...Goal Setting Discover What You Want in Life and Achieve It Faster than You Think Possible ¿Que es Goal Setting? Goal setting is the process of writing down specific, measurable, and time-targeted objectives. You figure out want you want, you write your desires down, and then you work towards achieving them. Benefits and Importance of Goal Setting Without goals or a destination, you are like a heat seeking missile with no heat to seek. In addition to letting go of the chains that pull you in every direction, another benefit of goal setting is that it naturally helps you stay away from the circumstances you want to avoid in life. Goals allow you to take control. Instead of living life by chance, you live by choice – you choose your own outcome and select your own course of action. Time Frames Immediate Immediate refers to the next few weeks. These goals refer to the exigencies of day to day life. These are things that you cannot put off for a later time and are typically the easiest to measure, or at the very least, easiest to determine when you have done your best. Intermediate Intermediate goals refer to the next few months. Though you have heard the famous marketing slogan: Where Do You Want to be in … Years, you have not likely heard it phrased as the next few months. Long-term Long-term goals refer to the next few years and are by far the most typical. When self-help gurus preach about goal setting, usually they are preaching about setting long-term...
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...taking into account the organisations ‘unique problems (Lee, 2012), environmental forces and workforce’ (Allen & Macklin, 2012, p. 22). This essay will look at three different change management interventions, employee stress and wellness intervention, reward systems intervention and goal setting intervention, and will then assess the strengths and weaknesses of each intervention, taking into account which one will be the best option for addressing some of the problems identified. The goal setting intervention, as the chosen intervention, will then be analysed, addressing what resistance may be expected upon its implementation at Office Tigers, the best way to overcome this resistance, and how to know if it the intervention has been successfully institutionalized into the organisation and as a result, has improved its performance and effectiveness (Cummings & Worley, 2008, p. 161). Analysis of selected interventions Each of the interventions that will be critically analysed are human resources (HR) management interventions. A HR management intervention aims to solve the problems created by HR issues. These issues revolve around ‘attracting competent people to the organisation, setting goals for them, appraising and rewarding their performance, and ensuring that they develop their careers and manage stress’ (Cummings & Worley, 2008, p. 154 para. 6). Each of these interventions are appropriate and beneficial on an individual or group level. Employee Stress and Wellness...
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...Chapter 5 Case – “Ford Motor Company” Instructor: Professor Pamela McLaughlin Course: Management of Concepts – BUS 302 Date: July 17, 2011 * This case outlines 4 strategic options Ford is pursuing to increase its profitability. Describe each of the 4 options. For each option list 2 criteria you would use to evaluate the option. The four strategic option that Ford Motor Company might pursue to increase its profitability is to (1) close down older plants in an effort to realign production and sales, (2) move the company to produce only smaller cars, eliminating or sharply reducing the SUV and truck lines, (3) take a dramatic step of dramatically reducing their North American presence and focus their efforts on international markets where they have been very successful, and (4) sell the entire PAG group, letting someone else figure out how to make money selling so few vehicles a year (Case Study, para. 3). When looking at any strategic plan, one needs to identify the decision criteria. Decision criteria are the standards used to guide judgment and decisions, states Chick Williams in Management. Naturally, the more criteria a possible solution meets, the better that solution will be. Two of the criteria that Ford would need to consider if taking the option to close down older plants would be, buying out workers (severance agreement) and dealing with the political implications of a closure. A buy-out agreement results from the collective bargaining process between...
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...Holding yourself accountable whether it be on the job, in life or just in general is a key aspect that comes with being responsible. Nowadays, it seems everyone is ready to point a finger at others for something they didn’t do but never ask themselves if I was ever in a similar situation and had someone point a finger at me for not being accountable. As I progressed in my career I realized that being available at all times of the day was a must and required me to go above and beyond. The normal expectations of just the daily routine that most people perform was not enough, I had to be dedicated to the people who worked under me and be there at all times of the day and make my myself available any time of the day or night. Dedication meant doing everything in my power to ensure I was there to let my troops know they could count on me with whatever situation I encountered. As a manager and supervisor in the military for 26 years, I’ve had many troops that looked up to me as their leader to point them in the right direction. Accountability was not an option for me and required that I hold myself to the highest standards and be accountable for my every action. We’ve all been there once in our life where being accountable for actions was instrumental to ensure those who followed were led down the right path. Imagine having someone follow and look up to you for example your kids. Do you think the examples you set will be watched by them? If you scream and yell and act irresponsible...
