OKR (acronym for Objectives and Key Results) is evolved from MBO, taking the best practices out of it and adding a few on its own. Management By Objectives (MBO) was introduced by Peter Drucker in 1954 while OKR was introduced by Andy Grove in the 1970s. In essence both, MBO & OKR are Goal setting frameworks. Their basic principle is to evaluate and enhance performance of employees over a period of time. However, they differ in many ways like the manner in which they measure performance, frequency or their end purpose.

5. How to effectively
increase Employee
Accountability
Nowadays companies use various management
philosophies like MBOs or OKRs to execute their
strategies. While this does bring along a sense of
clarity & purpose to all the employees, is this sufficient
to ensure success in the long run?
As it turns out, Employee Accountability is as important
if not more.
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8. While MBOs have been
around for a long time and
more popular, OKRs are
widely being adopted to suit
the changing environment.
The management needs to
determine which philosophy is
more suited to their
organisation.
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