The simple act of setting goals for employees functions to increase their motivation (goal-setting theory). Goal-setting theory is generally accepted as the most valid and useful motivation theory in industrial/organizational (I/O) psychology, human resources management (HRM), and organizational behavior (OB). However, goals must be designed well to be most effective.
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Using what you have learned in this module, augmented by research on goal-setting, respond to the following:
- Briefly describe your current or a past professional position and provide essential information about the organization—what is the industry, and what do they do?
- Indicate if the organization uses a goal-setting approach/process. Respond to the following:
- If yes, what levels of the organization are involved? Briefly describe the process.
- If no, do you believe a goal-setting approach would help? What levels of the organization do you think should be involved and why?
- Analyze or create your personal goals.
- If you have goals, critique them on the following areas:
- Are they effective or ineffective?
- What is good or bad about the goals and the associated process?
- What might be done differently? Why would the change be an improvement?
- If you do not have goals, create four goals for yourself keeping in mind that the goals should be position specific and cover a short time span (for example, three months). Also, describe:
- How will the goals benefit you?
- How will your goals benefit the organization?
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