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...management. However, this essay will not discuss about the mentioned methods but to focus on the goal setting method. The main purpose of this essay is to analyze the impact of goal setting in improving employee performance as well as to make some recommendations to enhance the implication and effectiveness of goal setting strategy. Goal setting analysis The manager of the Human Resource department of the company has listed the four key points of goal setting strategy which are: * Goal setting process * Types of goals * Levels of goals * Interim review and feedback This part of the essay will analyze these four key aspects of the goal setting strategy by indicating evidences from previous research and journal articles. Following is the analysis of four key points of the goal-setting strategy. Goal setting process The explanation of the goal setting process from the point of view of the manager is that employees will “be assigned” “specific goals” from managers based on the company’s business performance and annual plan. So in this part of the essay, there will be two important questions that need to be addressed: * Will the specific goals improve employee performance more than non-specific goals? * Will the assigned goals improve employee performance more than participatory goals? The analysis of goal specificity According to Locke et.al (1989) goals that are specific usually motivate employee’s...
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...I. Situation Analysis This case is about a problem identification and solution of the Millennium Insurance Company. It’s a mid-sized insurance company with 10,000 employees and about 1.8 million customers. It offers various lines of insurance. For example: life, property and casualty and health. The biggest ratio of the revenue is generated by selling insurances and as well from a substantial mortgage business. The company is performing well, but there some problems in the IT-department. Many employees in the line business divisions as well as lower-level analysts have bought and used various PC’s and software. This happened without support of the IT department. When end-users contacted the IT-department they were unconfident, because they didn’t get help of them. The staff of the IT-department were focused on mainframe computing and operational systems and not about the PC’s and the software’s. This led to a high amount of complaints of the line business units about the unresponsiveness and the incompetence of the IT-department. So the senior vice president ‘John Cheng’ wanted to change this situation. He and senior managers developed a one year plan. This plan is structured in a three step approach: PC Research and Development Knowledge Management End User Education and Support The focus in this essay is on the end-user education and support strategy. The key manager is Elise Smart. She is 32 years old and was the senior manager in the development group of the IT...
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...individual goals for ourselves and family goals for everyone to achieve. We would each write down one or two goals on New Year’s Day and we would sit around the dinner table and read our goals to the rest of the family. After all 7 of us read our personal goad and goal for the family we then would go and put them on the fridge where they stayed for the majority of the year. When our goal(s) got accomplished we would cross it off or put a check by it. Of course when we were all younger our goals were definitely not as specific as they were when we got older. At the time I thought my parents making us do this was dumb and ridiculous but as I got older I realized what a blessing it was, and how much it truly did help in our family life, and personal life. Since I’ve had to set goals my entire life I have learned that by doing this it makes projects, assignments, daily life, etc. a lot less stressful because I know what I want to achieve, how I’m going to do it, and by when I will accomplish these goals. Goal setting is also psychologically healthy. It helps you feel more purposeful, and that can stave off a sense of stagnation and mental health issues like depression (http://vizedhtmlcontent.next.ecollege.com/pub/content/9ab3605a-5a33-4b14-8048-143db6e60251/Setting_SMART_goals.pdf). Setting personal, professional, and academic goals has always been an easy task for myself, however I know some people have a hard time with goal setting and then keeping up with the goals. A personal...
