Briefly comment on any four of the following (e) Coordination
helps in resolving the conflict of personal goals and organizational goals
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Goals and objectives provide organizations with course of action and aids them in preparing for future changes. A goal can be defined as a future state that an organization or individual strives to achieve. For each goal that an organization sets, it also sets objectives. An objective is a short-term target with measurable results. Without clearly-defined goals and objectives, organizations will have trouble coordinating activities and forecasting future events.
organizational goals serve four basic functions; they provide guidance and direction, facilitate planning, motivate and inspire .
Goals affect individual performance through four mechanisms. goals direct action and effort toward goal-related activities and away from unrelated activities. , goals energize employees. Challenging goals lead to higher e effort than easy goals.
The elements of goal-setting t. The goal-setting model indicates that individuals have needs and values that influence what they desire. A need is defined as a lack of something desirable or useful. According to Maslow's hierarchy of needs, all individuals possess the same basic needs. Individuals do, however, differ in their values. Values are defined as a group of attitudes about a concept that contains a moral quality of like or dislike and acceptable or unacceptable. Values determine whether a particular outcome is rewarding. Employees compare current conditions to desired conditions in order to determine if they are satisfied and fulfilled. If an employee finds that he or she is not satisfied with the current situation, goal setting becomes a way of achieving what he wants. Researches suggests that an individual's goal orientation may influence goal effectiveness. Employees with a learning orientation desire to acquire knowledge and skills, whereas employees with a performance goal orientation focus on the outcome rather than the achievement process. While employees with a learning goal orientation view goals as a challenge, employees with a performance goal orientation may view goals as a threat. Studies provide some support that assigned goals are more effective for individuals with a learning goal orientation. Personal and organizational goals are not always congruent.
organizational goals serve four basic functions; they provide guidance and direction, facilitate planning, motivate and inspire .
Goals affect individual performance through four mechanisms. goals direct action and effort toward goal-related activities and away from unrelated activities. , goals energize employees. Challenging goals lead to higher e effort than easy goals.
The elements of goal-setting t. The goal-setting model indicates that individuals have needs and values that influence what they desire. A need is defined as a lack of something desirable or useful. According to Maslow's hierarchy of needs, all individuals possess the same basic needs. Individuals do, however, differ in their values. Values are defined as a group of attitudes about a concept that contains a moral quality of like or dislike and acceptable or unacceptable. Values determine whether a particular outcome is rewarding. Employees compare current conditions to desired conditions in order to determine if they are satisfied and fulfilled. If an employee finds that he or she is not satisfied with the current situation, goal setting becomes a way of achieving what he wants. Researches suggests that an individual's goal orientation may influence goal effectiveness. Employees with a learning orientation desire to acquire knowledge and skills, whereas employees with a performance goal orientation focus on the outcome rather than the achievement process. While employees with a learning goal orientation view goals as a challenge, employees with a performance goal orientation may view goals as a threat. Studies provide some support that assigned goals are more effective for individuals with a learning goal orientation. Personal and organizational goals are not always congruent.
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