The Goal Setting Theory for Employee Motivation

1302 Words Jun 24th, 2018 6 Pages
Goal setting theory can help motivate employees to do their job as managers can relate to Professor Edwin Locke goal theory. The underlying concept behind this theory is the belief that people’s goals play a vital part in deciding their behavior. People drive to satisfy these goals to help their emotions and desires. Goals guide people’s responses and actions. Goals command employee performance and actions and this can call for action or feedback. The effort that individuals will exert in attempting to achieve goals is determined by the difficulty and commitment to achieving that goal. Practical examples of goal setting include achieving deadlines attaining levels of performance or the concept of management by objectives.
Locke believes
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Job rotation involves moving a person from one job or task to another. It attempts to add some variety and to help remove repetitiveness and boredom, at least in the short term. Job rotation may lead to the acquisition of additional skills but does not necessarily develop the level of skills. Strictly, job rotation is not really design because neither the nature of the task nor the method of working is restructured. However job rotation may help the person identify more with the completed product or service. It can also be used as a form of training. By rotating an employees job or task a goal can be set for them as they are doing different styles of work and this can motivate them to do their job better and don’t get stuck doing the same job everyday
Another method a manager can use to improve job motivation and performance is job enlargement. Job enlargement is a job design technique wherein there is an increase in the number of tasks connected with a certain job. In other words, it means increasing the range of one’s duties and responsibilities. Job enlargement is a reformation structuring method that aims at increase in the workforce flexibility and at the same time reducing repetitiveness that may creep up over a period of time.
Moreover job enrichment can be used by managers to improve job motivation and task achieving. Job enrichment is connected to the concept of job enlargement. Job enrichment is the process of improving work processes and
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