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...Bafa Bafa Concrete Experience During this experiment I was part of the Beta Group, which consisted of learning how to speak Betan and learning the rules to trade other Betans to get seven cards of the same color in numerical order from 1 to 7. The other group, the Alphans, are a very “touchy group” and they only had one leader whom had to give permission to other guy Alphas to talk to a girl. Alphas were more about having fun while Betans were all about themselves trying to accomplish their own goal. When it was my time to go observe the other group, it was so confusing. I had no idea what was going on or why people kept touching my arm when I got close to them. This was very strange and unexpected because I am not used to people invading my personal bubble like that. Also, we were handed a few cards and chips when we got in so we can join in on their game. While playing the game, someone pulled out a card, this card was a swear card, which in turn got the person kicked out of their society. No one from the Betan group knew what any of the cards meant so how should have we known this card was a swear card. Each culture has their own way of doing things, and honestly I do not know which group I would want to belong to. The Alphans had a man controlling them and decided on whether another man could talk to a female. For someone living in my culture, that just seems wrong. Everyone should be equal. On the other end, the Betans were all equal, but it was all a competition to...
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...and encountering on daily basis patients who require ongoing clear goal setting along with the motivation to achieve these aims I came to a realization that my professional patient approach derives from the business oriented theory " Goal-setting theory" established by Locke. In 1968 Locke discovered through research that working toward a goal in view promotes motivation and consequently improving performance to achieve it. Furthermore, the more accurate and challenging goals the harder people tend to work towards that goal (1). Although this borrowed theory from business world affects employees' motivation, I can attest to the fact the healthcare world would benefit from this approach while motivating patients in diabetes management. As I go forward to unpack the framework of Locke and Latham's theory, it is worth to point out the five goals setting principles summarizing this approach: clarity, challenge, commitment, feedback, task complexity....
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...recommendation of Allstate’s goal setting process, diversity indexes, and high performance reward system. Hellriegel and Slocum(2011) defines: Goal setting is the process of specifying desired outcomes toward which individuals, teams, departments, and organization will strive and is intended to increase organizational efficiency and effectiveness (p.192). According to Hellriegel and Slocum, Goal setting is set up with motivational aspects which motivates the individuals 1) Directing one’s attention 2) Regulating one’s effort 3) Increasing one’s persistence 4) Encouraging the development goal-attainment which lead to task performance (p.193). According to Case: Diversity Competency, (HR) executives at Allstate Corporation, has found that its diversity strategy has become one of the company’s most important competitive weapons. The company’s vision is stated, “Diversity in Allstate’s strategy for leveraging difference in order to create a competitive advantage” (p.215). Allstate’s Strategy has two major points: internal focus and external focus. According to James DeVries, senior vice president of (HR) 1) Internal focus is about “unlocking the potential for excellence in all workers by providing them the tools, resources, and opportunity to succeed” 2) External focus is about making certain that the workforce matches the experiences, backgrounds, and sensitivities of the market it serves (p.215). Allstate, in opinion, has an effective goal setting program. What they...
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...Reinforcement versus Goal Theory Lorraine Patterson OMM 625 Learning Organizations & Effectiveness Professor Renee Hill January 30, 2012 According to Edwin Locke the goal setting theory is a tool used for motivation. The theory states that goal setting is linked to task performance. The goal states “specifically challenging employees while using feedback will contribute to a higher and better performance while completing a task.”(Pane, S) The idea of working towards an accomplishment of a goal is a primary source of job motivation. Following successful performance, individuals gain confidence and will set higher goals. Research suggest that difficult goals will create a high level of performance than having to work on easy goals that, for which the challenges will allow an employee to feel that they did their best. Goal setting theory is broken down in the following manner. Managers must be specific and clear, as well as realistic yet challenging. Appropriate feedback of results directs employee to behave and contribute to a better performance. Feedback will gain reputation will develop clarification of a goal as well as regulate difficulties. (Sayer, S) Employee participation of setting goals is more acceptable and lead to more involvement. According to Sameed Sayer, the advantages of Goal Setting theory are as follows: * Goal setting theory is a technique used to raise incentives for employees...
