What is highlighted as a criticism of Management by Objective?

Management by Objectives (MBO) emphasizes setting clear, measurable goals with the intent of improving organizational performance. However, one criticism of this approach is its potential failure to define objectives comprehensively, leading to incomplete or unclear targets for personnel. When objectives are not fully explained or detailed, it can result in misunderstandings or misalignments regarding what is expected from team members. This can hinder not only individual performance but also the overall effectiveness of the management strategy, as employees may not grasp the complete context or significance of their contributions.

The other options present valid criticisms of MBO, but they focus on different aspects. For instance, overly simplistic measures may not capture the complexity of objectives and can lead to a lack of nuance in performance assessments. Lack of personnel involvement highlights the potential disconnect between management and employees, which can also affect buy-in and morale. Lastly, excessively vague goals can lead to a lack of clear direction, making it challenging to gauge success. While these are important points, the nuanced issue of incomplete objectives directly impacts clarity and performance, making it a critical area of concern within the MBO framework.