Question

In about 150 words, discuss the compatible goals and give example from the real business world.

Answer 1

Pursuing compatible goals increases personal effectiveness and enhances creativity. Consistent ideals also improve man’s reasoning capacity. Modern life requires instantaneous choices. Individuals who possess well-integrated goals can deal with complexity in the most effective manner. Rational men ensure the consistency of their actions by defining clear objectives for the remaining decades of their life. Effective living requires that our choices, minor or fundamental, are aligned with our overriding goals. Individuals who follow this principle tend to become an outstanding success. People who lack consistent goals often sabotage their own efforts. Pursuing integrated objectives requires sustained focus and can bring spectacularly positive results.

Conflicting goals can make you feel like you’re not making progress, because every step toward one is a step back from the other.

Incompatible Goals:- Two or more goals that cannot be fulfilled simultaneously due to having end conditions that are mutually exclusive.

Making goals for a game in such a way that they cannot simultaneously be fulfilled is an easy and common way to create competition or complexity in games. They also help synchronize the tempo of players' experiences, because if players are near completing a goal it is not only likely to excite them but also those players with Incompatible Goals, albeit for other reasons. However, a set of Incompatible Goals do not have to be divided between different players, one player can have several goals that are incompatible with each other, and gameplay can focus upon selecting which of the goals to pursuit.

By aligning company goals with employee (or personal) goals, an organization can be more productive throughout the year. The following are five methods to align these goals for mutual success:-

1. Clear company goals. If no clear organizational goal exists, it will be difficult to achieve outstanding company-wide results. Goal-setting allows staff in every department and division to make decisions with the long or short-term target in mind, and to achieve tangible results. The goal must be a vision that all can share, see and strive toward daily in every aspect of their roles and duties. There needs to be a vivid picture of success that all can relate to and be inspired by.

2. Communicate the company strategy and vision relentlessly. Without a unified vision and direction, staff will never move in the same direction. The company needs to be explicitly clear on defining who it is as a company, its reason for existing, and make sure its goals and visions are communicated often and clearly. If staff members do not understand the company's role within the market, they will create their own differing versions and definitions. The strategy must be simple, clear and easy to articulate on how the company will reach its goals.

3. Avoid incentives; focus on attaining goals. Training and goal setting far outweigh the short-term gains brought by incentives and forms of coercion. Incentives create, at best, a temporary gain, but not a lasting change of behavior or mindset. On a regular basis, top-level management should communicate progress made toward achieving company-wide goals, and middle management share how each staff member's contribution affects the big picture.

4. Hire only the cultural fit. The company vision and strategy should be widely shared with potential employees to discover if they are willing and able to internalize the message. Hiring only those with personal goals and no desire for teamwork will be detrimental to the company. Hire only those with skills who fit the culture, not just those who fit within the box for the position.