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Goal Setting Theory

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Goal Setting Theory
BUS375: Employee Training
Karen Demichelis Goal Setting Theory
For this week’s assignment I will examine the goal setting theory. This theory states that goal setting is essentially linked to task performance. Our text definition is “a theory assuming that behavior results from a person’s conscious goals and intentions.” (Noe, 2010.p553) I will relate how this theory is used by my current employer examining the advantages and the limitations of this theory. I will explain how this theory would generate the same results in any other organization.
The goal-setting theory is used to develop training programs based on specific and challenging goals along with feedback. The practical use of this theory is goals indicate and give direction to an employee about what needs to be done and how much efforts are required to be put in. Edwin Locke presented this theory of motivation in the 1960’s. Dr. Gary Latham and Dr. Locke published their ground breaking book called “A Theory of Goal Setting and Task Performance”, in 1990. (Fusion, 2011) The most important features of this theory are a willingness to work towards attainment of goal as a main source of job motivations. In my company management and employees are involved in annual, mid-annual reviews where SMART Goals are generated.
“SMART is an acronym for the elements of goals that lead up to the accomplishment of a specific task. These key performance indicators apply to nearly all disciplines, including fluid analysis programs. The letters represent: S (Specific) M (Measurable) A (Attainable) R (Realistic) T (Timely), SMART goals first appeared in a November 1981 issue of Management Review in an article titled, “There’s a S.M.A.R.T. Way to Write Management’s Goals and Objectives” by George Doran, Arthur Miller and James Cunningham.” (Van Rensselar, J. 2012)
Once management and the...

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