According to management psychology, only when people's behavior has a purpose can people's enthusiasm for work be stimulated. Psychologists have done such an experiment. The experimenter asked the workers to dig holes in the ground, each with a depth of about 9 meters. After digging, they asked the workers to fill it up and then dig another one. So many times, finally caused the workers' boredom. But when they were told that it was to help find a very important pipeline, the workers began to work happily. This experiment shows that people's enthusiasm should first be based on clear and meaningful goals. I. Essence and Significance of Management by Objectives The concept of "management by objectives" was first put forward by peter drucker, a management expert, in his book Management Practice 1954, and later he put forward the idea of "management by objectives and self-control". "Management by objectives" believes that not a job has a goal, but a goal can determine every job. Therefore, "the mission and task of enterprises must be transformed into goals". If there is no goal in a field, it is easy to ignore the work in this field. Managers should manage their subordinates through goals. When determining the organizational goals, the top managers of the organization must effectively decompose them into sub-goals of various departments and individuals. Managers should assess, evaluate, reward and punish their subordinates according to the completion of sub-goals. Management by objectives is a management method to achieve the business objectives of enterprises through the setting and decomposition of objectives, the inspection of the implementation and completion of objectives, rewards and punishments, and the self-management of employees. (A) the basic idea of management by objectives. Its basic ideas include: the task of an enterprise must be transformed into a goal. Managers at all levels must manage their subordinates by objectives to ensure the realization of the overall goals of the enterprise. Management by objectives is a kind of system management. If the whole target system of an enterprise can't be coordinated, the larger the enterprise is, the greater the possibility of conflict and waste. The sub-goal of each employee is the requirement of the overall goal of the enterprise, and it is also the contribution of the individual employee to the overall goal of the enterprise. Only when everyone's sub-goals are completed can the overall goal of the enterprise be expected to be completed. Managers at all levels rely on goals for management and implement self-control according to the goals to be achieved, rather than being directed and controlled by managers. Managers at all levels assess their subordinates according to the objectives and the completion of the objectives, and implement rewards and punishments. (2) Management by objectives is an advanced management system, the essence of which is to take objectives as an incentive means to stimulate employees' self-management consciousness, stimulate employees' consciousness, and give full play to employees' wisdom and creativity, with a view to forming a body with the same fate as employees and enterprises. (II) Characteristics of management by objectives (1) Management by objectives embodies the idea that employees participate in management. Because the implementer of the goal is also the maker of the goal, a reasonable division of labor and cooperation can be realized. The enterprise first defines the overall goal, then decomposes the overall goal, develops step by step, and formulates the goals of all departments, groups and even everyone through consultation from top to bottom. The overall goal is used to guide the sub-goals, which are used to ensure the realization of the overall goal, forming an organic "goal-means" chain. (2) Management by objectives emphasizes the reasonable combination of objectives and abilities. Employees in enterprises are willing to take responsibility and can bring their intelligence and creativity into play in their work. The only difference between employees lies in personal ability, so the purpose of management by objectives is to realize the reasonable combination of enterprise goals and personal ability. (3) Management by objectives is characterized by "compulsory management" and "self-control". It is a result-oriented management model, which emphasizes the control of behavior results, rather than the process of producing behavior through management. Management by objectives replaces the previous repressive management through "forced management" and "self-control", so that employees involved in management can control their own work performance, so as to do their work as well as possible, not just complete the task. (4) Management by objectives adopts a result-oriented management policy. Traditional management methods tend to consider qualitative factors such as subjective impression, my thoughts and attitude towards problems when evaluating employee performance, while the basic idea of target management is to measure employee performance according to the results and assess employees. This method is easier to realize quantitative assessment and can truly reflect the working ability of employees. (5) Management by objectives promotes the flattening of enterprise organizational structure. Management by objectives realizes the decentralization of management power and the downward shift of management center of gravity, which makes the "towering" enterprise structure characterized by centralization gradually evolve into a "flat" organizational structure characterized by decentralization. The "flat" enterprise structure has got rid of the root of the "Haisong" organizational structure with high operating cost and slow response, which enables enterprises to better adapt to the rapidly changing external environment, improve management efficiency and reduce management costs. (4) (3) The significance of implementing management by objectives. Through the target chain system, the responsibilities, rights and interests of individuals and departments are clear and specific, and work efficiency and performance are improved; Through top-down communication, individual goals, group goals and enterprise goals are integrated; Through authorization, decentralization and self-management, the leadership level of managers and the quality of employees have been improved; By setting goals for everyone, everyone is forced to prepare for the future and prevent short-term behavior, which is conducive to the stability and long-term development of individuals and enterprises; Establish evaluation standards and objectives through superiors and subordinates, objectively and fairly evaluate performance and implement corresponding rewards and punishments, which is convenient for adjusting and controlling the implementation of objectives; Through target management, let employees be their own bosses and manage themselves, and change "I want to do" into "I want to do". Second, the basic model of implementing target management The basic process of implementing target management can be divided into: determining the overall goal; Decompose the target; Organize implementation, inspection and evaluation in four steps: (1) Determine the overall goal. The overall goal of the enterprise represents the development direction and requirements of the enterprise, which should be advanced and feasible. The advanced nature of the target is that when determining the overall target, we should consider both the existing market demand and the potential market demand.