goal setting and feedback
DESCRIPTION
Topic under Individual Behavior and ProcesseTRANSCRIPT
![Page 1: Goal Setting and Feedback](https://reader036.vdocuments.site/reader036/viewer/2022081404/557dffdad8b42a20128b4a40/html5/thumbnails/1.jpg)
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If you don't know
where you are
going, you're
likely to wind up
somewhere else!
![Page 3: Goal Setting and Feedback](https://reader036.vdocuments.site/reader036/viewer/2022081404/557dffdad8b42a20128b4a40/html5/thumbnails/3.jpg)
WHAT CAN HAPPEN
Personal performance goals
can spur employees
to new achievements,
reward them with
a sense of accomplishment
when a goal is reached,
and link their actions
directly to the objectives and
plans of the organization.
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Goals can give employees
control over their own jobs and,
at the same time,
give managers a tool
for monitoring
their employees’ performance.
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The immediate or ultimate objectives that employees are trying to accomplish from their work effort.
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The process of motivating employees and clarifying their role perceptions by establishing performance objectives.
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IMPROVES EMPLOYEE PERFORMANCE IN 2 WAYS:
1. By stretching the intensity and persistence of effort.
2. By giving employees clearer role perceptions so that their effort is channelled toward behaviours that will improve work performance.
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MANAGEMENT-BY-OPERATION
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CHARACTERISTIC
S OF EFFECTIVE
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SPECIFIC GOALS
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RELEVANT GOALS
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CHALLENGING GOALS
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GOAL COMMITMENT
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GOAL PARTICIPATION
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GOAL FEEDBACK
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Any information that people receive about the consequences of their behaviour.
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CORRECTIVE FEEDBACK
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CHARACTERISTICS OF
EFFECTIVE
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CHARACTERISTICS OF EFFECTIVE FEEDBACK
SPECIFIC
RELEVANT
TIMELYSUFFICIENTLY FREQUENT
CREDIBLE
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MULTISOURCE FEEDBACK
360-DEGREE FEEDBACK
-Performance feedback received from a full circle of people around an employee.
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EXECUTIVE COACHING
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