Perfect Phrases for Setting Performance Goals - Assignment Example

1. Douglas Max, Robert Bacal, McGraw (2004) Perfect phrases for setting performance goals: hundreds of ready-to-use goals for any performance plan orreview Published in 2004, author helps the readers to define goals, allowing them to have a clear evaluation of achieving goals. Reading through the book, one can understand the fact that this book is a comprehensive treatise that covers almost all the aspects of goal setting and its relevance in work field. It also teaches one to face the obstacles of life and find proper way that best suits to their life. The author succeeds in his attempt to remind the readers of the importance of selecting the right path of their life that enable one to aim the biggest motivational tool. How to set performance goals is the elite part of the book, that is, it helps the reader to aim and guide performance throughout the year. Such kind of performance enhancing goals provide the opportunity to evaluate employee performance, and it even renders help to recognize the barriers of performance which may hinder the real growth of persons or institutions. The book itself claims that is can “create a common understanding of expectations, improve one’s ability to track progress all year long and reduce the stress and anxiety associated with performance reviews when the review criteria are fuzzy or vague. To cap it all, one can infer that this book mainly focuses on setting performance goals. 2. Larrie Rouillard& Cengage Learning (2002) Goals and Goal Setting: Achieving Measured Objectives. Edn 3. Through the work, the author reminds the vital role of careful planning, thoughtful strategy, and the faithful and consistent execution are all factors of success. In order to achieve this, one has to keep a strong determination based on a well planned goal setting. According to him, “Before actions are taken, a goal must exist.” Here the author regards goal are of two types—personal or professional, or it could be a team’s common purpose which one has to aim at. After reading the book, one realizes that setting goal is not as easy as one thinks. It has an extraordinary power which can make an overall change in one’s business or personal life. Author ends the book by revealing the vital role of discovering the purpose for goals and goal setting in a person’s life and in such away the book attracts the readers. 3. Lawson, Cheryline (2008) “Tips On Setting Goals - Setting Goals Objectives” The journal article entitled “Tips On Setting Goals - Setting Goals Objectives” by Cheryline Lawson gives informative ideas about the process of goal setting. Each and every person has goals that are mental, physical, personal, professional, and economical and family oriented. The article reveals various methods or tips of setting goals. One of the best methods to set goals is to write it down and keep it one’s memory. Finding the obstacles is also an important procedure in goal setting. The author remarks; “Once you identify the hurdle or obstacle to your goal, you will be able to cruise along smartly.” Generally people receive this as a negative approach but it is more realistic one than other methods of goal settings. To ensure that the goals or specific objects are not impracticable is essential for effective goal setting. It is better to a person that to develop goal with the help of an action plan. 4. Eva V. Monsma, Ph.D. “Principles of Effective Goal Setting” Goal setting is considered as one of the effective approach to concentrate a person’s behavioral change. Specific and observable goals are essential for effective goal setting. To follow short range goals to gain long range plans. Develop positive approach in setting goals and discard negative goals. The journal article entitled “Principles of Effective Goal Setting” by Eva V. Monsma, Ph.D. from University of South Carolina provides more information about various principally of goal settings. In his article Eva V. Monsma says “The long range goal of reaching your main goal requires strategic short-term goals setting” The author compares effective goal setting is like hiking a mountain and it needs enough time, concentration and hard work. Brian Tracy mentions in his book,’ Goals”, with many an example mentions how he became successful as a result of his having become able to organize and prioritize things and, consequently how he moved on from a person who had to clear off debts to a person who now came to a quite position to occupy certain things in life, such as a car. Being much inspired from these, he read many books on goal setting and took the major powerful ideas from them. Then he goes on to mention how he could train many people world over and helped them achieve their goals. These ideas, he claims have inspired many people to move in to a level of great satisfaction. Citing twenty one of his major ideas that he has arrived at, he says that any person can be successful. As long as one does not place any limit on one’s imagination, one will be able to achieve what one hopes for. 5. Wilson, B., Susan. & Dobson, S. Michael. (2008) Goal Setting: How to Create an Action Plan and Achieve Your Goals, 2, illustrated, AMACOM Div American Mgmt Assn, Work Smart series In the book,” goal setting and how to create an action plan and achieve your goals”, Soosan. B. Wilson and Michael S.Dobson., puts forward a question before us and challenges us to respond positively. The authors ask us to think and answer as to why some people seem to perform better than the others. Those people, who seem to be successful, know of course, how to set particular but achievable goals for themselves and to strive after them till they get a somewhat positive response in favor of what they want to do. This book contains worksheets, quizzes and some practical tools so that the readers can grasp how to set a target or goal, and then make a plan which goes in the line of their goal and subsequently, to obtain the resources that will help them achieve their goals. But the author reminds us to have discipline and hard work. The readers basically get an idea of how to make tool and techniques in order to gain what they like to achieve. 