reading/lectur e role play latham goal setting as supervisor vs. for self state bank of vermont...
TRANSCRIPT
Reading/Lecture Role PlayLatham Goal Setting as supervisor vs. for
selfState Bank of VermontProbationary officer
What you will learn today
• Why do goals improve performance– Personal examples
• What makes goals more effective in improving performance– Personal examples, research studies
To learn how to set effective goals, you need to know
Why do goals improve performance
Goals
Focus attention on behaviors that will attain goal
Increase how hard one works on task
Lengthen time spent on task
Promote use/discovery of knowledge needed to do task
ImprovedTaskPerformance
e.g., graduate school, glucose intolerance
What makes goals more effective in improvingPerformance?
Knowledge to attain goal
Commitment to goal
Feedback on progress toward goal
Situational ConditionsImprovedPerformance
Specificity & Difficulty of Goal Goals
Type of Goal Setting
Specific & Difficult Goal “Do your best” Goal
Performance High Low
• Unskilled, uneducated loggers paid at piece rate were randomly assigned to one of two groups
Evidence for how Goal Specificity & Difficulty Improves Performance
Review of B23
Why do specific & difficult goals result in better performance than ‘do your best’ goals?
Do your bestgoals
•No external standard for Performance•Performance defined individually
Specific & Difficult Goals
Clear performance standard
Low Performance
Hi Performance
What makes goals more effective in improvingPerformance?
Knowledge to attain goal
Commitment to goal
Feedback on progress toward goal
Situational ConditionsImprovedPerformance
Specificity & Difficulty of Goal Goals
Knowledge to attain goals can be increased via..
Set Learning Goals
Provide Training
Knowledge to attain goal
ImprovedPerformance
Goals
– Learning goals = learn to network; master specific subject matter
– Performance goals= attain specific GPA at end of semester
Learning vs. Performance Goals
– Learning goals = learn to network; master specific subject matter
– Performance goals= attain specific GPA at end of semester
(cited in Latham & Locke, 2006)
Evidence on Learning Goals Performance
Type of Goals
Learning Goals Performance Goals
GPA of MBA students
High Low
• Learning goals – facilitate planning, – focus on understanding the task, – monitoring & evaluating progress toward goal
attainment
– Such behaviors are especially needed in unstructured environments
(cited in Latham & Locke, 2006)
Why do learning goals Performance
Why do learning goals, training improve performance?
Focus attention on understanding task and doing it effectively
Learning Goals
Training Increase knowledgeon how to do task
ImprovedPerformance
Goals
What makes goals more effective in improvingPerformance?
Knowledge to attain goal
Commitment to goal
Feedback on progress toward goal
Situational ConditionsImprovedPerformance
Specificity & Difficulty of Goal Goals
Knowledge to attain goals can be increased via..
Sub Goals
Feedback on progress toward goals
ImprovedPerformance
Goals
Why do sub goals improve performance?
Provides immediate feedback on whether Behavior is consistent with goals
Sub Goals
ImprovedPerformance
Goals
What makes goals more effective in improvingPerformance?
Knowledge to attain goal
Commitment to goal
Feedback on progress toward goal
Situational ConditionsImprovedPerformance
Specificity & Difficulty of Goal Goals
How can you increase commitment toward goals
Making goal public
Assigning goals that implicitly convey Confidence in performer
Making goals importantBy rewarding their achievement
IncreasedCommitment
Evidence on how rewards commitment
Type of Reward
Money Praise Public Recognition>=
Goal importance
Money/PraiseGoal Commitment
Why do rewards affect commitment?
• High Role overload=having excess work without resources to accomplish task
• Goals positively affect performance only when overload was low
(cited in Latham & Locke, 2006)
Evidence demonstrating how….
Goals
Improved Performance
Situational Conditions
• Why goals improve performance– Focus attention– Promote use of knowledge– Increase amt of time on task– Increase amt of effort on task
• What makes goals more effective in improving performance– Commitment to goals– Knowledge of how to attain goals– Feedback on progress toward goals– Specificity & difficulty of goals– Situational constraints
What you learned today
Debriefing Questions
• In your role play, how did you …– make your goals specific and difficult?– increase knowledge to accomplish goals?
• Set training goals, set sub-goals, enable feedback toward progress
– Increase commitment to goals– overcome situational obstacles
Debriefing Questions
– Does goal setting emphasize short-term results at the expense of long-term effectiveness?
– How does goal setting deal with employees who have multiple goals, some of which are conflicting?
– What barriers in an organization can you identify that might limit the effectiveness of a goal-setting program? How can these barriers be overcome?
Debriefing Questions
• How easy/difficult was this –• On which of the key learning behaviours relevant
to goal-setting skills were you best? Weakest? How would you improve these skills?
• Overall performance standard / objective, vs. goals to help employees achieve the standard?
• Goal setting vs. micro managing