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summary and importance of goal setting
summary and importance of goal setting
summary and importance of goal setting
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The Goal Setting Theory 1-According to the work nature and my interviews with the employee I think that "The goal setting Theory" applies on more than one level of the organization. Let us take the foremen for example. Goal attributes which related to a higher level of performance are present. A specific goal is assigned to the foremen. He has to fully understand the required job and this is not a problem because the goal is well communicated to the foremen. After a job is required Sean assign to the foreman to the job and explain his responsibilities and he will visit each job and make sure that the foreman is completing the work properly. Armando as well is responsible for explaining to the foreman what the required job is in quantitative measures and making sure that this goal is appropriate to the job objectives which contribute to the attainment of the organization's objective(Goal specificity). It is not easy for the foreman to construct and monitor the workers to make sure that the job is completed in a proper manner. This requires to make sure that the workers are taking the appropriate safety precautions, the machines are in good working order and the necessary job tools are available to the workers, but this is perceived within the control of the foreman (Goal difficulty). The effectiveness of those attributes in increasing the foreman motivation is moderated by two factors, "good acceptance" and "goal commitment". For a goal to be accepted and to be owned, it has to be reachable, beneficial and the resources have to be available. As mentioned before the goal is perceived reachable. Foreman have the experience in the field and they have the ability to put in the required effort. They find the goal beneficial because... ... middle of paper ... ...he ways these conflicts are taken care of at the worker level Sean always visit the site to resolve any conflict that may arise and he has an open door policy, no matter the status of the employee and no matter the degree of the conflict the employee can always meet Sean and tell him about the problem even if he/she has already discussed it with his/her foreman or manager. Also Armando is Always there to deal with all the problems with all kinds and if the problem is really complicated he will talk it over with Steven. About Sean and Steven they try that each one of them take responsibilities of a different site not the same one at the time and they try to discuss the job together first before one of them decide to take it. And with Kari and Christine, Steven tries to clearly define the responsibilities of each one of them and the boundaries between the two jobs.
...-goal theory focuses on the personal characteristics of the follower in addition to factors in the environment that are outside the control of the follower. Environmental factors determine the type of leader behavior required and personal characteristics of the follower determine how the environment and leader behavior are interpreted. Both theories acknowledge the importance of followers and effectively compensating for their ability and motivational limitations. There is never just one way to succeed as an effective leader. It is a continual process of assessing and reevaluating the team and environment while adjusting the leadership style and behavior to maximize the performance and satisfaction of the team.
However, in the real world, (real work environment) there are no two contrasting categories of employees who extremely fit theory X or theory Y and McGregor theory X and Theory Y has no empirical data that validated the theory. Moreover, since each human being is unique, which make us have our individual differences; there are numerous factors that can motivate employees. Using one or two factors as instruments of motivation may turn off some segment of employees. For example, Theory Y style managers’ may likely focus on measures of productivity rather than measures of employee well-being; or in other words, engage in an inducing form of management rather than employees' concerns, thereby patronizing only idea of inducing increased productivity from employees; and also, theory X managers may end-up being autocratic
In March, my PSYC class was presented with a challenge - to identify a personal improvement goal and to address this issue using an Immunity to Change map. My lengthy list of personal struggles was quickly narrowed down to one item with focused reflection. My improvement goal was to engage in productive thoughts and behaviors that would provide better time management practices. I was initially looking to improve my behaviors at home so that it would translate into success in all areas of my life including my career. With thoughtful observation and consideration, the Immunity to Change (ITC) map provided a developmentally raw process that continues to help me focus on my improvement goal today. Although I am still working on this goal, this process created more opportunities to make significant development changes above and beyond my initial intentions.
Using my social care work placement (Sense Scotland) as a reference, I have compiled a report which fully covers effective team working in care settings. The report consists of a three-part structure, which documents: the factors which contribute to good team working, the importance of interpersonal skills, and the contribution of performance review and goal-setting to the success of any organisation.
