PROJ6006 - Management of Organizational Behavior
Added on 2020-02-24
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OrganizationalBehavior1Management of OrganizationalBehavior
OrganizationalBehavior2Literature Review Conceptualization of Goal SettingConception of Goal Setting TheoryThe terminology of goal is identified with other terms and concepts like tasks, purpose, aim,ends and objectives and is considered as the regulator of different actions. Goal settingactivity in an organizational context reflects on directing employees to achieve a set ofcommon objectives and business with also institutional goals such that the same contributesin generating needed competitive advantage. Goal setting is also identified as a formalprocess for identifying and generating quantitative goals for organizational members and alsoin motivating them for improvement of business and institutional productivity. Goal setting isalso considered in synchronizing the personal goals of individual employees for effectivemeeting of organizational goals[ CITATION Cho162 \l 1033 ]. The Goal Setting Theory of Motivation is essentially constituted by two different cognitivebehavioral determinants identified as values and goals or intentions. The goal is identified asthat activity that is being consciously pursued by an individual. Personal values howevergovern the mindset of an individual to act on such tasks that ideally appeal to them. Focusingand meeting of goals demand needed attention and direction from the individuals. Further,the fulfillment of goals demands the employment of further energy and thereby contributes indriving greater effort. It also creates an urge for the development of potential strategies.Failure in meeting goals leads to the emergence of pessimistic behavior and thereby affectsone’s motivation[ CITATION Lun111 \l 1033 ]. The model for Goal-Setting Theory isreflected as follows.
OrganizationalBehavior3[ CITATION Lun111 \l 1033 ]Significance of Goal Setting Goal setting ideally contributes in driving one’s attention and synergies in meeting of specificobjectives for accomplishment of an identified and targeted goal. Further, goal settingbehavior in organizations also contributes in energizing people to act as individuals or asgroups for fulfillment of defined objectives. Energized individuals in turn would focus on theundertaking and meeting of challenging tasks rather than accomplishing easygoals[ CITATION Lan155 \l 1033 ]. Again, goals that are bound by tight deadlines requirethe team members to work in a synergistic fashion and with needed rapidity than goals withlonger deadlines. This requires the organizational management to allocate urgent projects andtasks unto groups for its steady meeting within the specified time limit. Finally, setting andidentification of desired goals and objectives requires individuals to both employ and enhancetheir existing skills and knowledge pursuits. The same contributes in generating greaterproductivity[ CITATION Hoe16 \l 1033 ]. Differences between Goals Setting with MBOMBO or Management by Objectives focuses on the generation of multiple objectives thatessentially associate to diverse set of business and institutional tasks. On the contrary, in GoalSetting the identification and establishment of stated goals and objectives encourage theformulation of managerial decisions for allocating effective resources and expertise inmeeting of stated goals and objectives. Goal Setting activities in the organization areevaluated to act in a top-down manner owing to the movement of directions and decisions
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