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    Goal Settingggggs

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    Edwin Locke's goal setting theory from the 1960s proposes that employees are motivated by clear, specific goals and feedback on their progress. The theory states that working towards goals provides motivation to reach them, improving performance. Goal setting theory is considered one of the most valid and useful motivation theories. It identifies five principles for effective goal setting: clarity, challenge, commitment, feedback, and accounting for task complexity.

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    Goal Settingggggs

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    38 views10 pages
    Edwin Locke's goal setting theory from the 1960s proposes that employees are motivated by clear, specific goals and feedback on their progress. The theory states that working towards goals provides motivation to reach them, improving performance. Goal setting theory is considered one of the most valid and useful motivation theories. It identifies five principles for effective goal setting: clarity, challenge, commitment, feedback, and accounting for task complexity.

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    Edwin Locke's goal setting theory from the 1960s proposes that employees are motivated by clear, specific goals and feedback on their progress. The theory states that working towards goals provides motivation to reach them, improving performance. Goal setting theory is considered one of the most valid and useful motivation theories. It identifies five principles for effective goal setting: clarity, challenge, commitment, feedback, and accounting for task complexity.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    38 views10 pages

    Goal Settingggggs

    Uploaded by

    unattractiveyou
    Edwin Locke's goal setting theory from the 1960s proposes that employees are motivated by clear, specific goals and feedback on their progress. The theory states that working towards goals provides motivation to reach them, improving performance. Goal setting theory is considered one of the most valid and useful motivation theories. It identifies five principles for effective goal setting: clarity, challenge, commitment, feedback, and accounting for task complexity.

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    Setting Theory

    ARNEL G. PEREZ, MS
    LOCKE’S GOAL SETTING THEORY (EDWIN LOCKE, 1960)
     Dr. Edwin Locke's pioneering research on goal setting and motivation in
    the late 1960s.
     In his 1968 article "Toward a Theory of Task Motivation and Incentives," he
    stated that employees were motivated by clear goals and appropriate
    feedback.
     Locke mentioned that working toward a goal provided a major source of
    motivation to actually reach the goal which, in turn, improved performance.
     Goal setting theory is generally accepted as among the most valid and
    useful motivation theories in industrial and organizational psychology,
    human resource management, and organizational behavior
    Source: www.mindtools.com/pages/article/newHTE_87.htm
    SMART Goals
    Specific Measurable Attainable Relevant Time-bound

    Source: www.mindtools.com/pages/article/newHTE_87.htm
    5 PRINCIPLES OF GOAL SETTING (EDWIN LOCKE, 1960)

    Clarity

    Challenge

    Commitment
    Feedback
    Task Complexity
    Source: www.mindtools.com/pages/article/newHTE_87.htm
    Clear goals are
    Clarity measurable and
    unambiguous

     When a goal is clear and specific, with a definite time set for
    completion, there is less misunderstanding about what behaviors will
    be rewarded

    Source: www.mindtools.com/pages/article/newHTE_87.htm
    One of the most important characteristics of goals is the level of
    challenge. People are often motivated by achievement, and they'll judge
    Challenge a goal based on the significance of the anticipated accomplishment.
    When you know that what you do will be well received, there's a natural
    motivation to do a good job.

     Rewards typically increase for more difficult goals. If you believe you'll be well compensated or
    otherwise rewarded for achieving a challenging goal, that will boost your enthusiasm and your
    drive to get it done.
     When setting goals, make each goal a challenge. If an assignment is easy and not viewed as
    very important and if you or your employee doesn't expect the accomplishment to be significant;
    then the effort may not be impressive
    Source: www.mindtools.com/pages/article/newHTE_87.htm
     Goals must be understood and agreed upon if
    they are to be effective. Employees are more
    likely to "buy into" a goal if they feel they were
    part of creating that goal.
    Commitment  The notion of participative management rests
    on this idea of involving employees in setting
    goals and making decisions.
     Instead of Attainable and Relevant, it must be
    Agreed and Realistic. Agreed goals lead to
    commitment.
    Source: www.mindtools.com/pages/article/newHTE_87.htm
     An effective goal program must also include
    FEEDBACK.
     Feedback provides opportunities to clarify
    expectations, adjust goal difficulty, and gain
    recognition.
     It's important to provide benchmark
    Feedback opportunities or targets, so individuals can
    determine for themselves how they're
    doing.
     Taking the time to sit down and discuss goal
    performance is a necessary factor in long-term
    performance improvement
     Regular progress reports

    Source: www.mindtools.com/pages/article/newHTE_87.htm
     The last factor in goal setting theory introduces two more requirements for
    success. For goals or assignments that are highly complex, take special
    care to ensure that the work doesn't become too overwhelming.
     People who work in complicated and demanding roles probably have a
    high level of motivation already. However, they can often push themselves
    too hard if measures aren't built into the goal expectations to account for

    Task
    the complexity of the task. It's therefore important to do the following:
     Give the person sufficient time to meet the goal or improve
    Complexity performance.
     Provide enough time for the person to practice or learn what is
    expected and required for success.
     The whole point of goal setting is to facilitate success. Therefore, you want
    to make sure that the conditions surrounding the goals don't frustrate or
    inhibit people from accomplishing their objectives. This reinforces the
    "Attainable" part of SMART.

    Source: www.mindtools.com/pages/article/newHTE_87.htm
    “The goal of life is to know thyself and
    to improve our souls through virtuous
    living” (Socrates)

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