Mindful Toys: Case Study

Many successful companies have changed from the regular representative evaluation cycle to the more ambitious exhibition; the board cycle attaches worker execution to hierarchical execution through its primary goal, vision, and qualities. Supervisory groups have found that when they don’t convey falling objectives from the chief suite to divisions, offices, and individual representatives, they encounter a misalignment with their general goals (Lamb et al., 2018). This misalignment brings about hazy goals at the division and worker level.

Management crews have taken in the significance of falling objectives to guarantee fruitful objective accomplishment and expanded worker commitment. It is not sufficient to direct the yearly key arranging meeting and offer these objectives using corporate interchanges or group gatherings. Associations must adjust and course objectives all through the organization to drive straightforwardness, oversee progress toward goals consistently, and assess generally technique with precise execution (Noe et al., 2020). These five stages guide the best way to course hierarchical objectives, adjust them to your exhibition the board cycle, and make an applicable representative improvement plan associated with the business system.

Primarily, to link individual employee performance to the company objectives, the company needs to develop corporate goals. Corporate objectives are created before starting the financial year at a methodology meeting by senior administration. The purposes characterize what the association needs to achieve in the coming monetary year (Noe et al., 2020). These general corporate objectives depend on the association’s necessary arrangement and are the guardrails that manage the association to accomplish its primary goal. For the most part, associations will restrict their general corporate objectives to somewhere in the range of three and five, allowing the group to look after core interest. Therefore, Mindful Toys set several specific goals such as increasing its revenue, employing new workers, producing innovative toys, and making them available for everyone.

When the association sets its high-level business objectives, it can start to course the goals to the particular specialty units, divisions, and offices. More powerful level chiefs are now in discussion with the middle and minor workers to create objectives and targets that will uphold the association’s general purposes and destinations. Senior pioneers of the particular specialty units or divisions would create necessities that are tied straightforwardly to each corporate goal (Noe et al., 2020). Mindful Toys delegated the tasks accordingly: the hiring managers are to recruit new employees, the financial department needs to create a plan to increase profits, and the producing department must develop new products. Now that objectives are built up at the corporate, specialty unit, and divisional level, administrators inside the offices can start to course these objectives to the gatherings, groups, and people under their watch.

Now, chiefs can educate their representatives regarding the general corporate objectives, and their specialty unit or division intends to help. To guarantee heads are driving extensive straightforwardness and to build responsibility and commitment, as they are educating representatives about the objectives, they ought to likewise be gathering contribution. They must inform how these objectives can be upheld as the day progressed to-day exercises the workers complete. Once Mindful Toys identified their goals, they chiefs must informs every single worker and give them motivation to work harder on new products. Requesting that the worker set up objectives they might want to achieve that line up with what the division is attempting to achieve is the best way to deal with the objective setting event (Lamb et al., 2018). To do this, an adequately representative presentation is attached to the accomplishment of the objectives. The exhibition parts are estimated in quantifiable terms to be most effective.

The executive’s cycle’s whole execution fills in as the establishment of the workers’ expert and self-improvement. Having an entire process furnishes representatives and the executives with the comprehension of potential ability holes. It gives a road to connecting improvement intends to fill explicit aptitude or execution holes. This helps the association with workforce arranging, just as worker commitment. Both of these can positively affect the association’s primary concerns.

The best way to link the compensation and evaluation of the new objectives of Mindful Toys is to appraise the job. The crucial point is that new employees might not be skilled enough to overbeat the current ones. However, Mindful Toys should not primarily rely upon longevity but upon the creativity of workers. Moreover, the compensation can be linked to the new objectives by implementing innovations and equipment, which will increase productivity. Mindful Toys may also create some recognition opportunities for its employees or involve salaries or commissions as a form of compensation.

First, they may introduce quantitative evaluation according to which the organization will watch the statistics of some employees’ measurements. They can track the worker’s performance and decide whether they need to hire new employees that think innovatively. Moreover, it may help to enter a new market when new personnel is recruited and their abilities grow. Second, the qualitative aspect should be considered because it can evaluate communication skills, teamwork, and some other visible areas of performance. This may be helpful in observing new workers’ performance. Third, Mindful Toys can resort to implementing a self-evaluation method that would help people assess their productivity throughout the day. All the ways seem compelling as they may create a solid ground for the company’s successful future.

To sum up, it seems reasonable to state that companies like Mindful Toys tend to expand each year; hence, they want to achieve new results. To accomplish the objectives, they need to link employee performance to the company’s goals and decide which aspects they need to alter. Mindful Toys can use productivity tracking methods to ensure the workers do their job correctly and improve their skills.


Lamb, C. W., Hair, J. F., & McDaniel, C. (2018). MKTG (11th ed.). Cengage.

Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2020). Fundamentals of human resource management. Kindle Edition.

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