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Theories of motivation 4
Theories of motivation 4
Personal career goals
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Goal setting is a cognitive theory of motivation based on the principle that people have requirements that can be thought of as specific outcomes or goals they hope to achieve. It makes the assumption that individual behavior is purposeful and that goals guide and maintain their energies towards performing a particular action. Goals consist of two primary aspects: content and intensity. Goal content refers to the elements of the goals as being difficult and specific. Goal intensity is the method by which a goal is set and accomplished. It relates to factors such as individual commitment and the cognitive processes involved in attaining and setting goals.[1] Goal-setting is a technique that is often employed in organizations as part of …show more content…
This creates a constant source of motivation. Then include a place for major rewards for bigger, long-term goals.[3] For example, “Obtain a four year scholarship for college.” The goal was set in the 9th grade for my daughter to obtain a four year scholarship to go to college when she graduated from high school. This was a moderately difficult, long-term goal for her to reach, but with diligence and hard work it was achievable. A major reward was created to motivation her to strive for success. In April 2008, just before graduation, at the award ceremony, she was awarded a four year scholarship to Oakwood University. For her success and accomplishments, I proudly presented her with a brand new automobile. The reward created a motivation that continues to propelled her through college today. In June 2012, she will be graduating from college with a Bachelor’s of Science Degree in Pre-Physical Therapy. After graduation, she is looking forward to attending medical school to complete the doctorate degree in Physical …show more content…
Whatever the mind conceives to be the truth, it will attain that perception.[2] For example, you have been walking 1 mile a day and then decide to set a new goal of walking 3 miles a day. Before you begin the 3 miles walk, you constantly remind yourself that this is a long distance to walk. Your body will begin to struggle to complete the walk because the mind has perceived it to be a difficult task. So instead of the walk being enjoyable, now it has become burdensome. The same holds true for business goals. If your goal is to be promoted to an executive office but you still envision yourself working in your cubicle, then that is exactly where you will remain. The answer is to change the perspective in your mind before you take action to make your goal a reality. Do this by practicing positive affirmations each day. Write down your goals in the present tense and repeat them aloud three times a day. So instead of saying, “I want to get promoted to VP of Information Technology and work in an executive office,” say, “I am the VP of IT and I have the executive office.” Even though you have not yet attained your goal, you are reprogramming your mind so the goal can become a reality. In conclusion, goals must be developed as a series of steps that move the organization towards reaching the objective. Goals grow out of vision and objective, and provide measurements or standards for evaluating progress toward the desired end. Finally,
Goal setting is a significant component of any company’s success. The goals you set should be realistic and attainable. They should also align with your company’s business goals. The following paragraphs explore three processes and outcome goals for staffing a sales associate position at Chern’s, an upscale men’s and women’s department store.
The theory of goal setting was developed by Edward Locke and Gary Latham (1990) and states that there is a direct relationship between the setting of specific high goals and task performance. A higher degree of employee performance is obtained when specific goals are set compared to the performance achieved when employees are simply told to do their best (Latham & Locke, 2007). These findings have helped shape leadership styles and improve employee performance and job satisfaction (Posthuma & Al-Riyami, 2012).
Everyone has a goal when they realized something needs to be done in a certain amount of times. People set goals to meet their expectations and effectiveness on their journey with no hesitation. Every sets of goal have a limit, and it follow the deadline on how we set our goal. A set of goal is a dream that we built to become reality or sometime it can be a total failure. Setting a goal isn’t enough for individual and should not be.
Locke and Latham described a goal as something the individual was motivated in wanting to achieve (Wang, 2012). The individual had made the decision in wanting to complete the task or mission in completing. The more determined the individual was to complete it, the less they would procrastinate in doing the task (Wang, 2012). This could be associated with a teacher and a student with a similar task. The teacher wants to complete the goal of introducing and explaining the solar system to the class; whereas, the student wants to make an A in the class. Both the student and teacher have their goals in mind when attempting the same task, but they will be motivated by different incentives in getting the task completed.
The basic premises of the goal-setting theory is the relationship between how difficult and specific a goal is and people’s performance. We live in a goal-oriented society as people usually adhere to specific targets with a plan of action for guidance. Lack of accomplishment of goals leads to job dissatisfaction. Locke’s Goal-Setting Theory from 1968 has been a powerful way of motivating people and is often utilized in whole organizations to increase focus and productivity. The more specific and difficult goals are designed the more likely staff can achieve these goals as opposed to being too vague or easy goals. An organization should consider the five following principles of goal setting: clarity, goal difficulty, goal acceptance, goal specificity and feedback. Organizations that set clear and challenging goals and are open to honest feedback have a greater chance of achieving goals. According to Locke and Latham (2002), goal setting can be useful in predicting job satisfaction. Job satisfaction is an important attribute for employee productivity and commitment to the
Goal setting is key in motivation; goals need to be clear, sharp, and realistic. To make these feel more achievable it is better to break these down into smaller medium-term goals and medium-term goals into short-term goals so that you have a clear connection between what one does every day and their long-term goals.
Setting goals is the most important thing you can do in your life. Without goal's you are going to have no direction, no ambition to be successful, no drive to stay in school, and trouble finding a career that will provide for you. Without these three things, achieving your goals is going to be one of the toughest tasks in the years to come.
Setting goals and priorities are an important part of any successful plan. By setting goals you are making a statement about what you wish to accomplish. Goals provide you with focus and motivation. You are more likely to get things done when you set goals for yourself. Priorities are the key to helping you to meet those goals. Priories help you to determine what tasks need to be done and when. Setting priorities keeps you on track and on time.
Locke, Edwin A., and Gary P. Latham. "New Directions in Goal-Setting Theory." Current Directions in Psychological Science 15.5 (2006): 265-68. Print.
Based on hundreds of studies, the major finding of goal setting is that individuals who are provided with specific, difficult but attainable goals perform better than those given easy, nonspecific, or no goals at all.
Instructional goals are less complex behaviors that are developed based on state expectation of common core standards and learning objectives in order to drive students to take ownership of their learning. First, instructional goals should be visible and assessable because it helps the student to make connections to the learning target and what they are expected to learn more directly in terms of actions. These goals should be demonstrated through writing, labeling, or creating a product based upon set targets. Students are able to speak the language and convey meaning in order for the teachers and parents to assess their performance and development. Visible and assessable goals help the teacher refine instruction and provide intervention based upon ongoing formative assessments of learning objectives.
Goal setting helps you get ahead at work, have a rewarding personal life, be more successful than you ever were before and best of all, make more money.
Goal setting is one of the most important tasks that anyone will complete because it helps measure your progress for your life. There three types of goals, short, intermediate and long term. Short term want to be obtained anywhere from 1 day to 3 months, intermediate goals reach from 3 to 6 months and long term goals are set for 6 months and beyond long term is anything that wants to be accomplished.
Name everything from who is involved to what, where, when and why you want to accomplish the goal. Your goal must be clear and well defined. Generalized goals are unhelpful because they don’t provide sufficient direction. Remember, you need the goals to show you the way.
There can be no success without goals or targets. This is because success is relative to a set target and whether we have achieved it, or at least making steady progress towards attaining it. For you to succeed, set a goal, a measurable target that represents what you envision: that is what you want or where you see yourself in future. A goal should be measurable so as to enable you to monitor your progress and help you know whether you are on track or you have gone off.