This website uses cookies to ensure you have the best experience. Learn more

Goal Setting Theory Essay

565 words - 3 pages


The following statements refer to the job you currently hold. Read each statement and then select a response from the following scale that best describes you view.

1 | 2 | 3 | 4 | 5 |
Almost Never | Seldom | About Half the Time | Usually | Almost Always |

________ (1) I understand exactly what I am supposed to do on my job.
________ (2) I have specific, clear goals to aim for on my job.
________ (3) The goals I have on my job are challenging.
________ (4) I understand how my performance is measured on my job.
________ (5) I have deadlines for accomplishing my goals on my job.
________ (6) When I have more than one goal to accomplish, I know which are most important and which are least important.
________ (7) My goals require my full effort.
________ (8) My manager tells me the reasons ...view middle of the document...

________ (15) I feel proud when I get feedback indicating that I have reached my goals.
________ (16) The other people I work with encourage me to attain my goals.
________ (17) I sometimes compete with my coworkers to see who can do the best job in reaching our goals.
________ (18) If I reach my goals, my job security will be improved.
________ (19) If I reach my goals, my chances for a pay raise are increased.
________ (20) If I reach my goals, my chances for a promotion are increased.
________ (21) I usually feel that I have a suitable action plan(s) for reaching my goals.
________ (22) I get regular feedback indicating how I am performing in relation to my goals.
________ (23) I feel that my training was good enough so that I am capable of reaching my goals.
________ (24) Organization policies help rather than hurt goal attainment.
________ (25) Teams work together in this company to attain goals.
________ (26) This organization provides sufficient resources (e.g., time, money and equipment) to make goal setting effective.
________ (27) In performance appraisal sessions, my supervisor stresses problem solving rather than criticism.
________ (28) Goals in this organization are used more to help you do your job well rather than punish you.
________ (29) The pressure to achieve goals her fosters honesty as opposed to cheating and dishonesty.
________ (30) If my manager makes a mistake that affects my ability to attain my goals, he or she admits it.


Add the points shown for items 1 through 30.

Scores of 120 to 150 may indicate a high-performing, highly satisfying work situation. Your goals are challenging and you are committed to reaching them. When you achieve your goals, you are rewarded for your accomplishments. Scores of 80 to 119 may suggest a highly varied work situation with motivating and satisfying features and some frustrating and dissatisfying features. Score of 30 to 79 may suggest a low performing, dissatisfying work situation.

Other Essays Like Goal Setting Theory

Path Goal Leadership Essay

1080 words - 5 pages Running head: THE PATH- GOAL LEADERSHIP THEORY The Path Goal Leadership Theory Calvin D. Forehand MAN5355 Managerial Assessment & Development Everest University The Path-Goal Leadership Theory was developed by Robert House and contends that that a leader's behavior is contingent to the satisfaction, motivation and performance of her or his followers. The theory is called path-goal because its major concern is how

Leadership Styles Goals Theory Essay

1179 words - 5 pages Path Goal Theory: Decision-making test results: After completing the ‘decision-making style test’ I found out that I am a “spontaneous/external decision maker” (Kent State University, 2015). This means, that I have a preference to make decisions quickly and based on what I feel is right (Kent State University, 2015). I often change my goals easily due to new preferences, hence why I will take risks and rarely construct a specific plan in

Communication in the Workplace

1707 words - 7 pages in the workplace is through the value of goal setting. In fact, goal setting theory is generally accepted as among the most valid and useful motivation theories in industrial and organizational psychology, human resource and organizational behaviour. Many of us have learned to set SMART goals. It seems natural to assume that bye setting a goal that’s: 1. Specific 2. Measurable 3. Attainable 4. Relevant 5. Time-bound But is


919 words - 4 pages hours and no potential for pay increase until behavior is successfully changed. Goal setting theory is the theory that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement. Goal setting components are goal specificity, goal difficulty and goal acceptance. Goal specificity is the extent to which goals are detailed exact and unambiguous

Can Locke's Goal Setting Approach To Motivation Be Used To Self Motivate. 'this Is A Short Introduction To The Topic, Should Not Be Used For Higher Level Work'

580 words - 3 pages between manager and employee then goals set may questioned and not fulfilled.-Feedback to the employee. If the employee does not know what needs improving or how to improve then the goal cannot be satisfied.-Economic dynamism. If the economy of industry in which the company operates then the setting of long term can be a pointless process if circumstances can change considerably in a short period of time.ConclusionGoal theory can be a very

