Goals Are Very Effective For Motivating Performance

Chapter 5 Summary, Study Design, and Hypotheses Summary Goals are very effective for motivating performance in the workplace. Setting high, specific goals typically results in higher performance compared to setting low or non-specific goals (Locke Latham, 2012). Given goals’ influence on performance, scholars have examined factors that affect the level at which goals are set. This research has primarily focused on self-set goals and not assigned goals. Self-efficacy, an individual’s expectation for his or her success in a specific domain, has been shown to influence self-set goals. Individuals higher in self-efficacy tend to set higher goals for themselves than do individuals lower in self-efficacy (Bandura, 2012). Although, to my knowledge, it has not been directly examined we might expect to see a similar effect for assigned goals. Meaning, when goals are assigned, goal setters are likely influenced by their stereotypic judgments and subsequent expectations for a targets’ ability. These expectations can come from a variety of sources, including stereotypes associated with the goal target’s group. For example, competency-related gender stereotypes often lead to the expectation that women will perform worse than males at most tasks (Biernat Kobrynowics, 1997; Wood, 1987; Wood Karten, 1987). Therefore, given that assigned goals are likely based, at least in part, on expectations and that those expectations are often driven by stereotypes one must question whether theShow MoreRelatedAnalyzing The Article Of Prodancius ( 2012 ) On How One Sees His Career Path Supporting An Organization Essay759 Words   |  4 Pagesan organization while motivating and leading employees to be a high performance team, it appears that the author chose seven scholars (authors) to present their thoughts on the importance of studying an organization. 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