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If we hold to the concept that objectives are direction givers, then we must define and analyze them until each word used in stating them helps make them clear and definite. Generalities may create some initial interest, but only specific statements challenge thinking and facilitate planning and action on the part of a group and its members.

Several standards may be used to judge the usefulness of objectives. An organization might judge their objectives by the following questions:

1. Are objectives stated in terms which identify the people or group concerned, the kind of behavior or behavior changes expected of the people involved, and the content or area of life in which this behavior is to operate?
2. Are objectives dynamic – likely to promote action on the part of the group?
3. Are objectives compatible with the general aims of the group or organization?
4. Are objectives achievable considering the level of maturity of the group or organization and permitted by the resources available to the group?
5. Are objectives developmental – will they lead the group to constantly higher levels of achievement?
6. Are objectives varied enough to meet the needs of individuals within the group?
7. Are objectives limited enough in number to avoid undue diffusion of effort within the organization?
8. Can objectives be evaluated – can evidence of actual progress be secured?
9. Were objectives cooperatively determined – was the group as a whole involved in the determination and acceptance of them?