Goal Setting Theory: Motivation, Stress, and Communication

Operations management refers to the administration of business practices to create the highest level of efficiency possible within an organization. Operations management is concerned with converting materials and labor into goods and services as possible to maximize the profit of an organization and also to meet customer requirements.

Clearly defined goals as they relate to the organization can motivate employees through goal setting. Goals challenge to employees to make them want to explore new technology, ideas, and gain insight from a diverse workplace. Additionally, giving employees more responsibility will make them believe they have contributed with a sense of higher importance. Without motivation in the workplace, a business will suffer from the lack of efficiency from employees. Perhaps the most significant of increased employee motivation is that of increased productivity (staff@incentives.com, 2010). Therefore, it is important that employers give their employees an opportunity to work hard for their reward to obtain a high level of performance, which is an essential to the success of any business.

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).

If the goal setting theory is followed, managers are required to work with their employees in devising goal objectives with the aim of providing targets for motivation. Additionally,

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

Every organization no matter how large or small has goals they wish to meet. Each organization will have changes in its future and has to have certain set goals and objectives in place to help map out their course of action that will lead to their desired end result (Martin, 2009). In order for a company to successfully meet their final goal it is important for them to continually motivate their employees. According to Organizational Behavior by David Baack, motivation is what starts, maintains and stops behavior (Baack, 2012). Organizations each have their own way to set goals and motivate their

“All businesses share a primary goal: Success. Most organizations see a dramatic increase in employee and business performance when they effectively set individual employee goals and closely tie them to the company's overall strategy” ("Goal Setting," n.d., p. 1).

General or operations managers oversee an organization's general operations and make sure that departments are working right and efficiently. Theyre also called operating officers or superintendents. Workers in these spots are responsible for formulating company policy, and looking at investments.

There is little doubt that setting goals is the first step when setting your course towards any given achievement. When it comes to aspects of fat loss and health, many are stuck in the starting blocks due to shoddy goal-setting. Putting in the extra groundwork in the goal-setting stage will boost your chances of enjoying long-term success. So grab a pen and let’s plan for action with these 4 crucial aspects of goal setting.

Edwin Locke and Gary Latham will be the first ones to openly admit there are active limitations with the goal setting theory. It is not uncommon for individual goals to conflict with organizational goals. Moreover, research has proven complex goals have sparked motivation in teams to implement strategies with substantially high amounts of risk (Knight, Durham, & Locke, 2001). Sometimes people will believe higher risk strategies produce the greatest returns, yet high-risk goals consistently result in failure as well (Knight et. al, 2001). Additionally, when individuals simultaneously create two goals there is a greater chance they exert too much energy and focus on achieving just one of those goals. This can lead to one of the goals not receiving enough attention, which can potentially result in the person failing to reach the end result in either goal. In short, these are three common limitations of goal setting that typically draw concerns from other researchers and theorists. However, it is important people are aware of the limitations that do not receive as much attention, such as team goal setting, unethical behavior in high performance goals, and subconscious goals.

Operations Management is responsible for designing, operating and improving productive systems or in layman’s terms, systems for getting work done. Operations Managers are found in all walks of life. In anything you basically do or have done there are operations managers. When you go to the store, when you buy gas, in factories, in hospitals, banks even in your government there are operation managers. They are the ones who design systems, who ensure the quality of your

ABSTRACT Locke and Latham provide a well-developed goal-setting theory of motivation. The theory emphasizes the important relationship between goals and performance. Research supports predictions that the most effective performance seems to result when goals are specific and challenging, when they are used to evaluate performance and linked to feedback on results, and create commitment and acceptance. The motivational impact of goals may be affected by moderators such as ability and self-efficacy. Deadlines improve the effectiveness of goals. A learning goal

To motivate employees, goals must take into consideration the degree to which each of the following exists: clarity, challenge, commitment, feedback and task complexity. If all five of these elements are present, goal theory says that we will be motivated to produce to a maximum. The specificity of the goal acts as an internal stimulus, the more difficult the goal, the higher the level of performance. Difficult goals energise us because we have to work harder and persist to attain them.

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

Operations management is generally described as the planning, arrangement, and control of activities that change raw materials or an organization's input into finished products and services. The overall activities covered by operations management include the creation, development, manufacture, and distribution of products. The concept also relates to various activities such as inventory control, controlling purchases, quality control, logistics, storage, and evaluation ("Operations Management in McDonalds", n.d.). Since operations management covers the entire operations in an organization, it mainly focuses on the efficiency and effectiveness of the firm's processes.