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 performances of undergraduate students with and without set goals.

Findings of the study supported these hypotheses. Indeed, it was noted from the experiment that students with set goals have better task performance than those without while undergoing a series of activities that tested their verbal, numerical, and spatial-relations skills and abilities. 'Better task performance' meant that students who have set goals performed efficiently, without having to resort to repeated "task switching." Those who do not have a set of goals for…...

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Works cited

Spieker, C. And V. Hinsz. (2004). "Repeated success and failure influences on self-efficacy and personal goals." Social Behavior & Personality: An International Journal, Vol. 32, Issue 2.

Strickland, O. And M. Galimba. (2001). "Managing time: the effects of personal goal setting on resource allocation strategy and task performance." The Journal of Psychology, Vol. 135, Issue 4.

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 theory posits that goals that are set by employees need to be SMAT. This means they should be specific, measurable, attainable, realistic, and time-bound. This is important for the goals to be clear to both the employees and the organization. The theory also states the second attribute of goals as commitment from the employee to meet the goals. Employees should be motivated to feel like the goals and goal-setting process is important for them to be committed to their set…...

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References

Eccles, J.S., & Wigfield, A. (2002). Motivational beliefs, values, and goals. Annual Review of Psychology, 53, 109-132.

Elliott, E.S., & Dweck, C.S. (1988). Goals: An approach to motivation and achievement. Journal of Personality and Social Psychology, 54, 5-12.

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 ways of motivating employees. The theory hence indicates that high and specific goals often lead to higher performance by individuals as compared to vague and low goals set (Locke E. & Latham P., 1990). There are various character traits that need to be explicit in a goal according to this theory:

Goals need to be specific; when there is requirement to meet some specific high standards then there is a likelihood of the organization realizing higher performance from the employees as…...

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References

Locke E. & Latham P., (1990). New Directions in Goal-Setting Theory. Retrieved August 31, 2013 from  http://home.ubalt.edu/tmitch/642/Articles%20syllabus/Locke%20et%20al%20New%20dir%20goal%20setting%2006.pdf

Goal - setting theory (urtis 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 based on beliefs about what is important or what one wants to attain or should attain do they affect action. Having a goal affects task performance because people will do things (take action) to attain the goal.
Goals affect task performance in at least three ways. First, they energize performance by motivating people to exert effort in line with the difficulty or demands of the goals or task. It is not simple physiological arousal that produces high performance, but rather, goal…...

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Challenging goals lead to high performance only if the individual is committed to them. Commitment refers to one's attachment to or determination to reach a goal, regardless of where the goal originated. It is inclusive of the term acceptance. Expectancy is a significant predictor of goal commitment -- that is, the individual's belief that exerting effort will produce a certain level of performance and that performance will lead to valued outcomes.

Goal setting would only work if like stated above the individual is personally committed. This would be an effective means if there were an opportunity for a bonus or paid day off. By using this method, you would have to pinpoint only individuals that are driven by setting goals and have a personal stake in whether or not those particular goals are met.

Expectancy Theory-This model, suggests that individuals, acting through self-interest, adopt courses of action perceived as maximizing the probability of desirable outcomes for themselves. This desire to maximize self-interest provides aspiring leaders with unique opportunities to assume leadership roles by simultaneously meeting both follower needs and organizational requirements. "V. H. Vroom (1964) suggested that people consciously choose particular

Goal Setting Theory
Describing Goal Setting Theory and Summarizing a Sample of esearch 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, and must not be troubled by conflicting goals. The organization must also identify a clear discrepancy between the present, where there is a deficit regarding goals, and the future where the goal must be realized for the organization to thrive (Locke & Latham 2005: 265). Several central mechanisms are at play regarding the theory. The first and foremost is the notion that people will only reach goals if they have a psychological awareness of the extent to which they are…...

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References

Locke, E & Latham, G. (2005). New directions in Goal-Setting Theory. Current Directions in Psychological Science, 15 (5); 265

Lunenburg, F. (2011). Goal-setting theory of motivation. International Journal of Management,

Business, and Administration, 15 (1): 1-6

Seijts, G.H., Latham, G.P., Tasa, K., & Latham, B.W. (2004). Goal setting and goal orientation:

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 your life to be in one year -- or five -- or even 20, it will have an impact on what you do TODAY. A person who dreams of being a lawyer will not have much success obtaining that goal if they don't first make the time to fit studying and school into their schedule today" (Setting goals: Long-term and short-term goals, 2005, Time Management), However, to ensure you are moving forward in the direction of meeting critical short-term goals,…...

