Goal Setting Task
(Redirected from Goal Setting)
Jump to navigation
Jump to search
A Goal Setting Task is a cognitive agent task (by a cognitive agent) that produces goal plans to guide performance improvement.
- Context:
- Task Input: Current State, Desired State
- Task Output: Goal Plan, Performance Targets
- Task Performance Measure: Goal Quality via SMART criteria, Goal Alignment, Goal Acceptance
- ...
- It can create Performance Targets through goal definition process.
- It can enable Goal Alignment through stakeholder engagement.
- It can support Goal Commitment through participative process.
- It can maintain Goal Clarity through specific criteria.
- It can facilitate Goal Achievement through action planning.
- ...
- It can range from being a Simple Goal Setting to being a Complex Goal Setting, depending on its scope complexity.
- It can range from being an Individual Goal Setting to being an Organizational Goal Setting, depending on its target level.
- ...
- It can integrate with Performance Management for progress tracking.
- It can connect to Resource Planning for implementation feasibility.
- It can support Change Management for organizational transformation.
- ...
- Examples:
- Goal Setting Levels, such as:
- Personal Goal Settings, such as:
- Team Goal Settings, such as:
- Organizational Goal Settings, such as:
- ...
- Goal Setting Levels, such as:
- Counter-Examples:
- Vision Statement Creation, which defines aspirational direction without specific performance targets.
- General Planning Tasks, which lack the specific criteria of goal setting.
- Organizational Culture Management, which shapes workplace environment rather than defining specific goals.
- See: Performance Improvement, Plan, Motivate, Guide, Goal, SMART Criteria, Personal Development.
References
2020
- (Wikipedia, 2020) ⇒ https://en.wikipedia.org/wiki/Goal_setting Retrieved:2020-8-5.
- Goal setting involves the development of an action plan designed to motivate and guide a person or group toward a goal. Goal setting can be guided by goal-setting criteria (or rules) such as SMART criteria. Goal setting is a major component of personal-development and management literature. Studies by Edwin A. Locke and his colleagues have shown that more specific and ambitious goals lead to more performance improvement than easy or general goals. The goals should be specific, time constrained and difficult. Difficult goals should be set ideally at the 90th percentile of performance assuming that motivation and not ability is limiting attainment of that level of performance. As long as the person accepts the goal, has the ability to attain it, and does not have conflicting goals, there is a positive linear relationship between goal difficulty and task performance. The theory states that the simplest most direct motivational explanation of why some people perform better than others is because they have different performance goals. The essence of the theory is fourfold. First, difficult specific goals lead to significantly higher performance than easy goals, no goals, or even the setting of an abstract goal such as urging people to do their best. Second, holding ability constant, as this is a theory of motivation, and given that there is goal commitment, the higher the goal the higher the performance. Third, variables such as praise, feedback, or the involvement of people in decision-making only influences behavior to the extent that it leads to the setting of and commitment to a specific difficult goal. Fourth, goal-setting, in addition to affecting the three mechanisms of motivation, namely, choice, effort, and persistence, can also have a cognitive benefit. It can influence choice, effort, and persistence to discover ways to attain the goal. [1]
- ↑ Latham, G. P. (2012). “Motivate employee performance through goal-setting". In Locke, E. Ed. Principles of Organizational Behavior. Wiley.