6. Locke, A Edwin. Gary P, Latham (1984) Goal setting: a motivational technique that works!, Prentice Hall, pages, 193. Speaks in his book about the benefits of goal setting and how it works he also speaks about how the goal setting works. The authors in this book speak about the importance of goal setting and how this will ultimately lead us to achieving our goals. The book appears to be highly inspiring as it lays down the steps and ways on how to proceed with regard to achieving one’s aim in life. The authors in this book go on to elaborate how the goal setting works and place much importance on how one should go along the path set in line with the goals that one is desirous of achieving. There are certain techniques and steps to follow, as one moves in the direction of achieving one’s aim. One chooses with a high level of determination what one specifically wants to achieve, to make one’s life a success. Effective planning is a necessary thing in this context. 7. James D. Thompson and William J. McEwen (1958) Organizational Goals and Environment: Goal-Setting as an Interaction Process, American Sociological Association. The importance of goal setting in appraising organizational performance is so important. It has often been viewed that the goals of an organization are static. But to achieve the real goals, organizations have to attempt many activities, such as, arranging different data, preparing official documents and records, organizational output, or statements by organizational spokesmen. The authors of the book shares the view that setting a goal (major organizational purposes) is not static, but a grave issue equally affecting governmental or non-governmental organization. The authors are of the view that goal setting of an institution has direct relations with the society and an organization has to arrange the goals as befitting the needs of the society. One of the prominent studies of the book is concerned with the study of the interdependence of different organizations and their ill-effects in goal setting. It also evaluates the similarities of different organizations in goal setting processes. The authors make the notable comment that goal setting is essentially purposive and not rational. The book also conducts a study of goals as dynamic variables. After reading the book, one can have a clear picture of goal setting in organizational performance. 8. Christopher Earley, Gregory B. Northcraft, Cynthia lee, Terri R. Lituchy, (1990). Impact of Process and Outcome Feedback on the Relation of Goal Setting to Task Performance, Academy of Management journal, Vol. 33. No. 1. 87-105. This is an article which reports the relation of goal setting to performance, task strategy quality, appropriateness of information search, effort, and self-confidence. The authors of this paper identifies that goal setting and feedback are interrelated and they can do much to enhance the work performance of an individual by providing informational and motivational functions. The article identifies that goals and outcome feedback varies in different in a completely crossed factorial design. The authors agree with the positive effect of explicit and challenging goals on an individual’s task performance. The article concludes by stating that “feedback moderates goal setting’s relation to performance and that both outcome and process feedback are important contributors to goal-setting effects” (Earley et al, 1990). Thus, the reading of it reveals that goal setting has a dominant place in task performance, and both outcome feedback and goal setting are mutually interrelated. 9. Edward Marlow and Richard Schilhavy (1991) Expectation Issues in Management by Objectives Programs, IM Published in 1991, in their article, Edward Marlow and Richard and Schilhavy illustrate the significance of goal setting in Management by Objectives (MBO). The article begins by referring the vague objectives which destroy an organization. In order to overcome such a difficulty, MBO implemented various goal setting methods which assure, “when goals are specific, feedback on performance is most effective” (Edward Marlow and Richard Schilhavy, 1991, p.1). under the title, “Expectation Issues in MBO,” the writers comment “ people who establish higher goals achieved higher levels of performance” they also suggest some ways of goal setting. According to them, one has to set his/her goals higher than previous performance level. Another suggestion from them is that one has to set the goals higher than management would set. Such people should be reluctant to lower them. This article evaluates that those who try for goal setting should never show reluctance to lower them. 10. John R. Hollenbeck and Howard J. Klein, (1987) Goal Commitment and the Goal-Setting Process: Problems, Prospects, and Proposals for Future Research Journal of Applied Psychology, Vol. 72, No. 2, 212-220 It is a paper that attempts to examine the role of goal commitment in goal-setting research. Here the writers are of the view that for the effective goal -setting, commitment to goals assume an integral role. The aim of this paper was to create a model of the goal commitment process and analyzing the previous goal-setting research. Authors agree with the widespread research on goal-setting which keeps some particular criteria of achieving the desired effect. If it needs to gain higher levels of performance, one has to change their approach to goal setting, especially there should be specific goals that may lead to better results of performance. The authors concludes the paper by revealing the relation oif goal commitment to goal setting, and according to them, “goal commitment is a necessary condition for goal setting to work, then this increased understanding of the antecedents of goal commitment will have critical implications for goal-setting applications, as well as goal-setting theory. (p.8). 