GOAL SETTING

By
Dr. K.V.S.Raju
Dean Training

GOKARAJU RANGARAJU
Institute of Engineering and Technology
(Autonomous)
 GOAL SETTING

Dr. K.V.S.Raju
Dean Training
GRIET
Dr. T. Jagannadha Swamy
Dean Career Guidance
GRIET
 INTRODUCTION
Goals &Goal setting involves the development of
an action plan designed to motivate and guide a
person or group toward a goal. Goal setting can
be guided by goal-setting criteria such as SMART
criteria. Goal setting is a major component of
p e r s o n a l - d e ve l o p m e n t a n d m a n a g e m e n t
literature. The theory states that the simplest
most direct motivational explanation of why some
people perform better than others is because they
have different performance goals.

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Goal
A goal is an idea of the future or desired result
that a student or a group of students envisions,
plans and commits to achieve Students endeavor
to reach goals within a finite time by setting
deadlines.

A goal is roughly similar to a purpose or aim, the

anticipated result which guides reaction, or an
end, which is an object, either a physical object or
an abstract object, that has intrinsic value.

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 Goal Characters:
 Importance is determined by a goal's
attractiveness, intensity, relevance, priority, and
sign Importance can range from high to low.

 Difficulty is determined by general

estimates of probability of achieving the goal.
Specificity is determined if the goal is qualitative
and ranges from being vaguely to precisely
stated. Typically, a higher-level goal is more
vague than a lower level subgoal; for example,
wanting to have a successful career is more vague
than wanting to obtain a master's degree.
Temporal range is determined by the range from
proximal (immediate) to distal (delayed) and the
duration of the goal.

 Level of consciousness refers to a person's

cognitive awareness of a goal. Awareness is
typically greater for proximal goals than distal
goals

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 Complexity of a goal is determined by how
many subgoals are necessary to achieve the goal
and how one goal connects to another. For
example, graduating college could be considered
a complex goal because it has many subgoals,
such as making good grades, and is connected to
other goals, such as gaining meaningful
employment.

The essence of fourfold the theory for

Goal Setting:

First, difficult specific goals lead to significantly

higher performance than easy goals, no goals, or
even the setting of an abstract goal such as urging
people to do their best.
Second, holding ability constant, as this is a
theory of motivation, and given that there is goal
commitment, the higher the goal the higher the
performance.

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Third, variables such as praise, feedback, or the
involvement of people in decision-making only
influences behavior to the extent that it leads to
the setting of and commitment to a specific
difficult goal.

Fourth, goal-setting, in addition to affecting the

three mechanisms of motivation, namely, choice,
effort, and persistence, can also have a cognitive
benefit. It can influence choice, effort, and
persistence to discover ways to attain the goal.

WHY IS GOAL SETTING IMPORTANT?

Goals help describe success. People tend to

maintain expectations, not surpass them. Thus,
expectations or goals should be challenging, yet
within a person's or group's grasp. Goals create
common tasks and processes for a group or
individuals. By having them, a group knows what
it has to do and can work together on the goals.
Goal setting takes time. Initially the members
must be introduced to the process, develop
necessary skills, implement procedures and
record evaluations. Organizational goal setting
can be difficult when trying to set goals that all
members agree with and will actively pursue.

Goal setting can

 Serve as clear and specific delegations of
responsibilities.
 Offer more diversity of services and programs
by updating and improving old programs and
developing new ones.
 Identify both individual and organizational
strengths and weaknesses.
 Allow clarification and/or development of an
organization's mission or philosophy.
 Focus your efforts in a consistent direction.
 Increase success because success can be
defined as the achievement of a goal.
 Serve as self-motivators and energizers.
 Goals Must Be Balanced
Goal Setting is based on the following important
factors also

 Family values and ambitions

 Financial background
 Physical strength
 Mental. Represents knowledge and wisdom
 Social Responsibility
 Spiritual values, ethics and character
 How does one develop effective goals?
Think about the future. If you are developing
group goals, try to think of at least two ways to
describe the future through the group’s or
m e m b e r ’s t a s k s o r p u r p o s e s . U s e yo u r
organization’s purposes statement. A purpose
defines what the goals need to be and then these
goals can be adjusted each year. Use the
suggestions. By being open to feedback, one can
get new ideas for goals.
The extent that individuals and groups perceive
their own goals as being satisfied by the
accomplishment of organizational goals is the
degree of integration of goals.

Process for brainstorming goals:

 Allow ideas to start goals.

 Members should begin to talk about what
they would like the group to accomplish.
 Let every member take part in the
brainstorming. This is important for morale
and cohesion. Also, members are more likely
to support what they help create.
 Unrealistic goals should not be weeded out
until later.
 When finalizing the goals, make sure that
they are measurable.
Prioritize goals: Place goals in order of
importance. This can be difficult because each
member has individual ideas of what is important
for the group. Break into small groups to prioritize
goals concerning different segments of the
organization. Have members rank the goals on
their own and then share their ideas with the
group to reach consensus. After goal setting,
develop plans to achieve the goals so they are
more than nice words.

