Steps For Improving Job Performance

Set goals and objectives – this is generally what is hoped to be achieved in the long term by setting out short term and specific achievements to contribute to that goal

Goals within my organisation look at where we would continue to strive towards. They are long term aims. They are stated in our professional development plan stating:-

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).

Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its

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

They must be specific, measurable, supported, and achievable. These goals will be motivators for the immediate time to come. Unobtainable goals are discouraging and provide no real way to achieve company goals.

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.

1.SMART goal setting stands for Specific, Measurable, Acceptable, Realistic, and Timely. For a goal to be specific, the question to ask one's self is “do you know what, how, where, when, with whom, and how long you will do this?” For a goal to be measurable, the question to ask one's self is “will you know when it is done?” For a goal to be acceptable, the question to ask one's self is “will you feel good about doing this?” For a goal to be realistic, the question to ask one's self is “are you able to do this?”

Goal setting applies to this in so much as the various departments have to set goals to affect the change they desire within their sectors…Such as new programs to make their employees “work smarter” or more efficient.

To make these goals effective and efficient objectives are important. It gives an organization right direction to achieve its goal, that is why organizational objectives should be specific, measurable, achievable, realistic and time bound (SMART).

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

Well-defined goals make it easier to monitor individual and organizational progress, make necessary changes and address issues before they become threat. Goals setting establish clear job performance which becomes easier for managers for training and support of employees. Therefore; Malcomn Fieschner and J.D. Holzgrefe in Selling Power stated that whether writing long or short term goals, one should follow “SMART: Specific, Measurable, Attainable, Relevant, Time-bound” (Lewis, 2000). Additionally; managers might need to provide

The practice of setting goals is common and often beneficial. People that can see a goal and feel they can benefit from it will often be motivated to work harder to obtain that goal. However goals need to be within reach if they are to be taken seriously by employees. Hence the idea of SMART goals that are specific, measureable, achievable, realistic, and timely give employees a clear sense of something that is attainable. If goals are perceived to be unattainable they will often act as a de-motivator. (Carpenter, Taylor & Erdogan, 2009)

The purpose of goal-setting is to clarify the vision for your business. This stage consists of identifying three key facets: First, define both short- and long-term objectives. Second, identify the process of how to accomplish your objective. Finally, customize the process for your staff, give each person a task with which he can succeed. Keep in mind during this process your goals to be detailed, realistic and match the values of your vision. Typically, the final step in this stage is to write a mission statement that succinctly communicates your goals to both your shareholders and your staff.

In order to fully employ Job enrichment in an organization, the motivational goals must be put in place. Goal setting is a medium in which managers can help to motivate workers to be more efficient while performing their tasks. While redesigning jobs for HIS department workers, the SMART goal setting principles was applied. The Smart goal is the acronym for specific, measurable, achievable, realistic, and timely. All these characteristics are evident in the goals, cut out by the management of the HIS department in the bid of motivating the workers and increasing productivity. HIS set its goals in four levels, the engineering goals, restructuring goals, work redesign goals and job redesign goals. The engineering goals were set to analyze the visions, regulations and organizational structure. The restructuring goals will reevaluate the organizational structure. Work redesign goals also reevaluate the tasks assigned to the workers and the job redesign were set to remove, add or restructure the tasks assigned to the workers. The goals set was