scholarly journals GOAL SETTING THEORY: THE EFFECT OF INCENTIVE MODERATION ON INDIVIDUAL PERFORMANCE

2020 ◽  
Vol 3 (2) ◽  
pp. 95-106
Author(s):  
Yudi Hartono ◽  
◽  
Monika Palupi Murniati ◽  
Keyword(s):  
Goal Setting ◽  
Goal Attainment ◽  
Individual Performance ◽  
Reinforcement Theory ◽  
Individual Motivation ◽  
Goal Difficulty ◽  
Goal Setting Theory ◽  
Goal Specificity ◽  
Setting Theory ◽  
The Impact

This study uses goal-setting theory and reinforcement theory to explain the formation of individual motivation in achieving goals. Testing the effect of goal specificity used the experimental method to test the impact of goal specificity, different goal difficulty on the same quota incentive system as the 2x2x1 experimental design. This study's findings confirm the goal-setting theory shown from the higher achievement of participants' goals when participants are given specific and challenging goals than participant goals in different variations of goal specificity and goal difficulty. This study found that participants have a greater focus on goal specificity in driving goal attainment behavior. The findings of this study confirm the reinforcement theory shown from achieving goals that exceed targets. Positive consequences become arguments for individuals to do the same action

The Effects of Goal Specificity and Goal Difficulty on the Performance of Badminton Skills in Children

2000 ◽  
Vol 12 (3) ◽  
pp. 270-283 ◽  
Author(s):  
Robert P. Mooney ◽  
Nanette Mutrie
Keyword(s):  
Physical Activity ◽  
Social Comparison ◽  
Goal Setting ◽  
Age Effects ◽  
Future Directions ◽  
Activity Settings ◽  
Goal Difficulty ◽  
Goal Setting Theory ◽  
Goal Specificity ◽  
Setting Theory

The present study examines the effects of goal specificity and goal difficulty on performance in a sports setting for children while attempting to control for the effects of social comparison. Participants (N = 46) were matched on their baseline performance on two badminton tasks (underhand serve and drop shot) and then randomly assigned to one of three goal setting conditions: (a) easy goals, (b) difficult goals, and (c) do-your-best goals. Results suggest that the easy and difficult groups showed a significant improvement in performance for both experimental tasks, whereas the do-your-best group did not display any improvement. However, no significant differences were found between easy goals and difficult goals. Further analyses reveal that age effects were not significant. Manipulation checks indicate that all children accepted their assigned goals and intended to try extremely hard to reach them. The implications of these results are discussed in terms of Locke’s (18) goal setting theory as well as previous research in physical activity settings. Future directions for research are suggested.

Goal-Setting Theory: Causal Relationships, Mediators, and Moderators

2016 ◽  
Author(s):  
Gary P. Latham
Keyword(s):  
Goal Setting ◽  
High Performance ◽  
Goal Attainment ◽  
Causal Relationships ◽  
Goal Progress ◽  
Goal Setting Theory ◽  
Setting Theory ◽  
Or Team

Consciously setting a specific, difficult, challenging goal leads to high performance for four reasons. Specificity results in (1) the choice to focus on goal-relevant activities and to ignore those that are irrelevant. Challenge leads to an increase in (2) effort and (3) persistence to attain the goal. The combination of specificity and difficulty cue (4) the search for strategies to attain the goal. However, for this to occur, an individual or team must have the ability and the situational resources to attain the goal. In addition, the goal must be important; there must be commitment to goal attainment. Finally, feedback must be provided on goal progress so that adjustments can be made, if necessary, regarding effort or strategy for attaining the goal.

scholarly journals Die invloed van doelwitstelling op prestasie

1985 ◽  
Author(s):  
J. G. A. Louw ◽  
A. S. Engelbrecht
Keyword(s):  
Goal Setting ◽  
Financial Incentives ◽  
Goal Difficulty ◽  
Goal Setting Theory ◽  
Setting Theory ◽  
The Way ◽  
Research Studies

