Goal-setting theory is based on the idea that particular and strenuous goals conduct to higher performance. The work of Edwin Locke proposes “people are motivated to work toward and achieve goals,” (Locke 1968).
The point would give precise goals can extend performance. Then to show with demanding goals, when accredited, would overcome in the huge achievement then the easier goals. This achievement of public commitment to the goal can result in a higher commitment to the goal achieve. Feedback can provide a higher performance then non-feedback. The paper will discuss how the theory would be applicable to a specific workplace situation from the author’s experience. The second part of the paper will focus on a situation in the workplace which goal setting theory does not explain behavior.
Goal-Setting TheoryThe goal setting theory builds upon the expectation and equity theories by suggesting management ensure each member of the team achieve high performance by focusing on the types of goals that will be most effective in producing high motivation. According to Locke (1968), proposed that intentions to work toward a goal are a major source of work motivation. Locke also disputed that performance is shaped by goal difficulty and goal specif. When a person can be more specific and difficult to the goal then would give a higher performance from the person. To see that when people want to achieve that goal by setting their own goal can be likely to be intrinsically motivated to be more focused.
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In the customer service are of my company has a team of four people. The company is currently going to be switching over to a new computer system. Achieving a goal for our team is to know that the new system is going to be a difficult task. The past week the team has had training on the new system.
The customer service representatives have to establish that certain goals have to be met before the company goes “live.” Within the certain goals the team has to overcome the difficult task of learning the new system, reorganize how each of us do our job, and ensure that the team understands the system to help our customers. Management has given us certain goals to achieve and maintain the job performance to work towards the goal. To achieve the goals our team has to work together to ensure that the team is performing. This will take the team to the difficult task of focusing on the customer to help them get adjusted to the new system. Then to ensure that the system is going to give our customers the best effective goals in a more efficient way would be a goal achieved by the company. The overall theory in achieving and implementing the system is to overcome the difficult challenge to increase the performance. The result will give the team the opportunity to hear from the customers on feedback, on the new system. Then this will allow giving a better performance to the company.
Theory of Motivation Does Not Explain BehaviorAnother aspect to be described in the workplace that would not explain behavior is whether the company is more productive or efficient when applying the goal setting theory to the new system. According to Locke (1968), organizations that utilize employee goal setting had significantly greater profit and grow than those organizations that did not employ goal settings. The new system is the new idea that the system will provide a better achievement for the company. The implementation will allow both offices to run on the same system. Currently, the two locations are on two different systems. With two different systems will allows for the difficultly of integration to be achieved. The limitation of the goal setting theory then would be that the employees would have to work together, as a team, to achieve the company’s goal.
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Marketing Goals The primary goal of this marketing strategy is to guarantee that Paintball Company will be recognized in the industry as a business entity that gives excellent paintball services for its target market. Aside from this, Paintball Company has the mission to determine the most effective strategy to be utilized in order to transform the Paintball industry into becoming more recognized ...
When applying the theory the company can see employees working together. This would allow the company to have a significantly greater profit in connection of both plans. While it can not be known that the theory of goal setting will give the company or the employees to be more profitable or productive; so far the theory is working. The note to be seen is that the company has to use the theory in a simple note. When the simple note of the goal becomes too difficult or complex, the achievement of performance can decline and the relationship can be seen to have a decline in work performance. This is then linear with the increase in difficulty.
Effects of Motivation Practices on Personal Satisfaction and ProductivityThe effects of motivation practices on personal satisfaction and productivity with the goal setting theory would show how the team can achieve the implementation of the new system. If the team can achieve the personal understanding on how the system will help them this will make the job easier. This will allow a personal satisfaction to increase the productivity onto the customer. When the team can achieve the personal satisfaction then will give the team a sense of productivity. Productivity is to help maintain the performance of each team member. Achieving the goals, to overcome, will produce the effects of maintaining the motivation that the team will need to be able to process the implantation.
If the motivation is lacking then the effects of motivation and personal stratification along with productivity will decrease. The decrease will provide the negative result that the goal setting theory will not work. On the other hand, if the motivation practices and productivity is high then the effects of the goal setting theory will provide the right achievement goals that the company is looking for. The increase will be able to achieve the negative effects to over rule to a positive outcome. The positive effect will show the effect of the motivation process on each team member’s performance.
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Motivation is a desire to attain a goal, combined with the energy to work towards that goal. It involves the biological, emotional, social and cognitive forces that stimulate a person’s behavior. In everyday usage, the term “motivation” is frequently used to describe why a person does something. “There are three major elements of motivation- intensity, direction and persistence” (Robbins & ...
The ability to have the theory to work is to see that the team can outcome the implementation. With a positive goal will provide the achievement for the outlook of the company to succeed in a profitable advantage.
Goal-Setting theory is the idea that can be achieved or not achieved to the idea that specific and difficult goals could lead to a higher performance. When the theory can be applied to a work situation can lead to a major source of work motivation in a company. The paper discussed the theory would be acceptable in a work environment of the author’s workplace. In the second part of the paper gave the focus of motivation to which does not explain behavior. This is to consider the effects of motivation practices on person satisfaction and productivity at the workplace. Goal setting theory is a suggestion to help many companies to achieve management in the process of getting the best out of their employees and to be able to produce a more effective motivation outcome of higher performance. To achieve in a company is to achieve the best goals that can be provided for the company to succeed.
Reference
Locke, E.A. (1968), “Toward a Theory of Task Motivation and Incentives,” OrganizationalBehavior and Human Performance May 1968. Retrieved March 29, 2008 fromhttp://datause.cse.ucla.edu/DOCS/eal_goa_1981.pdf
