Final answer:
Darren likely violated the criterion of manageability by assigning at least 25 goals to each employee. Manageability is part of the SMART framework for setting goals, which also includes being Specific, Measurable, Achievable, Relevant, and Time-bound. Too many goals can dilute focus and make it harder for employees to accomplish them effectively.
Step-by-step explanation:
When Darren set at least 25 goals for each of his employees, the process likely violates the criterion of manageability. The concept of manageability implies that goals should be realistic and feasible for the individual to achieve within a certain timeframe. Overwhelming an employee with too many goals can lead to a dilution of focus and decrease the likelihood of accomplishing any single goal effectively. To ensure the manageability of goals, they should be based on the SMART criteria, emphasizing goals to be Specific, Measurable, Achievable, Relevant, and Time-bound.
Specific goals provide a clear direction and detailed description of what is to be achieved. They are significant, pinpointing exactly what the employee is expected to accomplish. Measurable goals include quantifiable criteria, which helps in observing progress and knowing when the goal has been achieved. Achievability and relevance are about ensuring goals are realistic and support other objectives while being within reach given existing constraints and resources. Lastly, making goals time-bound ensures there is a sense of urgency and deadline for completion. By setting too many goals, Darren may inadvertently render them unmanageable, which could lead to underperformance and reduced motivation among his employees. To effectively meet business objectives, the goal-setting process should find a balance that aligns with an employee's capacity to manage and achieve the goals effectively.