11. Weihrich, Heinz (1982) How to set goals that work for your company – and improve the bottom line!, A division of American Management association, Regarding MBO systems, according to Heinz, it varies widely from managerial programs to individual performance appraisals. One of the serious issues that affect the smooth functioning of a company is the setting of goals for individual managers. According to Haines, “one of the most troublesome aspects of any management –by-objectives plan.”(p.1). the author begins the article by stating that setting goals is not as easy as one thinks. In order to unveil the intricacies of such difficulties, author suggests various plans. As managers of the companies, persons have to develop objectives that are aims to get accomplished in the future. They have to develop an action plan that helps for developing complex and critical objectives is an elite part of the goal setting. Going through the paper, readers can interpret that setting goals need extensive care and support from others. 12. Edwin A. Locke, Karyll N. Shaw, Lise M. Saari, Gary P. Latham (1981)Goal Setting and Task Performance: 1969-1980, Psychological Bulletin, the American Psychological Association, Inc. Vol. 90. No. I, 125-152 The combined work of goal setting and task performance reveals that specific and challenging goals guide to higher performance than easy goals. According to the authors, “Goals affect performance by directing attention, mobilizing effort, increasing persistence, and motivating strategy development.” (p.1.) the authors are of the view that goal setting can affect the task performance, especially when specific and sufficiently challenging. Feedback is also one part of setting goals and rewards like money enhances the performance of individuals. The authors remark that there are not reliable individual differences on the study of goal setting. One can see that this article covers most of the propositions with regard to goal-setting and concerned subjects like task performance. 13. Ju¨ rgen Wegge, S. Alexander Haslam (2005) Improving work motivation and performance in brainstorming groups: The effects of three group goal-setting strategies, European journal of work and Organizational psychology, 14 (4), 400–430, psychology press, Taylor and Francis Group. This article focuses on group goal setting with the details of experiments which certifies its effects. It has a positive effect on brainstorming performances as group goal setting promotes motivation gains arising social compensation and related cognitive processes, in particular high identification with the group. It is undoubtedly proved that group goal setting increase team identification, the willingness to compensate the weaknesses of the other group members, the value of group success, and the value of group failure as well. It also emphasizes that concern to avoid group failure is partly responsible for the improvement of performance. Besides group goal setting can be regarded as a robust strategy for improving work motivation and brain storming performances in groups. Working in group has got a number of advantages and one among them is it satisfies motivation for collective self actualization and meaningful work. Though one may have to disagree with this idea, as it is acknowledged that team work is beleaguered with explicit motivation and harmonization tribulations. 14. David W. Roach, Ph.D., L. Kim Troboy, Ph.D., and Loretta F. Cochran, Ph.D. (2006) The Effects of Humor and Goal Setting on Individual Brainstorming Performance, The Journal of American Academy of Business, Cambridge * Vol. 10 * Num. 1 * September This article provides the effects of goal characteristics and examines how humor, one of the specific context variable affects on individual brainstorming task. Researches show that humor may be an effective managerial lever for certain tasks and contexts. It is sure that specific goals establish and communicate expected performance levels and when one is sure about what is expected he can focus his efforts on the target. Moreover, performance expectations reduce anxiety in the concerned performance procedure. Very difficult goals may have negative impacts on performance hence people be motivated to exert more effort over time when presented with difficult goals. 15. Bil Lycete and John Herniman (n. d.) New-Goal Setting, Theory Through this article the authors try to enlighten the idea that good business results are attainable only through proper organization and in ensuring that organizational focus the selection of the right performance metrics plays a very vital role. The performance metrics will have limited values unless it is not included certain associated goals and those goals should consider business and human psychology alike. According to these authors setting effective goals can be a tricky and contentious affair, and it usually requires the shared energies of art, science, diplomacy and political knowledge. Better results can be achieved by giving considerations to the psychological aspects in setting the goals. It should be noted that outstanding results are attained when goal difficulty is perceived as challenging and achievable. Above all commitment to the goals is a critical factor in goal setting theory. When the goal setting approach is in a manner of supporting the personal needs of the individual projected results are expected to occur. A continuous awareness of their progress related to the preset goals will make the individuals more dynamic. 