Goal Setting in a Global Environment: Management Essay

This essay explores the critical role of goal setting in management and organizational success, referencing the Miles and Vergen landmark study. It delves into the three essential conditions for effective goal setting: achievability, believability, and conceivability. The essay examines how goal acceptance, specificity, and difficulty influence motivation and performance. It emphasizes the importance of setting goals that are challenging yet realistic, promoting individual motivation and avoiding the pitfalls of overly ambitious or overly simplistic targets. The essay concludes by reinforcing the significance of measurable goals and continuous feedback to track progress and optimize performance in a global environment.

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Management and Organization in Global Environment
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Introduction
A goal shows what an individual would want to achieve. Setting a goal involves laying
down guidelines on how a person is to perform to meet his objectives. Miles and Vergen
landmark study describes on how an individual would improve on their aims by formulating
goals that would motivate them to improve on their efforts or change their strategies to yield the
much-expected outcome. Therefore, based on the Miles and Vergen Landmark, goals must meet
three conditions for best practice as outlined in this paper. The conditions are goal achievable,
believable, and conceivable.
Conditions
The first condition based on Miles and Vergen landmark indicates that the goal has to be
accepted for them to be achievable. To agree to a goal is the primary step when formulating a
goal (Munson, and Consolvo, 2012, May, pp.27). An individual has to determine the importance
of the goal and their self-efficacy which determines if the individual is in a position to reach the
target. These two factors, importance, and self-efficacy, assist in developing goal commitment. A
person must believe that they can attain the goal. Hence, this helps them avoid failures.A goal
attains higher performance if it is set by the individual himself as there is that feeling of control
over the goal setting-process (Harding,and Hsiaw, 2014, pp 209). The goal should be stated and
broadly described to enhance motivation. Using brief words to explain the goals to a participant
lowers their motivation, indicating that the goals should be specific.
The second condition outlines that the goal set by an individual has to be specific and
measurable for them to be believable. Specificity and measurability refer to external factors such
as time and space which are used to indicate the progress of the goals (Locke, and Latham, 2013,

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pp 35). The goal should be in apposition to answer all the five W questions which are Why,
what, who, where, when. Ambiguous goals normally do not present motivation to the person
(Zhu, Kraut, and Kittur, 2012, February, pp 935). A more accurate goal enhances better
performance by a person. It is always wise to set a short goal to be achieved in a short period
rather a goal to be achieved within an extended period of time. The goal must be convincing,
understandable and precise for it to motivate performance. Regardless of the fact that a goal is
specific, it cannot be achieved if an individual is not encouraged to reach it. The goal must have
some relevance to the person for them to attain the goal.
Finally, the third condition outlines that goals are always set with a high objective of
reaching new and better levels of achievements for them to be conceivable (Moeller, Theiler, and
Wu 2012, pp154). However, they are set at a small degree for them to be achieved. Setting high
goals usually act as motivation to an individual. When a person attains a goal, then the goal is
considered being effective. However, when a person sets a goal is past his achievements, then the
person becomes less motivated, and their commitment to the goal lowers. Additionally, a person
setting a goal that is far beyond his capability may also lead to dishonesty by not wanting to fall
short of their failures as well as creating a culture of corruption (Ryan,Huta, and Deci, 2013,
pp.120). The goals set by individuals should not be too low or too difficult as this reduces
motivation and performance of a person. These goals, however, should be attainable, challenging
and realistic. It can be achieved by setting goals that are moderately difficult. Even it is a bit out
of a person’s capability to meet the goal; the person would put extra effort in ensuring that the
goal has been achieved unlike when the goal is easy.
Conclusion

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In conclusion, goal setting is essential for every person for them to achieve their
objectives (Berson, Halevy, Shamir, and Erez, 2015, pp.144). Goal acceptance, goal specify, ad
goal difficulty lead to formulating a good goal. Goals should be conceivable, believable, and
achievable as outlined in this paper based on Miles and Vergen landmark. These goals have to be
set in a way that they improve on a person’s motivation and their performance (Hsiaw, 2013,
pp.602). The individual has to set the goals that are unique, i.e., improve on their jump but not
jumping too high to levels that they cannot attain. Therefore the goals must be measurableto give
feedback if it is achieved. Once the goal is formulated, a person has to continually receive
feedback to measure his performance and what they would do better.

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Bibliography
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