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Objectives and key results (OKR, alternatively OKRs) is a goal-setting framework used by individuals, teams, and organizations to define measurable goals and track their outcomes. The development of OKR is generally attributed to Andrew Grove who introduced the approach to Intel in the 1970s [ 1 ] and documented the framework in his 1983 book ...
These goals may take the form of physical outputs, organizational or behavioral changes, workflow changes, or form contribution to some other higher level goal. Information (evidence) of the actual results is used for accountability , reporting , communication and to feedback into the design, resourcing and delivery of projects and operational ...
An example is a tax return; filling one out is required in order for the amount of tax one owes to be determined. A form may also be a request for a tax refund. Forms may be filled out in duplicate (or triplicate, meaning three times) when the information gathered on the form needs to be distributed to several departments within an organisation.
S.M.A.R.T. (or SMART) is an acronym used as a mnemonic device to establish criteria for effective goal-setting and objective development. This framework is commonly applied in various fields, including project management, employee performance management, and personal development.
Management by objectives (MBO), also known as management by planning (MBP), was first popularized by Peter Drucker in his 1954 book The Practice of Management. [1] Management by objectives is the process of defining specific objectives within an organization that management can convey to organization members, then deciding how to achieve each objective in sequence.
Based initially on Drucker's management by objectives (MBO) model, a popular applied version of goal setting theory for business is the objectives and key results model (OKR). Originally developed at Intel by Andy Grove, [ 24 ] the tool was designed to set individual and collaborative goal team goals that are specific, concrete, challenging ...