Goal-Setting Theory

“To be able to reflect one must step outside the experience in order to make the observance comprehendible” Gray (1998). To do this, one must have motivation. When speaking of motivation, task variety and participation allows each member of the team to use different skills as well as rotating the less desirable tasks giving a cohesive feeling to the team while motivating them. Bowen and Lawler (1992), argue practices that empower such as providing organizational information to employee, bureaucratic control reduction and increased self-power all helps to increase employee motivation. French and Raven (1959) add that motivation is a characteristic that makes one want to do or carryout a task willingly without being directed.

In any workplace, workers are no doubt the essential mainstay that holds any business or corporation together. Employees achieve important tasks to help the company’s long term vision and goals to be successful and efficient. A business can’t be successful without a proper management that is why it is important for employees to enjoy going to work and they also have maintain a positive attitude while being productive and completing tasks. Motivation is what gives a person the purpose to perform or behave in a certain way with the desire or willingness to gain something. There are two types of motivations, motivation that comes from a person and motivation that comes from materially goals. It is very necessary that employers keep their employees motivated and encourage them to perform above expectations.

'Motivation is a process that influences the direction, persistence and vigour of goal-directed behaviour. Psychology 's diverse theoretical perspectives views motivation through different lenses. (Passer, Smith, Holt, Bremner, Sutherland, Vliek., 2009, p.475). The psychological motivational theory that I

Eccles and Allan Wigfield (2002), four different theories are discussing regarding motivation; expectancies for success, task value, integrated expectancies and values as well as integrated motivation and cognition. The basis appears to be discovering what motivates people. Eccles and Wigfield (2002) dedicated an entire section of their article to goal theories. According to this article, various researchers have shown that goal-setting promotes positive behavioral changes as well as improved performance. Melissa has demonstrated her need for both.

Motivation is the number one driving force behind anything and everything an individual does each day. “Motivation is the desire to do the best possible job or to exert the maximum effort to perform an assigned task. Motivation energizes, directs, and sustains human behavior directed towards a goal.” (Honor, 2009). Motivation can determine the outcome of projects, goals, and can set limits on what an individual can obtain or what they believe they can obtain. Motivation often is the deciding factor on how successful a project in an organization is, and an individual’s needs and desires can both influence a person’s motivation greatly. Motivation can also determine how well an individual does in school, college, or university.

“Goal setting is most effective when there is feedback showing progress in relation to the goal.” – Edwin Locke, Motivation through conscious goal setting

Both long-range and short-term goals will be considered. Realization of the short-term goals, whether they be mastery of math facts, accomplishing a reading goal, or completing a science project, will motivate students as they pursue more far-reaching goals, such as graduation or employment. Effort does indeed determine success (Seider, 2012), and encouraging students to persevere will help them reach their goals. Another strategy for success is providing “sustained and deliberate practice” (Seider, 2012, pg. 144). Practice is necessary for success in any venture, including academics. Through goal-setting and practice, students will be motivated to succeed and will develop performance character traits of excellence and

It is widely known that goal setting is a vital part of achieving success and improving overall performance. Our modern understanding of goal setting came from Dr Edwin Locke’s research in the late 1960’s. In his 1968 article, “Toward a Theory of Task Motivation and Incentives”, he showed that employees are motivated and their performance improves when they are set clear, achievable goals, and receive appropriate feedback. He found specific, challenging goals lead to the highest performance, as long as the goals are not too challenging.

At times, we may question the source of our true motivation. Moreover, what may keep us going and guided in life? Goals play an important role in every aspect of our everyday lives. A goal is defined as “ the object of a person’s ambition or effort; an aim or desired result”. A goal may be as simple as buying some milk or as complex as buying stocks and shares. A clear, attainable goal can persuade the most unmotivated person.

Finally, another study showed that where Kings theory shows the collaborative comparative between the model and the nursing process it argues that the theory doesn’t guide the assessment, diagnosis or intervention but rather uses the theory as a foundational for developing an assessment tool and further argues that the theory helps more long term recovering patients rather than short term recovering patience. (Carter, 1997). All the same having pointed out the different views on this theory it is still apparent that the Kings theory of Goal Attainment is still very useful to present in the nursing practise.

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.

Kings theory focuses on human transactions in different types of environments. Da Silva and Ferreira (2016) state that “when users effectively communicate their values with nursing professionals, their participation can conduct to better goal achievement”. As patients and nurses work together, a bond forms, and this can help to achieve better outcomes. Smith and Parker (2016, p.136) stated that “nursing care’s goal is to help individuals maintain health or regain health”. Through King’s Theory of Goal Attainment, we can see how different concepts can affect the nurse-patient relationship.

AHIMA is the not-for-profit membership-based healthcare association representing more than 100,000 health information management (HIM) and informatics professionals who work in morethan 40 different types of entities related to our nation’s public health and healthcare industry.The Roadmap is aimed at building “an interoperable health IT ecosystem” and calls for “work in 3 critical pathways: (1) Requiring standards; (2) Motivating the use of those standards through appropriate incentives; and (3) Creating a trusted environment for the collecting, sharing, and using of electronic health information.”(p. 4)These efforts align very closely with AHIMA’sStrategy, “Drive the Power of Knowledge — Health Information Where and When It’s Needed,”aimed to:1. Ensure information governance and standards for electronic health information;2. Contribute to sound healthcare decision-making through analytics, informatics and decision support; and3. Empower consumers to optimize their health through management of their person health information. 2

Focusing on the short term makes it much easier to manage the stress that comes with pursuing goals. Stress is part of what motivates people and keeps them moving forward, and it can be a good thing for a short period of time. It's when that stress is prolonged that it becomes a problem. Prolonged stress leads to depletion of willpower and burnout and eventually to giving up. When you accomplish your short-term goal, you can take a break, relax, and recover before pursuing the next goal.

Locke (1960) proposes that intentions to work towards a goal are a major source of work motivation. Goals help us to determine the level of effort that we need to apply to a task.