Being able to provide feedback about goal attainment is key Achievable (but challenging) Just inside the realm of acceptability Reinforcing (or Relevant) and Rewarding Goals should reinforce/be consistent with your mission, values, beliefs, overall strategy In org settings, where possible, rewards should be tied to goals (remember that $ is not the only option here) Time Deadline short-term not just long term
Making Critical Goals Manageable 1. Break your critical goals down into manageable tasks 2. Prioritize those tasks 3. Put the tasks in correct sequential order (which may or may not be how you brainstormed them in the first place) – note which tasks follow a linear sequence and which have “lagging” relationship 4. For the high priority tasks, estimate how much of your time each task will take (add 20%) & give yourself a deadline 12
Health Plan Make a health plan for yourself by setting goals that you would like to achieve to make your life healthier Take 5 minutes 13
Motivation is a function of three different types of beliefs people have: 1. expectancy , or the belief that one’s effort will affect performance 2. instrumentality – the belief that one’s performance will be rewarded (or punished), and 3. valence – the perceived value of the expected rewards (or punishments). This is more naturally a model of extrinsic motivation, but can be adapted to intrinsic motivation too 14 Expectancy Theory (Vroom)
15 EFFORT PERFORMANCE REWARD Valence: “ Do I want this/ want to avoid this?” Instrumentalit y: Expectanc y: Do I have the skill to complete this task?
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- Fall '12
- 20%, 5 minutes, Frederick Taylor, 2 Tons