The Effects of Reward Type on Employee Goal Setting, Goal Commitment and Performance

2011 ◽  
Author(s):  
Adam Presslee ◽  
Thomas W. Vance ◽  
Alan Webb ◽  
Scott Jeffrey
Keyword(s):  
Goal Setting ◽  
Goal Commitment ◽  
And Performance

Undesirable Effects of Goal Setting on Perceived Fairness, Commitment, and Unethical Behavior

2018 ◽  
Vol 62 (2) ◽  
pp. 97-107 ◽  
Author(s):  
Nina Keith
Keyword(s):  
Goal Setting ◽  
Unethical Behavior ◽  
The United States ◽  
Goal Commitment ◽  
Management Technique ◽  
Long Term Effects ◽  
Perceived Fairness ◽  
Negative Effects ◽  
Positive Effects ◽  
And Performance

Abstract. The positive effects of goal setting on motivation and performance are among the most established findings of industrial–organizational psychology. Accordingly, goal setting is a common management technique. Lately, however, potential negative effects of goal-setting, for example, on unethical behavior, are increasingly being discussed. This research replicates and extends a laboratory experiment conducted in the United States. In one of three goal conditions (do-your-best goals, consistently high goals, increasingly high goals), 101 participants worked on a search task in five rounds. Half of them (transparency yes/no) were informed at the outset about goal development. We did not find the expected effects on unethical behavior but medium-to-large effects on subjective variables: Perceived fairness of goals and goal commitment were least favorable in the increasing-goal condition, particularly in later goal rounds. Results indicate that when designing goal-setting interventions, organizations may consider potential undesirable long-term effects.

From Local to Cross-Cultural to Global Work Motivation and Innovation

2018 ◽  
Author(s):  
Miriam Erez
Keyword(s):  
Cultural Differences ◽  
Goal Setting ◽  
Work Motivation ◽  
Goal Commitment ◽  
Cross Cultural ◽  
Cross Cultural Differences ◽  
Geographically Dispersed ◽  
And Performance ◽  
Global Work ◽  
New Research

This chapter examines three phases of a programmatic research on work motivation. Phase one focuses on research on work motivation prior to considering the effect of culture on work motivation. This research identifies two boundary conditions of the goal-setting theory of motivation—knowledge of results, and goal commitment—two necessary conditions for goals to affect performance. It continues to examine the effect of participation in goal setting on goal acceptance and its consequent performance and discovers cross-cultural differences in the effect of participation on goal acceptance and performance. This has opened up phase two, which focuses on cross-cultural differences and similarities in work motivation. Phase three has paralleled the change toward a global, culturally diverse and geographically dispersed work context. This context stimulates new research questions and research paradigms that have specifically focused on understanding how to motivate employees’ behaviors in the global context and enhance their sense of belongingness to their multicultural teams.

Goal setting in Missouri's model evaluation system

2019 ◽  
Author(s):  
◽  
Kimberly Burger
Keyword(s):  
Public Schools ◽  
No Child Left Behind ◽  
Goal Setting ◽  
Model Evaluation ◽  
Professional Growth ◽  
Evaluation System ◽  
Goal Commitment ◽  
Elementary And Secondary Education ◽  
Effective Evaluation ◽  
Seven Principles

[ACCESS RESTRICTED TO THE UNIVERSITY OF MISSOURI AT REQUEST OF AUTHOR.] Goal setting in Missouri's Model Evaluation is the central focus of this research. Years of legislation increased the federal presence in public education and made accountability a household term for educators. The direct piece of policy that connects this research to is Missouri's ESEA Flexibility Waiver. The waiver established goals that would bypass the rigorous mandates of No Child Left Behind but would still ensure high-quality programs within Missouri schools. Effective leadership and instruction were a core goal of the waiver and established the seven principles of effective evaluation for Missouri public schools. The seven principles of effective evaluation were to serve as the guiding principles for educator evaluation in Missouri by the 2014-15 academic year. Missouri's Department of Elementary and Secondary Education created the Missouri Model Evaluation System, offering districts a premade evaluation system. The model system utilizes goal setting within growth guides to provide evaluation participants a focus for both evaluation and professional growth. The four moderators of Locke and Latham's Goal Setting Theory serve as the conceptual framing of this research. These moderators, or variables, are goal specificity, goal commitment, goal difficulty, and goal feedback. The likelihood of goal achievement increases when the moderators are considered during implementation.

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