Everyone who is working for a company should be motivated by at least a goal in accordance with the organization context. Some people are driven by incentives, but some others prefer to be recognized for their contributions, or else some others are motivated by challenges in workplace. Also, sometimes the organizations can redesign the jobs to fit and motivate their staff. Above all, how to set goals to individuals in order for them to attain or perform well in their jobs is followed by the full sequence: goals, values, needs since there are many ways to determine goals.
Goal-setting does not have one path to choose, but it does have various approaches, including:
In conclusion, goals are set for many outputs, besides the questions: how, why, when goal-setting works, we concern how to apply goal-setting theories in a specific workplace as well because “Application is not just a science, but also an art”. Moving on to the application in particular context, there are some issues that need to be addressed in advance since every organization is unique. Goals should be set for the financial returns and measurable in numbers and by deadlines. CEO must be the one who sets goals for his/her organization in relation to company strategy, vision, and direction. Moreover, how hard the goals are set depends on the circumstances in a period of time, however the organizations always push their staff to go beyond their comfort zone to accomplish higher performance.
To attain the goals, the organization needs a lot of competent employees who are fully responsible for their goals, in return, the organization rewards their staff generously by providing monetary bonus or work activities. Besides, using multiple goals and levels encourages employees to try harder. There is another way to reward good staff, for instance: recognition which means not only incentives but also to be recognized how employees contribute to the organization is extremely crucial. Nevertheless, in some cases, goal systems make subordinates dishonest, therefore, a role model leader uses appropriate motivational techniques would help to resolve. Finally, the development of technology is a mean to make goal settings more detailed, more rapid, more reliable, and more accurate.
In sum, personally I think that goal setting is an important technique in any organization. On the other words, how to strive people towards company’s strategy and benefits by motivating and setting suitable goals for individuals. This system should be a win-win game for all parties and shows them the values of fulfilling their needs so far. Additionally, as a manager, he/she should pay attention on goal conflicts and design fit means to direct the ship on track.
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