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References

Chaffee, John, (2009). Thinking critically, 10th edition. Boston: Houghton Mifflin Company.

Personal goal-setting. (2011). Mind Tools. Retrieved October 9, 2011 at  http://www.mindtools.com/page6.html 

Setting goals: Long-term and short-term goals. (2005). Time Management.

Retrieved October 9, 2011 at  http://alcwebmarketing.com/Time_Management/Setting_Goals_Long_Term_and_Short_Term_Goals.html

Social Work with IndividualsPractice Skills: Goal SettingHope restoration: The client should be become more hopeful about the future and what it holds, be capable of formulating medium-term and long-term goals, etc. As per the psychotherapy model, one of the key suicidal ideation contributing factors happens to be hopelessness (McLeod, 2013). For this reason, the relevance of eliminating hopelessness cannot be overstated on this front. Towards this end, the client will be tasked with the accomplishment of happiness and morale boosting tasks. These could be inclusive of, but they are not limited to participating in visits to child shelters, active engagement in spiritual activities.Adapt/vary though processes: In this case, deliberate actions ought to be taken to ensure that the client is able to not only identify faulty thoughts, but also replace them with thoughts that are more rational or accurate. For instance, in the present scenario, the client appears convinced that…...

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References

McLeod, J. (2013). An Introduction to Research in Counselling and Psychotherapy. SAGE.

Measuable goals allow students to know when they have achieved thei goals.

Achievable goals ae those within a student's each.

Reasonable goals achieve a balance between pushing students to thei limits and not fustating them.

Time-limited goals ceate due dates that push students to complete a goal. A timeline should include peiodic checks on pogess (NRS Tips: Leane Goals and NRS Goals -- Making the Connection, n.d.).

Establishing adult leane goals defines the aeas in which instuction and leaning will be focused in addition to poviding a benchmak by which pogams and students epot pogess. To seve this dual pupose, it is essential to diffeentiate between shot- and long-tem milestones.

It is necessay to update the student's goal selection if thei situation changes.

It may be suitable to estict the choice of cetain goals when thei selection is inappopiate.

Pogams must povide guidance so that adult leanes select epoting goals that ae easonable. Pogams ae encouaged to…...

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references: Goal-setting and self-assessment activities in a tertiary education environment. Language Teaching Research. 13(2), p177-199.

Kelly, Michelle H. (2006). Teach an Old Dog New Tricks: Training Techniques for the Adult

Learner. Professional Safety. 51(8), p44-48.

NRS Tips: Learner Goals and NRS Goals -- Making the Connection. (n.d.). Retrieved March 24,

2010, from Web site:  http://www.nrsweb.org/docs/tips/NRSGoalsSetting.pdf

Locke's Goal-Setting Theory
Most people want and need to know what is expected of them in the workplace, and Locke (1964) proposed that goal-setting theory can help explain why. Subsequently, Locke (1996) conceptualized goals as being the objective or purpose that serves to guide individual actions at work (Perrone & Smith, 2003). The main points of Locke's goal-setting theory are as follows:

Specific high goals lead to higher performance than setting no goals or setting an abstract goal such as "do your best";

There is a linear relationship between goal difficulty and performance and the higher the goal the higher the performance; and,

Factors such as feedback, participation in decision making, and competition only affect performance to the extent that they lead to the setting of and commitment to specific high goals (Latham, 2001, p. 1).

According to Latham, "Three of the four mediators of the goal setting performance relationship are motivational, namely direction,…...

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References

Baird, T. & Tempest, S. (2010, August). Service users' perceptions and experiences of goal setting theory and practice in an inpatient neurorehabilitation unit. British Journal of Occupational Therapy, 73(8), 373-377.

Curran, K. & Reivich, K. (2011, May). Goal setting and hope. Communique, 39(7), 1-5.

Gerhardt, M.W. & Luzadis, R.A. (2009, November). The importance of perceived task difficulty in goal orientation-assigned goal alignment. Journal of Leadership & Organizational Studies, 16(2), 167-172.

Latham, G.P. (2001, February). The reciprocal effects of science on practice: Insights from the practice and science of goal setting. Canadian Psychology, 42(1), 1-7.

This provides a competitive edge in that the company not only caters to a widely diverse public, but also in that they can understand and meet the needs of this public. Customer satisfaction would then lead to increased customers and better business.
The other three questions, relating to the employees' experience in the workplace, provide employees with the opportunity to voice any concerns or trouble they have, while also ensuring that the company not only remains diverse, but also truly integrated within this diversity. This leads to worker satisfaction, which would in turn mean a higher level of worker retention. The company therefore saves significantly in terms of recruiting new employees or using worker hours to train these employees.

