Chapters 17, 18, 19 & 20- Homework

Chapters 17, 18, 19 & 20- Homework - Running head: Unit...

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Running head: Unit 5 Homework 1 Chapter 17: A). What is the rationale for goal setting. Do you agree or disagree and why? The process of establishing challenging goals involves managing the level of participation and goal difficulty. Once goals have been established, the way they are measured is an important determinant of member performance. Goal setting can affect performance in several ways. It influences what people think and do by focusing their behavior, motivating people to put forth the effort to reach difficult goals that are accepted, and when goals are difficult but achievable, goal setting prompts persistence over time. There are two characteristics of goal setting, they are: Establishing goals is the first element of goal setting. Meaning that goals that are perceived challenging but realistic and have a high level of commitment are usually established by letting the employees participate in decision-setting process. Increasing the difficulty of employee goals will have the same results. Another way in establishing challenging goals is to vary the amount of participation in the goal-setting process. Clarifying goal measures is the second element of goal setting. “To clarify goal measurement, objectives should be operationally defined… it also requires that employees and supervisors negotiate the resources necessary to achieve the goals” (Cummings and Worley pg. 423). I agree with the process, because by establishing realistic but challenging goals that are clear to all employees help’s to motivate them. If they know what is expected of them and what needs to be done in order to accomplish the goals, they are more likely to put in a hundred present. B) What can be done to improve the appraisal systems? The following six steps can improve the designing and implementing appraisal system: “Select the right people- for political and legal reasons; the design process needs to include HR staff, legal representatives, senior management, and system users. Failure to recognize performance appraisal as part of a complex performance management system is the single most important reason for design problems. Diagnose the current situation- A clear picture of the current appraisal process is essential to designing a new one. Diagnosis involves assessing the contextual factors, current appraisal practices and satisfaction with them, work design, and the current goal-setting and reward system practices. This information is used to define the current system's strengths and weaknesses. Establish the system's purposes and objectives- ultimate purpose of an appraisal system is to help the organization achieve better performance. Managers, staff, and employees can have more specific views about how the appraisal process can be used. Potential purposes can include serving as a basis for rewards, career planning, human resources planning, and performance improvement or simply giving performance feedback.
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Chapters 17, 18, 19 & 20- Homework - Running head: Unit...

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