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Chapter 13 - Goal Setting

This document summarizes three theories of success: self-efficacy theory introduced by Albert Bandura, mindset theory introduced by Carol Dweck, and goal setting theory introduced by Edwin Locke. Self-efficacy theory discusses how people's beliefs in their ability to achieve goals affects their behavior. Mindset theory examines how people's beliefs that their abilities are fixed or can grow through effort impacts achievement. Goal setting theory outlines how specific, difficult goals along with feedback and commitment improve performance. The document provides details on key aspects of each theory to help people understand and apply strategies for success.
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0% found this document useful (0 votes)
161 views43 pages

Chapter 13 - Goal Setting

This document summarizes three theories of success: self-efficacy theory introduced by Albert Bandura, mindset theory introduced by Carol Dweck, and goal setting theory introduced by Edwin Locke. Self-efficacy theory discusses how people's beliefs in their ability to achieve goals affects their behavior. Mindset theory examines how people's beliefs that their abilities are fixed or can grow through effort impacts achievement. Goal setting theory outlines how specific, difficult goals along with feedback and commitment improve performance. The document provides details on key aspects of each theory to help people understand and apply strategies for success.
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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etting Goals for Success

OUR LADY OF FATIMA UNIVERSITY


Welcome
to
Exhibit
of
Success
Epitome of Success
SELF-EFFICACY THEORY MINDSET THEORY GOAL SETTING THEORY
Self –
Self –
Efficacy Efficacy
was Theory
introduced
by Albert
Bandura
Self efficacy is commonly
defined as the belief in
one’s capabilities to
achieve a goal or an
outcome . It is the ability
to influence events that
affect one’s life and
control the way these
events are experienced
(Bandura, 1994).
Weibell (2011) identified acts of people with “high
assurance in their capabilities”, such as:

1. approach 2. set 3. heighten


challenging or sustain
difficult tasks
goals and effort in the
as challenges maintain strong face of
to be commitment to failures or
mastered; them; setbacks;
Weibell (2011) identified acts of people with “high
assurance in their capabilities”, such as:

4. attribute to 5. approach
insufficient effort threatening
or deficient situations with
knowledge and assurance that
skills which are they can control
acquirable; and over them.
In contrast, people “who doubt their
capabilities”;

2. have low 3. dwell on personal


1. shy away deficiencies,
aspiration and
from tasks they weak
obstacles, they will
encounter, and all
view as personal commitment to kinds of adverse
outcomes, rather
threats; goals they choose concentrating on
to pursue; how to perform
successfully;
In contrast, people “who doubt their
capabilities”;

5. are slow to 6. fall easy


4. slacken recover their victim to
their efforts sense of efficacy stress and
following failures
and give up or setbacks; and
depression.
quickly;
SELF-EFFICACY THEORY MINDSET THEORY GOAL SETTING THEORY
Mindset
Minset
theory Theory
was
introduced
by Carol
Dweck
She is one of the world's leading
researchers in the field of motivation
and is the Lewis and Virginia Eaton
Professor of Psychology at Stanford
University. Her research has focused
on why people succeed and how to
foster success.
SELF-EFFICACY THEORY MINDSET THEORY GOAL SETTING THEORY
Goal
Setting Goal
Setting
theory Theory
was
introduced
by Edwin
Locke
He is an internationally known
scholar in the behavioral sciences,
has applied his extensive knowledge
of philosophy, psychology, and
business history to explain what
makes great wealth creation
possible.
Goal Setting Theory
It is a relationship between how difficult and
specific a goal was and people's performance of
a task.
14 Research Findings
A research was made by Locke
(2017) under the article
“Motivation Through Conscious Goal
Setting”.
1. The more
the difficult
the goal, the
greater the
achievement.
2. The more specific the
goal, the more precisely
performance is regulated.
3. Goal that are both specific and
difficult lead to the highest
performance.
4. Commitment to goals is
most critical when goals
are specific and difficult.
5. High
commitment to
goals is attained
when the person
is convinced on
the following
factors.
6. People with high self-efficacy are more likely to set
high goals or to accept difficult, assigned goals , to
commit themselves to difficult goals, to respond with
renewed efforts to setbacks, and to discover successful
task strategies.
7. Goal Setting
is most
effective when
there is
feedback that
shows progress
in relation the
goal.
8. Goal setting
mediates the
effect of
knowledge of
past
performance on
subsequent
performance.
9. Goals affect performance
by affecting the direction of
action, the degree of effort
exerted, and the persistence
of action over time.
10. Goals stimulate planning in general.
11. When people strive for
goals on complex tasks, they
are least effective in
discovering suitable task
strategies.
12 Goals , in
combination with self-
efficacy, mediate or
partially mediate the
effects of several
personality traits and
incentives on
performance.
13. Goal setting and
goal oriented
mechanisms can be
trained and/or adopted
in the absence of
training for the purpose
of self-regulation.
14. Goals serve as
standards of self-
satisfaction, with harder
goals demanding higher
accomplishment in order to
attain self- satisfaction than
easy goals.
Importance of Goal –Setting
You cannot hit the target you cannot see

1. It helps you to 2. Give


prioritize your task
and maintain your
direction and
work and purpose of
assignments. your work.

3. It helps you 4. It helps you


to motivate in making
yourselves. decision.
Thank
you
For
coming

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