...used and accomplish many tasks. However, the goal setting process should involve both Alex and James. By both individuals being involved in the process, it allows Alex to understand what James’ vision is and it allows her the chance to help him achieve his specific goals. Also, Alex should encourage James to write down his goals and review them on a daily basis, so he can be reminded of his job at hand and the steps he can take to achieve his goals and stay focused. A good coach would help the employee find ways to achieve his/ her goals and provide feedback in what aspects could be changed to increase performance to reach or exceed his/ her goals. Therefore, it is very beneficial for Alex and James to set his goals together and then Alex works towards helping him achieve these specific goals in an effort for James to feel a sense of accomplishment and satisfaction.
Goals become dreams without action and that is what a manager is trying to achieve. In the path-goal theory, a leader’s behavior is based on what is best for employees and the work environment in order to achieve a certain goal, employee satisfaction and performance, and motivate employees. The path-goal theory was created by Robert J. House in 1971 and was influenced by the expectancy theory of motivation that was created in 1964 by Victor Vroom. In retail, motivation
The set goals should also be those that are favourable to the workers, as well as the management team as a whole. This is to ensure that they can be met easily without much difficulties involved.
How are the principles of goal setting applied in this case? Working harder is always encouraged and demanded in most companies but it comes with consequences. If the company pushes its employees too hard, it could cause stress related issues with their employees, which might lead to layoffs and/or more personal days taken due to physical or mental issues that were cause by stress. Although it may be a desirable goal by companies, Health Information Services Departments decided that “working smarter” would be a better alternative because it doesn't force any of their workers to achieve a goal that may put pressure on them. In order to help their workers “work smarter” the Health Information Services Departments are constantly redesigning and
Mr. McGregor theorizes that management views an employee’s motivation toward work in two distinct ways—Theory X and Theory Y. Theory X managers believe the following: (1) The average worker naturally does not like work and will avoid it whenever possible. (2) Managers must always control, motivate, and direct their employees to perform well. (3) Most workers prefer being directed, avoid responsibility, and seek job security. On the other hand, Theory Y managers assume the following: (1) Employees enjoy working. (2) Managers do not need to control and punish workers to accomplish organizational goals. (3) Workers will be committed to an organization if their work is satisfying. (4) Managers should “…arrange organizational conditions and methods of operation so that people can achieve their own goals best by directing their own efforts toward organizational objectives'; (Kolb, et al., 1995, p. 62).
I was watching a TV commercial in 1974 of a US Navy Destroyer cutting through the water. The caption for that commercial was "Navy. It's not just a job it's an Adventure" That caught my attention and I realized that I had no job and no future at this point in my life. I had no dreams, no ambitions, no goals and that commercial was about to change all of that. That was the start of me setting my life changing goals. Goal setting is a powerful exercise. When you write down your plans, they have a way of becoming a reality.
Setting goals and priorities are an important part of any successful plan. By setting goals you are making a statement about what you wish to accomplish. Goals provide you with focus and motivation. You are more likely to get things done when you set goals for yourself. Priorities are the key to helping you to meet those goals. Priories help you to determine what tasks need to be done and when. Setting priorities keeps you on track and on time.
According to her, conflict and changes can be managed with flexible mindset. She encourages to have periodic one on one meeting with the employees. Also, she stresses on frequent communication sessions/webcast with the leadership team to avoid any last minute surprises. There is also an employee grievance program where employee can report their woes anonymously or to any senior management which promotes transparency between the employee and employer.
The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.
Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviours. Motivation is what causes us to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge. Goal Setting is where we set specific targets aims that we wish to achieve, they need to be S.M.A.R.T or else they become dreams rather than believable goals. .
A person needs to achieve certain goals in one's life before you can call them successful. Success is to achieve goals, you have set. I have set certain goals I would like to achieve in my lifetime. Some of these goals are personal while others are professional. My professional goals in life are to find a good job that makes me happy, get a good education, find a job that makes enough money for me to support my family, and help people. Goals it is very important for me to receive a good education. Most job fields require a descent education. If I don't have an education I would not be able to function properly at the work place and I would not understand what to do. To maintain a good job that will make good money will require me to go thorough schooling or training and maybe even both. Education is the first and foremost way to become successful, because the job I will choose will need me go to school and maybe even beyond college. My happiness in what I do is also a goal for me I my life. There is no way someone can become successful if they are not happy with what they are doing. ...