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Goal-Setting Theory

In: Business and Management

Submitted By timohz
Words 753
Pages 4
Goal-Setting Theory
Name
Institution

Goal-Setting Theory
Introduction
Over the years, scholars have recommended goal-setting as a panacea for employee motivation. However, they have failed to evaluate the possible adverse effects of such goals. The article, "Goals Gone Wild: The Systematic Side Effects of Over-Prescribing Goal Setting,” evaluates the side effects of goal-setting and particularly how they affect employee motivation and performance. I chose to review this article because I also held the view that goal-setting is not an ultimate solution to poor performance by organizations and individuals. Therefore, this paper explores the authors’ view on the negative implications of goal setting and the solutions they suggest.
Abstract
Arguably, goal setting is the most adopted model in management. Many studies have established that setting challenging, but specific, goals can significantly boost performance. As such, the proponents of goal setting have had considerable influence on management, research, education and management practice. Harvard scholars, have written an article in the Academy of Management Journal outlining several shortcomings of overusing goal setting. Essentially, they argue that goal setting mostly comes with side effects that are often ignored yet have significant side effects on organizations and individuals. They further argue that the adverse effects of goal setting occurs in a systematic and predictable manner. Moreover, they posit that the most of the times the negative effects outweigh the benefits.
Keywords: Employee, Manager, Motivation, Performance, goals.

Reflections
According to Ordonez et al., (2009), people narrow their focus whenever goals are set. As such, they are ignorant of other important issues that seem unrelated to the set goals. For instance, managers may focus on achieving goals that were wrongly

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