SMART Goals And Goals

Setting organizational goals is not a task which should be taken lightly by managers. The result of an intentionally and methodically formed goal verses that of a randomly selected goal are polar opposite to one another. A correctly formulated goal will both increase organizational functioning as well as obtain the desired outcome (Kelly, 2011, p. 92). Additionally, correct goals will minimize manager’s exposure to latent errors which consequently will benefit patient safety (Kelly, 2011, p. 91). One proven tool for establishing organizational goals is through the use of the SMART goal system.
Challenges of Establishing Goals Establishing goals is a required skill for management. It encompasses the ability to take into consideration systemic

68). These goals and objectives in turn result in the organization achieving its mission along with its vision statement (Yale University, 2012, p. 1).
Smart Goals and Goal Clarity
The implementation of SMART goals is widely used in healthcare organizations. A major reason for the use of SMART goals is that research has shown that staff who were provided with specific goals which were thought-provoking unfailingly achieved greater results the staff given ambiguous, less stimulating goals (MacLeod, 2012, p. 69). Goals which are specific, measurable, achievable, relevant and time bound (SMART goals) clearly are a valuable goal setting tool for managers.
A Reason SMART Goals May Not Achieve Desired Results Despite their benefit, SMART goals are not without their drawbacks which can hinder the obtaining of desired results. One difficulty regarding setting SMART goals is that the words “goals” and “objectives” are often used interchangeably and this can result in major difficulties (MacLeod, 2012, p. 69). Goals are more often general in nature, whereas objectives are tangible targets. This confusion of terms can result in unclear goals which invariably yields weaker results as compared to a clear

Conversly, negative goals focus on a condition to be eliminated (Kelly, 2011, p.94). Positive goals are beneficial in that they can encourage participants to quick, incisive action which is good because a goal should motivate staff in the correct direction which can result in staff empowerment while negative goals can lead to staff discouragement (Temple, 2002, p. 32). Since it can be difficult to determine when positive goals are met, it may result in the team may continue to work on a goal which has been met, thus wasting