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...Responsibility One of the challenges of being human is obstacles that people encounter in life. These can be big or small depending on the particular time in your life. At a young age you have goals set for you from your parents, role models you do not see these being a big goal but at that time they are. Once you get older you start challenging your mind and setting goals and every goal has some sort of challenge. Along with this come obstacles that you have to learn how to conquer. This can be family, money, job, outside influences and the list can go for days. When growing up all the goals that have been set for you and then the goals you set for yourself you have overcome the obstacles and started a foundation for life. This is when you learn how to take an obstacle and turn the obstacle in to a solution for the goal. To overcome obstacle you have to learn how to block everything else going on and provide your full attention to the goal you are trying to achieve. Regardless who you are every person has an emotional side to them. A lot of people have emotional feelings towards something that they strongly believe in, at some points in life you have to learn how to cut all emotional ties off. When doing so this will help you provide your full attention to the solutions to achieve your goal. Now is where you learn your personal responsibility what matters to you as a person. “But personal responsibility also means that when individuals fail to meet expected standards, they do...
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...Assignment #2 – Case: “Allstate Insurance Company” Ashley Tevis April 28, 2011 Professor Lathan Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. From the case study, Allstate seems like a great company to work for. They have the goal setting and employees in mind at all times. Goal setting isn’t always easy, but it is very important for individuals and organizations to set goals. It is important for individuals to set many goals, career goals and personal goals. I know I have set many long and short term career and personal goals. If you work for an organization and you are on a team, the teams set long and short term goals as well. When you are in a team setting, everyone is there for each other; no one is set out on their own to reach that goal. You do it by working together and pushing for the best. By setting goals, it gives the team or individual something to strive for. I think Allstate’s goal setting program is very effective. They have specific steps, Succession programming, development, measurement, and accountability and reward. Each of these steps plays a role in their goal setting. Allstate takes the time to track career development and opportunities among all of their employees through their management information system. Then each employee receives an assessment of their current job skills. This is to determine in the employee needs any skills...
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...Allstate Gary Shelton Organizational Behavior July 19th, 2011 Abstract Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. In my opinion, Allstate has an effective goal setting program. There are four steps in there program: succession programming, development, measurement, and accountability and reward. Succession programming is a way of getting diverse candidates (cream of the crop) for key positions. People tend to trust employees like themselves regardless of race, gender, age, religion, sexual orientation, or cultural background. Allstate has over 36,000 employees 60 percent are women, and nearly 30 percent are minorities (“Diversity”, 2011). “More than 40 percent of officers and managers are women and nearly 20 percent come from one of five minority groups”, which means that all backgrounds are represented in some way within the company (“Diversity”, 2011). In the development program, a performance evaluation is used to assess job skill for advancement. Employees give feedback to leaders to evaluate and use for future programs. Training courses are mandatory and Allstate has had about 640,000 hours of diversity classroom time (Wah, 1999). The next step, measurement is done twice a year by employees to give feedback to management and based on the responses...
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...Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. Goal setting in the work place is one of the most powerful techniques that an organization can utilize. It is an organizations’ fundamental management technique. The main task of management and organizations is to be able to produce positive results. Goal setting makes this job a lot easier because it allows the management team to be able to measure performance and evaluate where their employees are and in which areas improvements are needed. The model for Goal setting starts with Challenge followed by Moderators, then Mediators, Performance, Rewards, Satisfaction and lastly Consequences. Allstate utilizes the model for goal setting really well. A goal of Allstate’s was to be diversified both internally and externally. The company set out to achieve this goal by implementing four steps, one of which is the succession programming. The succession program set to identify and develop a diverse group of candidates for key positions. The company’s management system allowed them the ability to “track and measure key drivers of career development and career opportunities for all of it more than 36,000 employees” (Hellriegel, & Slocum 2011 pg.215). Allstate put into effect a minority recruitment program that focused on colleges and universities that had diverse enrollment. The company also implemented a development plan in which all...
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