Organizational goals are misguided from "summary" of The Dilbert Principle by Scott Adams
The idea that organizations should have goals is as old as the concept of organizations themselves. It seems like common sense that a group of people working together should have a shared purpose, a direction in which to focus their efforts. But what if these goals are based on flawed assumptions, unrealistic expectations, or even pure fantasy? What if the very foundation upon which these goals are built is shaky at best, or utterly delusional at worst?In the world of business, it is not uncommon for organizational goals to be set by senior management without any input from the employees who are actually responsible for carrying them out. These goals are often arbitrary, disconnected from the day-to-day realities of the workplace, and driven more by the desire to impress shareholders or stakeholders than by any genuine understanding of what is achievable or beneficial for the org...
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