लक्ष्य, Harshvardhan Jain Motivational Speech, Harvest Success Academy, ...

Goal-setting states that specific and challenging goals along with appropriate feedback contribute to higher and better task performance. Goals indicate and give direction to an employee about what needs to be done and how much effort is required to be put in.

7 principles of goal setting are;

1. Clarity.
2. Challenge.
3. Commitment.
4. Feedback.
5. Task Complexity.
6. Self-efficiency.
7. Goal commitment.

Let’s look at each of these in detail.

1. Clarity

Clear goals are measurable and unambiguous.

When a goal is dear and specific, with a definite time set for completion, there is less misunderstanding about what behaviors will be rewarded.

“Reduce job turnover by 15%” or “Respond to employee suggestions within 48 hours” are examples of dear goals.

2. Challenge

One of the most important characteristics of goals is the level of challenge. People are often motivated by achievement, and they’ll judge a goal based on the significance of the anticipated accomplishment.

Rewards typically increase for more difficult goals. If you believe you’ll be well compensated or otherwise rewarded for achieving a challenging goal that will boost your enthusiasm and your drive to get it done.

If an assignment is easy and not viewed as very important – and if you or your employee doesn’t expect the accomplishment to be significant – then the effort may not be impressive.

3. Commitment

Goals must be understood and agreed upon if they are to be effective. Employees are more likely to “buy into” a goal if they feel they were part of creating that goal.

The notion of participative management rests on this idea of involving employees in setting goals and making decisions.

4. Feedback

In addition to selecting the right type of goal, an effective goal program must also include feedback. Feedback provides opportunities to clarify expectations, adjust goal difficulty, and gain recognition.

It’s important to provide benchmark opportunities or targets, so individuals can determine for themselves how they’re doing.

5. Task complexity

The last factor in the goal-setting theory introduces two more requirements for success. For goals or assignments that are highly complex, take special care to ensure that the work doesn’t become too overwhelming.

Goal-setting theory has certain eventualities such as Self-efficiency and Goal commitment.

6. Self-efficiency

Self-efficiency is the individual’s self-confidence and faith that he has potential.

if performing the task. Higher the level of self-efficiency, greater will be the efforts pm in by the individual when they face challenging tasks.

While lower the level of self-efficiency, less will be the efforts put in by the individual or he might even quit while meeting challenges.

7. Goal commitment

The goal-setting theory assumes that the individual is committed to the goal and will not leave the goal. The goal commitment is dependent on the following factors:

• Goals are made open, known and broadcasted.
• Goals should be set-self by individuals rather than designated.

The individual’s set should be consistent with organizational goals and vision.