Flatworld Knowledge: Principles Of Goal Setting

One of the four principles is that goals must be specific and not vague because one can easily get tangled the objective. Second, goals need to be committed and have a sense of ownership to an individual because they are more likely to attain the goal. Third, feedback needs to be given by employer or organization on how an employee is doing. Finally goals need to be difficult because it will result in better performance and the person will work harder to achieve it (Spector, 2008).

Working in today’s society has changed in the last few decades. The economy and technology are the main reasons for this change. The type of job and environment where one works has also changed. The fact that many people work from home via the internet has drastically changed the workforce and the environment surrounding it. With this change have come new demands, expectations, and opportunities for employers. Everyone deals with these demands differently, affecting the employee’s quality of life and job satisfaction. Though the job and office types and locations have changed over the years the need for job satisfaction has not. In today’s economy the job is not as stable as it used to be. One must be prepared for changes in the future.

In order to be productive all members of staff should be aware of the goals of the firm. Knowing the goals allows the manager to make effective decisions. The goals of the firm can be viewed as the motives of the entrepreneur’s who own and run the firm. There a number of goals that a firm can pursue in its day-to-day

Describe goals and objectives as they apply to business. pg 181-182; wk 6 lecture, pg 1

Job satisfaction: ensuring that employees are supported and feel confident in undertaking their duties; providing task variety and achievable targets to promote fulfilment

Moreover, Andera should offer some challenging, but achievable tasks, which to provide a sense of satisfaction for the staffs who successfully handle these unexpected tasks finally. Secondly, Andrea should consider that the tasks provide a certain degree of independence and discretion to staffs performing the work. When the staffs have chances to use their initiative and judgment in carrying out the work, they would tend to experience more responsibility for their outcomes and more satisfying with their work. Thirdly, Andrea should redesign the tasks in a way that the task itself can provide clear information to the staffs about how well they are performing. So the staffs can have chances to figure out whether they perform well and what they can improve to perform better. All in all, by redesigning the job tasks in a way that providing more variety, identity, significance, autonomy, and feedback, staff’s job satisfaction levels tend to increase, which help the task area’s combination go as smoothly as

There is three phase to goal-setting strategies (planning, implementation, and evaluation). The goal-setting program will be useful if the process is thoroughly carried out. For example, identifying the action and measuring the progress of each goal. The implementation portion will be to monitor the progress of each goal. The goals will change with time as an individual digest the goal itself. Lastly, receiving feedback from others, such as friends, colleagues, and family help improves the target strategy. Goal-setting creates a focus of attention and action by identifying what an individual vision of his or her life (Rohn, 2015).

Using the model for goal setting, evaluate Allstate ‘goal 's setting to determine whether or not Allstate has effective goal-setting programs

Furthermore, although it is apparent that positive outcomes can occur due to employees experiencing certain benefits such as rewards from performance and skill based pay it is also essential to identify the elements such as work intensification. Ramsay et al (2000) suggests that although the intensification of workload for an employee may indeed increase organisational output, it can also have “negative consequences for employees in terms of effort and stress”. The result could lead to higher turnover rates due to unhappy employees who feel their psychological contract has been breached. This aspect of work intensification is important as high turnovers can lead to greater costs for an organization.

By using job enrichment, I would be able to increase job satisfaction on multiple levels and help increase all levels of the core job dimensions. An enriched job organizes tasks to allow employees to finish a complete project, increasing the employee’s freedom and independence to make decisions, which in turn increases their responsibility, and provides direct feedback so employees can correct their own performance. Enriching a job touches all aspects of the core job dimensions and can lead to increased job satisfaction, reduced turnover, and

The process of setting goals and targets would allow your employees to choose where they want to go career wise. By knowing precisely what they want to achieve, they would know what to concentrate on to do it.

As mentioned above some of the outcomes of using job enrichment in the HIS departments were as Layman has described, “Risks to balance: Fragmentation, quantitative overload, qualitative overload, role ambiguity, role conflict, questionable acceptance in highly centralized organization, HR concerns about pay grade, risk management concerns about licensure and credentialing.”

Goal setting is about linking tasks to performance and it is used to establish and present counsel to employees on how much efforts are demanded and what work need to be done. In the HIS case work reflects the goals of the department. At the lowest point, which is the employee level, a job is set as task, duties, assignments and duties for a stratum of employees. The overall work would be constituted by the total aggregation of all department jobs. The role of the leaders will be to examine departments alignment in order to achieve organizational goals. Four different levels being engineering, restructuring, work redesign and job redesign are used to align organizational goals. Health information

“The Goal” is a book written by Eliyahu M. Goldratt and Jeff Cox in 1984. The book is very famous in the management field. In 2004, the author published the third revision of it and celebrated selling over than three million copied of it around the world. Also, the goal book is taught in over than 120 collages. The book was recommended by my professor to be read and summarize as an extra credit.

A successful person chooses goals to achieve something that is of great value and importance to them. This in turn motivates the person to achieve the goal because when the desired outcome is very important to a person, that person will be determined to persevere. Goal setting also improves a person 's organizational and time management skills because goal setting requires prioritization and that leads to the successful and sequential completion of necessary tasks. Once a person defines and prioritizes goals a plan should be drawn out detailing how this goal will be achieved. Goals and the time-line for their completion should be clearly defined, it is also important that a person 's