¶ … Richard Bolles states in his best-selling book What Color is Your Parachute? "We want to feel we were put here on Earth for some special purpose, to so some unique work that only we can accomplish. We want to know what our Mission is," (309). Bolles likens one's career goals to a religious mission, a significant undertaking that demands total commitment, dedication, and love. A mission entails more than just a job, and even more than "just" a career. Rather, a mission implies total fulfillment in all areas of life. When I fulfill my dreams, I will not only be financially secure but I will also enjoy a rich social and spiritual life. Initially formulating a mission statement forced me to examine my moral values as well as my talents, dreams, needs, and desires. On page 8 of What Color Is Your Parachute? Bolles suggests that the first step in performing a life-changing job-hunt is defining exactly what it is I am looking for (8). After some self-examination I concluded that I need an intellectually stimulating position that allows me to maximize my innate analytical abilities. However, I will never feel satisfied unless I simultaneously nurture my freer, creative side. Few careers offer both the opportunity to exercise the left and right sides of the brain; in fact, the more I examined my priorities the more I realized that I will never fit snugly into one particular career path. Rather, I am an energetic person perfectly capable of pursuing two careers at once. One of the fields I intend to fully devote myself to is psychology, industrial psychology in particular. I appreciate this specific area of specialization because I need the stimulus of a wide range of working environments and atmospheres. My interpersonal skills lend themselves to working with large groups of people and organizations. Moreover, I derive great satisfaction from helping people work to improve themselves mentally, emotionally, and interpersonally. Industrial psychology offers me an ideal venue from which to conduct my "missionary"...
However, the job is largely analytical. I will need the added bonus and stimulus of a creative enterprise. With a lifelong passion for fashion, I now seek to design clothes and accessories, preferably opening my own small business. I can run this business on the side even while I enjoy the fruits of my labor in the industrial psychology field. In fact, so that I do not overwork or overtax myself, I would eventually like to work part time as a psychologist so that I can dedicate a large portion of my life to fashion design.
Goal-Setting & Task Performance In the journal article "Managing time: the effects of personal goal setting on resource allocation strategy and task performance," authors Strickland and Galimba (2001) centered their discussion on the relationship between goal setting and task performance among undergraduate students. Using an experimental design for the study, the authors explored whether goal-setting influences task performance or not. Furthermore, they also determined whether there are differences between the task
Goal Theory Components of goal theory and its benefits in the workplace The goal theory suggests that by allowing employees to set goals, they can be influenced to work harder to meet these goals by motivating them. This will lead to a significant boost in employee performance and translate to benefits for the organization as well. The basic principles of the goal setting theory are clarity, commitment, challenge, complexity, and feedback. The
Goal Setting Theory Application The goal setting theory was a product of the research conducted by Edwin Locke and Gary Latham who carried out more than 400 separate studies in this regard. They indicated that goals have a pervasive effect on the behavior of the people working within a given organization hence there is need for care and attention while setting goals since with the right conditions, goals can be powerful
Goal - setting theory (Curtis 37) starts with the situationally specific, conscious motivational factors closest to action: goals and intentions. Goal theory then works backward to determine what causes goals and makes them effective. The specific, close-to-action goal - setting approaches have been more successful in explaining performance than the general, far from-action motivational approaches that stress general needs and motives based on subconscious values. Only when ideas become goals
Goal Setting Theory Describing Goal Setting Theory and Summarizing a Sample of Research on the Theory Goal-Setting Theory: Overview and current research Description Goal-setting theory was first developed by (Locke & Latham 2005) for the benefit of industrial/organizational (I/O) psychology. The theory's basic tenant is that setting higher goals lead to higher levels of task performance vs. easier or more abstract goals. The follower must be committed, have the ability to accomplish the goal,
Goal setting is a powerful process for thinking about your ideal future and for motivating yourself to turn your vision of this future into reality" (Personal goal-setting, 2011, Mind Tools). Many people have said that they key to achieving long-term goals is to achieve a series of short-term goals. After all, there is only one way to scale a mountaintop -- step-by-step! "When you have determined where you want
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