A common complaint about MBO is that superiors sometimes coerce subordinates into the process of setting objectives. This is considered a problem because it leaves the subordinate with lesser commitment to the "agreed" objectives. Superiors argue that some degree of pressure is needed; otherwise many subordinates would tend to set very conservative (rather than challenging) objectives for themselves.

Do you think some degree of pressure is necessary in MBO? Post your views to this Discussion Area and then search the Internet for examples of MBO in practice by some companies. Try to find out how these companies practice MBO. Do you think that your views underwent a change after learning how companies practice MBO? How do you think the new knowledge affected you?

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