Goal+Setting+Theory

include component="navigation" =Strategies on Enhancing Motivation=

Goal Setting Theory
toc This theory maintains that employees will be far more motivated to work towards accomplishing a goal which they themselves were involved in setting. Indeed, because employees will be more invested in the process of setting their goal, they should by extension be more committed to accomplishing the desired result (i.e. the objective set).Managers need to ensure that employees benefit from their guidance and leadership when setting performance goals. Employers need to be actively engaged in the process to demonstrate their support of their employees’ objectives but also to ensure that goals are of adequate standards and substance. Furthermore, goals need of the S.M.A.R.T. sort: **specific, measurable, agreed-upon, realistic** and **time- framed**. Goals that follow the SMART standard are more likely to be internalised and thus achieved by employees.

Managers generally rely on a method of establishing performance goals with their employees known as Management by Objective (MBO). This strategy involves a high level of employee consultation when setting SMART goals and also, subsequently, necessitates that employers regularly convene with the employee to evaluate the employees progress towards achieving their goal as well as – if the situation calls for it -revaluate the appropriateness of the goal. Often this constant feedback between employee and employer increases motivation among employees, because of their perceived sense of importance and autonomy.

Video: Implementation of MBO
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