Goal-Setting Theory of Motivation

Motivate: inspire aligned individual and group goals by being the role model and by holding people accountable

Goal setting theory: This is an essential part of the cognitive motivational theory, it is plays a key role in the motivation aspect and it can be completes the goals performance in effective manner. Motivation theory proposes that goals can be analyze employee effort, work attention, the persistence increased by the employee and strategies used to accomplish tasks. The term of goal has been influence an employee individual behavioral intentions they are distinct in the cognitive representations of goals. Theory of goal setting is likely to perform best supported theory of work motivation aspects also it is the most best supported management theory in the overall given theories. Based on organizational behavior the employee individual goal setting factor is become a most important aspect of several human resource development programs, and is to motivate the participants to achieve the goals (Werner &

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.

Motivation has become a term as ubiquitous as it is undefinable. What exactly is motivation and how is it used to achieve a desired result? In many circumstances, individuals are motivated by different aspects at different times in their lives. Compounding this issue further are the environmental factors embedded in an individuals motivation. Depending on an individual's background, he or she may be motivated differently than others of similar socio economic circumstances. As such, it is quite difficult to appraise the merits of a single motivational characteristic or theory. This difficulty has given rise to numerous theories of motivation throughout history, each with its own distinct value. The problem with many of these theories is that they are imperfect by nature and do not encompass all possible options of behavior. This document will focus primarily on the achievement motivation theory established by Harackiewicz, Barron, Carter, Lehto, & Elliot in 1997 and how it can and cannot be used effectively within workplace situations.

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

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.

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.

“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).

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.

Morrison EW, Milliken FJ. 2000. Building a Practically Useful Theory of Goal Setting and Task Motivation. 25:706–25

Franko-Santos and Prof. Bourne have assessed several theories in order to evaluate the effects of performance targets on behavior and performance. The conclusions they came up are that most theories underline the importance of attainability of the targets. Motivation theories propose that when people think that their targets are unattainable, this perception affects their motivation in different ways. It may either increase it (Locke and Latham’s goal-setting theory) or it may decrease it, as proposed by Vroom’s expectancy theory and Atkinson’s achievement motivation theory. Decision-making theories and behavioral agency theory propose that when people perceive their targets to be unattainable it increases their risk-taking behavior (Franco-Santos and Bourne, 2008,

Setting a goal increases motivation as it furnishes a target for all to aim for through team

Goal setting is one of the feasible techniques for improving employee productivity without spending additional resources by an organization. Goal setting is a plan of action that influences the direction and level of necessary effort as well as the frequency of certain activities. This is so since any intention by an employee affects the level of performance eventually attained as well as the amount of effort applied and some behaviours to complete the task at hand (Buller & Bell, 2009). The process by which employees develop strategies to complete certain objectives are greatly influenced by goal setting.

Adapting is one of many things that as a society we have to do. In order for businesses to do well they also, must adapt to the up and coming ways. I won’t lie to you. When I first read this article I had no idea how I would write the essay. I did not understand what this assignment was asking me for and I didn’t know how to find the answers for this essay within the text. However, after reading this a few times I started understanding what they were saying and what this whole article was about. So within my essay I will share with you my standpoint on the answers to the questions I am being asked.

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.