Strengths, Benefits, Limitations and Weaknesses of Goal ...
Goal Setting Project8182931796636In last week’s journal, each of you identified an area, skill, habit, etc. that you wanted to improve and that will be the focus of this project. You are going to set a goal with checkpoints and work to achieve it. Goals must follow the SMART model, which means the goal must meet the following criteria.Part of the grade for this goal will be meeting your checkpoints, which are outlined below. You will also seek out resources beyond the classroom to meet your goal. The final project is due on Friday, June 10th. You may turn in a paper copy or submit it electronically.ScoringSMART Goal_____/10Checkpoints (5 pts. each)_____/25Additional Resource _____/10Achievement_____/25Article Questions_____/10Reflection_____/10Grammar, usage, mechanicsand spelling_____/10Total_____/100Step 1 – Set a goal (due 5/16)Good example: I will study for at least 20 minutes for 5 days leading up to my social studies test. I will complete all my readings and questions for Romeo and Juliet on time.Too general: I want to study better. I will turn in my homework. SMART Goal Statement:Where am I now? (with the goal)What supports do you need to reach this goal?Step 2 – Create an Action Plan (checkpoints 5/20, 5/27, 6/3)Week of 5/16What steps will you complete this week? What will you accomplish?Week of 5/23What steps will you complete this week? What will you accomplish?Week of 5/31What steps will you complete this week? What will you accomplish?Final StepsWhat are the final steps you need to accomplish to meet your goal?Step 3 – Additional ResourceIdentify an additional resource to help you meet your goal (website, video, adult support, etc.).Strengths, Benefits, Limitations and Weaknesses of Goal Setting TheoryCreated by BRIAN FRANCIS REDMOND, last modified by CHELSEA MARIE JONES on Feb 20, 2016 Strengths and BenefitsGoal-setting theory is one of the most popular theories in use among I/O Psychologists due to wide support provided by extensive empirical research and its?relative simplicity as compared to other theories (Locke?& Latham, 2002; PSU WC, 2015, L. 6).? According to Locke and Latham (2002) using techniques such as correlational, experimental and quasi-experimental design, a plethora?of research studies have been conducted over 40 years using close to 40,000 participants in eight countries, over time periods varying from one minute to 25 years (PSU WC, 2015, L. 6).Lock and Latham have used their extensive research to determine the high level of generalizability, such that it is valid "not only to individuals, but to groups, organizational units, and entire organizations" (Lock & Latham, 2002, p. 174, within PSU WC, 2015, L. 6). This means that, just as an individual would succeed with his or her goals using these theories, organizations, despite their industry or size, should have just as much success when properly applying the mechanisms and conditions. Ludwig and Geller (1997) found success with pizza delivery drivers, and Latham and Baldes (1975) found success with lumber crews.?The implications stretch as far as to say, if there is a goal, there is motivation to reach it.According to Latham (2004) goal setting has been found to inspire individuals and is a critical key to self-management. In many cases, goal setting creates an alternative purpose for work and provides the challenge that enables individuals to overcome even the most physically exhausting tasks (Latham, 2004). Whether a goal requires cognitive or physical exertion, perhaps even both, studies have shown that the greatest amount of effort is applied to those that are considered more challenging (Latham, 2004). ?From a psychological standpoint, a sense of pride develops from an individual's improved self-interest; which may lead to better jobs and increased pay over time (Latham, 2004). ?When making the commitment to set a goal and focus on its accomplishment within a specified period of time, attention is often diverted away from activities that are considered?goal-irrelevant.? For this reason, people are often motivated to utilize or discover the knowledge necessary for successful completion (Latham, 2004).In the Gallup Business Journal, researchers found that employees who set goals that were based on their personal strengths, were seven times more likely to be engaged in their work assigned and much more likely to be "high performers" (Asplund & Blacksmith, 2013, para. 9).? Limitations and WeaknessesWhen two separate goals are set at the same time, exerting too much focus on one may make it difficult to achieve the other (Latham, 2004). For example, if someone sets quantity and quality goals simultaneously; trying too hard for quantity may cause quality to be neglected (Latham, 2004). However, this can be fixed by prioritizing separate goals or finding a balance between goals directly dealing with each other. It is more important to have well thought out goals than to have too many and not be able to follow through on any one goal (Gergen & Vanourek, 2009).Another limitation deals with goals and risks.? During a computer game study, Knight, Durham, and Locke (2001) found that participants who were given difficult performance goals increased risk strategies to improve performance. Additionally, a limitation that can occur is commonly referred to as tunnel vision.? This?is when employees focus so intently on their goals that they will ignore other aspects of their job (PSU WC, 2015, L. 6).? When attention is focused too narrowly on a goal, inattentional bias can occur.? This was demonstrated in a study Simons and Chabris.? In the study, subjects were asked to measure the number of passes in a basketball game.? People