![]() ![]() It establishes the mood, reveals characters and conflicts, and gives clues to a story’s theme. It does not store any personal data.Setting is one of the five essential elements of a story. The cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. The cookie is used to store the user consent for the cookies in the category "Performance". This cookie is set by GDPR Cookie Consent plugin. The cookie is used to store the user consent for the cookies in the category "Other. The cookies is used to store the user consent for the cookies in the category "Necessary". The cookie is set by GDPR cookie consent to record the user consent for the cookies in the category "Functional". The cookie is used to store the user consent for the cookies in the category "Analytics". These cookies ensure basic functionalities and security features of the website, anonymously. Necessary cookies are absolutely essential for the website to function properly. A logical extension of goal setting is the traditionally used management-by-objectives, or MBO, approach to planning, control, performance appraisal, and overall system performance. In sum, performance feedback tends to increase better job performance, and self-generated feedback is an especially powerful motivational tool. Just as a football team needs to know the score of the game, the woodchopper needs to see the chips fly and pile of firewood grow, and the student of MBA like you needs to know how he performed in his assignment-seminar the same is true of a worker working in an organisation. Man, by nature, is hungry for information about how well he/she is performing. Monitoring needs to be followed by performance feedback to enable employee to have an idea how successful he/she is. This heightens their awareness of the role they play in contributing to organisational effectiveness. Performance monitoring is observing one’s behaviour, inspecting output, etc. Monitoring and Feedback:īesides setting well-defined and challenging goals, the two closely related elements, viz., monitoring and feedback, are also important to complete the process of goal-setting. However, challenging goals must be attainable/reachable and not so difficult that they would be frustrating. Financial Management, Statistics for Managers, etc., they treat/ consider these hard or difficult and their surprise they perform better in these papers than in easy or simple ones, e.g., Principles of Management, Marketing Management, etc. Take the case of MBA students itself, for example. Research shows that most employees work harder when they have difficult goals to attain rather than easy ones. Giving a salesperson a specific quota or a worker an exact number of units to produce should be preferable to setting a goal such as “try as hard as you can”, or “try to do better than last year”. Specific goals are always better than vague or general goals such as “do your best”, “do better” or “work harder”. ![]() Goal need to be as specific, clear, and measurable as possible. There is ample evidence to suggest that people who set their goals through participation, and who won their goals, perform better than those who are told what their goals are going to be. Accepted goals arrived at through participation seem preferable to assigned goals. Goal Acceptance:Įffective goals need to be not only understood but also accepted. It differs from self-esteem, which is a broader feeling of like or dislike for oneself.Ĥ. Self-efficacy is an internal belief regarding one’s job related capabilities and competencies. Self-efficacy contributes a lot to success of goal setting. Individuals attaining goals successfully tend to set even higher goals in the future. Goal setting results in a feeling of tension which is diminished through goal attainment. Goal setting works as a motivational tool because it creates a discrepancy between current and expected performance. His theory has generated a considerable research on goal setting. ![]() It was Locke who did the seminal work on a theory of goal setting way back in 1968. Goal setting refers to setting of attainable goal for an organisation as well as for an employee. It helps focus employees’ attention on items of greater importance to the organisation and stimulates employees towards goal attainment. What is a goal? Goal is a target and objective for future performance. ![]()
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