The open communication platform created by the Diversity Index cultivates a sense of trust between employees and managers, which is further conducive to companywide excellence. Employees who trust their employers to deliver…...

Achieving and Maintaining Individual Excellence
For any organization, effectively motivating everyone is the key to ensuring their continuing happiness and well-being. This means that the strategies which are used will have an impact on how they feel about the management and the firm. Those organizations which understand and can apply flexibility in the process are more capable of connecting with them. To fully comprehend which approach is the most efficient requires carefully examining three different theories. During this process, there will be a focus on managing the environment, planning / program design, organizational design, human resource development, supervision, financial management, information systems, program evaluation, leadership, personal mastery, mental models, shared vision, team learning and systems thinking. Together, these elements will highlight how to use these tools to motivate and encourage everybody to do more. (Cherry, 2013) (Beck, 2004) (Weiner, 2013)

Managing the Environment

Job satisfaction is when an employee will have positive or…...

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References

Hertzberg's Theory of Motivation. (2010). You Tube. Retrieved from:  http://www.youtube.com/watch?v=3Ub8R5c6tkE&feature=related 

Want to Motivate People? (2010). You Tube. Retrieved from:  http://www.youtube.com/watch?v=LjArLRXMH58&feature=related 

What is Organizational Learning. (2012). Sol Online. Retrieved from:  http://www.solonline.org/?page=Abt_OrgLearning 

Akanbi, P. (2013). Exploring the Relationship between Job Satisfaction and Organizational Commitment. Journal of Business and Management Sciences, 2, 18 -- 22.

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…...

Strategic Goals
What follows in this report is the Final Project for this class. There will be several questions that are answered as part of this final project. First up will be two to three short-term goals. These are goals that are expected and desired to be completed over the next year to four years. After that will be two to three long-term goals. These are goals that are to be completed and realized over the next fifteen to twenty years. There will be a brief explanation as to why defining short-term and long-term goals is important. Finally, there will be an identification and sharing of the resources that the author of this report might use to help define organization goals that are relevant, complete and defined. While planning five to twenty years down the road may seem too abstract or unreasonable to some, it is important to define both short-…...

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References

Kumar, S. (2015). The Importance of Goals. Level Ten Dallas, TX. Retrieved 16 October 2015, from  http://getlevelten.com/blog/sumeeta-kumar/importance-goals 

Saft, J. (2015). Allocating for all your assets, including human capital: James Saft. Reuters. Retrieved 16 October 2015, from  http://www.reuters.com/article/2015/07/17/us-saft-wealth-idUSKCN0PQ2M520150717 

Time. (2015). Behind the Enron Scandal - TIME. TIME.com. Retrieved 16 October 2015, from  http://content.time.com/time/specials/packages/0,28757,2021097,00.html

Psychology: Goal Setting For an AthleteA long-term goal that I would like to achieve is: Take part in the next Olympics games coming in two yearsThree short-term goals with process goals:1. Focus on fitness and physical exercise (The goal is to join a gym and exercise regularly, at least six days a week). The assessment measure would be daily punctuality for adhering to the fitness plan.2. Focus on a diet that would help give strength and vigor to the body for training (The goal is to follow a diet plan usually provided by the gym instructors in the beginning and then move on to the professional trainers one). The assessment measure would be the daily intake of each days specific food items with a combination of all nutrients, proteins, carbohydrates, good fat, calcium, etc.3. Please search for a trainer that would guide the games and the relevant training session required…...

