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goal-setting theory

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Take-away #1

I like the process theory of motivation, specifically, goal-setting theory. The reason I love goal-setting theory is, all successful people are commonly goal-oriented. Therefore for one to be successful, you have to be goal-oriented. Setting specific goals lead to high performance. Some conditions that are necessary for setting up achievable goals. One, commitment to the purpose and two the ability and the availability of resources.

Moreover,  participation and performance feedback are necessary, though not sufficient. Goal achievement consequently leads to job satisfaction. Goals enhance action plans and task strategies. Besides, they regulate effort. Moreover, they direct attention and increase persistence.

Take-away #2

I disagree with the concept that rewards lead to organizational and personal growth. More often, when an award is waiting, a person tends to work more and extra careful because there’s a goal they want to achieve. The goal, in this case, is not the original set goal but the reward. The focus moves from the main objective to the prize. However, in some cases, it might foster competition, which consequently leads to exemplary performance.

More emphasis should be on the goals and objectives of the organization or the individual. Strategies should be put in place to ensure that employees do not only get overly excited about getting rewards but hitting the overall target set in place. When one fails to get compensation after hard work and much effort, the result is they become very disappointed and discouraged. This disappointment leads to a lack of focus and attention in their job leading to poor performance.

 

 

 

 

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