Types of Goals: Short-Term Goals Long-Term

Goals focus on performance focus on potential
require immediate action are reachable by small
steps accomplish tasks and complete projects
build and develop individuals and organizations.

Develop an action plan: If you have more than

one objective, start with the one that the group
considers the most important or complex.
Develop a detailed plan for fulfilling the objective
by the target date.
 Identify what information not already
available is needed to meet that objective.
 Identify the steps needed to accomplish the
goal.
 Put the steps in the order they need to be
done.
 Determine what individuals or groups in the
organization will be involved in the
implementation of the plan. Then decide who
will be responsible for what phases of the
action plan.
 Set a deadline for each step.
 Evaluate the goals or the people doing them
periodically to check their progress and make
sure members are working to achieve them.
 Conduct an evaluation of the goals by the end
of the year. By setting goals, developing
action plans, working to fulfill them, and
evaluating the process, you and your
organization will be more likely to succeed in
your tasks.
Setting goals can affect outcomes in four
ways:

Choice: Goals may narrow someone's attention

and direct their efforts toward goal-relevant
activities and from ward goal-irrelevant actions.

Effort: Goals may make someone more effortful.

For example, if someone usually produces 4
widgets per hour but wants to produce 6 widgets
per hour, then they may work harder to produce
more widgets than without that goal.

Persistence: Goals may make someone more

willing to work through setbacks.

Cognition: Goals may cause someone to develop

and change their behavior.

Goal Commitment:
People perform better when they are committed
to achieving certain goals.
 The importance of the expected outcomes of
goal attainment,

 Self-efficacy: one's belief that they are able

to achieve the goals,

 Commitment to others: promises or

engagements to others can strongly improve
commitment.

 Expanding the three from above, the level of

commitment is influenced by external
factors. Such as the person assigning the
goal, setting the standard for the person to
achieve/perform. This influences the level of
commitment by how compliant the individual
is with the one assigning the goal.
 Internal factors can derive from their
participation level in the work to achieve the goal.
What they expect from themselves can either
flourish their success, or destroy it.

Set SMART Goals You have probably

heard of SMART goals
already. But do you
always apply the rule?
The simple fact is that
for goals to be
powerful, they should
be designed to be
SMART.
 Set Specific Goals
Your goal must be clear and well defined. Vague or
generalized goals are unhelpful because they
don't provide sufficient direction. Remember, you
need goals to show you the way. Make it as easy
as you can to get where you want to go by
defining precisely where you want to end up.

Set Measurable Goals

Include precise amounts, dates, and so on in your
goals so you can measure your degree of success.
Without a way to measure your success you miss
out on the celebration that comes with knowing
you have actually achieved something.
 Set Attainable Goals
Make sure that it's possible to achieve the goals
you set. If you set a goal that you have no hope of
achieving, you will only demoralize yourself and
erode your confidence. However, resist the urge
to set goals that are too easy.

Set Relevant Goals

Goals should be relevant to the direction you want
your life and career to take. By keeping goals
aligned with this, you'll develop the focus you
need to get ahead and do what you want. Set
widely scattered and inconsistent goals, and
you'll fritter your time – and your life – away.

Set Time-Bound Goals

Your goals must have a deadline. Again, this

means that you know when you can celebrate
success. When you are working on a deadline,
your sense of urgency increases andachievement
will come that much quicker.

Set Goals in Writing

The physical act of writing down a goal makes it

real and tangible. You have no excuse for
forgetting about it. As you write, use the word
"will" instead of "would like to" or "might." The
first goal statement has power and you can "see"
yourself reducing expenses, the second lacks
passion and gives you an excuse if you get
sidetracked.

Make an Action Plan

This step is often missed in the process of goal

setting. You get so focused on the outcome that
you forget to plan all of the steps that are needed
along the way. This is especially important if your
goal is big and demanding, or long-term.

Stick With It!

Remember, goal setting is an ongoing activity, not

just a means to an end. Build in reminders to keep
yourself on track, and make regular time-slots
available to review your goals. Your end
destination may remain quite similar over the
long term, but the action plan you set for yourself
along the way can change significantly.
 Conclusion:

In conclusion, goal setting is done in our everyday

life. The moment one choses to get out the bed
and face the world, goals have been met. Goal
setting has become important in day to day
functions. Goal setting helps someone get from
where they are to where they want to be.
 Gokaraju Rangaraju
Institute of Engineering and Technology
(Autonomous)
Bachupally, Kukatpally, Hyderabad - 500 090, INDIA
Ph : 072077 14441 www.griet.ac.in