Locke’s Goal Setting Theory | goal setting theory คือ

Locke’s Goal Setting Theory

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Locke’s Goal Setting Theory:
Goalsetting theory refers to the effects of setting goals on subsequent performance. Researcher Edwin Locke found that individuals who set specific, difficult goals performed better than those who set general, easy goals. Locke proposed five basic principles of goalsetting: clarity, challenge, commitment, feedback, and task complexity.

Locke's Goal Setting Theory

Motivation Theories, Maslow’s hierarchy, Herzberg two factor theory and McGregor theory X and Y.

In this video you will get Theories of motivation by Maslow, Herzberg and McGregor. In this video you will get complete and detail explanation for different Motivation Theories with their examples and images.
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Motivation Theories, Maslow's hierarchy, Herzberg two factor theory and McGregor theory X and Y.

Edwin Locke: Goal-Setting Theory of Motivation

Edwin Locke was interested in the way goals and goalsetting motivate us in the workplace. People strive to achieve their goals. So, a worthwhile goal is intrinsically motivating.
On the face of it, the role of goalsetting in motivation theory is obvious. But there is more to Edwin Locke’s theory. In this video we’ll look at:
how Locke’s theory works
evidence that goalsetting works
how to set effective goals
the cultural impacts on goalsetting theory
Watching this video is worth 2 Management Courses CPD Points.
(See below for more details)
This video is part of course module number 3.7.2
Program 3: Managing and Leading Individuals
Course 7: Motivation
Section 2: Process Models of Motivation
Primary videos that precede this video include:
Introduction to Motivation https://youtu.be/hbPGqPLv2s4
The Fundamentals of Motivation https://youtu.be/IVjnAZ8dY
Primary videos about Process Models of Motivation include:
Elton Mayo and the Hawthorne Experiment https://youtu.be/jRMO43s5NGY
Victor Vroom and Expectancy Theory https://youtu.be/WDgF7Avijlc
John Stacy Adams and Equity Theory https://youtu.be/ksnCw96vg7M
Douglas McGregor and Theory X \u0026 Theory Y https://youtu.be/fS5iqEf1Azs
Rensis Likert and High Producing Managers https://youtu.be/MTgkCe_hhWs
Chris Argyris and the ImmaturityMaturity Model of Motivation https://youtu.be/L_QqwdwE_LI

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LESSON NOTES
============
Edwin Locke’s Goalsetting Theory links:
– Values
– Emotions \u0026 Desires
– Goals (intentions)
– Actions (responses)
– Work performance
– Consequences (feedback)
Albert Bandura and Daniel Cervone did an elegant experiment that showed that:
Goal setting works
Feedback improves it
We also know that the best goals are:
Specific
Stretching – challenging/realistic. They challenge people who have what McClelland would call a high need for Achievement (nAch)
Made with commitment – ideally, the owner participates in the goalsetting
Made public
Ones where the owner has control over the outcomes
designed to allow timely and accurate feedback – which is best if that feedback is selfgenerated
Other important factors
Selfefficacy the person with the goals must be able to take action that affects their outcome
Culture
Goalsetting works best in North American, Northern European, and Anglophone countries
less so where the managerstaff relationship is more dependent, and performance is less highly valued, like South America, Latin Europe, and the Middle East
A useful quote from Edwin Locke:
‘Goal setting is more appropriately viewed as a motivational technique rather than as a formal theory of motivation.’

RECOMMENDED EXERCISE
======================
1. Think about when you have had goals. Some will have motivated you others not. What were the characteristics of the goalsetting that was motivating? (2 MC CPD Points)
2. If you have not done so, it would be helpful to take a look at our video David McClelland https://youtu.be/jxNhGE3gPcA
3. Review the personal goals you have now. Refine them to make them as effective at motivating you as possible? (2 MC CPD Points)
4. Work with members of your team to help them with their own goalsetting. Focus on letting them steer the goalsetting process, and help them to make their goals effective. Pick two people for this exercise, to learn from. (2×3 MC CPD Points) Then rollout the process across your team.

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DOWNLOADS
===========
Free Resources
CPD Tools https://gum.co/MCCPD
Paid resources
Management Courses Onboarding Kit https://gum.co/MCObK ($3)
RECOMMENDED READING
=====================
For a solid introduction to motivation:
HBR Guide to Motivating People https://geni.us/sO2IKgn
The best of modern thinking on motivation, in accessible business books. These are all modern classics:
Drive: The Surprising Truth About What Motivates Us https://geni.us/uq3EBO
Start With Why: How Great Leaders Inspire Everyone To Take Action https://geni.us/vjErAN
Lead, Motivate, Engage: How to INSPIRE Your Team to Win at Work https://geni.us/ABkZEx
Multipliers, Revised and Updated: How the Best Leaders Make Everyone Smart https://geni.us/E39I
Payoff: The Hidden Logic That Shapes Our Motivations https://geni.us/uMaP
The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work https://geni.us/tiEkeH
Management Courses Continuing Professional Development (CPD) Points
===========================================================
You can record your Management Courses CPD points on our free, downloadable CPD record log.
Download it here: https://gum.co/MCCPD
Each video has two levels of MC CPD points. For this video:
If you simply watched the video, record 2 MC CPD points
If you also carried out all of the recommended exercises, score a total of 12 MC CPD points
___
Note:
Links to our book recommendations are affiliated through Amazon
Motivation Goalsetting EdwinLocke

Edwin Locke: Goal-Setting Theory of Motivation

Goal Setting Theory in Learning

Let’s take a look at goal setting theory in learning. Goal setting theory assumes that behavior results from a person’s conscious goals and intentions. Goals influence a person’s behavior by directing energy and attention, sustaining effort over time, and motivating the person to develop strategies for goal attainment. Research suggests that specific, challenging goals result in better performance than vague, unchallenging goals.
Goals have been shown to lead to high performance only if people are committed to the goal. Employees are less likely to be committed to a goal if they believe that it is too difficult.
Goal setting theory also is used in training program design. Goal setting theory suggests that learning can be facilitated by providing trainees with specific challenging goals and objectives. Specifically, the influence of goal setting theory can be seen in the development of training lesson plans.
Lesson plans begin with specific goals providing information regarding the expected action that the learner will demonstrate, conditions under which learning will occur, and the level of performance that will be judged acceptable. Goals can also be part of action plans or application assignments that are used to motivate trainees to transfer training. Goal orientation refers to the goals held by a trainee in a learning situation. Goal orientation can include a learning orientation or a performance orientation.
Goal orientation is believed to affect the amount of effort that a trainee will expend in learning (motivation to learn). Learners with a high learning orientation will direct greater attention to the task and learn for the sake of learning, as opposed to learners with a performance orientation. Learners with a performance orientation will direct more attention to performing well and less effort to learning. Research has shown that trainees with a learning orientation exert greater effort to learn and use more complex learning strategies than do trainees with a performance orientation.
There are several ways to create a learning orientation in trainees. These include setting goals around learning and experimenting with new ways of having trainees perform trained tasks rather than emphasizing trainedtask performance, deemphasizing competition among trainees, creating a community of learning (discussed later in the chapter), and allowing trainees to make errors and to experiment with new knowledge, skills, and behaviors during training.

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Goal Setting Theory in Learning

Motivation 4 process Theory Locke’s Goal setting theory

This is the fourth video in a series of 10 on the subject of motivation. It is for educational purposes for students.

Motivation 4   process Theory   Locke's Goal setting theory

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