Goal Setting Theory

 

    

Goal Setting Theory

In 1979, Latham and Locke developed Goal setting theory states that human motivation and performance are higher when individuals set specific goals (Armstrong, 2009). It is a theory regulated by the individual’s goals. Therefore, this theory had a considerable impact on organizational behavior theory and practice (Gkizani and Galankis, 2022). One well-known practical example is design jobs. In Apparel organizations such as Brandix and MAS, certain jobs such as machine operators and sewing machine employees’ tasks of performance and goals are linked and monitored hourly basic to meet the performance targets.

According to Figure 1.0 simplified overview of Goal setting theory. The model is present on two cognitive behavior factors: Values and Goals. Goals are precisely defined as what employees are consciously trying to do (Burdzinska and Flak, 2016). Locke and Latham postulate that the form in which one experiences one’s value judgments is emotional. That is, one’s values create a desire to do things consistent with them. Goals also affect behavior (job performance) through other mechanisms (Lunenburg, 2011).

Figure 1.0 – General Model of Goal Setting Theory

Source: Lunenburg, F. C (2011). Goal Setting Theory of Motivation, International Journal of Management, Business and Administration.

The Education Industry organization I work for; will be monitoring the Quarter Sales performance and targets will be reviewed and recognized before moving to other quarters in the financial year to bring up the organizational performance in terms of student enrollments of the courses.

Implications for Practice

Goal setting can be a powerful technique for motivating organizational members. Therefore, Goals and Objectives need to be SMART in practice such as Specific – define exactly what is being pursued, Measurable – is there a number of track completion, Attainable – can the goal be achieved, Realistic – Doable from a business perceptive and Timely – can it be completed a reasonable amount of time (Lawlor & Hornyak, 2012). As an example, when Sales managers are required to 360 Degree Performance appraisals for subordinates, they will consider the involvement of the SMART Goals. In the organization I work for, in order to confirm employment after the probation period will evaluate the KPI levels. For example, if it is Sales personnel how much Target Vs Actuals made through six months, if it is Academic staff how much they have able to produce graduates, how many lecture hours covered depends on the academic level will be monitored against the time period.

Nearly every modern organization has initiated goal settings in business operations. Programs such as management by objectives (MBO), high-performance work practices (HPWPs), management information systems (MIS), benchmarking, stretch targets, as well as systems thinking and strategic planning, including the development of specific goals (Lunenburg, 2011).

In addition to theories of motivation in Performance Management, which supports organizations to achieve their goals and objectives and estimate the organization’s level of performance. According to Agarwal in 2011, defends the emergence of Performance Management on account of the increasing dynamism of business functions (Goodlucknwokoma & Musa, 2018).

Implementation of Goal Setting Culture

Figure 1.1 – Goal Setting Process

Source: Omer, AVCI., (2015), Goal Setting Theory: What It Implies for Strategic Human Resource Development, Research Journal of Public Finance.

According to Omer (2015), this blog covers how contemporary organizations can be part of the Goal-setting theory in practice while following the below sequence of steps.

Step 1: Defining the Organization Business.

Step 2: Identity what Organization’s strengths and weaknesses are

Step 3: Analysis of the organization’s environment, which includes competitors and their strengths and weaknesses.

Step 4: Based on the environment analysis, identify threats and opportunities.

Step 5: Setting strategic goals based on the information gathered from the above steps; and

Step 6: Ensuring that the set goals will be achieved.

 

References

·       Armstrong, M (2009). Handbook of Human Resource Management Practice, pp 327.

·       Burdzinska, K.H., & Flak, O. (2016). Management by Objectives; as a method of measuring teams  effectiveness, Journal of Positive Management, Vol 6 (3), (Online) < https://www.researchgate.net/publication/301597505_MANAGEMENT_BY_OBJECTIVES_AS_A_METHOD_OF_MEASURING_TEAMS'_EFFECTIVENESS> [Accessed on 19th November 2022]

·       Gkizani, A.M, Galanakis, M (2022). Goal Setting Theory in Contemporary Businesses: A Systematic Review, Scientific Research Academic Publisher, Vol 13 (3), (Online) < https://www.scirp.org/journal/paperinformation.aspx?paperid=116253 > [Accessed on 20th November 2022]

·       Goodlucknwokoma, O., & Musa, N. (2018). Applications Of Goal-Setting Theory On Students’ Take-Home Assignments Using Content Analysis Approach, International Journal of Humanities and Social Science Invention, Vol 7 (3), (Online) < https://www.ijhssi.org/papers/vol7(3)/Version-1/D0703011925.pdf> [Accessed on 20th November 2022]

·        Lawlor, K. B., & Hornyak, M. J (2012). Smart Goals: How the Application of Smart Goals can contribute to achievement of Student Learning Outcomes, Developments in Business Simulation and Experiential Learning, Vol 39, p 259.

·        Lunenburg, F. C (2011). Goal Setting Theory of Motivation, International Journal of Management, Business and Administration, Vol 15 (1), (Online) < http://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Goal-Setting%20Theoryof%20Motivation%20IJMBA%20V15%20N1%202011.pdf> [Accessed on 20th November 2022]

·       Omer, AVCI., (2015), Goal Setting Theory: What It Implies for Strategic Human Resource Development, Research Journal of Public Finance, Vol 1 (3), (Online) < https://dergipark.org.tr/en/download/article-file/1711334 > [Accessed on 20th November 2022]


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Comments

  1. Safiya AmeenDecember 9, 2022 at 9:23 AM

    Great article. adding to above Goal setting is an open theory, which means that there is no limit to the number of discoveries or integrations that can be made between goal theory and other theories. Future research could include studies of the effects of various types of learning goals and methods of combining them with performance goals (e.g., learning goals first, then performance goals), different types of goal framing (approach success vs. avoid failure), the relationship between goals and cognition (which, by implication, includes all of cognitive psychology), goal hierarchies, and macro goal studies with organizations of various sizes (Locke & Latham, 2006).

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    Replies
    1. Sachini NagahawattaDecember 9, 2022 at 9:42 AM

      Thank you for your valuable comment Safiya. Goals have a pervasive influence on employee behavior and performance in organizations and management practice (Locke & Latham, 2002). Nearly every modern organization has some form of goal setting in operation. Programs such as management by objectives (MBO), high-performance work practices (HPWPs), management information systems (MIS), benchmarking, stretch targets, as well as systems thinking and strategic planning, include the development of specific goals (Lunenburg, 2021).

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