The Goal Of A Goal

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

1. Goal Theory: Goal setting as a means to improve performance. Specific goals lead to higher performance than general goals. Additionally, this strategy is useful because others are depending on one another to achieve goals for the greater good.

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.

In a workplace, goals are always necessary for growth in the company or services provided. An important thing

Goal setting and actualization is a paramounting, that is why leaders look into re-engineering, work redesign, restructuring and job redesign as part of the things that can enhance goal achievement in this department

This first question I would like to answer is, how are the principles of goal setting applied? As many people are aware, goal setting is one of the best ways to improve employee motivation. This motivation is maximized by setting clear, achievable goals and then making employees accountable to those goals. It is said that goal setting can improve the way an employee performs by as much as twenty-five percent.

For the HIS Department, the goal is job redesign, in order to comply with the high demand of converting paper charts to electronic records. The goals are to re-engineer, restructure, work redesign and job

valuable, goals for retention and turnover can be set to focus and direct strategies to

Layman’s HIS case study article did not explicitly discuss goal-setting. However, thoughtful goal-setting is a well-advised practice for many jobs as it has been shown to increase motivation and performance (Carpenter and Erdogan, 2009). There are four major reasons why goals motivate employees to perform better. The first reason is that goals give direction

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

Goal setting is the process of writing down specific, measurable, and time-targeted objectives. You figure out want you want, you write your desires down, and then you work towards achieving them.

The first step in improving job performance is to set clear and strategic organizational goals. A number of researchers have suggested that if employees participate in setting goals, it can motivate job performance (Likert, 1961; Viteles, 1953; Vroom, 1964). Setting goals provide specific direction to the employees which lead to a desirable outcome. Goals help employee to evaluate where they are now to where they want to be and where the manager/supervisor would like them to be at the end of month, year, cycle etc. Goals have a starting point and an ending point. For example, now is September 15 and one of your goals is to install newly-required software to all of the computers college-wide by December 15. You will need to develop a timeline and identifies steps you need to take to make that happen. Then stay on track and work to complete your goal on time.

The targets supporting the achievement of the goal can be measured, are indeed being measured but fail to provide built in incentives or sanctions should these targets not be met or fulfilled. The idea is to put a stop to deforestation, restore land and water ecosystems, protect the planet’s biodiversity and various species. Key to the success of the goal is the target to significantly increase financial resources to support conservation, sustainable development and ensure equitable sharing and access to resources. Although these targets can be measured, the accuracy of the data can be called into question because government sources are not always the most trustworthy. Some geographical areas of the world have shown to have skewed the facts (“Spot the Rancher”). The failure of the Kyoto accord and the Canadian tar sands illuminate the uphill battle the UN faces in attaining their goal. As long as elected officials choose to favour economic growth and profit over sustainable development and equality the goal will not be achieved and the targets are irrelevant.

Without goals, an organization would not be able to move forward. Working on a specific plan by goal arrangement, gives a company direction and stops them from being debilitated. (Bluedorn, 2000).

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