Abstract
Management by Objectives has been introduced in many companies as a part of extrinsic incentive systems. As a result, it is not unusual to have only one progress review, i.e., mid-term review. That is not sufficient from the intrinsic motivation’s point of view.
If managers conduct progress reviews every month and recognize progresses and improvements of their subordinates, ensuring their autonomy, then that strengthens their feelings of relatedness and competence. When it is necessary to make adjustments in order to achieve objectives, managers can offer supports in a timely manner. That even enhances the relatedness. A trustworthy relationship will be established and effective countermeasures will be implemented smoothly, leading to better performance.
They know the importance of democratic and coaching styles, however, managers tend to show too often authoritative and pace-setting managerial styles under the pressure of day to day management. Managers can lead and coach their subordinates in a more participative way by conducting monthly reviews.