Motivational Plan

1264 words - 6 pages motivational components will be beneficial to all when it comes to completing necessary tasks. Throughout the years, many theories of motivation have been developed. This paper will address the findings behind the Goal-Orientation Theory, the Self-Determination Theory and the X and Y Theories and how they relate to education. The foundation of the Goal-Orientation Theory focuses on the question “why.” When individuals are given a task, why do

Motivational Change

1189 words - 5 pages mainly through job design, human needs and the external forces that result in the least disadvantages. Motivation Theories Beyond each motivational method there is a theory behind it. Motivating by job design, human needs, and external forces are backed by the Edwin Locke’s goal-setting theory, Frederick Herzberg’s two-factor theory, and the reinforcement theory, respectively. Edwin Locke’s Goal-Setting Theory According to the authors, the

Learning and Assessment Basics

1837 words - 8 pages development as opposed to the newly created mixed cognition theory, I did not mention why situated cognitive theory would not be inappropriate. That is because Vytosky’s theory of cognitive development and situated cognition theory share something in common. Although situated cognition theory doesn’t specifically focus on children, it emphasizes that learning occurs in socio-cultural settings and the activities of people within the setting and

Employee Motivation

1369 words - 6 pages , task significance, low autonomy and feedback and followed by staff in complicated job settings with scorer high in all fronts (Robbins, Millet, Waters-Marsh, 2004). GOAL SETTING / EXPECTANCY THEORY “Specific hard goals produce a higher level of output than does the generalised goal of ‘do your best” (Robbins, 2003). This statement defines Edwin Locke’s goal-setting theory which advocates giving employees clear targets so that they are

Team Motivation: Clemson Cheerleading

3090 words - 13 pages that parallels our research most successfully is the goal-setting theory. The goal-setting theory states that different goals motivate us differently. While researching the goal-setting theory we found that the most useful information came from the article “Old Friends, New Faces: Motivation Research in the 1990s” written by Ambrose and Kulik. This article points out that if you want an individual to respond to a set goal, then the individual

Managerial Approach

1181 words - 5 pages the employees more, HP has also developed the Job Architecture and Technical Career Path programs so the employees will clearly understand how they can progress within HP. Managers are tasked to support this effort for every employees. | * Expectancy Theory HP is realizes that to keep employees motivated and satisfied, it requires the combination of goal setting and offering incentives. For this, HP uses the expectancy theory as the basis

Related Papers

Goal Setting Theory Essay

768 words - 4 pages Goal-Setting Theory Name Institution Goal-Setting Theory Introduction Over the years, scholars have recommended goal-setting as a panacea for employee motivation. However, they have failed to evaluate the possible adverse effects of such goals. The article, "Goals Gone Wild: The Systematic Side Effects of Over-Prescribing Goal Setting,” evaluates the side effects of goal-setting and particularly how they affect employee motivation and

Management Intro Essay

1905 words - 8 pages excellence, are highly optimistic (otherwise nothing would be undertaken), and always favour challenges of medium risk (neither too easy, nor ruinous). 2. MOTIVATION THEORY APPLIED Goal Setting Theory Goal-setting theory of motivation is proposed by Edwin Locke in 1960’s. This theory states that goal setting is important linked to task performance. It states that specific and challenging goals along with appropriate feedback contribute to higher

Is Goal Setting Manipulation? Essay

567 words - 3 pages gerentes establecen metas difíciles y específicas para los empleados, no los están manipulando? Cuando los gerentes le establecen metas difíciles y especificas a los empleados no significa manipulación de parte de la gerencia. La gerencia hace esto (goal-setting theory) para que el empleado ponga más esfuerzo y desempeño en el trabajo. Las metas que son difíciles de lograr y específica tienden a incrementar el rendimiento del empleado. 3

Path Goal Essay

1189 words - 5 pages Path-Goal Theory of Leadership Introduction The path-goal theory developed by House(1971) and developed over the next several years(e.g. House, 1999), Since that’s time there are a lot of studies created to test of the theory, argues that leaders can adjust their own behaviors to adapt to contingencies and in this way find the most suitable style for any particular situation. The theory states that the main goal of the leader is to help