16. Lisa D. Ordo´n˜ez, Maurice E. Schweitzer, Adam D. Galinsky, and Max H. Bazerman . (2009)Goals Gone Wild: The Systematic Side Effects of Overprescribing Goal Setting, Academy of Management Perspectives Goal setting has been identified as an influencing factor in every tasks and studies have already proved that difficult goals can alter characters of the individuals drastically. But one should not wink his eyes deliberately against the bad effects of goal setting. This paper seems to argue the fact that the beneficial effects of goal setting have been overstated and that systematic harm caused by goal setting has been largely ignored. The author put forward certain side effects such as a narrow focus that neglects non-goal areas, distorted risk preferences, a rise in unethical behavior, inhibited learning, corrosion of organizational culture, and reduced intrinsic motivation. The author also acknowledges the fact that when the companies try to motivate their employees by setting a goal the employees are in fact compelled to deceive their Customers. It may also lead to the employees to overcharge for work and they may be forced to complete unnecessary repairs for the company. The author could identify different companies which achieved rapid financial success after implementing a specific goal setting. Along with rapid financial success, the author also refers to the ill effects of goal setting as it degrades employee performance. He makes it clear when he says, “[goal setting] degrades employee performance by narrowing focus to neglect important but no specified goals, motivating risky and unethical behaviors, inhibiting learning, corroding organizational culture, and reducing intrinsic motivation.” Thus one can see that the author points out in his article both the good and bad effects of goal setting in a work field. 17. Theodore H. Poister, Gregory Streib, (1995) MBO in Municipal Govemment: Variations on a Traditional Management Tool Public Administration Review, Vol. 55,No. 1 This is an article that deals with MBO in public sector, especially its negative effects. As it is a traditional management approach that helps the managers and the organizational units, it has been an influential factor in the government for many years. But it is a sector that has been severely criticized for it unevenness in public sector. Through this article the authors attempt find out the real reasons of such an underestimate of MBO. The given article evaluates MBO and its activities among managers and employers, motivating and making them capable of stronger performance through goal setting. Going through the given article, one can see that it is purely related with MBO and a detailed analysis of its current status in municipal government. It has been constructed as a planning and control system that motivates individuals and assures the endeavor of managers by keeping the organization’s overall goals and priorities. Researching the topic goal setting in this article, it is not possible for one to unearth much about goal setting. 18. John A, Simpson, MAI, (1993) Management By Objective For Appraisal Firms. Setting goals in appraisal firms do not generally get much importance. It is well evident with the field appraisers employed by firms who do not have the chance to implement their own goals in the organizational structure. As there exists such a problem, the only possibility for the filed appraiser to get hold on the advancement of the field is to follow Management By Objective (MBO), which makes them capable of achieving certain goals. Author remarks, Management By Objective (MBO) as a management technique, strives to amalgamate workers and management to achieve a company’s desired goals and to provide additional incentives for field appraisers, and it is the section which the author mainly focuses on. MBO applies best coordination and communication among the managers and appraisers by keeping the fact that both these qualities enable them to get an awareness of what objectives they can and cannot accomplish. The author also views that MBO helps to blend and balance all the individual objectives for achieving the goals of the firm. The reading of the article makes one understand the fact through this article the author narrates the effective usage of MBO for getting the desired goals of a company. 19. John R. Hollenbeck and Howard J. Klein (1987) Goal Commitment and the Goal-Setting Process: Problems, Prospects,and Proposals for Future Research, Journal of Applied Psychology, Vol. 72, 212-220 American Psychological Association. Published in 1987, the article observes the role of goal commitment in goal setting research. For the effective setting of goals there should be the commitment to goals, but it is often seen the fact that majority of the studies in this field disregard goal commitment. Regarding goal commitment, the common factor that the authors feel is its inconsistency in conceptualization. In their article, the authors claim that they have developed a model of the goal commitment process which may facilitate the reinterpretation of past goal-setting research. Through this study, the authors try to explore widely varying sizes of the effect of goal difficulty, conditional effects of goal difficulty, and the inconsistent results with variables. In their study, the authors agree with the argument that difficult and specific goals causes for higher levels of performance than easy or undefined goals. After evaluating the study one can say that it is really effective to understand the necessity of goal commitment in goal setting. 20. Dan Petersen, (2005) “Setting Goals Measuring Performance,” Frequency versus severity, It is a factual study over the workplace fatalities which have been illustrated with percentages of death rate. Petersen, in his study has exerted extensive care when arranging the details with read to this topic, and reminds the importance of goal setting that can alleviate the death rate. But going through the study, one can realize that it does not give much prominence to goal setting. The study can be really useful for the one who needs the factual illustration of work place fatalities. Anyway, the author is of the view that as there is not a reliable system for the safety content, it would be better for each organization to select their own way. He also insists that after deciding what components to include, one has to decide how each component should be weighed. Read More