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Unformatted text preview: m member is informed of changes in
policy, changes in hours, or other
important information. Include a
component where the employee must
acknowledge having received the
information. Increase the diversity of products that
you sell. Increase diversity of product sales so
that no more than 25% of your sales
come from any one department. Learn Microsoft Access. Take Microsoft Access I and II at the
community college by November 30,
2010. Figure 6: Examples of Clear Goals Download free ebooks at bookboon.com
46 Motivation Managing Your Career Challenge
What would give you a greater sense of accomplishment: achieving an easy goal or achieving one that was
a real challenge? We are motivated by the reward that we believe we will receive for completing tasks. So
if we know that a goal is a challenge and is also perceived as such by those that assigned it to us, we are
more likely to be motivated to achieve it. Of course, there is a balance to be struck with this principle. A
goal should be challenging, but must still be achievable. If I don’t believe that I can meet a goal that
you’ve given to me, I might not even be motivated to make an attempt. I will dread the goal rather than be
motivated by it. You should also be sure that you have identified rewards that are appropriate for the
achievement of challenging goals versus normal expectations. By positively rewarding the achievement of
challenging goals, you encourage not just the achieving employee, but those other employees who
witnessed the reward that was given for the achievement.
In order for goals to be effective, they need to be agreed upon. The goal should be in line with the general,
established expectations that you have had for the employee in the past. The employee and employer must
both be committed to using the resources needed to complete the goal and should also agree on what the
reward will be. This takes more time and energy on both parts, but it prevents an end result where the
employee didn’t have what he or she needed to have in order to be successful, or where the employer is
frustrated by the employee’s distaste for pursuing the goal.
This doesn’t mean that you have to get an employee’s absolute agreement to every goal that you set for
them before setting it. But it does help to gain general agreement if the employee is involved in setting the
goals. Allow them to participate in the conversation about what is needed in order to complete the goal,
how much time it will take, and any other ways that you can let them participate in decision making about
You could also ask employees to create their own goals for themselves and then discuss them as a team.
You might not be aware that someone wants to improve their skills in a certain area or learn more about a
specific process. Letting them take on something that they want to learn and feel challenged by will give
them more motivation to do the needed work to achieve their other goals as well.
Goal setting is not going to be effective if there is not an opportunity for feedback. What if the person is
halfway to completing the goal but they have a question? What if you suspect that the person is going
about the process of completing the goal in the wrong way? Feedback is a chance to correct or clarify
before the goal has been reached. Download free ebooks at bookboon.com
47 Motivation Managing Your Career Ideally, feedback is a type of progress reporting. It gives the supervisor the chance to clarify expectations
and to adjust the level of difficulty of the goal if it seems it’s too hard or too easy. For the employee, it
offers a chance to make sure they are meeting their supervisor’s expectations and to get recognition for
what they have achieved up to this point. When the goal has been reached, you can also conduct a formal
feedback session so that you can discuss what went well and what could use improvement in the future.
The final principle in Locke and Latham’s goal setting theory is related to the level of complexity of the
assigned task. When a role is complex or highly technical, the person in that role is often already highly
motivated or else they wouldn’t have reached that level in their organization. However, even the most
motivated person can become discouraged if the complexity of the task and the time it would take to
complete it wasn’t fully understood. Projects can have the tendency to reveal themselves as being more
complex after they have begun, so both the employee and supervisor need to be in communication about
how involved a task has become. Please click the advert Even the most motivated person can become discouraged if the complexity of the
task wasn’t fully understood. Download free ebooks at bookboon.com
48 Motivation Managing Your Career In complex or technical work environments, it’s important to make sure that the person has enough time
toreach the goal. Unreasonable time expectations will...
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This note was uploaded on 06/07/2013 for the course BA 202 taught by Professor Cuongvu during the Fall '13 term at Copenhagen Business School.
- Fall '13