Acknowledgements We would like to thanks a lot our Prof. Nadia Elshafae as she provided us the encouragement in different ways.

We thanks too Mr. Hany Ibrahim Hr Manager at lorenz snack world -Egypt as he supports us with his knowledge and advice.

:Agenda1 -Introduction about Lorenz Snack-World

2 -Our Company mission & vision3 -Definition of managing by objective

4 -Smart Goals In MBO Program5 -The Strength Of MBO (the advantages)

6- Creating an Effective MBO Program7 -The MBO process

8 -Implementation of MBO9 -Limitations Of MBO (Disadvantages ):

Introduction about Lorenz Snack-World Family Owned business has been passed on from generation to

generation (4 generations)its activity on snacks and nuts With a Long term view which located on Neu Isenberg (Frankfurt) /

Germany with a Prod. Sites on Germany, Poland, Austria, Russia & Egypt.

Lorenz Snack-World is a growth-oriented European brand-name company with an international focus and with labor intensive . It’s about 2900 employees

Introduction about Lorenz Snack-World in Egypt(cont)Starting Date in Egypt: 2010

Location: Factory in south of Port Said at industry area .Country Role / History:

Part of Global Supply Chain (nuts cleaning) 2010Commercial Startup :Launch of Picpacs & FunNuts

2014 People : The company started in Egypt with 30 employees in 2010 to be in 2015 about 150 employees divided into :

- Admin Staff- Operation Staff - Sales- Marketing

Lorenz Snack-World Egypt: 2014

Our Company mission & vision

Organization Mission & Vision: To increase our employees efficiency and productivity 20% Our Challenge is to development our employee to can working more

efficiency by transfer them from managing by attendance to managing by objective

Definition of managing by objective

Management by Objectives (MBO) MBO as means of using goals to motivate people rather than to control them. Management by objectives can simply be defined as a program that encompasses specific goals, participative set, for an explicit time period, with feedback on goal progress.. Depend on results. so we will development HR policy

NOTE The technique was first championed by management expert Peter Drucker

Smart Goals In Mbo Program MBO program Should be SMART goals:

S specificExactly what is it you want to achieve in your business ,goal statements explain: what, why, who, where and when.

M MeasurableYou must be able to track progress and measure the result of your goal. Good goal statements answer the question: how much or how many. How will I know when I achieve my goal?

Smart Goals In Mbo Program

A AgreedYour goal must be relevant to and agreed with all parties; examples include your line manager, employees and customers.

R Results-orientedIs this goal achievable?

T Time-relatedGoals must have a deadline

Creating an Effective MBO Program1. Managers and employees must be willing to establish

goals and objectives together.

2. Objectives should be quantifiable and measurable for the long and short terms.

3. Expected results must be under the employee’s control and free from criterion contamination.

4. Goals and objectives must be consistent for each employee level (top executive, manager, and employee).

5. Managers and employees must establish specific times when the goals are to be reviewed and evaluated.

The Strenth Of MBO (the advantages)

1 -improve participation and communication.2- It makes individuals more aware of organizational goal.3- relieve stress from employee .4- increase the responsibility.5- improve the efficiency.6- Increase productivity .7- achieve business plan

:The MBO process Review organizational objectives: The manager gains a clear understanding of organization's overall objectives. Set worker objectives: The manager and worker meet to agree on worker objectives to be reached by the end of normal operating period. Monitor progress: At periodic intervals during the normal operating period, the manager and worker check to see if the objectives are being reached. Evaluating performance: At the end of normal operating period, the worker's performance is judged by the extent to which the worker reached the objective. Give reward: Rewards given to the worker are based on the extent to which the objectives were reached.

The MBO process

Implementation Of MBO- By evaluating our annual appraisal we find a gab

because employee needs some Learning and growth- To reach our vision, how should we keep our

capacity to change and to improve .

- So we handle some new style training by days in:- Time management- Priority- Self responsibility - Presentation skills

Limitations Of MBO (Disadvantages ):1. It takes a few years to be effective.

2. Some companies always tend to raise goals. If these are too high, employees become frustrated.

3. Appraisals are sometimes made on personality traits rather than on performance.

4. Some employees do not want to be held responsible and goals forced upon them may lead to ill-feeling.

5- Not as effective in dynamic environments that require constant resetting of goals

References

1- Drucker, Peter F., "The Practice of Management", in 1954. ISBN 0-06-011095-

2- diorne, George S., "Management by Objectives; a System of Managerial Leadership", New York: Pitman Pub., 1965.3- Lorenz Snack World Policy

LOREN

Z SNACK-W

ORLD

Presented by:

Magy Elbanna.

Suzy Fayed.

Shereen Abo Samra

Ahmed Saleh

Thank You

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