These articles consisted of experiments which included a 2X2 table that separated the four different sub-groups of goals (Yperen et al., 2014). Those goals were separated into different sub-groups which were mastery versus performance and approach versus avoidance (Yperen et al., 2014). Yperen narrowed it down to 98 different papers that focused solely on non-self report measure of performance in order to eliminate the possibilities of same source biases (Yperen et al., 2014). Non-self report measures were used because the validity of performance evaluation could become flawed if someone were to have rated themselves on their own performance. This could be due to self serving bias and self enhancement. They studied the different impact each type of goal would have on a person’s achievement in the work, sport, or education domain.
Yperen considered different modera...
... middle of paper ...
...idn 't have to put in one hundred percent effort.
These aspects can also range from the culture, age, and gender of the participants. Culture can play a big factor in goal setting due to the major differences between interdependent and independent cultures. Age can impact goal setting due to a level of maturity in relation to human development. A twenty-one year old may set a goal to get into graduate school while a two year old may set a goal to cry until they receive a lollipop. Gender can also cause a difference in the type of goal setting. Women may set different kinds of academic goals than men do due to stereotype threat. As stated earlier, the evidence that the researchers presented in their research is a good starting point, but it needs more work on specific groups to better understand the impact of different kinds of goals and their relation to success.
Need Writing Help?
Get feedback on grammar, clarity, concision and logic instantly.Check your paper »
- Introduction Human Resource is one of the most vital resources for any multinational organization to support its vertical function. Function is facing several challenges to achieve the high organizational performance by intervening Cross culture. I must explain about what is the Cross Culture. Culture is a large idea and reality its influences make clear about our Individuals, families, communities, professions, industries, organizations and people. Culture is reflected in our language, communication styles, history, religion, Values, notions, ideas and ways of being (Bodley, 1999).... [tags: multination, culture, performances]
2298 words (6.6 pages)
- My sophomore football season I was thrust into the varsity quarterback spot due to my teammate’s injury. I had to learn how to be a leader. I showed to my teammates my desire to win and my reliability earning myself the most improved player award voted by the team. By my senior season I earned team captain. I also lead my team to a league title and was voted Offensive Most Valuable Player by my teammates and by league coaches due to my ability to bring my teammates together. I have always had an interest in movies and acting.... [tags: goals, biography,]
500 words (1.4 pages)
- One of the least favorite job functions a supervisor must take on is performance appraisals of their subordinates. This task usually involves the employee completing a self-evaluation and the supervisor completing an evaluation of the employee. Then, both people meet to discuss the overall results. A performance appraisal is the evaluation of an employee’s performance and provides opportunity to correct deficiencies by establishing performance standards for the employee. Typically, this can require the employee to receive training, feedback, and possibly incentives which establishes positive reinforcement.... [tags: Performance appraisal, Management, Need]
1055 words (3 pages)
- Following your request, I have reviewed our current performance appraisal system, and I would like to share the results. Three main points that I would like to highlight concerning our performance appraisal system are the pros and cons of the system, several recommendations to improve the system, and a thought of making it less subjective. Performance appraisal in most organizations is perceived as a critical human resource management function. It is believed that a well-designed and implemented performance appraisal system can offer the employee, the supervisor, and the organization several benefits, such as providing supervisors a useful communication instrument for the employee goal setti... [tags: Human resource management, Performance appraisal]
1307 words (3.7 pages)
- As a leader it is important to have a vision and a goal, but it is even more crucial to have followers who trust in your vision and goals. Trust is developed by displaying positive energy and attitude. Having a goal and a vision helps an organization move into the future. Without a goal or a vision an organization is going nowhere. It is bound to fail. The six steps of goal setting are vision, goals, objective, tasks, timeliness, and follow-up. Creating a mental picture of how the organization will look like in the future is the vision.... [tags: achieving goals and success]
574 words (1.6 pages)
- Goals of Executive Coaching The principle of coaching is to provide the tools and practices which alter the client’s structure of interpretation (Flaherty, 2011). As a matter of convention, the traditional coaching relationship is generally focused on the achievement of specific executive related goals. The coaching process will normally address the individual behavior that causes managerial or personal conflict and attempt to modify that behavior. Today, one of the key roles of a leader is to help their subordinates modify their behavior to improve their productivity, contribute more to the growth of the company, and to become a peak performer within the organization (Kilburg, 1996).... [tags: coaching outcomes, goals, sessions]
1006 words (2.9 pages)
- All organizations exist to achieve specified objectives and goals. To achieve those goals they need different resources; human capital resources are the most important. It would not help to have enough financial and material resources without the right human capital resources. It is also not enough to have human capital just for the sake of it, human capital (employee) should be committed and willing to perform their duties and achieve the organizational goals. It is in this light that the management should seek to understand the effects of rewards on the employees’ performance.... [tags: Performance Management, Organization]
2813 words (8 pages)
- Carlos is 12 years old Hispanic American in grade 7th. He is fine-looking, polite, admired, and hardworking. His Math is good and he has good skills in auditory processing. Unfortunately, local committee and special education has classified him as Learning Disabled. Learning Disability encompasses numerous types of learning problems. Following are 3 main Learning Disabilities he carries. <ol> <li value="1"> Reading <li value="2"> Writing <li value="3"> Precision or awareness <li value="1"> Reading: </ol> Most ordinary characteristics of student with Learning Disability is Reading.... [tags: special education, special needs, disabled]
590 words (1.7 pages)
- Introduction: Using the job description as a base, develop performance standards for this particular position. Specifically you are to create the following: 1. A list of 5-10 performance standards 2. The type of performance assessment technique(s) you will employ and why 3. The controls you have employed to eliminate or reduce errors or bias in assessment 4. Who will perform the assessment and why 5. How the organization should use the assessment results I chose to use the previous job description from unit one and two which was a human resource manager.... [tags: Job Description Performance Management]
1764 words (5 pages)
- Brief Overview of Performance Appraisal Performance Appraisal can be referred to as a method of evaluating your employees. Using this method, the performance of an employee is evaluated in terms of the quality, quantity, cost and time. Performance appraisal can be regarded as a part of career development. According to the modern approach of performance appraisal, it can be regarded as a formal interaction between a superior and a subordinate, usually taking place periodically, during which the performance of the subordinate is discussed with the aim of identifying the strengths and weaknesses of the subordinate.... [tags: Employee Performance Evaluation Work]
1837 words (5.2 pages)