Level of Goals:

We have already discussed the various definitions and the viewpoints of the various authors and researchers on the goals in the business organizations. It is primarily the overall long term direction of the organizations to achieve the desired outcomes by combining the strategies, formulating objectives and plans. The goals on the basis of its functioning and achieving the desired outcomes have been categorized over different levels. Generally, these levels have been grouped into four classes, however, the studies are indifferent on these levels, and some of the authors are of the opinion that these levels may be categorized into three levels where some have grouped it into more than five. We, in order to comprehend the concepts with the application of various theories, classified it into four major groups 1) the top-level management, 2) senior-level management, 3) middle management and the 4) line management.
The research studies have established that the mission statement is more concrete and directional in nature to identify the organizational reason of existence and direction of the operation of the core business (Desmidt and Prinzie, 2011; Simon et al., 2019). The overall goals of the organization are formulated keeping in view the stockholder’s ideology of what they are expecting, however, this is also pertinent to mention that the other stakeholders of the firm are also brought into deep consideration while designing these goals and translating them into the mission statement. The empirical study found that the well-defined mission statement lead by the quality management achieves the desired goals of the firm (Alegre, Berbegal-Mirabent and Guerrero, 2019). The senior-level management, on the other hand, is responsible for setting up
the strategic level goals aligned with the mission statement of the firm. The strategic level goals or plans are meant to be translated separately for each of the functional division of the firm with one unified but on the clear line of direction. The Middle-level management is mostly responsible for designing the strategies to coordinate between the line management and the senior/top-level management. Finally, the line management sets out the operational plans that translate the functioning the business firms into successful outcomes. If we look at the working domain of each type of management, it is pretty clear that the firms have their own goals linked with the overall goals of the firm.
The formulation and setting of the goals have been supported abundantly in the literature by the researchers and the practitioners both in academia and within from the industry. We have taken the Miles and Vergen Study as a basic ideology of knowledge and its three conditions identified to bests satisfy the goal setting.
Miles and Vergen study:
The goal-setting theories have been formulated in different settings by generalizing the different constructs. These constructs have different meanings and applications in different settings. As this is already established in the above literature that the goal setting is the key function that leadership and management at each of the levels have to perform to meet the expectations of the stockholders and the stakeholder's concerns. The Miles and Vergen landmark study represent the goal-setting theory by identifying the three best conditions for best and satisfying practice within the organization. The primary aim of the study to set the overall goals of the organization, whereas, the three conditions that best satisfy the goal-setting are 1) Goals, 2) Values and the 3) Improved performance. These three conditions identified as the best and satisfied constructs of goal setting are elaborated in detail as under:
Goals:
The term goals are the desired outcome of the leadership and management with a unified direction in the business organization. The top-level management consisting of the board of directors and key management professionals are responsible for setting these goals (Deschamps and Mattijs, 2017; Grant et al., 2017). The research studies have further argued that top-level management must be well aware of how to set the goals of the firms. In this regard, the ingredients of the SMART goal setting are quite important to be learned and applied.