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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

A study of teachers in Chinese schools examined the antecedents of career sustainability with a focus more on proactive behavior from employees than internal traits, or the company’s organizational goals. Their research showed that self-goal setting has a positive influence on career sustainability and also that career crafting mediates the relationship. The effect is stronger when perceived organizational clarity is high.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This paper integrates the action phase theory (APT) and the theory of planned behaviour (TPB) to analyse the dynamic mechanisms involved in the configuration of goals and implementation intentions throughout the entrepreneurship process.

The empirical analysis compares individuals in different phases of this process (not yet decided, potential and nascent entrepreneurs). A large sample of adults from Spain is analysed. Structural equation models and multi-group analysis (MGA) serve to test the hypotheses.

The results confirm that perceived behavioural control (PBC) is the most influential antecedent of entrepreneurial goal intention (EGI) in pre-actional phases (undecided and potential entrepreneurs), whilst attitude towards entrepreneurship (ATE) takes this role during nascency. Subjective norms (SNs) are more important in Phase 1 (establishing the goal) and in Phase 3 (performing nascent behaviour).

This study contributes to both the TPB and the APT. It provides the most relevant insight into the mental process that leads to starting up and helps explain certain previous conflicting results found in the literature. Additionally, it has important implications not only for theory building but also for support bodies and for entrepreneurship educators.

Based on achievement motivation theory and two-factor theory, this research aimed to synergize cooperative goal interdependence (refer to possessing incentive factors) and illegitimate tasks (refer to the absence of security factors) and build a triple interaction model in the process of performance pressure affecting employees’ thriving at work.

This research collected 291 valid data through a two-point time-lagged method to test the direct effect of performance pressure on employees’ thriving at work and its moderating mechanism.

Performance pressure has a significant positive effect on employees’ thriving at work. Cooperative goal interdependence imposes an enhanced moderating effect between performance pressure and employees’ thriving at work. Illegitimate task imposes an interfering moderating effect between performance pressure and employees’ thriving at work and further interferes the enhanced moderating effect of cooperative goal interdependence.

Under the premise of advocating for employees to internalize performance pressure originating from the organizational performance management system into their own achievement motivation, leaders should establish incentive systems and security systems for employees to realize self-achievement through the process of goal management and task management.

This research confirmed the joint determination of incentive effect and insecurity effect on employees’ achievement motivation by cooperative goal interdependence and illegitimate task and revealed the boundary conditions of employees’ choice of thriving at work.

Goal theory research has made an important contribution to understanding managers’ behaviour within organisations but most of this research has focused on single goal settings. Given the recent popularity of implementing balanced scorecards in organisations, generalising this research to multiple goal settings is important but problematic because multiple goals can complicate a manager's decision making which, in turn, can potentially affect the manager's job‐related tension and performance. Moreover, where multiple goals are pursued, the relative importance of those goals is also likely to affect job‐related tension and performance. These relationships are tested using questionnaire data gathered from interviews with managers. The results suggest that job‐related tension and performance deteriorate as managers pursue multiple goals although the relationship seems to be non‐linear. The relative importance of goals does not appear to be important. Some comments provided by the managers during their interviews offer some insights that help to explain these results.

Today’s business world is facing a plethora of managerial and technological changes which are beyond the capacity of any firm to control or absorb. Customer satisfaction, development of new products, and introduction of new technologies are well‐known driving forces, but their fast mutation and turmoil are making them unpredictable. Companies have to radically alter their strategic and process goals to keep up with this volatile market. In this turbulent environment, business process reengineering (BPR) has evolved as the most promising approach for designing organizations. It is extremely important for reengineers to understand the “driving” forces in this environment. One of the most important and fundamental drivers is understanding the goals (goal mapping) of the organization. Typically the goals of organizations are derived from the “voice of the customer”. In this paper we address a procedure by which optimum level of goal mapping can be considered in the preliminary stages of BPR. A cost optimization model for goal mapping is proposed using an example from the Space Shuttle Testing Facility at the SSC‐National Aeronautics and Space Administration.

This paper addresses the importance of goal setting in the operations function. The importance of goal setting and its possible role in the implementation and operation of production systems is considered with particular emphasis on Material Requirements Planning (MRP). It has been argued that an operative goal setting process can improve employees' performance in any area of the organisation. Likewise, companies with a high‐level MRP system are expected to show high performance levels. This paper offers empirical support for these claims and further argues that the combination and interaction of the two processes results in synergistic effects. To support these arguments the paper draws on both theoretical studies and the results of a small regional survey.

This study explores the subject of goal congruence in the university by comparing faculty members and students from three academic programs: medicine, social sciences and engineering. The major findings of this study are: 1) all six groups scored higher for goal congruence on support goals than on output goals; 2) engineering student scores were the most incongruent with the current state of university goals, while medical student scores were the most congruent; and 3) the overall score for goal incongruence was medium. The implications of the findings are discussed.

If you were sitting in your car wondering which way to turn out of your driveway, a map wouldn't do you much good unless you could decide on a destination. If you are directing the path of an organization, rather than a car, you cannot successfully plan unless you know what you want to accomplish. In short, the key to planning—like driving—is determining goals, for without clear goals you will not have useful plans.

The purpose of this paper is to describe how first-line managers (FLMs) in home care (HC) reason about the opportunities and obstacles to lead the work according to the individual’s needs and goals.

In this participatory appreciative action reflection project, eight managers within one Swedish municipality were interviewed. The data were analysed using a thematic analysis.

The results showed a polarization between two different systems that FLMs struggle to balance when attempting to lead HC that adapts to the needs and goals of individuals. One system was represented by the possibilities of a humane system, with human capital in the form of the individual, older persons and the co-workers in HC. The second system was represented by obstacles in the form of the economic needs of the organization in which the individual receiving HC often felt forgotten. In this system, the organization’s needs and goals governed, with FLMs needing to adapt to the cost-effectiveness principle and keep a balanced budget. The managers had to balance an ethical conflict of values between the human value and needs-solidarity principles, with that of the cost-effectiveness principle.

The FLMs lack the opportunity to lead HC according to the needs and goals of the individuals receiving HC. There is a need for consensus and a value-based leadership model based on ethical principles such as the principles of human value and needs-solidarity to lead the HC according to the individual’s needs and goals.

Organization theorists tell us that all of the constituents of organizations have individual goals which they expect to be satisfied by organizational activity.They also tell us that the supporting environment has goals for the organization which must be satisfied if the organization is going to continue to receive environmental support in the form of scarce resources and utilization of its output. Also, taken all together, organizational goals, member goals, and environmental goals may be conflicting. In an attempt to control at least a portion of the melange, Goal Programming (GP) has been designed to attempt to deal with organizational goals. The assumption is that organizational decision makers can at least rank order their preferences of goal attain mentand, where goals may sometimes conflict, those conflicting goals may not be in direct opposition to each other and may vary in strength. This paper addresses the crucial problem which any bank faces in managing its portfolio. Further, the paper shows how GP can be an efficient tool in measuring the level of achievement of predetermined goals in commercial banks according to prioritized policies and regulations.