Although a number of research studies support Locke's goal setting theory, conflicting results are encountered in the Literature which suggest further investigation into the subtleties of the theory. The results of this study indicate that an increase in goal-difficulty does not always lead to a corresponding increase in performance. The latter could also not be explained in terms of the degree of goal-acceptance as an intervening variable. It was found that financial incentives and the way in which a nonspecific goal is formulated could have a significant effect on performance. Recommendations are made for future research.OpsommingOfskoon die meeste navorsing Locke se doelwitstellingsteorie ondersteun, is bepaalde afwykings teengekom wat nie op 'n bevredigende wyse verklaar kan word nie. Die resultate van hierdie studie dui daarop dat 'n toename in doelwitmoeilikheidsgraad nie altyd tot ‘n ooreenstemmende toename in prestasie lei nie. Hierdie resultaat kon ook nie op grond van 'n gebrek aan doelwitaanvaarding verklaar word nie. Daar is voorts gevind dat die wyse waarop 'n nie-spesifieke doelwit gestel word, 'n beduidende invloed op prestasie kan hê. Finansiële aansporings blyk ook 'n onafhanklike invloed op prestasie te hê. Bepaalde aspekte van Locke se teorie word dus deur bogenoemde resultate bevraagteken. Aanbevelings vir verdere navorsing word ten slotte gedoen.

scholarly journals The Impact of Self-Quantification on Consumers’ Participation in Green Consumption Activities and Behavioral Decision-Making

2020 ◽  
Vol 12 (10) ◽  
pp. 4098
Author(s):  
Yudong Zhang ◽  
Huilong Zhang ◽  
Chubing Zhang ◽  
Dongjin Li
Keyword(s):  
Decision Making ◽  
Goal Setting ◽  
High Intensity ◽  
Green Consumption ◽  
Behavioral Decision Making ◽  
Behavioral Decision ◽  
Goal Setting Theory ◽  
Internal Mechanism ◽  
Setting Theory ◽  
The Impact

Looking at the contradiction between the prevalence of self-quantification and unclear applicable boundaries, the objective of this study is to examine the internal mechanism of how self-quantification influences consumers’ participation and behavioral decision-making in green consumption activities. Based on the goal setting theory, a series of research hypotheses were proposed. Four experiments were designed and performed in different situations with different subjects. Through the analysis of variance and bootstrap testing, the experimental data were analyzed and processed. The results show that, under specific goals, consumers with low self-quantification participate more in promotional activities and less in defensive activities. In promotional green consumption activities, self-quantification enables consumers with (without) goal requirements to reduce (enhance) their participation performance, and choose high-intensity promotional activity categories less (more) with better (worse) participation experience. In defensive green consumption activities, self-quantification enables consumers with (without) goal limitations to enhance (reduce) participation performance and choose high-intensity defensive categories more (less) with better (worse) participation experience. The conclusions can provide enlightenment for enterprises to guide consumers to participate in green consumption activities.

The development of goal setting theory: A half century retrospective.

2019 ◽  
Vol 5 (2) ◽  
pp. 93-105 ◽  
Author(s):  
Edwin A. Locke ◽  
Gary P. Latham
Keyword(s):  
Goal Setting ◽  
Half Century ◽  
Goal Setting Theory ◽  
Setting Theory

Truck Redesign Case: Simulating the Target Costing Process in a Product Design Environment

2013 ◽  
Vol 29 (1) ◽  
pp. 61-85 ◽  
Author(s):  
Patricia Everaert ◽  
Dan W. Swenson
Keyword(s):  
Product Development ◽  
Product Design ◽  
Goal Setting ◽  
Cost Reduction ◽  
Data Availability ◽  
Design Stage ◽  
Target Costing ◽  
Design Environment ◽  
Goal Setting Theory ◽  
Setting Theory

ABSTRACT This active learning exercise simulates the target costing process and demonstrates how a management theory (goal setting theory) is relevant to a business improvement initiative (target costing). As part of the target costing simulation, student participants work in teams to address a business issue (product development) that moves across functional boundaries. The simulation begins with students learning how to assemble a model truck and calculate its product cost using activity-based costing. Students are then divided into teams and instructed to reduce the truck's cost through a redesign exercise, subject to certain customer requirements and quality constraints. Typically, the teams achieve cost reduction by eliminating unnecessary parts, by using less expensive parts, and by using less part variety. This exercise provides a unique opportunity for students to actively participate in a redesign exercise. It results in student teams creating a wide variety of truck designs with vastly different product costs. The case ends by having a discussion about target costing, goal setting theory, and the implications of the target costing simulation. This simulation contains a number of specific learning objectives. First, students learn how the greatest opportunity for cost reduction occurs during the product design stage of the product development cycle. Second, students see firsthand how design-change decisions affect a product's costs, and the role of the cost information in guiding those decisions. Third, students experience the cross-functional interaction that occurs between sales and marketing, design engineering, and accounting during product development. Finally, this exercise helps students understand the concept of target costing. The simulation is appropriate for undergraduate or graduate management accounting classes. Data Availability:  For more information about this case, contact the first author at [email protected].

