coefficients
t
Sig.
B
Std. Error
Beta
1
(Constant) 1.681
0.643
2.613
0.010
MG
0.490
0.155
0.219
3.157
0.002
It is clear from the table above that the independent variable, management by objectives, had a regression
coefficient of 0.490 and was statistically significant, as the level of statistical significance for it was less
than 5%. The test results indicate acceptance of the research hypothesis, which states: "The independent
variable (management by objectives) affects There was a significant effect on time at the level of statistical
significance (0.05).
2- Results of testing the second main hypothesis:
The second main hypothesis states: "The independent variable (management by objectives) has a
significant effect at a level of significance (0.05) on the variable performance quality," from which the
following sub-hypotheses are branched:
A- Results of testing the first sub-hypothesis:
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Coefficients
a
Model
Unstandardized
Coefficients
Standardized
Coefficients
t
Sig.
B
Std. Error
Beta
1
(Constant) 1.178
0.507
2.324
0.021
MG
0.622
0.122
0.340
5.080
0.000
It is clear from the table above that the independent variable, management by objectives, had a regression
coefficient of 0.622 and was statistically significant, as the level of statistical significance for it was less
than 5%, as it is clear that the test results indicate acceptance of the research hypothesis, which states:
"The independent variable (management by objectives) affects. There was a significant effect on job
commitment at the level of statistical significance (0.05).
B- Results of the second sub-hypothesis:
Coefficients
a
Model
Unstandardized
Coefficients
Standardized
Coefficients
t
Sig.
B
Std. Error
Beta
1
(Constant) 2.739
0.431
6.360
0.000
MG
0.313
0.104
0.210
3.010
0.003
It is clear from the table above that the independent variable, management by objectives, had a regression
coefficient of 0.313 and was statistically significant, as the level of statistical significance for it was less
than 5%, as it is clear that the results of the test indicate acceptance of the research hypothesis, which
states: "The independent variable (management by objectives) affects In the efficiency dimension, there
was a significant effect at the level of statistical significance (0.05).
C- Results of testing the third sub-hypothesis:
Coefficients
a
Model
Unstandardized
Coefficients
Standardized
Coefficients
t
Sig.
B
Std. Error
Beta
1
(Constant) 0.759
0.643
1.179
0.240
MG
0.739
0.155
0.321
4.758
0.000
It is clear from the table above that the
independent variable, management by objectives,
had a regression coefficient of 0.739 and was
statistically significant, as the level of statistical
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significance for it was less than 5%, as it is clear
that the results of the test indicate acceptance of
the research hypothesis, which states: "The
independent variable (management by objectives)
affects. There was a significant effect on time at the
level of statistical significance (0.05).
CONCLUSION
The conclusion includes a group of results and
recommendations:
First: the results:
1- The answers of the sample members showed
that industrial companies are committed to a
strong level of management by objectives within
their work in order to continue their activity and
achieve profits.
2 - There is a statistically significant effect of
management by objectives in developing human
resources, reducing costs, and shortening time in
Iraqi industrial companies. This explains the
importance of Iraqi industrial companies adopting
management by objectives.
3- There is a statistically significant effect of
management by objectives on efficiency, job
commitment, and shortening time in Iraqi
industrial
companies.
This
explains
the
importance of Iraqi industrial companies adopting
management by objectives.
REFERENCES
1.
Iraqi industrial companies should work to
adopt modern management methods that will
meet the application of management by
objectives, which effectively contributes to
providing an appropriate environment for
qualifying
administrative
leaders
and
achieving the company's goals.
2.
Iraqi industrial companies must pay attention
to the development of human resources, as
they are the primary force in achieving
corporate goals and the cost of producing
goods, enabling them to compete with
imported goods, in addition to time, through
project scheduling.
3.
Paying attention to job commitment and
efficiency
is
essential
in
improving
performance quality.
