Goal Setting Levels

Niles describes the redesign job process as a tool used to motivate and encourage workers to prevent work burnout (2013). This approach

As a drug and alcohol professional, with a desire to continue working in the field in a more advanced capacity, assessment plays such huge part in the ongoing relationship between the counselor, the client, and the process of change. As with any initial meeting between two people, there are going to be questions that are asked and information that is gathered to better understand and get to know one another. Whiston (2013) stated, “Assessment and appraisal are not just formal psychological evaluations; in this book, they are defined as procedures for gathering client information that is then used to facilitate clinical decisions and provide information to clients,” (p. 5). With this population, and with the withdrawal of drugs from the body,

Developing Organizational Models begins with the Force Design Update decisions for an organizational change. During phase I-II TRADOC designs or corrects deficiencies in existing organizations.

How are the principles of goal setting applied in this case? - The principles of goal setting applied in this case is to understand and help workers, leaders, and managers to work harder and work smarter. In this case, they found some ways to help the workers and leaders integrates the concepts from the organizational theory, behavior and the context theory in a concise way format that includes the job redesign, indicators signal for work needed, some tools to generate solution problem and factors that weighs the redesign. The overall goal setting is to maximize the time consuming health information to managers and directors to a step by step process to achieve the overall effort to work and produce a good results to the goal of the organization with the four levels

Goal setting is one of the cornerstones of self-improvement and achieving success. In fact, it's pretty much impossible to reach your maximum potential without setting goals and putting them down in writing. Every successful business in America knows this to be true. Every publicly traded corporation issues regular reports to their shareholders, and they always include specific, tangible goals for the next reporting period. Every department head at that business will also have goals for the coming quarter and year. But many individuals who try goal setting fail. Why is that? Because they do not understand how to write a personal goal statement.

The type of goal setting I would suggest is performance goal. Performance goal setting allows for an athlete to receive personal satisfaction while also contributing to the team. This is possible since a performance goal may be reached, and in turn the team outcome goal may be reached. For example, a basketball player may have a performance goal of completing 5 steals in a game. These steals may lead to assists meaning additional points on the scoreboard, contributing to the team's overall win. For this reason performance goal is the correct approach.

The time-management strategies that I have learned this week that will help me achieve my goals are being more productive, and reducing my stress level so that I wouldn’t stress out about a particular assignment that was due. I had learned that I couldn’t have low self-esteem, because with low self-esteem it would’ve been hard for me to get things accomplished. The other time management strategy that help me achieve my goal was me reaching my goal for the week, so that everything that needed to be completed was complete on time instead of late.

Aristotle identified the final cause as one of the as change happening as the result of a defined purpose or end goal. The idea being that purpose or an end result is a catalyst for change. Dr. Edwin Locke worked closely with Dr. Gary Latham for many years researching the theory of goal setting. It is their joint research that identified the following five principles of effective goal setting which are clarity, challenge, commitment, and feedback and task complexity.

Reengineering in business refers to the basic rethinking and major redesign to the existing resources of an organization. It goes beyond the usual business improvisation by making radical redesigning of all the aspects of the company’s operations. Successful reengineering must first involve a high-level comprehensive and systematic of all the important aspects of the organization. At this stage the

Reengineering is inherently complex undertaking. Changes are made up of interrelated parts, meaning that the failure of one part may have significant downstream consequences. They are unique, so past experience is an imperfect guide to the future. They entail the use of borrowed resources that may not be available when they are needed. They operate in a management quagmire where accountability is unclear and key actors who follow their own agendas may operate at cross-purposes. Such an environment is ideal for errors and omissions. There is a constant lurking threat that the best intentions will go awry, that promises made will not be kept (p. 128). It can be contained to a degree by the implementation of thoughtful methods and procedures.

Work redesign is arranging the department’s efforts in a different way so that is can produce the

Job redesign involves the process of restructuring job activities then reallocating them among the staff for improving productivity as well as motivation. The process requires revision of the post content regarding responsibilities and tasks. It involves three activities which are job enrichment, job enlargement, and job rotation.

Hammer and Champy definition of reengineering "the fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary, measures of performance, such as cost, quality, service and speed.” is such a simple definition but when the authors dive deeper into the definition is when you begin to realize how complex it really is. Reengineering involves every aspect of a company 's inner working such as; information and technology in the company, power levels within the company, career goals, the organization’s structure, and many others.

Categories and change intensity • • • • • • Structure Span of control & job specification redesign Technology Equipment & Work process People

Restructuring become one of the major buzzword in 1980's and 1990's, which means "getting lean and streamlined". One of the basic purpose of the organization to get restructured is to improve its managerial efficiency and efficacy, getting updated with new technologies and restoring International competitiveness.