Game Based Organization Design by Jeroen van Bree download in ePub, pdf, iPad
Goals should be realistic and challenging. Goal commitment- Goal setting theory assumes that the individual is committed to the goal and will not leave the goal. Specific and clear goals lead to greater output and better performance. This theory states that goal setting is essentially linked to task performance.
Advantages of Goal Setting Theory Goal setting theory is a technique used to raise incentives for employees to complete work quickly and effectively. The more challenging the goal, the greater is the reward generally and the more is the passion for achieving it. If the employee lacks skills and competencies to perform actions essential for goal, then the goal-setting can fail and lead to undermining of performance.
Better and appropriate feedback of results directs the employee behaviour and contributes to higher performance than absence of feedback.
Limitations of Goal Setting Theory At times, the organizational goals are in conflict with the managerial goals. Very difficult and complex goals stimulate riskier behaviour. Clear, particular and difficult goals are greater motivating factors than easy, general and vague goals. In simple words, goals indicate and give direction to an employee about what needs to be done and how much efforts are required to be put in.
Unambiguous, measurable and clear goals accompanied by a deadline for completion avoids misunderstanding. Higher the level of self-efficiency, greater will be the efforts put in by the individual when they face challenging tasks.
Goals are made open, known and broadcasted. The willingness to work towards attainment of goal is main source of job motivation. Goal conflict has a detrimental effect on the performance if it motivates incompatible action drift. While, lower the level of self-efficiency, less will be the efforts put in by the individual or he might even quit while meeting challenges.
This gives an individual a feeling of pride and triumph when he attains them, and sets him up for attainment of next goal. It states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance. Feedback is a means of gaining reputation, making clarifications and regulating goal difficulties.
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