MBO system has a number of the weakness and short comings:

1. Failure to teach the philosophy of MBO

It is the important that the management who would put MBO into practice must be understands and appreciate a good deal about it. They in turn, must explain to the subordinates what it is apprising of the performance and above all how participants can benefit.

2. Difficully of the introducing MBO

Introducing MBO into an the existing work forces might be problems laden older managers who for years might qualitative standard become fearful where the never, more precise standards are introduced.

3. Different of the selling goals

Truly verification goals are the different to the set. It takes much study and work to the establish verifiable objectives that are the formidable but attainable them to the develop many plans which tend only to lay out work to be done

4. The short Run Nature Of the goals

In most MBO programs managers set goals for the short term. Seldom for more than a year and often for a quarter or less. There is the clearly the danger of the emphasizing the short run, Perhaps at the expense of the longer run.

5. Dangers of inflexibility

Managers after hesitation to allow subordinates to change objectives. Al though goals may crease to be meaning full if they are change too often it is the some times foolish to the expect a manager to the strive for a goal that has been made absolute by the change premises modified policies etc

6. Overuse of the quantitative goals

In their desire to have verifiable goals, people may overuse quantization. Goals and attempt to the force the value of the number in area where the not applicable. A favorable company may be the state this in the quantitative terms.