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ReferencesBalk, Y. A., de Jonge, J., Oerlemans, W. G., & Geurts, S. A. (2019). Physical recovery, mental detachment, and sleep as predictors of injury and mental energy. Journal of Health Psychology, 24(13), 1828–1838. A. & Akyol, G. (2020). The effect of self-talk on athletes. African Educational Research Journal, 8(3), 640-648.  https://doi.org/10.30918/AERJ.83.20.141 de Albuquerque, L. R., Scheeren, E. M., Vagetti, G. C., & de Oliveira, V. (2021). Influence of the coach’s method and leadership profile on the positive development of young players in team sports. Journal of Sports Science & Medicine, 20(1), 9–16.  https://doi.org/10.52082/jssm.2021.9 Diotaiuti, P., Corrado, S., Mancone, S., & Falese, L. (2021). Resilience in the endurance runner: The role of self-regulatory modes and basic psychological needs. Frontiers in Psychology, 11.  https://doi.org/10.3389/fpsyg.2020.558287 Ives, J.C., Neese, K., Downs, N., Root, H. & Finnerty, T. (2021). The effects of competitive orientation on performance in competition. The Sports Journal, 24.  https://thesportjournal.org/article/the-effects-of-competitive-orientation-on-performance-in-competition/ Kershner, A. L., Fry, A.C. & Cabarkapa, D. (2019). Effect of internal vs. external focus of attention instructions on countermovement jump variables in NCAA division I student-athletes. Journal of Strength and Conditioning Research, 33(6), 1467-1473.  https://doi.org/10.1519/JSC.0000000000003129 Pyne, D.B. and Sharp, R.L. (2014). Physical and energy requirements of competitive swimming events. International Journal of Sport Nutrition and Exercise Metabolism, 24(4), 351-359.  https://doi.org/10.1123/ijsnem.2014-0047 Traboco, L., Pandian, H., Nikiphorou, E., & Gupta, L. (2022). Designing infographics: Visual representations for enhancing education, communication, and scientific research. Journal of Korean Medical Science, 37(27).  https://doi.org/10.3346/jkms.2022.37.e214https://doi.org/10.1177/1359105317705980Bulbul,

Goals Athletes Set in Training and Competition
Perhaps the biggest mistake a researcher can make it to assume that if research has been done, that means the research is good research. In actuality, there is a significant amount of bad research available and those who rely upon it can easily draw bad conclusions. While there are an infinite number of ways that research can be bad, probably the most significant risk in bad research is research that detects a relationship (correlation) between two or more different variables and, from that relationship, seeks to suggest that there is causation between two or more of those variables. This can be due to an improper conclusion, but it can also be due to faulty research design that has failed to account for all of the other variables that could impact the results.

Defining Good esearch

It can be difficult to define good research because research…...

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References

Denscombe, M. (2007). The good research guide for small-scale social research projects, 3rd

Ed. Poland: Open University Press.

Munroe-Chandler, K., Hall, C., Weinberg, R.S. (2004). A qualitative analysis of the types of goals athletes set in training and competition. Journal of Sport Behavior, 27(1), 58-74.

Shuttleworth, M. (2008). Validity and reliability. Retrieved March 9, 2012 from Experiment

Exploring the relationship between performance management plans and terminating employees.  How can performance management help employers demonstrate that a termination was not wrongful?  How can performance management help wrongfully terminated employees demonstrate that their employment was wrongful?

The importance of goal setting in performance management.  How can a manager and an employee work together to set attainable and quantifiable goals for the employee between review periods?  Emphasize how attainable goals are important, because setting goals that an employee cannot realistically achieve can demotivate otherwise high-performing employees. 

Measuring employee performance under employee management plans?  How can human resource professionals help managers develop quantifiable....

I. Introduction
A. Introduce the case study of Summit Financial
B. Explain the role of a Human Resource Specialist at Summit Financial

II. Background
A. Provide an overview of Summit Financial
B. Describe the current challenges faced by the company

III. Human Resource Specialist's Responsibilities
A. Recruitment and selection process
B. Training and development programs
C. Performance management
D. Employee relations

IV. Analysis of the Case Study
A. Identify the key issues faced by Summit Financial
B. Evaluate the effectiveness of the current HR practices in addressing these issues

V. Recommendations
A. Suggest strategies for improving recruitment and selection process
B. Propose methods for....

The Impact of Study Habits and Environment on Student Productivity

Educational productivity is a crucial aspect that significantly influences academic success. It encompasses the efficient use of time, resources, and effort to achieve optimal learning outcomes. This comprehensive analysis explores the interplay between study habits and the learning environment, highlighting their profound impact on student productivity.

Study Habits:

1. Time Management:

Effective time management is paramount for student productivity. Creating a structured study schedule, prioritizing tasks, and utilizing time-saving techniques can help students allocate their time wisely.

2. Active Learning:

Engaging in active learning strategies, such as taking notes, asking questions, and participating in discussions, enhances....

Certainly! Here is an introductory paragraph to introduce coping strategies towards productivity:

In today's fast-paced world, it can be challenging to stay focused and productive amidst the numerous demands and distractions that we face on a daily basis. However, by incorporating effective coping strategies into our daily routine, we can better manage our time and energy to achieve our goals. Some key strategies include goal setting, stress management, avoiding multitasking, maintaining discipline, taking micro breaks, and ensuring we get enough sleep. By implementing these strategies, we can enhance our productivity, improve our overall well-being, and ultimately reach our full potential.
It's no....