Pygmalion and Employee Learning: The Role of Leader Behaviors

2009 ◽  
Vol 35 (5) ◽  
pp. 1248-1267 ◽  
Author(s):  
Xander M. Bezuijen ◽  
Peter T. van den Berg ◽  
Karen van Dam ◽  
Henk Thierry
Keyword(s):  
Employee Engagement ◽  
Goal Setting ◽  
Learning Opportunities ◽  
Learning Activities ◽  
Leader Behaviors ◽  
Pygmalion Effect ◽  
Exchange Relationship ◽  
Goal Difficulty ◽  
Goal Specificity ◽  
Feedback Data

The aim of this study was to investigate which leader behaviors mediate the relationship between leader expectations and employee engagement in learning activities. Based on Rosenthal’s Pygmalion model, five potential mediators of the Pygmalion effect were distinguished: leader—member exchange relationship, goal setting (i.e., goal specificity, goal difficulty), providing learning opportunities, and feedback. Data from 904 manager—subordinate dyads in six organizations showed that leader expectations were related to employee engagement in learning activities. Goal specificity, goal difficulty, and providing learning opportunities proved to be mediators. These findings suggest that goal setting lies at the heart of the Pygmalion effect.

scholarly journals Implementasi penilaian kinerja pada badan layanan umum: studi tentang komitmen, penentuan tujuan, dan harapan karyawan

2019 ◽  
Vol 4 (1) ◽  
pp. 1-12
Author(s):  
Ma’mun Anshori ◽  
Jaka Isgiyarta ◽  
Tri Jatmiko W Prabowo
Keyword(s):  
Performance Assessment ◽  
Goal Setting ◽  
Case Study Research ◽  
Secondary Data ◽  
Working Environment ◽  
Primary Data ◽  
Organizational Goals ◽  
Performance Improvements ◽  
Goal Setting Theory ◽  
Setting Theory

Performance assessment is a performance quality measuring tool that needed to know the level of achievement of a plan, improve the performance of the next period, as well as increased transparency and public accountability. This study aims to analyze the actors' responses to the implementation of performance assessment at RS TUV as BLU. This research uses qualitative approach, using case study research method. This study attempts to describe what the actors experienced when implementing performance assessment and exploring how the actors interpreted the experience. Data used in this research are primary data and secondary data. The data collection is done by indepth interview to the actors, observe in the working environment of the actors, and analyze the supporting documents. In this study it was found that the implementation of performance assessment was responded by the actors with commitment attitude influenced by different aspects because the actors have different ways of dealing with a phenomenon. The performance indicators of the performance assessment motivates the actors to achieve it, in accordance with Goal-Setting Theory. Performance assessment provide clarity of organizational goals, goals will tell what to do and how much effort is required. Specific objectives will lead the actors to performance improvements. Furthermore, performance improvements give rise to expectations from actors towards improved rewards system in RS TUV. Penilaian kinerja merupakan alat ukur kualitas kinerja yang diperlukan antara lain untuk; mengetahui tingkat ketercapaian suatu perencanaan, memperbaiki kinerja periode berikutnya, serta peningkatan tranparansi dan akuntabilitas publik. Penelitian ini bertujuan untuk menganalisis respons pelaku terhadap penerapan penilaian kinerja pada RS TUV sebagai BLU. Penelitian ini menggunakan pendekatan kualitatif, dengan menggunakan metode penelitian studi kasus. Penelitian ini berusaha mendiskripsikan apa yang dialami pelaku ketika menerapkan penilaian kinerja dan menggali bagaimana pelaku memaknai pengalaman tersebut. Data yang digunakan dalam penelitian ini adalah data primer dan data sekunder. Pengumpulan data dilakukan dengan cara wawancara mendalam (indepth interview) pada pelaku, melakukan observasi di lingkungan kerja pelaku, dan menganalisis dokumen pendukung. Berdasarkan penelitian ini ditemukan bahwa penerapan penilaian kinerja direspon oleh pelaku dengan sikap komitmen yang dipengaruhi oleh aspek yang berbeda dikarenakan pelaku memiliki cara berbeda dalam menyikapi suatu fenomena. Kemudian indikator kinerja dalam penilaian kinerja memotivasi pelaku untuk mencapainya, hal ini sesuai dengan Goal-Setting Theory. Penilaian kinerja memberikan kejelasan tujuan organisasi, tujuan akan memberi tahu apa yang harus dilakukan dan berapa banyak usaha yang diperlukan. Tujuan yang spesifik akan mengarahkan pelaku pada perbaikan dan peningkatan kinerja. Selanjutnya, perbaikan dan peningkatan kinerja memunculkan harapan dari pelaku terhadap perbaikan sistem reward yang lebih baik di RS TUV.

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