became so focused on their task that they didn't notice a man in a gorilla suit on the course.? Concentrating too much on a specific task or goal can cause you to miss a major aspect of your environment (Simons & Chabris, 1999). In a case study done with GE, goal setting seemed to backfire on the company. "A few management experts began to wonder what sort of price we pay for our goals. Goals, they feared, might actually be taking the place of independent thinking and personal initiative" (Bennett, 2009, para. 14).? If people are always having goals set for them it is difficult for them to motivate themselves. ?Goal Setting Theory also does not account for actions motivated by the subconscious; as the goal-setting theory focuses on cognition with no regard to the subconscious (PSU WC, 2015, L. 6). On occasion, an individual can do something without being aware of what is motivating them.?This cognitive quality of this theory makes it such that, much like other cognitive motivation theories, it takes for granted the fact that "people can take action without being aware of what is motivating them" (PSU WC, 2015, L. 6). Practical Solutions (Locke, E.A. 2002)Negative Outcomes of Goal-Setting TheoryWhen discussing limitations and weaknesses of goal-setting theory, it is important to discuss how the outcomes of set goals can be different than intended:? especially if one doesn't use the aspects of SMART in the planning and execution of his/her?goal. Without a specific goal that addresses what one is trying to achieve and by how much (i.e. improve running time by 1 minute), an individual can easily get off course and lose sight of the goal. This leads into the idea that these specific goals must be measurable in quantity. This allows for process feedback later on and without a measurable, quantitative component, it will be difficult to determine if one has moved toward their goal (PSU WC, 2015, L. 6). The A refers to assignable; when a goal is not assignable, no one individual is responsible for achieving the goal, thus no one is accountable and the goal may never be achieved. Goals must be realistic in that they can be achieved within the expected period of achievement. When a goal is unrealistic, an individual will be less likely to work toward it since they know it won't be attainable. Many times it is helpful to setup small, goals along the way to the major achievement. This not only allows for more realistic expectations but provides small achievements along the way to increase motivation. Without these, motivation may drop significantly. Lastly, a goal that is not time-related and lacks a definite end doesn't allow for feedback as there is no date to work toward. When this deadline isn't realistic, motivation goes down and performance may suffer. Overall, all of these components must be present for a goal to be completed. Whilst they all have a tendency to lead to inability to achieve the goal, the bigger problem may lie in where the work leads the individual, if not toward the final desired effect.Article Questions (must be typed). May be submitted electronically. (10 points)1. According to the article, what are two positive and two negative outcomes of goal setting?2. From your experience with this project or school/sports in general, do you think setting goals is advantageous or ineffective? Explain using specific personal examples and details.3. What quote, piece of research, or example did you find the most interesting? (include author). Explain.4. What is a solution to the problem of having too many goals or being too goal-driven?Reflection Questions - Must be typed. May be submitted electronically.1. What have you learned about yourself and setting goals from this project? 2. What was the outcome of your goal? Did you reach it? Did you come close to reaching it? Explain.3. Did you find that you were more likely to follow through with your goal or weekly objectives knowing that it was being monitored? Explain.4. What might the “next steps” of your goal be as you continue to high school, MBIT, etc.?5. The article “Strengths, Benefits, Limitations and Weaknesses of Goal Setting Theory” mentions that goals must be realistic so “they can be achieved within the expected period of achievement.” Was your goal a realistic one? Explain. If not, how would you rewrite or rework you goal to make it more realistic?Reflection Questions - Must be typed. May be submitted electronically.1. What have you learned about yourself and setting goals from this project? 2. What was the outcome of your goal? Did you reach it? Did you come close to reaching it? Explain.3. Did you find that you were more likely to follow through with your goal or weekly objectives knowing that it was being monitored? Explain.4. What might the “next steps” of your goal be as you continue to high school, MBIT, etc.?5. The article “Strengths, Benefits, Limitations and Weaknesses of Goal Setting Theory” mentions that goals must be realistic so “they can be achieved within the expected period of achievement.” Was your goal a realistic one? Explain. If not, how would you rewrite or rework you goal to make it more realistic? ................
................
In order to avoid copyright disputes, this page is only a partial summary.
To fulfill the demand for quickly locating and searching documents.
It is intelligent file search solution for home and business.
Related download
- dbe goals worksheet tennessee
- treatment plan goals objectives
- strengths benefits limitations and weaknesses of goal
- smart goal setting university of illinois system
- individual development plan model new hampshire
- vr3137b personal social adjustment and work adjustment
- performance management psu human resources