Scribd
Upload
61 views16 pages

Effective Goal Setting for Performance

The document discusses various techniques for goal setting and motivating employees. It describes the key components of goal setting as goal contents, commitment, work behavior, and feedback. It then outlines different motivation techniques including job design, rewards, employee participation, and accommodating diverse workforces. Motivation through job design involves fitting jobs to people through approaches like job enlargement and enrichment. Motivation through rewards discusses intrinsic and extrinsic rewards. Motivation through employee participation allows input in decision making. Other techniques address flexible schedules, family support, and sabbaticals.

Uploaded by

Johan Shane Carsido
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
61 views16 pages

Effective Goal Setting for Performance

The document discusses various techniques for goal setting and motivating employees. It describes the key components of goal setting as goal contents, commitment, work behavior, and feedback. It then outlines different motivation techniques including job design, rewards, employee participation, and accommodating diverse workforces. Motivation through job design involves fitting jobs to people through approaches like job enlargement and enrichment. Motivation through rewards discusses intrinsic and extrinsic rewards. Motivation through employee participation allows input in decision making. Other techniques address flexible schedules, family support, and sabbaticals.

Uploaded by

Johan Shane Carsido
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

Goal Setting

 It refers to the process of


improving performance with
objectives, deadlines or quality
standard.

The following are its components:


(Edwin Locke [Link])
 Goal Contents
 Goal Commitment
 Work Behaviour
 Feedback Aspect
 Goal Contents
 To be sufficient in content, goals must be
attainable, specific, measurable, time
limited and relevant.
 Goals Commitment
 Those people who are committed to its
goals, has a big chance to be able to
achieve them.
 Work Behaviour
 Goals influence behaviour in terms of
direction, effort, persistence and
planning.
 Feedback Aspect
 It provides the individuals with a way of
knowing how far they have gone in
achieving objectives or it helps
individuals to have a corrective measures
when it is necessary.
Techniques of Motivation
 Motivation Through Job Design
 Motivation Through Rewards
 Motivation Through Employee Participation
 Other Motivation Technique For The Diverse
Work Force
Motivation Through Job Design
 A person will be highly motivated
to perform if he assigned a job he
likes.

In motivating there are two


approaches:
1. Fitting people to jobs

2. Fitting jobs to people


Fitting People To Jobs

 Realistic job previews


 Where management provides honest
explanation of what a job actually
entails.
 Job rotation
 Where people move periodically from
one specialized job to another.
 Limited exposure
 Where a worker’s exposure to a highly
fragmented and tedious job is limited.
Fitting Jobs To People

 Job enlargement
 Where two or more specialized tasks
in a work flow sequence is combined
into a single job.
 Job enrichment
 Where efforts are made to make jobs
more interesting , challenging, and
rewarding.
Motivation through rewards
Categories of reward:
 Extrinsic rewards
 It refers to payoffs granted to the
individual by another party. ( recognition,
employee benefits and promotion)
 It must be managed properly:
 Individual needs
 Effort will lead to reward
 Equitable
 Must be linked to performance
 Intrinsic rewards
 It refers to the internally experienced
payoffs which are self granted. (sense of
accomplishment and self- actualization)
Motivation Through Employee Participation

 When employees participate in


deciding various aspect of their
jobs, the personal involvement ,
oftentimes, is carried up to the
point where the task is completed
 The specific activities identified where employees my
participate are as follows:
 setting goals
 Making decision
 Solving problems
 designing and implementing
organizational changes.
 The popular approaches to participations:
 Quality control circles
 Self manage teams
Requisites To Successful Employee
Participation Program
 Profit-sharing or gain sharing
 A long-term employment
relationship with good job
security.
 A concerted effort to build and
maintain group cohesiveness
 Protection of the individual
employee’s right
Other Motivation Technique For The Diverse
Work Force
 Flexible work schedule
 This allows employees to determine their
own arrival and departure times within
specified limits. (engineering firm)
 Family support services
 Employees oftentimes burdened by family
obligations like caring for children.
 Sabbaticals
 A sabbatical leave is one given to an
employee after a certain number of years
in service. (allowed to go on leave)

You might also like