Goal-setting quality: which of the following is NOT a generally desired characteristic of managerial objectives (think SMART principles and feasibility)?

Introduction / Context:
Effective objectives guide action and resource allocation. Widely used frameworks (such as SMART: Specific, Measurable, Achievable, Relevant, Time-bound) emphasize clarity and feasibility. This question asks you to spot the attribute that is not universally desirable when defining objectives.

Given Data / Assumptions:

• We consider attributes that improve execution and accountability.
• Objectives should be clear, evidence-based, and achievable.
• “Ambitious” can be good culturally but may conflict with achievability.

Concept / Approach:
Attributes like understandable, valid (aligned with strategy and evidence), and realistic are standard desiderata. While ambition can inspire, as a formal design criterion it can backfire if it undermines realism and achievability. Therefore, among the listed attributes, ambitious is the one not strictly desired in every case, especially for control and evaluation.

Step-by-Step Solution:

Verification / Alternative check:
Performance management literature stresses clarity and feasibility; stretch goals are situational and require safeguards to avoid perverse incentives.

Why Other Options Are Wrong:
Understandable, valid, and realistic directly support planning, measurement, and accountability; they are generally required qualities of well-formed objectives.

Common Pitfalls:
Confusing motivational slogans with formal objective design; setting stretch goals without resources or risk controls.

Final Answer:
ambitious