| dc.identifier.citation | Kibe, R. K., Muthoni, N., & Omariba, A. (2025). Effect of Target Setting on Organizational Performance: A Focus of Murang’a County Government, Kenya. iBusiness, 17, 191-201. https://doi.org/10.4236/ib.2025.173012 | en_US |
| dc.description.abstract | In an era where public sector institutions worldwide are under increasing pressure
to demonstrate efficiency, transparency, and results, performance management
frameworks such as target setting have become essential tools for driving
organizational effectiveness. Target Setting refers to the process of establishing
specific, measurable, achievable, relevant, and time-bound (SMART)
goals and objectives within an organization. In this study, target setting is operationalized
as the clarity, alignment, and effectiveness of targets in motivating
employees and communication of targets within the Murang’a County Government.
Target setting, as a fundamental element of performance contracting, plays
a critical role in enhancing accountability and service delivery within government
systems. This study investigates the effect of target setting on organizational
performance, focusing on Murang’a County Government in Kenya. Organizational
Performance on the other hand refers to the effectiveness and efficiency
of an organization in achieving its goals and objectives. In this study,
organizational performance is operationalized as the extent to which the Murang’a
County Government achieves its strategic objectives, enhances productivity,
and allocates resources effectively. The rationale for the study stems from
the need to strengthen public service delivery in devolved units by examining
how structured goal-setting practices influence institutional outcomes. Employing
a mixed-methods research design, both quantitative and qualitative
data were collected from a purposive sample of 358 respondents drawn from
managerial, supervisory, and subordinate staff levels. The analysis revealed that
involving employees in the development of specific, measurable, achievable, relevant,
and time-bound (SMART) goals significantly boosts motivation, ownership,
and job performance. Moreover, the alignment of individual targets with
institutional objectives was found to enhance transparency and responsiveness
in service delivery. The study concluded that strategic and participatory target
setting is instrumental in driving improved organizational outcomes in devolved
government systems. The findings offer practical implications for public
sector performance management and policy formulation aimed at optimizing
human resource engagement and institutional efficiency. | en_US |
